How to Find Women for Hire

Gender diversity in work environment is the key to a successful organization. It will hold meaning, provided that it reflects in your process and strategies. This starts with hiring women from across all foundations, personalities, age, and religion.

According to research conducted by IBM, about 90% of the candidates applying for career re-entry are women. Career break during their early working phases is the primary explanation that limits women from accomplishing the highest position.

Women and men start the corporate race simultaneously, however there is an extreme contrast in the speed of their professional success. Women often experience a sharp decline in their career due to taking a break. This disruption to the organizational order is something they must confront.

The best solution to this problem is to provide learning and growth opportunities for talented women. This will open up new possibilities for them. The cost of preparation and development may be high. However, if you invest in the right people, you will reap great rewards in the long run.

Finding women for hire, to join your workforce has now become quite simple. Our Women Back to Work is a great initiative. Women who have been on a career break for any reason are welcomed with open arms.

Below are some of the points you will need to consider if you are looking to hiring more women to join the work force.

5 ways to find women for hire.

1. Make unbiased or gender-neutral job posts.

The following game-plan is to ensure that your work advertisements are composed right.

Foster more unbiased job postings for your work advertisements and test it with your main interest group prior to running the advertisements.

2. Tap into Designated Recruitment Sources

You can reach out to Akraya, Women Back to Work if you are looking to hire top-tier female talent. We are the best when it comes to talent acquisition while adhering to all your needs and requirements.

3. Make your job description, sharp and crisp.

Female candidates are urged to apply to job postings that they are 100 percent sure about. They usually end up applying if they are confident with the responsibilities that comes with the job.

4. List Your Compensation Strategy and Pay Data

Gender based pay gap is a genuine threat, and female candidates know about this inclination even while applying for great opportunities. By conveying compensation data in the job postings, you build transparency and honesty in the recruitment process.

5. Automate Candidate Screening to Eliminate Bias

The beginning phases of candidate screening may frequently be packed with personal bias. This is an issue that you can fix by taking on brilliant tools for supporting recruiting choices and computerizing the cycle.

That said, if you want to diversify your workforce by including more women, we can help. Reach out to us for assistance. We at Women Back to Work will be happy to help you with any questions or requirements.