Liz Nottingham FIPA writes about the challenges for women career relaunchers. Women with excellent experience who are being overlooked for mid to senior level jobs. Particularly in the marketing, media, comms, pr and corp communications sector. So lets get focused 1. Hiring Managers to become more open minded. Brief their inhouse talent teams to specifically consider professionals for open and upcoming roles who have non linear career paths. This means a human being has to intervene (actively manage the ATS) & play a key part in the very early stages of the candidate selection process. 2. The recruitment consultancy sector has to push back more with their clients. Use their sector/market expertise to influence & guide companies on the huge benefits (economic, societal & leadership) gained when hiring from this (often) overlooked group of experienced professionals. Neil Carberry Recruitment & Employment Confederation Kate Shoesmith are working hard in this area. 3. Our next government needs to robustly tackle ageism in the workplace - the final protected characteristic to get proper attention @back2businessship f1 Recruitment Limited NoTurningBack2020 #ageism #marketing #comms #pr #sportsmarketing #media Sarah Bishop
We hear a great deal about talent being “hard to find” and in my long career the “war on talent” has been raging for years. And it’s all getting a bit boring. How so? We are coaching our super experienced women returners from our highly successful Back2BusinessShip programme who tell us that they not even getting a reply from the recruiters they are applying to. How is this possible, when talent is “so hard to find?” What they offer Their education and skills are exemplary:- MBAs CIM diplomas First and second Degrees And they continue to seek additional courses and programs to proactively further develop their knowledge of the current trends in the workplace. Years of valuable experience across Marketing &Communications and all this umbrella title contains. And yet.. and yet…they are still looking for an interview. A precious opportunity for a conversation to open a door to their return. What are the blocks? One key block seems to be the lazy recruitment platforms which are looking to find an easy fit for a role. These returners don’t fit the hole. They aren’t entry level. As they have been away for 5years or so, they don’t fit into a senior box. They feel they don’t belong. Yet they have skills and knowledge to bring to your business and teams. The second block is creating connection. Can we just go old school for an afternoon at least. Can we bypass the platforms, the algorithms and the limited boxes and profiles and respond to these candidates when they apply for your roles. Pick up the phone and have an old fashioned conversation with them. We have a hunch you won’t be disappointed. Amanda Fone f1 Recruitment Limited #returners #hireareturner #back2businessship #careers #hiringmangers #recruiters #CIM
MD Entrepreneur | Real Estate, Energy, Mining, Financial Services | B2B, D2C marketing | International, SMEs, start-up
2moI met Amanda and Liz after reading an article in the Financial Times. The job they do is amazing. I remember when I entered the world of oil and gas and attended my first investor event. I was the only woman in the room. Some asked me who else was with me, or if I was there to find a husband. I was not offended, I asked intelligent questions and responded with humour. I kept going back, I earned their respect. By the time I left the sector, I counted 10 women in the room and another 3 presenting on behalf of their companies. That was quiet a lesson and I have been asking myself the question why I was approached in that way, in the first place. I have found the answer in Gestalt psychology and neuroplasticity. I look around me and, in advertising for example, I only see one type of woman. We smile at children when they tell us carrots come from supermarkets. If they have not seen and learned anything different, that is all they know.