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Only 25% of the technology industry is made up of women. Reports of women in technology include stories of gender bias, unequal pay, and limited opportunities. Studies show a direct correlation between more women in leadership and 41% higher returns on equity as well as 56% better-operating results. Despite these studies, the tech industry remains behind when it comes to finding, hiring, and retaining women.
Companies should be interested in diversifying their work pools and benefiting from the talents and results that women can bring to the workforce.
Here are some tips to help you recruit and retain women for your open tech positions.
‘Normalize’ technology as a career path for women
The first part of solving the gender-diversity problem is to “normalize” technology as a career path for women. Part of the way cultures can normalize this is to start encouraging young women who are curious about science, technology, engineering, and mathematics (STEM) careers.
Many companies who are actively trying to diversify their workplace offer STEM scholarships and internships to women.
Provide equal pay for equal work
While it should be standard, it needs to be re-emphasized: Employers should always pay men and women equally for the same types of roles. Take a look at your payroll. What is most standard for the role you are hiring? Use this information to implement equal pay in your workplace. Payscale.com reports that women software developers, on average, make 4% less pay than their male counterparts. The study also shows that, in the workforce, men make up 89% of employed software developers.
By providing equal pay for women, you can better your chances of recruiting more qualified women in tech.
The modern workplace is becoming more digital. This means people can now work from any place where there is a WiFi connection—even while lounging on the sea!
Flexibility is one of the most important things for today’s worker. Men and women alike are looking for more flexible work options to balance their roles at home and in the office. Furthermore, offering flexible work hours and remote work options can spark female employees’ interest in a job and increase their desire to stay long-term.
If your office embraces flexibility, you should emphasize that in your job posts and recruiting information.
Change your job description
Recruiting and retaining women in tech is a challenge. Any company that wants to hire more women must check its job listings. If you are noticing women aren’t applying, it probably means that job ads need to be changed. For example, if your job post features images of candidates, you should make sure that in some of those prominent images you feature women.
Unitive and Textio software companies have built text checkers on job posts that screen for words likely to prevent a candidate from applying for a role. In their findings, they saw that terms like “aggressive”, “assertive”, and “competitive” actually deterred women from applying for tech openings. Moreover, using terms like “adaptable”, “dependable”, and “resilient” increased women’s applications.
Finally, it’s important to note that hiring more women shouldn’t be just for PR’s sake. Studies show the Fortune 500 companies that had at least three women board directors for at least five years outperformed those with zero women board of directors. It gives a whole new meaning to the phrase, “Women Rule!”
Looking for the best candidates for your tech job opening? Visit WUZZUF and start hiring now.
As summer comes to an end, so do many internships. As a manager, you may be asking yourself, “should I hire my intern full-time?”
While there are many business factors to consider, such as budget and capacity, you should also be seriously considering whether any of your summer interns has potential to become an official, valuable part of your team.
Here are some things to consider when evaluating whether you should hire your intern:
Has your intern adapted to workplace culture and norms?
According to a recent survey, 68% of millennials have held or expect to hold between one to four jobs or internships prior to graduating college.
One great way to gauge interns’ readiness to transition to full-time members of the team is to sit down with them, prior to offering the position, and ask them what they learned from their time interning with you as well as what they can bring to the table with more responsibility.
This means that by the time candidates enter your organization, they will have some experience and understanding of the skills and norms that are expected in a professional working environment. These skills could include charisma and presentation abilities, ambition, confidence and strong communication. These skills are essential to becoming a productive team member in any organization.
It takes time for an intern to smoothly integrate into a new environment. It is important to give your interns time to learn. However, it is also important for an intern to respond well to feedback. How well interns respond to criticism can be an indicator of how well they will adapt to a full-time position.
Is your intern career-oriented?
Internships give an intern a glimpse into the essential skills needed to grow within a company. If you are considering hiring your intern full-time you should ask yourself these questions:
- Has the intern demonstrated proficiency in the essential skills this position requires?
- Has the candidate expressed interest in taking on additional responsibilities?
- Does the candidate treat the internship as a career opportunity?
- Is the intern eager to be part of more projects?
- Has he or she completed tasks given in a timely manner?
If the answer to all the above is “yes,” you may have just found a great new employee!
Internships: the wisest business investment
The above survey highlights that millennials realize having prior work experience is crucial to landing a job.
Reflect on the interns that may be leaving your business soon to return to school or other positions. Realize the important role you have played in providing the future of our workforce with opportunities to learn, grow and become productive workers.
Remember, the investments you make in your interns today will be returned to you if you decide to hire them. As we say at WUZZUF, you are building tomorrow’s workforce, today!
Finally, before making the final decision to hire your interns full-time, consider their performance throughout their time with you and the overall value they will provide in the long run.
To look for your next outstanding intern, post your internship opportunity on WUZZUF here.
Who doesn’t want to retain their emplotyees for as long as possible yet they leave without revealing the reasons. Here are some of the most common reasons.
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