INSIGHTS
HOW TO RECRUIT WOMEN
TO THINK ABOUT WHEN YOU ARE RECRUITING - ESPECIALLY WOMEN
According to CoGig's own survey, a clear majority, almost 7 out of 10 people, want 40-60% of the new job they are recruited for to be new and challenging. Think for yourself if you were to change jobs, wouldn't you want to go to exactly the same job you have today? Most often, you change jobs because you want to do something else, learn something new.
The women we asked believe that they did not get a job they applied for, mainly because they lacked experience in exactly the same work (a whopping 40% answered that) and that their potential was not valued enough (16% answered that). The recruiter has thus not had the ability to see a new profile in candidates, but only went for hard skills, hard values.
Unfortunately, the emphasis in recruitment is rarely on "potential fit", i.e. how big the chance is that the candidate will apply the knowledge and skills needed to cope with the position today but also in the future.
KEEP THE LIST OF REQUIREMENTS SHORT
Keep the list of hard skills short, such as work experience and education, to get more people (especially women) to apply. Many women want to be able to tick off all the requirements in the ad before they even consider applying. Remember the soft skills, such as communication skills, social skills and working methods as well as values and motivations.
RECRUIT ON POTENTIAL
Think in terms of potential, i.e. see the candidate's personality, drive and attitude and from there assess the potential to learn the rest and develop on the spot.
RECRUITMENT OF THE FUTURE
For over a decade, we've helped companies recruit for the future by focusing on talent's potential, rather than just historical merit. Read more about our insights on how you can create equal and inclusive teams that promote both innovation and sustainable growth.