Gloria Cannon, a legal recruiter for BCG Attorney Search, says that the recruiting industry, especially in the legal sector, needs to be more flexible when it comes to women. Although this may be a touchy topic due to female and male work tensions, it’s one that needs to be addressed.
''The key is not to only attract women but also retain them. It may sound sexist, but, yes, many companies have trouble losing females because many of them will leave to raise families,'' Cannon says.
The truth is that this is becoming more common in professional settings. So what do companies need to do? They need to come up with specific strategies to address the flexibility matter among women. A female workforce is just as important as one that has a lot of males.
How Recruiters Can Help Companies Retain Female Employees
- Flexibility should be something that recruiters offer. ''One of the good perks companies can provide is to think outside the box and be flexible with work requirements,'' Cannon says. She explains that employers can offer flex time and that with today’s technology many employees can work outside of the office. Cannon adds that it’s good for employers to offer female job candidates ''a flexible schedule where they can work and raise a family.''
- Telecommuting is a viable option for recruiters to consider. Cannon says that she knows of a female associate who worked in a Los Angeles firm and had to relocate and rely on technology. She made the move, and her company allowed her to telecommute. It was easy for her, and she got all her work done! Because of technological advances, people can now work from home with a lot more ease.
- Daycare options at work are something recruiters need to consider. One of Cannon’s friends has an on-site daycare center at her company. While it is not possible for all companies to have daycare centers on their grounds, it makes the company seem very ''female-friendly.''
- Mentoring programs, especially for females, are good for recruitment. Women who are in mentoring programs and are mentored by females can get on good career paths. ''In the long run, companies lose very talented women because the women feel they can’t juggle both aspects of their lives properly; they may leave the workforce to [care for their] families,'' says Cannon. ''It can definitely happen. It’s becoming more and more prevalent in the workforce. Depending on the industry, a female mentoring program helps [a lot].''
''Flexibility is the key, especially in law — also, making sure that their career progression isn’t harmed by flex time,'' Cannon says. ''[Companies] should show that they do value females that stay in the workplace.''
For more tips on recruiting women in various industries, visit the National Institute for Women in Trades, Technology & Science’s website.
