[vc_row][vc_column width=”2/3″][vc_column_text]Hey! It’s a new week so I’m here to bring you your next round-up of news and resources! Enjoy!
[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][vc_column width=”1/3″][vc_single_image image=”166″][/vc_column][/vc_row][vc_row el_id=”firstpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Attract More Women Into Tech Jobs ” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344158″ img_size=”full” alignment=”center” css=”.vc_custom_1476887255095{margin-bottom: 30px !important;}”][vc_column_text]In our last newsletter we spoke of a Deloitte report that stated the gender pay gap would remain until 2069, and one of its many complex reasons for the pay gap standing at 9.4% was the lack of women in STEM jobs. So what ways can we attract more women into these positions?
Review the Wording of Your Job Ads
Could it be the wording of your job ads that is deterring female applicants? By replacing the word ‘hacker’ with ‘developer’, social media platform Buffer noticed an increase in the number of female applications they received. Recruitment analytics can also provide a breakdown of what types of advertisements are proving the most successful in attracting female talent.
Expand Your Network
You can broaden your talent pool by tapping into networks such as Women in STEM, TechUK and the IET’s Women’s Network to gain more perspective on the issues faced by women in the sector. Tailor your job posts and social media to reflect their career aspirations and attract the right talent.
Promote More Women
A study from Leanin.Org and McKinsey found that men are more confident than women in their promotion prospects. In the UK, men are 40% more likely to be promoted at work according to the Chartered Institute for Management. This figure applies to the tech sector also. Promote more women, and work towards a transparent culture of equal opportunity for all your employees to enhance your employer brand.
Source[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”secondpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Make a Killer First Impression” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344159″ img_size=”full” alignment=”center” css=”.vc_custom_1476887269373{margin-bottom: 30px !important;}”][vc_column_text]A survey conducted by William May has revealed some interesting information surrounding the psychology of first impressions and how we judge someone upon meeting them. The survey found that one in three (35%) first spot another person’s facial expressions, whereas 27% of people said it was the way they dressed. Body language came in a close third with 26.7% of the vote, and a person’s tone of voice came in last with 10% of people noticing this feature first.
Apparently, there’s a certain generational gap between our first judgements. More than one in three of those aged 18-24 selected dress sense as their rop factor whereas participants over the age of 35 rate facial expression as their top factor. So when it comes to interviewing people, what should we look out for, or do? William May has put together an ‘Ultimate Guide to Making a Killer First Impression’ which covers everything you need to know, but here’s just a taster:
Facial Expressions
For a job interview, no matter what side of the table you’re sitting on, you’ll want to give off a few impressions: interested, friendly and professional. Pay attention to your facial expressions, as they could betray how you really feel. Psychologist Portia Hickey of Communications Labs explains: “Whilst there are basic behaviours that help us make a good impression, there is a lot more to first impressions. Our brain is bombarded with so much information all the time that shortcuts in our thinking are required. This means subtle things such as how frequently we smile can cue people’s brains to make certain assumptions about us. So it’s important to know what impression you want to make so that you are sending the right signals to the person’s brain.”
Accessories
In other parts of the guide it discusses that those who have a tendancy to over-accessorise can often be trying to apologise for something or be trying to divert attention away from themselves. Managing Director of William May believes your accessory of choice shouldn’t be overlooked: “For many people, one of the first accessories they will notice will be your watch – as you will often shake hands with the person you’re meeting. It’s important to convey a strong first impression with your watch – it isn’t something to be ignored. Be sure to wear an adult style, and nothing made of rubber unless you’re heading out for a run.”
Source[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”thirdpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”5 CV Mistakes Costing You Interviews” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344161″ img_size=”full” alignment=”center” css=”.vc_custom_1476887286408{margin-bottom: 30px !important;}”][vc_column_text]Wondering why you can’t seem to nail an interview? Well check out the list of 15 mistakes you’re making that are costing you interviews from The Undercover Recruiter. We highlighted the 5 we thought you should know about first:
1)Bad Formatting: Your CV should be formatted perfectly. It needs to be consistent throughout in terms of margins, texts and bullets. Your CV should be readable on a mobile device as well as a desktop and saving your CV as a PDF means it’s compatible for everything.
2)No Contact Details – It seems like a no brainer but a lot of people forget to put their contact details in.
3)Too Many Pages – The ideal length of a CV is 2 pages. Don’t dare go over this!
4)Hidden Information – Your CV needs to match as closely as possible to the job description or job requirements. Often CVs are selected via keywords so the words that appear on your ideal job description should also appear on your CV.
5)Wordy Profile Statement – Your profile statement needs to be strong, snappy and short. They need to be objective, also. In one or two sentences summarise and emphasise your key attributes, experience and your intended future career path.
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”5 Things You Should Never Say to Your Boss” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344162″ img_size=”full” alignment=”center” css=”.vc_custom_1476887302144{margin-bottom: 30px !important;}”][vc_column_text]Whether you have a very friendly relationship with your boss, or you’re scared to death of them, you need to know the things you should never ever say to them. So here’s the 5 things we thought were most important:
1)“I can’t” – This shows an unwillingness and a lack of confidence. You should be confident at work, and if you really do think you can’t deep down, then say that you’ll try to do it anyway. Always try.
2)“Can I have a raise?” – Always just steer cleer of asking for a raise or promotion. These are there to be earned through hard work, effort and results. Instead of asking outright, present a well written proposal which proves why you are important to your company, and ask your boss to review it.
3)“Can I leave early?” – Your time off is normally an allocation of personal holiday, or annual leave. So if you want to leave to go on holiday with your partner, then use up your holiday. Don’t ask to leave early for stupid reasons. The same can be said for “Can I come in late?”.
4)“I’ll leave!” – Don’t ever threat to leave the company. If you feel like your job is going badly, then ask to have a meeting with your managers or employer to discuss your concerns, in a dignified way. As an employee, you are always replaceable. So don’t ever threaten to leave.
5)“How do I benefit from this?” – There will be times throughout your employment that your work and projects will involve helping your colleagues. If you’re not working alone you’ll be part of a team. It’s always important to be a team player, and sometimes that involves doing things for other people. If you can work well in a team and not say things like “But how do I benefit from this?” it shows that you care about the project as a whole and you’re not just in it for yourself – a good attitude from a team player.
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Equal Pay for Equal Play” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344163″ img_size=”full” alignment=”center” css=”.vc_custom_1476887319757{margin-bottom: 30px !important;}”][vc_column_text]The Women’s Equality Party is calling on UK sports’ governing bodies to mark Women in Sport week by instigating equal pay for sportswomen and men. “We believe something should be done to address the huge pay differentials between male and female athletes competing at national level,” said Sophie Walker, leader of WEP. “Women in Sport week is backed by national governing bodies from many different sports, who have the power to pay their female competitors equally. We are asking this week, do it now.”
Women representing their country in many sports are paid significantly less than their male counterparts. For example, the England and Wales Cricket Board (ECB) pay female players a retainer fee of £50,000 a year compared to £700,000 a year for males. That’s 14 times as much! Match bonuses for women add up to around £1,000 for a test match, £5,000 for one day internationals and £2,500 for T20 matches. This is an insane gender pay gap.
Walker also points out the there’s a gender bias in sports news coverage, with 93% of the UK’s media sports coverage being on men. “Broadcasters argue that there is less of an appetite for women’s sport, yet the huge viewing figures for the Women’s World Cup in 2015 in Canada proved this wrong entirely.” She continues “Until women’s sport gets a fair share of broadcast schedules, sportswomen will get less money for competing, even at the same levels of men. That’s why WE have set out clear plans to address the underrepresentation of women in sports broadcasting across all major UK networks, by implementing quotas and incentiveising best practice.”
The WEP will be publishing ‘top trump’ cards online during Women in Sport week to show the huge gap between the money earned by sportswomen and men, so keep on the look out for them!
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Empowering Women: Middle East Businesswomen to Meet UK Female Leaders ” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1344164″ img_size=”full” alignment=”center” css=”.vc_custom_1476887340593{margin-bottom: 30px !important;}”][vc_column_text]Springboard Consultancy, the UK’s leading work development company and the Briticsh Council are bringing a delegation of five female business leaders and training experts from the Middle East to the UK to meet with politicians, policy makers and women’s equality campaigners.
The tour will see the delegation attending meetings with several influential female UK public figures to fain insight, share best practice ideas and more. To date, 13,000 women in the Middle East have been engaged through the partnership between the British Council and the Springboard Women’s Development Porgramme, empowering them to make a better life for themselves both personally and professionally.
The Springboard Consultancy Female Business Leaders UK Study Tour is part of the Consultancy’s partnership work with the British Council to help empower women and girls in the Middle East and North Africa. This builds on the British Council’s applied experience on the ground in Africa. “The Springboard Consultancy is committed to working with the British Council to help continue driving women’s empowerment and making a real difference to people’s lives across the Middle East and North Africa”, says Karen Daly-Gherabi, Managing Director of The Springboard Consultancy. She continues: “By encouraging women to take a holistic approach to self-assessment, and through identifying priorities and setting realistic yet stretching goals, we inspire women to achieve their full potential. With the support of the Springboard Network, women are able to develop stronger relationships and become the best they can be.”
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Did you know?
[Tweet “About a third to a half of basic English words come from French.”][/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_separator][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”35px”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]
About the author…
Nicole Debson
Director & Founder
With 30 years in recruitment, a genuine interest in people and a desire to help forge careers, Nicole has built ABL on the principle of making businesses better and that little bit more international. Seeking to help candidates navigate their career path; to help clients find the ideal employee, her hands on approach is what has moulded our company. Fluent in French, with good Spanish, and a Masters in Industrial Relations & Personnel Management, you’ll find Nicole thumbing through her well-worn copy of Jack London’s White Fang, her all-time favourite book.[/vc_column_text][/vc_column][/vc_row]
