The Anita Borg Institute for Women and Technology released a new report that outlines four key areas where companies should focus their recruitment efforts to increase access to a range of technical talent available in a highly competitive environment. Solutions to Recruit Technical Women is the first in a series of reports offering solutions companies can employ to improve the recruitment, retention, and advancement of technical women.
- Concentrating recruitment at a small number of sites;
- Narrow recruitment criteria;
- Hiring processes that are implicitly biased; and
- Lack of organizational infrastructure to support recruitment and hiring efforts that yield high returns to both talent and diversity.
- Recruitment avenues: Companies should consider expanding recruitment channels such as reaching out to a broader array of academic institutions, developing internship programs, leveraging social networks and other ways that expand their pool of job candidates.
- Recruitment practices: Carefully examining internal recruitment practices and how they market job opportunities externally will have a significant effect on how potential talent views the company and considers whether to join a candidate pool.
- Hiring process: As companies begin to attract more diverse candidates, then it becomes important to focus on the hiring process itself to ensure a positive experience for candidates and to reduce the elimination of candidates based on implicit biases.
- Overarching considerations: Lasting change depends on a variety of factors such as implementing solutions not in isolation but in bundles, commitment to diversity from the top leadership down, setting and measuring against established goals, and longer term, helping to build the pipeline by funding or engaging in K-12 initiatives when interest in STEM educations and careers is all too often made or broken.