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Strategically Recruit and Retain More Women in IT

Win the war for talent with straightforward tactics to help you build an effective talent strategy.

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Contributors

45 IT professionals contributed to the development of this research

Your Challenge

  • The war on talent is here, and talent has won. IT has been one of the fastest growing sectors with nearly 1.4 million job openings between 2008 and 2018. However, with the unemployment rates hitting record lows in 2017, CIOs increasingly struggle to attract and retain top IT talent.
  • While the number of jobs in IT has increased dramatically, the percentage of women in IT has decreased from 35% of IT jobs being held by women in 1990 to only 26% in 2013 (Huffington Post).
  • The challenge is not a lack of talented women in IT available to fill roles, but rather, organizations lack an effective strategy to recruit and retain women in IT.

Our Advice

Critical Insight

  • Retaining and attracting top women is good business, not personal. As per McKinsey Global Institute, “$4.3 trillion of additional annual GDP in 2025 could be added to the U.S. by fully bridging the gender gap.”
  • In the war on talent, having a strategy around how you will recruit & retain of women in IT is Marketing 101. What influences whether women apply for roles and stay at organizations is different than men; traditional models won’t cut it.

Impact and Result

To stay competitive, IT leaders need to radically change the way they recruit and retain talent, and women in IT represent one of the largest untapped markets for IT talent. CIOs need a targeted strategy to attract and retain the best, and this requires a shift in how leaders currently manage the talent lifecycle. Info-Tech offers a targeted solution that will help IT leaders:

  1. Build a Recruitment Playbook: Leverage Info-Tech tools to effectively sell to, search for, and secure top talent.
  2. Build a Retention Strategy: Follow Info-Tech’s step-by-step process to identify initiatives and opportunities to retain your top talent.

Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should build a recruitment and retention plan for women in IT, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

1. Enhance your recruitment strategies

If you don’t have a targeted recruitment strategy for women you are missing out on 50% of the candidate pool. Increase the number of viable candidates by leveraging best practices to sell to, search for, and secure top women in IT.

2. Enhance your retention strategies

The drivers that impact the retention of men and women are different. Take a data-driven approach to improving retention of women in your organization by using best practices to measure and improve employee engagement.

Guided Implementations

This guided implementation is a six call advisory process.

Guided Implementation #1 - Enhance your recruitment strategies

Call #1 - Develop a strategy to better sell your organization to diverse candidates.
Call #2 - Evaluate your candidate search practices to reach a wider audience.
Call #3 - Introduce best practices in your interviews to improve the candidate experience and limit bias.

Guided Implementation #2 - Enhance your retention strategies

Call #1 - Launch focus groups to improve performance of key retention drivers.
Call #2 - Measure the employee experience and identify key moments that matter to staff.
Call #3 - Conduct stay interviews and establish actions to improve retention.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Make the Case for Strategically Recruiting and Retaining Women in IT

The Purpose

Identify the need for a targeted strategy to recruit and retain women in IT and pinpoint your largest opportunities to drive diversity in your IT team.

Key Benefits Achieved

Establish goals and targets for the changes to be made to your IT recruitment and retention strategies.

Activities

Outputs

1.1

Understand trends in IT staffing.

1.2

Assess your talent lifecycle challenges and opportunities.

  • Recruitment & Retention Metrics Report
1.3

Make the case for changes to recruitment and retention strategies.

  • Business Case for Recruitment and Retention Changes

Module 2: Develop Strategies to Sell Your Organization to Wider Candidate Pool

The Purpose

The way you position the organization impacts who is likely to apply to posted positions. Ensure you are putting a competitive foot forward by developing a unique, meaningful, and aspirational employee value proposition and clear job descriptions.

Key Benefits Achieved

Implement effective strategies to drive more applications to your job postings.

Activities

Outputs

2.1

Develop an IT employee value proposition.

  • Employee Value Proposition
2.2

Adopt your employee value proposition.

  • EVP Marketing Plan
2.3

Write meaningful job postings.

  • Revised Job Ads

Module 3: Expand Your Talent Sourcing Strategy

The Purpose

  • Sourcing shouldn’t start with an open position, it should start with identifying an anticipated need and then building and nurturing a talent pipeline.
  • IT participation in this is critical to effectively promote the employee experience and foster relationships before candidates even apply.

Key Benefits Achieved

  • Develop a modern job requisition form though role analysis.
  • Increase your candidate pool by expanding sourcing programs.

Activities

Outputs

3.1

Build realistic job requisition forms.

  • Job requisition form for key roles
3.2

Identify new alternative sourcing approaches for talent.

3.3

Build a sourcing strategy.

  • Sourcing strategy for key roles

Module 4: Secure Top Talent

The Purpose

  • Work with your HR department to influence the recruitment process by taking a data-driven approach to understanding the root cause of applicant drop-off and success and take corrective actions.

Key Benefits Achieved

  • Optimize your selection process.
  • Implement non-bias interview techniques in your selection process.

Activities

Outputs

4.1

Assess key selection challenges.

  • Root-Cause Analysis of Section Challenges
4.2

Implement behavioral interview techniques.

  • Behavioral Interview Guide

Module 5: Retain Top Women in IT

The Purpose

  • Employee engagement is one of the greatest predictors of intention to stay.
  • To retain employees you need to understand not only engagement, but also your employee experience and the moments that matter, and actively work to create positive experience.

Key Benefits Achieved

  • Identify opportunities to drive engagement across your IT organization.
  • Implement tactical programs to reduce turnover in IT.

Activities

Outputs

5.1

Measure employee engagement and review results.

  • Identified Employee Engagement Action Plan
5.2

Develop programs to improve employee engagement.

5.3

Train managers to conduct stay interviews and drive employee engagement.

  • Action Plan to Execute Stay Interviews

Search Code: 81249
Published: July 18, 2016
Last Revised: March 1, 2019