9 years gap for kids/family.. too much?

Microsoft hdjdkdnrbe
Nov 2 9 Comments

My wife who used to work in HR/office administration and Recruiter previously, stepped away from professional career after our first kid was born. Now kids are in school, she is keen to join back. She was an asset in 3 companies she worked for earlier and we were under impression that she would get back to her career without much hassles. Even though she is applying for positions which need 1-3 years of experience but everyone is passing her on because of gap since 2011. some of recuriters even advised to pit some fake/volunteering as recent experience, which she will never do.
Now she is starting to feel upset little bit.. just a little bit though. I thought I will explore ideas to get her back in.

She is actively learning and taking online courses on HRIS along with HR materials in general. Also enrolled in community college course around HR.

Is there any advice HR folks out there have for her, other than keep trying what she is doing?
Appericiate any help ( and looking for refferals too, if you can help). TIA

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TOP 9 Comments
  • Kelly Services Lcfh06hb09
    I too had a 9 year gap for raising children. I would suggest internal staffing agency work to begin with as a recruiter. She may not jump back to the pay she was seeking but will gain some experience and exposure and have the very first jump at some impressive opportunities that cross her desk.
    Nov 2 0
  • Verizon LogicCrtr
    I worked for a temp agency which got me into the door as a temp and eventually I got the opportunity to apply for the job as a permanent employee where I was temping. Sort of a long on-site interview where i got to prove I could do it.
    Nov 2 0
  • Facebook VTCB2
    Some companies have begun “return to work” programs specifically for parents who took extended breaks to care for their families. Might be worth seeing if any companies by you have a program?

    Also, the old saying “it’s who you know” applies here. If you have connections that know your wife and would be willing to “take the risk” on her, try leveraging those.
    Nov 3 1
    • Microsoft hdjdkdnrbe
      OP
      She looked that too.. Some of those programs are for women who left working for same company at high level( VP level for chase e.g.) some of them are open time to time but not always ( Microsoft) . Anyway she is keeping that option open and exploring opportunities.
      Nov 3
  • New ICWE01
    Something I have seen on resumes (more so with European candidates than US) is that they list the break on their resume with dates and indicate they took the break to start and raise a family. As an HR professional, if I know the break is for something substantial and justified, I am much more open to an initial conversation than seeing an unexplained break, which can indicate there could be unemployable traits. As a woman (who hasn’t had any children yet), I truly believe we need to change the perception around women taking a break from their careers to raise a family. The role of a mother is such an important one and while yes, it will put a hold on the traditional career progression, it shouldn’t be a career killer. Companies, in general, should be doing a better job at supporting women so they don’t have to choice between their career and their family. Best of luck to your wife!
    Nov 14 0
  • Apple lpoiuk
    Don't have a suggestion, but I truly feel bad for her. I hope she can find a good job. The work environment is harsh in the U.S. :(
    Nov 2 0
  • New kdeH40
    It’s highly unlikely that anyone will hire her without ANY recent experience, hence the (sound) suggestions from recruiters to do some kind of temp work (volunteer work won’t do anything). I would suggest that she make appointments with 12-15 recruiters from different agencies so they can advocate her to their clients who are hiring, and in the meantime that she get some HR certification or just any kind of education that shows she is still keeping her finger on the HR pulse. Rather than PHR, it would be better if she does something specific to the type of HR she wants to practice (recruiting, L&D, OD, comp/benefits, payroll, ER, etc). She needs to show potential employers that she is current in the industry and *still has it* Applying to companies that are generally more family-friendly (more generous parental leave, more working moms in leadership, etc) might make it easier for her as well.
    Nov 13 1
    • New kdeH40
      She should also put her feelers out there to her/your network...via LinkedIn, Facebook, everywhere. Asking for referrals
      Nov 13
  • Microsoft hdjdkdnrbe
    OP
    I guess we all are aligned with the options she has. Thanks a lot for inputs. Let me know if any thing opens up in any of your organizations for someone like her. Hopefully she will be able to get her foot in the door soon.
    Nov 3 0

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