The demand and competition for high potential women is growing fast, as companies understand the business benefits of having top women in their teams. Research across the board (Deloitte, McKinsey, World Economic Forum) indicates that companies with higher levels of gender balance show a gender dividend with increased returns on shareholder equity, talent management, business and financial operations. Gender balanced and diverse teams are becoming K.P.I.s in some companies already.
Is your company ready?
For unaware and inexprienced recruiters identifying high potential women is a challenge. They simply don’t know where to look and then how to attract them into a recruitment process.
With deep experience in global executive search, sourcing and candidate development from our wide international network, 3Plus identifies, attracts and places the best professional women to fill key openings in all functions in your company.The demand for gender balanced shortlists is growing.
With a team of internationally located, multi-lingual partners, and 20+ years’ experience, 3Plus offers strictly confidential cross-border executive search and research services to organizations seeking to identify and hire top women across all business sectors and functions, whether corporate clients or international executive search and recruitment organizations.
We know where to find potential female candidates. We know how to approach them and what motivates women and makes them willing to engage in an external search from entry level to senior management. We know how to read between the lines. We understand how to develop strong relationships with candidates so that they will particpate in your process. We flag up bias when we see it. We advise on every step of the process until your women candidates are successfully onboarded into your organization.
Streamline and update your recruitment procedures
Make sure your processes foster and protect gender balanced and inclusive hiring decisions
♦Ensure that everyone in your process has received unconscious bias training
♦Create inclusive adverts, profiles and documentation. We know male coded adverts put off female applicants but don’t deter men
♦Build gender neutral application processes
♦Run gender neutral and structured interviews in a bias aware environment
♦Fish where there are fish. Make sure you are looking for female candidates in the right places, not where there aren’t any
♦Create gender balanced short lists. Remember you need 3 candidates on each
♦Understand what attracts women to organisations and why they leave. Improve your retention rates.