How can we #ChooseToChallenge our hiring processes, to help attract and retain more women in tech roles

How to attract and hire more women into tech — in collaboration with Applied

Below, we’ll share what years of behavioural science research and a whole lot of trial and error have taught us about building a fairer, more inclusive hiring process that will attract, hire and retain more women.

A quick sum up of this article …

Attraction

  • Beware of gendered language
  • Check your requirements
  • Use work samples instead
  • Anonymise applications
  • Have scoring criteria
  • Make sure there are three interviewers
  • Use data to ensure the process is fair throughout

Here’s how you can achieve the same results…

Attraction: Write more inclusive job descriptions

Gender diversity at the initial sourcing stage matters.

Watch out for gendered language

The words you use in your job description will have a direct impact on who applies.

  • Analyse
  • Competitive
  • Active
  • Confident
  • Responsible
  • Understanding
  • Dependable
  • Committed

Don’t list too many requirements

The number of requirements you list can also have an effect on the diversity of your candidate pool.

Screening: Ditch CVs

While it may absolutely be the case that your sourcing isn’t effectively reaching women — if you’re using a standard CV and interview process, there’s a strong possibility that it’s actually your selection process that is preventing you from hiring more women.

The case for scrapping the CV

If you want to challenge your hiring practices to be more inclusive, ditching CVs is a must.

Use work samples instead of CVs

Interviewing: Turn your interviews into Science‍

When it comes to the interview stage, meeting candidates face to face will always result in an unavoidable degree of bias.

Switch to structured interviews

Structured interviews entail asking all candidates the same question in the same order.

Make sure you have scoring criteria

Scoring criteria is absolutely essential for fairer, more gender-diverse hiring outcomes.

  • Speaks less about the inbound marketing aspects of the website
  • Describes aesthetic and why it is relevant to customer/product
  • Talks through lead gen strategy for page and why it is great

What about culture fit?

Culture fit can be tricky.

Data-proofing: You can’t change what you can’t measure‍

Data collection and tracking are critical for improving diversity of any kind. If you’re not tracking this, you can’t be sure that you’re making improvements or that your process is fair.

Start collecting diversity data

If your goal is to attract and hire more women, you need to know how many women enter at the top of the funnel, and how they progress through the hiring process.

Putting it all together…

Attraction

  • Beware of gendered language
  • Check your requirements
  • Use work samples instead
  • Anonymise applications
  • Have scoring criteria
  • Make sure there are three interviewers
  • Use data to ensure the process is fair throughout

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Ada's List

Ada's List

Moving women in tech forward. Together.