Career breaks aren't a setback: How returning professionals can reclaim relevance and confidence

The Hindu

3 days ago

Career breaks are no longer rare. But what still feels rare is the confidence to return from one without apology. Especially for professionals in technical roles, a break is often treated as a red flag, not because skills disappear, but because perceptions haven't evolved fast enough.
It's time we changed that. Because today, relevance is no longer about tenure, it's about your current capability, clarity, and conviction.
The gender gap in how we view career breaks
According to LinkedIn's Gender Insights Report (2024), 38% of women in India list parenting as the reason for a career break compared to only 9% of men. This isn't just a statistic. It reveals how career breaks are still judged, especially for women and mid-career professionals.
It's not the gap that's damaging, it's the outdated assumptions attached to it. I've worked with hundreds of returning professionals who assumed they'd have to 'settle' for less after a break. What they actually needed was a reframe, not a downgrade.
How hiring managers evaluate relevance today
The good news? Hiring priorities are evolving. A 2024 study by Indeed shows that 67% of hiring managers now value hands-on skills and problem-solving more than traditional certifications.
I asked a senior leader CHRO from a reputed Power/ Infrastructure industry on how he views a career break. He said: 'There are two parts to it, one is practise and the other is attitude. How can the potential candidate demonstrate that they have already done what is required on the job? I am open to assess and evaluate the credentials of potential candidates. It all depends upon how updated they are and what is the kind of confidence they reflect. However line managers are less open to candidates with career breaks and that is a mindset issue'.
Kalpan Desai, CHRO, Atrangii, said – ' I am open to candidates with a career break provided they have upgraded themselves in terms of skills and whether they have a clear blueprint which is aligned to their goals. And if they have collaborative skills in place, it makes a difference because they can then grasp and co-ordinate with domain experts within the company and be up and running soon'.
In practice, here's what that means they're looking for:
Familiarity with current tools or platforms.
Evidence of problem-solving, not just knowledge.
A mindset that's adaptable, self-directed, and up-to-date
Your resume doesn't need to hide the break. It needs to show what you did with it.
Rebuilding technical capability the right way
Let's be clear: you don't need to have worked at a company during your break to stay relevant.
As the senior HR Leader from the power/ infrastructure sector mentioned – 'In case you are returning to manufacturing sector, pay a visit to the plant/unit and get yourself updated on the advancements made'. Kalpan Desai goes on to share – 'For roles like Finance, HR and Accounting, the basic fundamentals remain the same so you as a candidate need to focus on updating your industry knowledge. Yes, for technical roles, you need to have your technical domain skills updated which you can do through multiple sources, for example LinkedIn Learning and be up to speed.'
Here's what works:
Contextualise the gap. Mention it directly and with clarity. Don't tiptoe.
Show proof of learning. A few well-chosen certifications, mock projects, or freelance gigs go a long way.
Build a portfolio. It could be GitHub repos, dashboards, strategy decks, or case studies. Let your work speak.
Use a skills grid in your resume. A simple table showcasing tools you know and tasks you've done helps recruiters quickly assess relevance.
I've seen returnees land interviews simply because they presented their skills in a clearer, more digestible way.
Munira Thanwala , General Manager, HR, Mahindra Holidays and Resorts India Ltd. shared three tips for candidates returning to work – 'a] Update your skills to show continuous learning such completing short online courses or certifications (from Coursera, LinkedIn Learning).
B] Talk about your break with confidence, talk about what you did and what you learned.
C] Use your network, reach out to old colleagues, ex-managers or friends in the industry. Apply to 'returnship' programs / internships offered by most companies'
Framing the story: What to say in interviews
Most returnees fumble the 'Tell me about the gap' question. Here's a structure that helps: Reason → Learning → Action → Readiness.
Example: 'After a 15-month break for caregiving, I used the time to update my cloud skills through hands-on labs. I've built two freelance dashboards and now feel fully ready to return to a technical role.'
It's not about covering up the gap, it's about showing what you built during it.
Breaks uncover hidden strengths
Let's flip the narrative. People who return after breaks often bring:
Higher emotional resilience
Improved time management.
Greater retention and loyalty
In fact, according to Bain & Company's Returners Report (2023), 45% of professionals who return after a break stay longer at companies than those who didn't take one. That's not a weakness. That's a value-add.
Conclusion
Career breaks don't erase your potential. They don't make you less capable unless you let the world believe that.
In today's workplace, your comeback is only as strong as your clarity. So stop defending the break. Start demonstrating the readiness.
(arabjeet Sachar is Founder & CEO, Aspiration, and Career Transition Coach)