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

A quick sum up of this article …

  • Write more inclusive job descriptions
  • Beware of gendered language
  • Check your requirements
  • CVs have to go
  • Use work samples instead
  • Anonymise applications
  • Use structured interviews
  • Have scoring criteria
  • Make sure there are three interviewers
  • Collect diversity data at the start of application
  • Use data to ensure the process is fair throughout

Here’s how you can achieve the same results…

Attraction: Write more inclusive job descriptions

Watch out for gendered language

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

Don’t list too many requirements

Screening: Ditch CVs

The case for scrapping the CV

Use work samples instead of CVs

Interviewing: Turn your interviews into Science‍

Switch to structured interviews

Make sure you have scoring criteria

  • No real effort made
  • Picks a website purely based on design or aesthetics
  • Speaks less about the inbound marketing aspects of the website
  • Picks a website that looks great and has a design that makes sense.
  • 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?

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

Start collecting diversity data

Putting it all together…

  • Write more inclusive job descriptions
  • Beware of gendered language
  • Check your requirements
  • CVs have to go
  • Use work samples instead
  • Anonymise applications
  • Use structured interviews
  • Have scoring criteria
  • Make sure there are three interviewers
  • Collect diversity data at the start of application
  • Use data to ensure the process is fair throughout

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Moving women in tech forward. Together.

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