Recruit More Women into Your Talent Pool
Gender diversity is a top priority for many managers. Once they’re in the pipeline, women are more likely to get hired, but the challenge is often getting them there. There are a few immediate changes you can make to your recruitment model that will help. Start by making job postings more inclusive, using more straightforward job titles and descriptions. Remove language like “rock star” and “ninja” that tends to alienate female applicants, and focus on the expectations of the role. Also, publicize stories of women who are succeeding across all levels of your organization. When women see themselves represented in your firm’s recruiting materials, they’re more likely to apply. Consider posting salary ranges for positions. Salary transparency is a signal that an employer is committed to fair pay. Research from LinkedIn also found that jobs that promoted flexible schedules, working from home, and additional medical benefits were the most popular among women. So think carefully about the benefits you offer and how to highlight them in your postings.
This tip is adapted from “How to Recruit More Women to Your Company,” by Sarah O’Brien