Tips to recruit more women to a company

A lot of business owners now think about gender diversity. As per LinkedIn research, 78% of skilled professionals believe that diversity is a major hiring priority for their organization and gender diversity is the top-notch issue they are dealing with.

The McKinsey & Co. Women in the Workplace report reveals some advancement in this field, but it still needs a lot of work. While women in C-suite are surely on the rise, only 1 in 5 executives are women in the C-suite today.
However, there are some strategies that leaders can apply to bring in more women employees in their company and set their company on the path to attract more female candidates in the near future.
Keep the job postings inclusive
Keep your job description focused on the role's expectation. Remove worked like ninja or rockstar which isolates women employees and use simple and universal job descriptions. According to Language Matters Report, around 44% of women don't apply for a job if the description was aggressive.

Hence, it is always suggested to use unisex words and sentences that include men and women both in demand. Ensure the job description is based on describing the job role and not your specific requirement of a male employee
Share stories of successful women at all levels of your company
Both men and women equally visit the LinkedIn page of a company before interviewing for a job. However, if a woman notices being represented in a firm recruiting collateral, there is a higher chance they will apply. For instance, Goldman Sachs promotes women workers on their LinkedIn page.
Share efficient salary ranges
It was found that the information shared about salary and benefits with job requirement holds significance for both men and women. However, it is 10% more essential to women. Once the employee knows well about salary transparency and shares salary range, it is considered that they can calculate if the pay is fair or not and decide. Additionally, flexible working, WFH and workplace culture and additional medical benefits are also essential pointers that women consider when applying for a job.

Appoint a staffing company for women

You may come across several staffing agencies, but if you wish to increase the number of female workers in your workplace, it is suggested to choose staffing companies for women. Such companies are well-prepared with a talented list of skilled female workers who can meet your work requirements extremely efficiently. They have a pool of talent to meet your needs. You can check out frontlinesourcegroupholdings.com and might find it useful.

Developing a gender diverse hiring strategy for the better of your company needs purposeful intent. Previously, companies established diversity goals but did not take effective measures to meet them. Their approaches fell short. However, with a realistic plan of action managers and recruiters can definitely increase female composition in their company.
Seek help of internal workforce data and exterior benchmarks, know your present gender mix by job duties, department and seniority level. And use data to set hiring goals based on the unique needs of your company or function's talent pool.

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This release was published on openPR.