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More college-educated women are seeking, being trained for, finding, and succeeding in professional and managerial positions. But eventually, many drop out of the workforce to raise a family or explore other possibilities.
Many of these women want to return to work eventually, but often with very different professional desires, particularly while their children are young. Sure, they still want a "quality" job and to have an impact on an organization. But they usually don't want to work the excessive hours they may have put in before leaving the workforce. They may also be looking for flexible hours and work-at-home options.
Re-entering the workplace after a gap is difficult in most situations, regardless of whether a stay-at-home parenting stint is involved. It is even harder when desiring to do something "different," such as working in a part-time role. Unfortunately, there aren't many permanent part-time professional/managerial positions available, and most people who find PT work do so for an employer they've already worked for and have proven themselves to. Often the employee sets up this strategy while still employed full time in that organization.
So the simplest re-entering approach is to go back to a firm where you've already worked. But that is not always possible or even desirable.
Is it possible to find a "good" part-time/flexible position? Yes. Is it difficult? Yes. Will the workplace eventually change to allow more flexibility? Let's hope so. But meanwhile, what can be done?
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Women re-entries should view the process from the perspectives of both job applicants and employers. The following discussion assumes a desire for a "traditional" part-time job, that is, one with an outside-of-the-home office, pro-rated or full benefits, and the like. If working from home as an independent consultant on a project or interim basis is practical for you, investigate those options also.
Applicant's perspective
All the concerns, frustrations, and barriers associated with a more traditional job search apply, but there are additional barriers to overcome.
First, there are psychological issues. Never forget that searching for a job has both an intellectual and an emotional component. The emotional one is often the more difficult to deal with, particularly for the woman re-entry candidate. Her concerns might include:
- Are my knowledge and skills current?
- Will I be able to balance work demand with home demands?
- What will the impact be on my family?
- Do I still "have it?"
There are practical barriers as well. Most hiring managers are looking to hire someone who not only has just performed the exact role the manager wants filled, but a candidate who is willing to make a full-time commitment.
How can you improve your chances?
While out of work, try to stay as up-to-speed as possible on business issues and trends, particularly in your field. Take short courses, attend professional events, and stay plugged in to whatever degree possible. And don't forget the Internet. The great benefit of this medium is that you can actually accomplish much of the necessary self-education from your home computer, and at any time.
Be realistic about the job search approaches that will work best for you
Networking is the way most people find jobs, and is particularly successful for job seekers who try doing anything non-traditional such as changing careers, changing industries, or hunting down a part-time or flexible opportunity.
Not only is networking important, but getting in front of people is critical to state your case and convince them it's worth taking a chance on you. Taking a chance? I know it might seem incredulous that hiring managers would feel this way given your prior experience and accomplishments, but in their mind they are taking a chance, particularly if they haven't employed part-time professionals before.
You won't be hired for any position, full- or part-time, unless there is a need, and unless you can convince prospective employers that you can fill that need. Now you have to create a persuasive argument about how you could "add value" to an operation.
Use all your network sources to identify organizations and people that might hire you on a less-than-full-time basis. Some of the best sources are your:
- Undergraduate and graduate schools;
- Former employers;
- Community/professional/religious affiliations.
And don't forget your spouse or partner's contacts.
In your networking, be on the lookout for people who have already accomplished what you are attempting. They will view you very differently than employers who stayed in the workplace and never considered the need for flexibility. These pioneers are out therefind them!
Team up with other professionals who are trying to re-enter the workforce. That's why programs such as Getting Back on Course (described in the accompanying article) and the alumni networks that result from them can be invaluable. Look for similar programs, but if you can't find them, consider starting your own "seeking part-time professional work" support group. Meet regularly to share the frustrations, triumphs, and successes of the process.
Perhaps you can find a job-sharing partner and convince a hiring manager that two people can share the job.
Finally, and probably most importantly, it is critical to keep in mind the potential employer's perspective. You won't be hired because you need a job. You'll be hired because of what you will do for the organization.
Employer's perspective
A hiring manager will likely have concernssome of them unstatedabout bringing on someone in a less than full-time role. These concerns might include:
- Organizational issues regarding flexible or part-time work. Are there equity issues? Professional jealousy issues?
- Has it ever been done before? Done at this level?
- Do the tasks to be performed lend themselves to less-than-full-time work?
- If customer contact is involved, what happens when the customer calls on one of your "off" times?
In any case, you must prepare arguments to address these and other concerns whether or not they are stated.
Be willing to consider starting on a contract or consulting basis, and even propose that arrangement to a potential employer. Then demonstrate during this trial period that you can get the work done in a significantly more-than-satisfactory way while working less-than-full-time.
Also, be willing to accept a position with fewer responsibilities than you think you could perform, even on a reduced schedule. This will make it easier to ensure you can complete your work, reducing pressure and stress.
Accept the reality, however, that professional-level part-timers often end up working more hours than they are officially supposed to, often because of pressure they put on themselves. The good news is that even during crunch times it will be easier (i.e., more socially acceptable) for you to walk out the door when you need to, compared to full-time employees.
Don't be overly concerned about long-term career implications of part-time work. Don't ignore them either, but realize that many professionals today create their own career tapestries, rather than following organizationally mandated career tracks.
Optimistic, realistic, persistent
Get out there. Talk to people. Communicate your needs but, more importantly, identify which of the organization's needs you can realistically fill while working a less-than-full-time schedule. Be optimistic, be realistic, and, most important, be persistent.
Perhaps some employers will realize the great potential of people, like professionally trained and experienced women re-entries, who want productive, value-added, part-time work experiences and then figure out a more effective way to tap these vast resources. Let's hope more at least try.
If you are an employer, consider hiring women re-entries at the professional/managerial level. These women are a rich, largely untapped source of talented workers. And besides, many more success stories are needed.
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