ATTRACTWISE
Even before a potential applicant reaches out to your recruiter or responds to a job advertisement, they’ve most likely done their homework on Glassdoor*, Great Place to Work*, LinkedIn*, Facebook* or other social platforms.
Presenting the right image at this stage is all about understanding how to look at your company from the outside in. So, let’s consider how you can strategize your perception as an employer to attract a diverse applicant pool.
​
​
Cultivate an Inclusive Talent Brand
A recent study found that for 86% female millennials, employer policies on diversity, equality and inclusion are critical decision drivers. Investing in an authentic talent brand that showcases inclusive policies in practice positively influences female job seekers to apply for or accept a position at your company.
-
Represent female employees in print/web communications, especially social media
-
Share authentic first-hand employee stories and testimonials, with a focus on inclusivity
-
Communicate women-friendly policies like flexible work hours, new parent benefits, etc
For example - Sodexo employees in India can work half-time jobs and take unpaid family leave for up to 2 years. As a result, the company has witnessed rapid growth in its female workforce.
-
Use gender-neutral language in job postings, like “he/she must hold a graduate degree” or “an experienced salesperson”. Textio* offers a writing tool that helps recruiters compose inclusive ads.
​
Get Creative About Accessing Diverse Talent Pools
A 2018 survey conducted by LinkedIn found that finding diverse candidates to interview was the top challenge in diversity hiring. The solution is to simply look in the right places.
-
Tap into industry-specific networks or professional groups for women and ask to post openings
-
Recruit at schools with diverse student bodies
-
Use third-party websites to advertise open roles
-
Cut back on referral-based hiring to widen your talent pool