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Return to Work supported hiring
Frequently asked questions
Intrigued by the opportunity of returning to work? Want to clarify a thing or two? You should find most of the answers you’re looking for here.
Who can apply for a Return to Work supported hiring opportunity?
If you have relevant professional experience that matches the role you are applying for, and are now looking to transition back into the workplace after an extended career break of two years or more, one of our Return to Work supported hiring opportunities could be right for you. Roles available will be at a range of grades, from Assistant Manager through to Director.
How do l apply?
Once you’ve found a role you’d like to apply for, you’ll need to supply your CV as part of your application. Please include details of your extended career break (including relevant dates) and we can see what extra dimension your time away has added.
Contact our team
Is there more you need to know before you apply?Email us
What counts as an “extended career break”?
The expectation is that returners will have had a break of two years or more
Is there an age restriction for the roles?
No. We look for relevant skills and experience for each advertised role. We do not apply age criteria when reviewing candidates’ suitability for the role.
How many roles can I apply for?
To maximise your chance of success, we recommend you apply for the role that corresponds most closely with your previous experience, skills and career aspirations.
What if I don’t find a role that’s right for me?
If you don’t find a role appropriate for your skills and experience, or in your chosen location, you can still register an interest in our Return to Work supported hiring opportunities here. We can then get in touch with you should any suitable opportunities arise. Please do also keep an eye on our website as new roles will be released throughout the year.
How does this differ to Deloitte’s Return to Work Retraining Programme?
Deloitte’s Return to Work Retraining Programme is focused on retraining returners (who are returning from an extended career break of two years or more) to develop new skills. Returners will have no previous coding or software development experience and will develop these skills through the programme.
Deloitte’s Return to Work Supported hiring opportunities are open to returners with previous experience and existing skills in the relevant role for which they are applying.
What is the recruitment process?
If your initial application is successful, you will be invited to share further information with us, followed by a straightforward two-stage interview process. To find out more, click on each stage below:
1. Online application
- Once you’ve found a role which aligns to your skills and experience, click on the link in the job advert which will take you to our online application process
- Please apply for one role at a time – or your application will be delayed
- Attach your CV, making sure it includes the dates of your career break
- Follow the process step by step, as indicated by your recruitment contact
- If your application is progressed, we will reach out to you for further factual information to help us process your application efficiently
2. Informal conversation
- You'll be invited to a telephone conversation with a member of our recruitment team. We'll ask some factual questions about your skills and experience, your motivation for returning to the workplace and career aspirations. This is to help you bring your CV to life.
- If successful at this stage, we'll share your application with the relevant hiring manager for their review
3. First interview
- If successful, your first interview will be with a hiring manager from the business area you have applied to join. We’ll be as flexible as we can in arranging it at a time that suits you
- The purpose of this first interview is to assess your skills and experience against the critical requirements of the role you have applied for
- For some roles, there may be a short technical assessment to complete to demonstrate your technical capability
- You’ll also have the opportunity to ask us questions about the role, the programme and the team
4. Second interview
- The second interview will be build on the first interview and will be an opportunity for you to further discuss your motivation for the role and your career aspirations
- You will have the opportunity to ask a senior business leader about the aspects of the role that are most important to you
- If successful at second interview, you will receive an offer of employment
Is there anything I need to do after I get an offer?
It's standard practice to screen our new joiners before they come on board. You'll be contacted by Security Watchdog, a leading provider of pre-employment screening. They’ll ask you to complete an online questionnaire, upload your right to work and proof of residency, and complete a declaration of consent.
Regulation and controls are standard practice in our industry and Deloitte is no exception. These controls provide important legal protection for both you and the firm. We are subject to a number of audit regulations, one of which requires that all Partners and audit professional staff abide by specific personal independence constraints. This prevents you and your "Immediate Family Members" from holding certain financial interests (shares, funds, bonds etc.) with any audit clients of the firm.
You must ensure you are compliant with these independence requirements (and if necessary provide evidence of your compliance) as you will need to be cleared by the Personal Independence Team before you can join the firm.
If you have any questions regarding this, please speak to your recruiter.
I have a disability or health condition; can Deloitte make the adjustments I need?
Of course. If you require any workplace adjustments to be made because of a disability or health condition, before joining we will introduce you to somebody in HR who can help arrange these for you.
I haven't had an interview for a while, what should I expect?
Your interview will cover experience you’ve gained outside the working environment, focus on your transferable skills, and include scenario or task-based questions. You won’t be expected to provide specific examples of recent experience.
We want you to perform at your best, we don’t want to knock your confidence by presenting questions and situations you simply won’t be able to answer. So we’ve designed our assessment process to reflect the fact that applicants have had a career break.
We also encourage hiring managers to focus their time with ‘returner candidates’ on learning about what they can do: their strengths and qualities.
That’s because we want more people to consider Deloitte following a career break; and we think how we assess you is a big part of that.
What happens next?
If your application is successful, we’ll be in touch to let you know the next steps.
Is my career break valid?
Our Return to Work supported hiring opportunities are open to anyone, male or female, who has taken an extended career break of typically two years or more. This can include time out for travelling, focusing on family, or just time out to refocus and re-energise.
My skills and knowledge are out of date – what refresher training will I get?
After a prolonged period out of the work environment, we understand that you’ll need to bring your knowledge and skills up to date. To help bridge that gap, you’ll have the opportunity to create a professional development plan, where we work with you to identify skills you need to refresh, from the suite of training we offer. We also provide induction training to familiarise you with Deloitte; structured learning, so you’re able to use our everyday tools and software; and technical training to better equip you for client service delivery projects. You’ll also be assigned a Buddy to help you settle in and a coach to support your development.
Is this a full-time role?
We carefully consider agile ways of working, both formal and informal, that allow for the best impact for our people and our clients. Return to Work roles are usually offered at four days a week (80% presence). If the working pattern you’re looking for is not specifically indicated in the job advert, we are happy to discuss alternative arrangements.
Will I need to travel?
Some roles may require you to travel. If that’s the case, it will be clear from the specific job advert and you can discuss it further with your recruiter or at interview.
What support is available when I join the firm?
From the minute you join, we will support you in your transition back to work. You’ll have access to a returner network, and support from a Buddy, line manager (for your day-to-day work), coach and your sponsoring partner.
You’ll also benefit from coaching sessions, run by external providers, who facilitate our award-winning Working Parents Transition Programme. And we have a number of firm-wide diversity networks, who come together regularly and help connect people.
Based on four years of successfully running a returner programme, we’ve developed bespoke resources to help you refresh your skills in those important early weeks.
Is this is a permanent position?
Yes all Return to Work roles are generally permanent unless the job description specifies that the role is for a fixed-term contract.
What are my Agile working options?
Please see the job advertisement for details about agile working options for your specific role. We’ll also ask you about your agile working requirements at the early screening stage, as we're happy to discuss alternative arrangements if the advertised options are not quite right for you. The Deloitte ethos is that any agile working arrangement needs to work for both the individual and the business – thus, we will be happy to discuss options with you.
What do you get with this route into Deloitte?
- Coach and a buddy
- Access to the Returner Network for additional support and advice
- Four Coaching sessions to support with the transition
- Additional bespoke IT training support to refresh your skills
- Access to additional Performance and Development tools
What are the start dates?
We have moved away from a programmatic approach that had a set annual intake date. Instead, as with all of our experienced hire opportunities, we have start dates throughout the year, meaning we’re ready for your return when you are. Post receiving an offer you will be informed of the upcoming start dates and you will be asked to select the start date most appropriate for you, there are typically two start dates per month.