4 ms·
(Full disclosure: I'm not part of our talent coordination / hiring efforts, everything is anecdotal here) A predominant amount of the applicants we see (we, as
by tobz 12y ago
(Full disclosure: I'm not part of our talent coordination / hiring efforts, everything is anecdotal here)
A predominant amount of the applicants we see (we, as in, the people who are told that there's a phone screen or interview to be done) are male. It feels, strictly from my limited experience, that a big chunk of the problem is finding qualified female applicants.
I'm not sure if it's a lack of female applicants period, or a lack of qualified ones. This also goes back to me asking for real-world experience, because I'm not even sure where to best focus my donations / efforts.
- JSeymourATL 12y agoIf you met someone who could use your company's product/service-- wouldn't you put them in touch with the appropriate sales people? Same applies to recruiting talent. If you recognize a high-potential candidate-- help them connect with a hiring executive. You'll be seen by the higher-ups as a Big Picture thinker. Unfortunately, myopic corporate HR staff often fail to enlist the broader networks of existing employees.