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Attract the Right Candidate with the Right Information


right candidate, attracting women in tech, woman pointing, we want youThere is a fine line between seeking the right candidate and finding the right candidate, especially when you want to attract women in tech for your company. Often there is a disconnect between what is advertised and the candidates you attract. Why is that?

Part of the reason may be that when seeking the right candidate the focus is on the company’s need rather than the candidate’s.

When crafting your marketing information to attract that right candidate, make sure you consider what a candidate is seeking.

The top three things that candidates want are: 

  • A strong understanding of the business’s working culture, 
  • Insight into the employee experience, and
  • Some form of personal connection to the organization.

In the article What Are The Most Common Talent Recruitment Mistakes? we learn even more about the disconnect between the company and the candidate. Take this infographic as an example – note how the company and candidate are seeking openings and information in totally different places.

Taking this disconnect into consideration, how might your company modify their search process to attract the right candidate?

The first step is to ensure that you are using social media avenues to seek the right candidate. More traditional tactics like career fairs are not as effective as they may have been in the past. Using LinkedIn, Twitter and online discussion groups may help you to find a better selection of candidates in today’s tech-savvy world.

Marriott is just one company that has been successfully using a variety of social media platforms to attract key talent. In the article 5 Companies that Nail Social Media to Attract Talent, you learn just how they do it:

Marriott is doing a lot of things right with its careers page on Facebook, which has 1.2 million likes. People come to the site to peruse current openings and apply for positions, but they leave with a sense of what it would be like to work for the company. Candidates’ questions are answered in real time in “Career Chats” hosted by the company. The employees answering the questions use their first names to humanize the process. Instead of “Marriott Hotels” answering your questions, for example, you might see a reply from “John at Marriott.” Along with the user engagement that this personal touch fosters, it also encourages candidates to think of themselves as part of the company. Best Practice: Use employees to personalize the conversation. In your social recruiting efforts, encourage your employees to become part of the conversation in their own individual way.

Using employees to attract the right candidate is another way you can increase the number of women in tech your company has. If you use your existing women to attract others you will be more likely to have a larger talent pool to chose from. People want to work in an environment they feel comfortable and this is just one method to help achieve that goal.

Sharon-Florentine, a writer for CIO, offers great advice in her article 3 Ways to Use Social Media to Attract Better Tech Talent.

“The impact social media has had on our recruiting is immeasurable. When we’re on the fence about a candidate’s resume, we use LinkedIn to find out how involved they are in the LinkedIn community and throughout the industry. This gives valuable insight that was previously unattainable, and are key ingredients of our prime candidates,” says Cristin Sturchio, global head of Talent at Cognolink. Sturchio adds that when using LinkedIn as a screening tool, she and her team look for candidates who’ve gained endorsements, who belong to professional groups and follow relevant companies and people.

Keep in mind that candidates want that personal interaction so when recruiting make sure you take the time to:

  • Respond to those applying for positions in a timely manner. If they aren’t a good fit – let them know so they can move on.
  • Connect with them personally, especially after a phone or in person interview. Provide feedback if possible.
  • Provide a time line of next steps.

All of these personal touches add up when seeking the right candidate to join your company. As you seek to increase the number of women in tech and women in leadership at your organization, you may need to evaluate your entire recruitment process. What changes will you make?

JJ DiGeronimo JJ DiGeronimo, a speaker, author and thought-leader for Women in Tech and Girls and STEM, empowers professional women and consults with senior executives on strategies to retain and attract Women in Technology to increase thought and leadership diversity within organizations.

Check out JJ’s new award winning book Accelerate Your Impact by downloading three free chapters.accelerate your impact