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Posted February 27, 2017 by

College Recruiter CEO to speak about gender diversity at NACE conference

 

Minneapolis, MN (February 25, 2017)—Interactive recruitment media company College Recruiter announced today that CEO Faith Rothberg will speak at this year’s conference for the National Association of Colleges and Employers (NACE), held June 6-9 in Las Vegas. The NACE conference is for college career services and college recruiters to make new connections, develop new insight and skills and discover new business solutions. Rothberg will speak about diversifying the workforce.

According to Rothberg, “When you pretend gender diversity doesn’t matter, your bottom line suffers. So recruiting and retaining women isn’t just the right thing to do – it is essential to increasing your profitability.  Including women in all areas of your organization adds valuable differing insights to solve our tough business problems.”

As CEO of a technology driven business, Rothberg has an inspirational personal story to share. Her career has remained at the intersection between business and technology, both of which were male-dominated fields when she entered them and, unfortunately, remain so in 2017. After earning her MBA, Rothberg became a manufacturing information technology consultant in a job that required working out of construction trailers at manufacturing facilities. Rothberg now leads College Recruiter and takes pride in helping launch the early careers of college students, including thousands of young women. STEM fields (science, technology, engineering and math) are heavily dominated by men, and Rothberg will share about the challenges she has faced while climbing to the top.

Although less attention is paid on this topic outside of STEM, many non-STEM industries are just as lacking in gender diversity. Rothberg will identify the industries and fields that are lagging, and discuss some of the research around why organizations need to diversify their talent pipeline. She will speak directly to recruiters who influence that entry point into the pipeline, as well as retention strategies.

Rothberg’s focus for the discussion will go beyond merely discussing the problem. She will bring specific examples of how small, medium, and large organizations have successfully improved their recruitment and retention of women. She will discuss the implementation of innovative programs that will improve their recruitment and retention of female students and recent graduates.

About College Recruiter

College Recruiter believes that every student and recent grad deserves a great career. They believe in creating a great candidate and recruiter experience. Their interactive media solutions connect students and grads to great careers. College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Their clients are primarily colleges, universities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year.

About NACE

Established in 1956, NACE connects more than 7,600 college career services professionals at nearly 2,000 colleges and universities nationwide, more than 3,000 university relations and recruiting professionals, and the business affiliates that serve this community. NACE forecasts hiring and trends in the job market; tracks starting salaries, recruiting and hiring practices, and student attitudes and outcomes; and identifies best practices and benchmarks.

Posted January 04, 2017 by

Women managers: discrepancies begin at first chance of promotion

 

“Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions.”

That ton of bricks comes from the Women in the Workplace report, released last fall by LeanIn.Org and McKinsey & Company. What is getting in women’s ways? Does bias against women managers tell the whole tale? Or is something else going on?

That women fall behind so early in their careers should be a wake-up call to female college students. Seniors, who will be entering the workplace soon, should especially take notice. For years, young women have made up more than half of the college student population (and as high as 60% at private schools). The Pew Research Center reports that 71% of recent female high school grads turn their ambition to college. Compare that to 61% of recent male high school grads. Once they’re in college, women continue to outperform men. They earn better grades and graduate with more honors than men. It would be easy for today’s driven, hard-working young women to believe that inequality is something only their mothers had to deal with. Unfortunately, the real world is different than college.

“There are multiple factors that contribute to entry-level women being behind men at first chance of promotion,” says Simma Lieberman at The Inclusionist.

Many women need a boost in confidence

“Many women have internalized messages from media and have bought into other people’s bias about women’s abilities and careers,” says Lieberman. “They have not learned to negotiate or ask for what they want. I’m still surprised by how many women still believe that by working “hard” they will be discovered, that it’s not okay to promote yourself to managers, and they have to “wait their turn” to get promoted.”

You can’t take rejection personally

If an employer hires someone else, women need to stop seeing this rejection as personal and permanent. Liebrman continues, “Women need to learn how to separate getting turned down for a promotion or not being chosen for a project, from other parts of their life. There is a tendency to give up after one try which holds them back, rather than find out why they didn’t get a promotion and to let that cloud their ambitions and settle.”

Bias still exists

Women in the Workplace finds real biases out there. Women may need to work on their negotiation skills, but that doesn’t explain the whole pay gap. The report finds that “Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are ‘bossy,’ ‘too aggressive,’ or ‘intimidating.'” Our implicit biases persuade us to believe that men are more suited for leadership. That first promotion to manager is just the beginning. The STEM fields are especially male-dominated, which can make it particularly challenging for women to be taken seriously.

It’s hard to blame young women who ask why they should be the ones to change. Lieberman advises women to be “flexible and develop tools to show their talent and be recognized. Lack of confidence is not a trait that should be continued.” Women who want to become managers should be aware of how the cards are stacked, seek advice from senior women, and keep working hard.