The following article appeared in Recruiter Magazine, 19th September 2007, as part of their MASTERCLASS series:
The benefits gained from offering career breaks to your staff can be more worthwhile than you first think - if you get the policy right in the beginning.
The latest phrase on everyone's lips is ‘career breaks', and although from the outset they may appear to simply be an extended holiday there are far more benefits that can be gained for both the employer and employee. I would personally challenge anybody that believes that this is not a prime opportunity to develop both the technical and life skills of employees.
Recruitment consultancies are struggling to retain their best employees, often losing them to overseas adventures or career changes lasting no longer than a few months, so offering this as an option is becoming increasingly important.
Benefits
In my experience, career breaks have been extremely beneficial. One employee of mine went to Eastern Europe with the intention of buying a property and gained extremely valuable knowledge of international business dealings, as well as first hand business and financial expertise, resulting in them becoming a more equipped consultant. Other employees return with valuable personal and business skills, including increased confidence and the ability to think more innovatively about solutions. If they are right for the job, they will return with more enthusiasm and passion, which is essential for anybody working within this sector.
Offering career breaks as an option is essentially an inexpensive way of rewarding your staff. They are an effective retention method and can substantially increase staff morale, and lead to a more focused and dedicated approach on their return.
I would however, warn employers to have a security policy in place to ensure that people are taking breaks for the right reasons. As with many benefits, they are sometimes abused and I would urge employers to carefully consider each applicant, to be certain that it is not just an excuse for an extended holiday in the sun. In these cases it would not add any value to your company or to the individual's personal development. Another interesting point is that a large number of people enter the recruitment industry as a short-term career option, and therefore there tends to be little or no loyalty to their employer.
To get round this, I would recommend implementing a ‘continuity of employment' agreement, which will outline the conditions of the arrangement. This should include deals such as the length of the break, frequency, restrictions, length of notice and guarantee of work for both parties. These measures are essential, and to ignore them would seriously reduce the benefits this scheme would bring to your agency.
Growing Trend
To capitalise on this trend, recruiters need to implement procedures now. This will mean that they can act quickly, and would not lose a valued employee, due to a lack of understanding of what they look set to gain from this decision.
The recruitment sector has expertise in every field but we rarely put these to good use. Although career breaks may not be a feasible option for all businesses, it is worth keeping an eye on this growing trend, as it is a great way to attract and retain staff who are looking for a flexible and accommodating working environment.
With increasing interest from employees and greater flexibility from employers, career breaks looks set to become a popular option for many in the near future.