Welcome back staff! It’s your favorite exec, BowTiedCEO and we have a guest writer for this week’s post who is none other than
.Over the past few months I have been helping people with resume updates, job hunting, and interview prep. My insights are from the male perspective and I thought it would benefit everyone to get insights from the female perspective when it comes to the hiring process.
is going to do just that.Hi all, If you’re a woman and are set to change or start your first professional W2 job this article was written for you. CEO asked me if I could write a few tips and tricks to prepare you better for the hunger games of recruiting season. While I recently “retired”, I spent over a decade climbing the ladder at a few different organizations as a working professional, often in male dominated settings. I’ve also done a couple recruiting seasons at college, grad school, and in less structured set ups. I do believe that we women are playing a slightly different game than men and I’m here to tell you some of what I’ve learnt over the years.
Seizing Your Advantages
Let's start with some uplifting news: it's a fantastic time to be a woman entering the job market. While the job market is cooling overall on a relative basis many organizations are not just open but eager to bring more women on board, often driven by diversity goals. This provides you a strategic advantage, particularly for entry-level positions, with numerous events and programs tailored for women on campus and outside. If you're a woman of color this is even more true. Many firms are dying to hire and progress you so they can proudly report to their largest shareholder, Blackrock, about their progress toward DEI initiatives. If you work for a big enough employer on the job you will likely be bombarded with women targeted events, mentorship opportunities and interest groups that (while you might hate) will help raise your profile internally. In short, if you want to play the game you’ve already been dealt a pretty good hand.
Crafting Your Strategy
Your mission begins with identifying potential employers that will give you the best experience and pay. You don’t want to work for a bunch of assholes that will make your life miserable, right? So don’t skip this section. The first place where my advice would often differ for men and women is the size of the organization. Small companies tend to be way more performance focused, hate disruptions (aka sick kids, taking care of parents and maternity leaves) and have less systems in place to account for them. In short, they’re ideal for people who can grind without complaining and no interruptions are on the horizon (i.e. not most women). Larger corporations often lead the charge in gender diversity, making them ideal starting points for women in general. If I were to do it again, I’d still look at employers with at least 100 employees and ideally a structured entry level program. While you may not be part of it, it at least shows some thoughtfulness on the talent development side of things. Which means that there’s a full time HR person, they need to justify themselves and therefore they’ll likely have some sort of policy in place for most routine things like maternity, medical leave etc. I’m not saying that you won’t be able to recruit at places that don’t have them.. but if you have an edge why wouldn’t you use it?!
Secondly, let’s talk about team composition. If you don’t want to have a miserable time I highly recommend you avoid teams and organizations that are 90% composed of men. Trust me, in most cases it’s that way for a reason. You definitely want to look at the team you’re recruiting into and it won’t hurt to look at their C-suite composition beyond the realms of HR and Compliance. Then you want to look at the career trajectories of female staff members within the organization and after they’ve left. Are they progressing as fast as the men? Mostly? Where do they work after they’ve left? LinkedIn is your friend so use it. Regarding maternity leave policies, while it's crucial information, approaching the topic directly can be tricky. Instead, try to find out through the backchannels. Poor policies in this regard can be a telling sign to look elsewhere. Also, if you're still in the academic phase, make campus events, especially diversity-centric ones, a priority. These gatherings are not only networking goldmines but also provide a glimpse into how depressing (or not) the people working for the target organization are. You’d be surprised.
Pre-Interview Homework
Before the interview, it pays—quite literally—to do your homework. Reach out to former employees or acquaintances who might have insights about the company or your prospective boss. If you're uncertain about the dress code, there's no harm driving by the office during lunch hour. For those eyeing positions in public companies (Fortune 500), spending an evening reading their annual reports can offer critical insights into how they’re doing and which areas are growing and not (avoid those). It will also help you on the interview as you’ll be able to articulate aspects of the company and critical initiatives better than most especially at the entry level. Regardless of the role you’re aiming for, preparation is key. Whether it's a case interview, a stock pitch, or a standardized test, knowing what's coming and practicing beforehand can make all the difference.
Dressing the Part
Appearance matters, as it is the first statement you make. Aim for a balance between professional and cute. A skirt or dress paired with a blazer or cardigan strikes the right note. Open neck is fine but cover the cleavage. Dress should fall between just above your knees and midcalf. Think elegant, not seductive. In more conservative industries, gravitate towards darker hues. While suits exude formality, they can be challenging when it comes to fit and comfort. The goal is to present a polished version of yourself so go for flattering cuts - I’ve not seen a woman look bad in a boucle or open blazer, and a nice dress that fits her body type and complexion. Look into color theory if you want to learn more.
Be careful with accessories. A simple, elegant tote and shoes are a good start. Stick to neutral colors, black will do the trick almost always. Invest in good leather because it lasts and will leave a good impression. Your interviewer shouldn't know the brands you're wearing so leave those statement pieces at home. If you can’t yet afford a genuine leather bag you can always try to find a gently used one on eBay.
Modest jewelry such as pearl earrings and a small necklace can complement your look without overshadowing it. Engagement rings can be a bit of a conundrum. I’d avoid appearing unmarried when you in fact are, as it might come across as deceptive later when you're hired. But if you have a big flashy ring you certainly don’t want them to conjecture that you don’t really need the job or a higher salary. Solution? Keep the ring at home and wear just the wedding band. Finally the less distracting your hairstyle, the better. If your hair are not too long or frizzy feel free to keep them down. If they’re longer than your shoulder blades, I’d recommend keeping them neatly in a bun or some other hairstyle you’re comfortable with.
Projecting the Right Energy
Attitude is just as critical as aptitude. For those starting, you don’t typically have much to offer in terms of competence so exuberance and enthusiasm are your best friends. Show you're thrilled about the possibility of joining their team and have done your due diligence. This will set you apart from many other candidates. Are you more seasoned? For the midcareer professional and beyond it's about confidence and competence, showcasing a mature version of enthusiasm that says, "I'm an asset." Unfortunately, women more so than men get punished for being overconfident so you want to make sure you strike the right balance. Be confident enough to say “I can do this” and humble enough to say “I don’t know”.
Drinks, Dinners and Other Events
Sometimes as part of the recruiting process they’ll invite you over to a lunch, drinks or dinner. This is common for employers that are doing on campus recruiting, special events (like conferences) and/or super days where they fly you out to their offices. Always go. You’ll learn more about your potential colleagues and their lives. I once considered an employer but after I saw the fund's partner get drunk at a dinner and make fun of his SAH wife I decided that I’d never work for him. There were other red flags and I later learnt that I absolutely made the right decision. Which leads me to my second point, free food and booze are nice, but always act graceful and NEVER EVER EVER get drunk. Come up with an excuse, order a soda water with lime (and say it’s gin) and/or touch your wine with lips but don’t drink more than a tiny sip at a time. This is not just basic manners, but can be a matter of safety. Of all the #metoo incidents at work I know every single one of them involved alcohol. Your best bet when it comes to work events is to show up but leave when things start getting rowdy.
Post-Interview Etiquette
After your interview, a thoughtful follow-up can keep you on the radar. If you've received business cards, use them to send a personalized thank-you email. For an even more memorable touch, a handwritten note sent to their office exhibits a level of commitment and courtesy that won’t go unnoticed. That last little bit has helped me land a job offer more than once. In conclusion, dear reader, as you step into the recruiting season, remember that your unique experiences and perspectives as a woman are assets. From research to wardrobe and follow-up, each step is an opportunity to stand out. Good luck and let me know if you have any questions!
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