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BLOG: Top 8 Strategies for Recruiting Women With Potential

On this International Women’s Day, it’s essential to reflect on the progress and challenges in achieving gender diversity in the workplace. Despite leaders expressing their commitment to gender equality, the reality is that many women continue to be underrepresented at all levels of organisations. Drawing insights from a comprehensive study by LinkedIn and various initiatives in Singapore, this article explores effective strategies to recruit more women to your company.


1. Closing the Pipeline Gap:

The LinkedIn Gender Insights Report highlights a significant challenge: getting women into the hiring pipeline. While women are 16% less likely to apply for a job, they are 16% more likely to get hired when they do apply. Addressing this disconnect requires making job postings more inclusive by focusing on role expectations, removing gender-biased language, and sharing success stories of women within the organisation.


2. Overcoming the “Confidence Gap:

The confidence gap often leads women to underestimate their abilities and, consequently, screen themselves out of job opportunities. To counter this, companies should encourage women to apply even if they meet only a portion of the job criteria. Creating an environment that supports diverse applications helps in building a stronger and more inclusive talent pool.


3. Making Job Descriptions More Inclusive:

Language matters, and job descriptions play a crucial role in attracting diverse candidates. Make your job postings more inclusive by avoiding gendered language such as “rock star” or “ninja” and using straightforward job titles and descriptions. Highlighting a commitment to inclusivity in recruiting collateral, can encourage more women to apply.


4. Salary Transparency: A Signal for Fair Pay:

The importance of salary transparency cannot be overstated. The LinkedIn report emphasises that sharing salary ranges in job postings signals a commitment to fair pay. Additionally, jobs promoting flexibility, work-from-home options, and additional benefits are particularly attractive to women. Embracing these practices enhances the overall appeal of the company to a diverse talent pool.


5. Data-Driven Goal Setting for Future Success:

Planning for the future requires a data-driven approach. Companies should use internal workforce data and external benchmarks to understand their current gender mix across departments and seniority levels. Setting stretch goals that align with industry realities ensures a more realistic and achievable plan for achieving gender diversity.


6. Showcasing Commitment and Attracting Talent:

To attract talent in the long term, companies must showcase their commitment to gender parity. Initiatives like the Bloomberg Women’s Community and participation in gender-equality indices demonstrate a dedication to creating diverse and inclusive workplaces. These visible commitments not only attract women but also men who value working in such environments.


7. Expanding Early-In-Career Talent Funnel:

To increase gender diversity, companies can expand their early-in-career talent funnel. Examples from Blizzard Entertainment and Unilever show that reaching out to women-led groups on campuses and using technology tools to assess candidates’ soft skills can significantly improve gender diversity at all levels.


8. Cultivating Inclusive Leadership for a Level Playing Field:

Overcoming biases is pivotal for women to realize their full potential. By championing diversity and advocating for equal opportunities, leaders play a crucial role in shaping an environment where the playing field is genuinely level for everyone. This concerted effort is essential for fostering an inclusive workplace culture that acknowledges and celebrates the capabilities of every individual, regardless of gender.

 

Fostering Workplaces That Empower

While achieving gender parity may be a slow process, implementing these initiatives, coupled with open dialogue and a commitment to change, can help businesses craft deliberate recruitment strategies that align with the behaviors of both men and women. On this Women’s Day, let us renew our commitment to fostering workplaces that empower and celebrate the contributions of women at all levels.

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