Companies expand their reach beyond LinkedIn to hire women engineers by partnering with diverse universities, women-focused job boards, and professional groups; leveraging referrals, community events, and returnships; working with diversity agencies; and sponsoring scholarships and meetups.
How Have Companies Successfully Increased Gender Diversity in Engineering Roles by Sourcing Outside LinkedIn?
AdminCompanies expand their reach beyond LinkedIn to hire women engineers by partnering with diverse universities, women-focused job boards, and professional groups; leveraging referrals, community events, and returnships; working with diversity agencies; and sponsoring scholarships and meetups.
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Hiring Women Engineers: Sourcing Beyond LinkedIn
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Diversifying Campus Recruitment Programs
Many companies have increased gender diversity by forging partnerships with universities, especially those with strong women-in-STEM programs. By attending college job fairs, hosting tech talks, and sponsoring women-led engineering clubs, companies tap into a broader and more diverse talent pool than what’s typically available on LinkedIn.
Leveraging Women-Focused Job Boards
Firms have successfully sourced more women engineers by advertising roles on women-specific job boards such as Women Who Code, Ada’s List, and Fairygodboss. These platforms attract candidates who may not be actively searching on traditional channels like LinkedIn.
Partnering With Professional Associations
Organizations often collaborate with groups such as the Society of Women Engineers (SWE) or the National Society of Black Engineers (NSBE). These partnerships yield access to exclusive career expos, webinars, and resume databases that are not available through LinkedIn.
Internal Employee Referral Programs
Many companies have incentivized employees to refer women engineers from their networks outside LinkedIn. By offering bonuses or recognition for successful referrals, firms tap into trusted, diverse networks that might otherwise be overlooked.
Engaging in Community Outreach and Hackathons
Tech companies sponsor or participate in community coding bootcamps, hackathons, and STEM workshops aimed at women and girls. These events serve as effective recruiting grounds, helping companies identify talent outside the usual channels.
Collaborating With Recruiting Agencies Specializing in Diversity
Specialty recruitment agencies focusing on diversity have been instrumental. These agencies maintain their own databases of qualified women candidates and use outreach methods beyond LinkedIn, increasing the pool of women engineers.
Creating Returnship Programs
Some companies have launched returnship programs for women re-entering the workforce after a career break. Returnships, often coordinated with nonprofit partners, bring in experienced female talent who may not be visible on mainstream job sites.
Hosting Industry Events and Meetups
Organizing or being present at women-in-tech meetups and conferences such as the Grace Hopper Celebration has enabled companies to interact directly with female engineering talent and discuss opportunities available, outside of digital platforms.
Recruiting From Nontraditional Education Pathways
Companies have partnered with coding bootcamps, apprenticeship programs, and nonprofit training organizations like Girls Who Code or Hackbright Academy. These channels bring in candidates who may not yet have a LinkedIn footprint.
Offering Targeted Scholarships and Sponsorships
By funding scholarships and offering sponsorships for women in engineering fields, companies build long-term relationships with students and early-career professionals, which leads to diverse hires who are engaged and aligned with the company’s mission.
What else to take into account
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