Dominie Moss's guest appearances

Dominie Moss

reWorked: the Workplace Inclusion Podcast

The Risky Mix Podcast

Phil Jones

Winston Ben Clements

Tom Shakespeare

Alan Thomas

Kate Fox

Gemma Lloyd

Victoria Smith

Karen Graves

Maurice Rose

Chris Samuel

Meg Mathews

Winston Clements

Deanna Singh

Victoria Hills

Joeli Brearley

OwlTail

The Key Learning Points:1.The number of professional women on a career break but who plan to return to work2.The pros and cons of LinkedIn for recruitment 3.The three main myths about returnersOn this week's remote Risky Mix podcast, we’re joined by Dominie Moss, founder and MD of The Return Hub. Dominie is here today to tell us more about The Return Hub, the importance of hiring fresh and diverse talent and what recruitment processes need to look like, plus we’ll be busting some common myths about returners!Dominie started her career as a headhunter in 2001, and after turning 40 a few years back, decided to set up The Return Hub in 2016 – a decision that was partly motivated by her internal desire to do something different: “I had a bit of an entrepreneurial itch to scratch for a long time” and partly by a number of external factors: “I began to look around me and thought ‘where are all the women of my age – where’ve they all gone?’” For Dominie, there seemed to be a missing generation of women her age, so after meeting a lady from Morgan Stanley and learning about the firm’s return to work program, Dominie became a “woman on a mission!” She quotes a PwC study which found that there are 427,000 professional women who are on a career break who will go back to work. So, she took what she knew about the search process and applied it to the returner space, with an aim to enable companies to reach the “off the radar, hard to find, pool of people, in a way that was strategic and not just chance and luck.” Dominie realised that “there was this huge untapped pool of talent, that was highly skilled, highly experienced, but was just not really well served by the current recruitment industry.”We talk about the role LinkedIn is playing in the industrialisation of recruitment – creating a scalable way to recruit, but Dominie speaks about the downsides of recruitment based on the outputs from an algorithm – namely the fact that an algorithm can’t assess someone with a career break or a period of study – Dominie believes that the process has to be managed by a human being. “The system really is screening out these incredibly talented, experienced women.” In addition to this, there are a number of myths around returners:1.      They’re all women2.      They’re all mothers3.      They all want to work part-timeDominie adds that, in fact, 73% of their candidates tick the full-time box. “There is no average returner” but they often have one thing in common, which is their response to the question “what do you want to do?”: “I want to do interesting and challenging work and I want to be part of a team again.” Dominie explains that the returner group tends to look at things more holistically, rather than taking the more binary view when it comes to career - around pay and promotion alone.Dominie explains that she’s recently broadened The Return Hub offering, launching Career Academy, which delivers a range of free resources on CV writing, interview skills, LinkedIn profile writing and much more, so check those out if you’re looking to relaunch your career or want general tips on career development! 

The Key Learning Points:1.The number of professional women on a career break but who plan to return to work2.The pros and cons of LinkedIn for recruitment 3.The three main myths about returnersOn this week's remote Risky Mix podcast, we’re joined by Dominie Moss, founder and MD of The Return Hub. Dominie is here today to tell us more about The Return Hub, the importance of hiring fresh and diverse talent and what recruitment processes need to look like, plus we’ll be busting some common myths about returners!Dominie started her career as a headhunter in 2001, and after turning 40 a few years back, decided to set up The Return Hub in 2016 – a decision that was partly motivated by her internal desire to do something different: “I had a bit of an entrepreneurial itch to scratch for a long time” and partly by a number of external factors: “I began to look around me and thought ‘where are all the women of my age – where’ve they all gone?’” For Dominie, there seemed to be a missing generation of women her age, so after meeting a lady from Morgan Stanley and learning about the firm’s return to work program, Dominie became a “woman on a mission!” She quotes a PwC study which found that there are 427,000 professional women who are on a career break who will go back to work. So, she took what she knew about the search process and applied it to the returner space, with an aim to enable companies to reach the “off the radar, hard to find, pool of people, in a way that was strategic and not just chance and luck.” Dominie realised that “there was this huge untapped pool of talent, that was highly skilled, highly experienced, but was just not really well served by the current recruitment industry.”We talk about the role LinkedIn is playing in the industrialisation of recruitment – creating a scalable way to recruit, but Dominie speaks about the downsides of recruitment based on the outputs from an algorithm – namely the fact that an algorithm can’t assess someone with a career break or a period of study – Dominie believes that the process has to be managed by a human being. “The system really is screening out these incredibly talented, experienced women.” In addition to this, there are a number of myths around returners:1.      They’re all women2.      They’re all mothers3.      They all want to work part-timeDominie adds that, in fact, 73% of their candidates tick the full-time box. “There is no average returner” but they often have one thing in common, which is their response to the question “what do you want to do?”: “I want to do interesting and challenging work and I want to be part of a team again.” Dominie explains that the returner group tends to look at things more holistically, rather than taking the more binary view when it comes to career - around pay and promotion alone.Dominie explains that she’s recently broadened The Return Hub offering, launching <a href="https://www.thereturnhub.com/the-career-academy/#touchpoint-featured" rel="nofollow" target="_blank">Career Academy</a>, which delivers a range of free resources on CV writing, interview skills, LinkedIn profile writing and much more, so check those out if you’re looking to relaunch your career or want general tips on career development!

Ep.61 - Busting the three top myths about returners, Dominie Moss, The Return Hub

In episode 5, Rachael talks to Dominie Moss, founder of The Return Hub, a unique recruitment firm about what her company is doing to challenge the return to work status quo.People returning to work after a career break, having children, travelling – whatever the reason – can face an uphill struggle to be taken seriously in the job market. The transferable skills they possess can be a real asset to our organisations, but they are all too often overlooked. Dominie Moss is changing that with her organisation, The Return Hub, which places professionals who want to relaunch after a career break or transfer their careers into the financial services sector. Rachael and Dominie discuss the barriers candidates face, best practices companies can adopt in their recruitment processes, and whether the automation of recruitment will help overcome unconscious bias. Connect with Dominie on Twitter or LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.People Management Article: Fewer than one in five women feel confident returning to work after maternity leave

In episode 5, Rachael talks to Dominie Moss, founder of The Return Hub, a unique recruitment firm about what her company is doing to challenge the return to work status quo.People returning to work after a career break, having children, travelling – whatever the reason – can face an uphill struggle to be taken seriously in the job market. The transferable skills they possess can be a real asset to our organisations, but they are all too often overlooked. Dominie Moss is changing that with her organisation, <a href="https://www.thereturnhub.com/" rel="nofollow" target="_blank">The Return Hub</a>, which places professionals who want to relaunch after a career break or transfer their careers into the financial services sector. Rachael and Dominie discuss the barriers candidates face, best practices companies can adopt in their recruitment processes, and whether the automation of recruitment will help overcome unconscious bias. Connect with Dominie on <a href="https://twitter.com/dominie" rel="nofollow" target="_blank">Twitter</a> or <a href="https://www.linkedin.com/in/dominie-moss-0799a08/" rel="nofollow" target="_blank">LinkedIn</a>.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on <a href="https://twitter.com/theewgroup" rel="nofollow" target="_blank">Twitter</a>, <a href="https://www.linkedin.com/company/ew-group/" rel="nofollow" target="_blank">LinkedIn</a> or visit our <a href="https://theewgroup.com/services/equality-diversity-and-inclusion/analysis/research/" rel="nofollow" target="_blank">website</a>.<a href="https://www.peoplemanagement.co.uk/news/articles/fewer-than-one-in-five-women-confident-return-maternity-leave" rel="nofollow" target="_blank">People Management Article: Fewer than one in five women feel confident returning to work after maternity leave</a>

S2. Episode 5: The Return Hub with Dominie Moss