2.3 Participate in (university) career fairs and regional job fairs to recruit qualified women with diverse social identities
Content
Description of Best Practices
Analyze recruiting needs and assess opportunities to intentionally reach out to female candidates with diverse social identities enrolled in relevant education programs at university career fairs or regional job fairs
Prepare for attendance with female role models and male champions at the company, who can answer candidates’ questions on working environment and can create a positive perception with targeted candidates
Use multiple channels for advertising before the event, including engagement with partner institutions, key stakeholders, and use of media consumed by target audience
Develop job ads and informational material speaking to both women and men with diverse social identities (see above)
Develop inclusive communication, interview, and assessment process to facilitate follow-up
Offer firsthand opportunities to experience technical tasks and get exposure to technical tools or equipment
Highlight the company’s equal opportunity aims and efforts and provide information on company benefits
Challenges of Implementation
Follow-up with more in-depth selection process may be time-consuming and requires planning and intentionality
High number of participating companies, time pressure, and limitations in setting (e.g., more, and less favorable locations of exhibit stands) may limit opportunities to meet the right candidates
Cost for promotional materials, additional presence at plenary or as speaker, and better exhibit locations may become a limiting factor
Competition and one-to-one comparison with other companies looking for similar skill sets
What Success Looks Like
Number of career or job fairs with a positive hiring result increased
Pool of female candidates for recruitment processes increased
Number of women hired from targeted universities and job fairs increased, as indicated by data tracking system
Positive correlation of touch points with female candidates, female candidates interested in open positions, and female candidates with diverse social identities hired
Resources and Tools
Tool: Tip Sheet: Planning a Career Fair for Improving Women’s Access to Nontraditional Jobs (Jobs for the Future)
Case Study: In North Macedonia, the Future is Female: How a Power Utility is Opening Doors for Girls and Women (USAID)