Recruiting women in sales can be a challenge for businesses, but it has never been more important to have diversity in all areas of the workplace.
Particularly in this critical area of the business, diversity can provide a new insight that will help you relate to all potential customers, rather than just having one group of society.
Despite this, women are notoriously difficult to find in sales rooms.
One of the big problems is that employers place too much focus on job descriptions. There is a higher priority on experience over any other factors.
When considering applicants don’t focus so heavily on fitting the exact job description requirements. There are more valuable attributes and just because someone hasn’t been given the opportunity in the past, does not mean they can’t excel in the role. It is worth looking at transferable skills and thinking about on the job training.
Recruiters and talent acquisition specialists could also make more of a point in focusing their searches to seek out the diversity needed in roles. When looking for a candidate to fill a vacancy it is important to actively look for women and suggest them to the decision makers.
Employers themselves have a responsibility to make the effort to employ more women and provide them with the necessary support and opportunity for progression.
If your job advert doesn’t bring in a diverse range of applicants, source potential candidates yourself and invite them in to interview. Continue discussing it and have meetings to ensure you are focused and doing enough.
Sales management teams are often male dominated, so if you can, you should involve current female members of staff in the recruitment process.
You need to accept that it might take a little longer to fill that vacancy, particularly if you spend time training your new employee. But for a thriving diverse workplace it pays off to invest some extra time and provide them with this support.