OFFER "STRETCH" IN THE NEW ROLE
According to CoGig's own survey, a clear majority, almost 7 out of 10 people, want 40-60% of the new job they are recruited for to be new and challenging. Think for yourself if you were to change jobs, you wouldn't want to go to exactly the same job you have today? Most often you change jobs because you want to do something different, learn something new. 

​

The women we asked believe that they did not get a job they applied for, mainly because they lacked experience in exactly the same work (a whopping 40% answered that) and that their potential was not valued enough (16% answered that). The recruiter has thus not had the ability to see a new profile in candidates, but has only focused on hard skills, hard values.

Unfortunately, the emphasis in recruitment is rarely on "potential fit", i.e. how likely is it that the candidate will apply the knowledge and skills needed to cope with the position today but also in the future. 

​

KEEP THE LIST OF REQUIREMENTS SHORT
Keep the list of hard skills short, such as work experience and education, to get more people (especially women) to apply. Many women want to be able to check off all the requirements in the ad before they even consider applying. Remember the soft skills, such as communication skills, social skills and working methods as well as values and motivations.

​

RECRUIT BASED ON POTENTIAL
Think in terms of potential, i.e. see the candidate's personality, drive and attitude and from there assess the potential to learn the rest and develop on the job.

​