“While female representation in the C-suite is on the rise, only one in five executives in the C-suite is a woman today, and women remain underrepresented at all levels.” HBR
According to Harvard Business Review’s article, ‘How to Recruit More Women to Your Company,’ corporate America is now more focused than ever on having diversity at all levels of their organization. Most companies report that they are striving for gender diversity in their companies, however, lack the strategies to attain diversity at their most senior levels and on their corporate boards.
Once in the pipeline, women are more likely to get hired. The challenge is getting them there. According to LinkedIn’s The Gender Insights Report, it was reported that while the average number of jobs viewed by women and men were roughly the same (at 44 and 46 respectively), women are 16% less likely to apply for a job after viewing it, yet 16% more likely to get hired after they apply. If women apply for jobs at a lower rate, but tend to be the right candidates, why are they more selective about the jobs they apply to, and how can companies more effectively reach them?
A key challenge is getting women into the talent pipeline and overcoming the ‘confidence gap’.
Evidence compiled by journalists Katty Kay and Claire Shipman found that men generally overestimate their abilities and performance, while women underestimate both. In fact, women are effectively screening themselves out of the candidate pool before they even apply. Women usually feel they need to meet all job’s criteria to apply, whereas men typically apply if they meet at least 60% of the requirements.
Knowing this difference in job search behavior, companies can make some immediate changes to their recruitment model.
Those leaders that push back on candidate pools that are too homogenous, are more likely to be successful at recruiting outstanding talent.
As the Founder of Sage Search advisors, I actively work with our clients to identify, recruit and hire diverse candidates with track records of success. Once I understand a client’s vision and work culture, I then use my network connections and industry experience to specifically recruit diverse female clients.
Through my career advisory program, I help potential candidates navigate their professional journey and reach their highest potential. This program allows me to serve as a mentor and it helps women to gain connections, prepare for applications and interviews and most importantly gain the confidence they need to reach their goals.
Read the original Harvard Business Review article here.
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