Every one of your job applicants is a unique individual. Getting the most out of them at an interview will help you to find the right person.
Research has shown that women typically respond differently to interview questions than men. Being aware of these differences can help to iron out inherent gender biases in your recruitment process. Here are my top tips for getting the most out of your female interviewees.
Women are more likely to be modest in an interview. Be inquisitive, ask about their experiences to get a fairer picture.
Are you or your recruiters looking for ‘people like me’? Or people like a particular person in the team? This mindset prevents diversity from the start.
This will reduce the likelihood of unintentional gender bias when shortlisting candidates. It will also show the female candidate that she will not be the ‘token woman’ in the workplace, and that there is a future for her there.
And of course interviews are two way. Are you selling the culture of the company? What work-life balance does the company provide?
Women are more likely to research company culture and values before they have even applied. Remember to share insights into what it will be like to work with you.