It’s 2017, but gender imbalances still occur in companies. Managers know that gender diverse boards perform better, but female talents still face gender bias and stereotypes, which turn into challenges for ladies to overcome if they want to thrive.
Recruiting and hiring stats from Uptowork reveals that women are 82% more likely to believe men are paid more for the same work; and that is among many reasons why hiring managers might find it more difficult to recruit ladies. Other reasons include:
- women choose careers differently as compared to men, and working environment in some companies might be nothing but unfriendly to them
- recruiters don’t make job ads women-friendly. Did you know that using certain phrases in describing a role can attract – or deter – female applicants?
- women present themselves in job interviews differently than men, while some managers still might interpret those presentations without reference to gender peculiarities.
Okay, it’s not a call for recruiters to deny gentlemen and concentrate hiring skills on women only. It’s about balancing the scales during the selection process and improving sourcing and recruiting efforts when it comes to hiring talented female candidates.
What Women Want
Recruiting women starts with understanding what’s important to them.
With reference to the In Her Sight study, Sharon Florentine distinguishes five items for hiring professionals to consider while working on tactics of female talents recruitment:
- Paid time off
- Salary satisfaction
- Outstanding co-workers
- Equal opportunities for men and women
- Flexible work hours
With these in mind, your tactics to attract and keep women candidates might be as follows:
1) Make Job Ads Women-Friendly
It’s not about writing girly texts but making them work for both male and female candidates. This includes blocks about your company’s culture, in particular.
Promising perks like free beer, pool tables or video games might make candidates think your workplace is for men only. Thus, plagiarizing or paraphrasing job ads from fellow recruiters, you risk losing a significant portion of your potential employee base.
You might want to rethink the ways you craft job postings. Don’t make them sound over-enthusiastic, writing words like “rock star”, “ninja”, “coding god”, etc. Also, try keeping required skills to a minimum (unless you’re hiring for a senior position): reports say, women will hardly apply for a job if they don’t meet all the listed qualifications. And consider a friendly tone rather than gobbledygook to attract diverse applicants.
In addition to that:
To find and hire female talent, make sure to advertise where they look. Women’s employment websites, career fairs at women’s colleges, women’s forums with job ads such as Systers, Women Tech World, or Girl Geek Dinner – consider these sources to double your recruiting efforts.
2) Offer Flexible Schedules
The benefits of allowing employees a flexible schedule are known per se, and many companies practice this approach: work-at-home days, working from coffee shops, and mobile offices – such perks attract candidates who are focused on performance rather than hours at the desk.
And here’s the kicker:
Flexible schedules go beyond working from 10 to 6 instead of 9 to 5. If you want female talents in the workplace, offer truly flexible schedules that would allow ladies to adjust the time for whatever life of working wife and mother might throw: sick children, parent/teacher meetings, etc.
Sure, no one needs sick, lazy, or unproductive employees; but a focus on performance rather than time spent in the office could make workers feel more valued and satisfied.
3) Cultivate Women Leaders
Women leaders can teach a lot about business, so recruiting star female candidates becomes easier if you demonstrate opportunities for them to develop professional skills and help them see career paths within a company.
Different training as well as sponsorship or mentorship programs for female employees within enterprises, cultivating their leadership skills, could be a captivating perk for talented and ambitious ladies to apply for a job in your company.
4) Provide Equal Opportunities
To hire female talents in 2017, recruiting managers should also focus on providing the information about pay equity. What is your company’s policy here?
- Does it equalize starting salaries?
- Does it make them non-negotiable?
- Or, does it offer a better initial package for women to make up the difference?
Maternity leave, prenatal care, and childcare facilities may serve well to a company’s reputation as well as help recruiters find qualified female applicants.
Another issue to consider:
Excise sexism from the workplace. To attract talented young ladies, let them know that your company embraces equality and educates employees about all forms of biases. Integrate gender-conscious updates into hiring practices by raising awareness through Implicit Association Tests or diversity programs.
Having documented policies against sexual harassment and discrimination is great, but make sure to create a positive working environment for female employees. That will encourage more women to respond to your job openings.
Just Get It Done
Long live stereotypes about dividing professions on men’s and women’s. Some still believe ladies don’t like STEM, don’t want to work in construction or police, and try to ignore male-dominated occupations.
Doesn’t it sound like a brilliant excuse for recruiters unwilling to bother?
But here’s the rub:
The argument that women aren’t interested is no longer valid in 2017. Progressive recruitment is about the adoption of proactive strategies. Female candidates don’t want to accept the theory of confidence gap anymore: they span economies, lead companies, embrace technologies, and know their worth.
So, to attract and keep them, you can’t lock yourself into traditional recruiting methods. Instead, design strategies that will allow targeting more diverse yet truly professional candidates.