Like many industries, the beauty industry has grown to be one of the fastest evolving markets with consumers who demand authenticity, representation, and innovative products that fit their unique needs. At The Estée Lauder Companies’ (ELC), our collective vision is to be the most inclusive and diverse beauty company in the world as well as the employer of choice for diverse talent and the brand of choice for our global consumers. Because of this, we understand that talent today don’t just want to know what companies WILL do as it pertains to inclusion, diversity, and equity, but have a genuine track record and a commitment to current and future leader’s career advancement.

We are consumer obsessed and because of this we focus our priorities on ensuring our employee population reflects the communities we impact by ensuring equitable access to professional development and advancement opportunities.

Driving Professional Development within HBCU Communities

As an organization dedicated to professional development and education, we pride ourselves in our ability to deliver on our ID&E commitments through external programs with our employee populations and HBCUs. To date, ELC has partnered with Howard University, Spelman College, and Florida A&M to provide virtual networking and career advancement programs for alumnae seeking ways to transition to the beauty industry.

• She’s Howard – ELC’s partnership program with Howard University was inspired by ELC’s longstanding relationship with the University that began in 2018 through an increased focus on HBCU recruiting. Since its inception in 2021, the program continues to be a resourceful networking tool for all Howard Alumnae. 

• Let’s Talk Beauty – ELC’s partnership program with the National Alumnae Association of Spelman College was designed to serve as a platform for ELC to connect with Spelman Alumnae through intentional conversations, panel discussions, and networking opportunities to provide career coaching and insights into the beauty industry. 

• FAMU 10-Week Travel Retail Program – ELC’s partnership program with Florida A&M University was designed to engage rising juniors and seniors by providing an inside look into the fast-paced world of Travel Retail. Participants join for a 10-week program during which 41 merit scholarships of US$10,000 were awarded to students in the University’s School of Business and Industry over the course of five years by the University on behalf of The Estée Lauder Companies. 

Leading From Every Chair

We believe in the power of leading from every chair and are committed to creating space for talent with unique backgrounds and perspectives to support and lead innovation. As one of the world’s leading manufacturers and marketers of quality skincare, makeup, fragrance and hair care products sold in approximately 150 countries and territories, we offer a number of opportunities for undergraduates, early career professionals and our internal community of employees to continue to challenge themselves and contribute to a number of exciting business priorities. 

• Lauder Summer Internship Program – A 10-week program that offers undergraduate students in the U.S. the opportunity to think critically in real-world corporate situations. Students have the opportunity to apply for openings in our corporate functions or at one of our brands, and they will be assigned based on their academic backgrounds and interests once they are accepted into the program. 

• Presidential Associate Program – An intensive, 18-month rotational program specially designed for undergraduates. This program integrates professional rotations with continuous leadership development, coaching, mentoring, hands-on practical experience, group networking opportunities, and strategic thinking initiatives to optimize talent and build business acumen and capability.

• From Every Chair Program – In June 2020, William P. Lauder, Executive Chairman, and Fabrizio Freda, President and Chief Executive Officer, shared ELC’s Commitment to Racial Equity. As part of our ongoing commitment to ensure Black employees have equal access to leadership trainings and mentorship programs with senior executives, the Global Talent team and the Inclusion & Diversity COE, in collaboration with the Network of Black Leaders and Executives (NOBLE) Employee Resource Group, created the From Every Chair (FEC) Leadership & Development Program. This 9-month Sponsorship and Mentorship program for current employees focuses on one-on-one mentoring sessions, curated professional development seminars and dedicated coaching from highly regarded executive coaches. Since its inception, the program was designed to develop and advance Black talent through enhanced programs focused on soft skills and career coaching for all participants.

• ELC Grow – In 2022, ELC launches its internal Talent Marketplace designed to connect employees to personalized recommendations for full-time roles, project and networking opportunities that can empower our community to grow their skills and careers. By matching employees with internal opportunities autonomously we encourage an environment of continued learning and fueling future career aspirations and interest.

Head over to The Estee Lauder Company’s company profile to learn more about the company and for information on open roles!

The post Learn How The Estée Lauder Companies Champions Diversity & Career Advancement in the Beauty Industry appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

We hear from students time and time again that finding opportunities that will actually help you develop professionally can be extremely challenging at times. That’s why when Lola and Johnny heard about L’Oréal USA’s Diverse Future Leaders Fellowship, they knew they had to apply! 

The L’Oréal USA’s Diverse Future Leaders Fellowship launched in Spring of 2020 when L’Oréal USA wanted to create a new way to support students of diverse backgrounds in their career journey. 50 USA based students across all majors and schools are selected every year for this unique, year-long, immersive program where Fellows, as participants are called, receive unparalleled business knowledge, gain mentors, and are fast tracked for prestigious summer internships at the world’s #1 Beauty Tech company, L’Oréal.

To give you an insider’s perspective into this program, we chatted with current Fellows Lola (Chemical Engineering major at Louisiana State University) and Johnny (Global Business major with a concentration in Global Marketing with Consumer Insights at Fordham University) who reflected on all of the amazing opportunities they had during their Fellowship. Here’s what they had to say about their experience.

Education and Resources

When Johnny and Lola first started their Fellowship, there was an immediate emphasis on learning, development, and upskilling. In fact, when asked to describe the L’Oréal Fellowship in three words, Johnny chose educational, eye-opening, and rewarding. “Educational for sure, with the eLearnings and monthly sessions where we talked about L’Oréal and the beauty industry, eye-opening because it helped me realize my career goals, and rewarding because it has led me to a summer internship with them,” said Johnny.

Throughout the course of the Diverse Future Leaders Fellowship, Fellows engage in monthly topic-based seminars given by leaders from across different business areas. This allows Fellows to deep dive into a specific function, see project management in action, and understand the importance of cross-functional team working. 

Fellows are also given exclusive access to L’Oréal’s eLearning platform, as Lola described, “L’Oréal has been gracious enough to give us some of the eLearnings that even their company members watch as well.” She explained that L’Oréal’s eLearnings are interactive activities that help Fellows develop skills on topics like project management, team working, and leadership styles. 

“One e-learning I truly love was about figuring out what type of leader you are, and how to adapt and work in different groups, that truly helped me. I’m in my junior year now, and we’re working in groups. I realized I am a personable leader, but I am also dominant so I would like things done at a certain time. I learned how to better communicate, and better respond to people to get the desired results,” said Lola.

One on One Mentorship

A key part of the L’Oréal USA Diverse Future Leaders Fellowship program is that all Fellows are assigned individual mentors to work with during the duration of their Fellowship. Mentors go through a pairing process to make sure they are able to meet their mentee’s needs and they are often members of L’Oréal USA’s employee Think Tanks, also known as employee resource groups.

“One of the things I truly loved is the fact that we have one on one mentors. My mentor is Ms. Balanda Atis—she’s a revolutionary scientist for brands and products made for diverse people,” Lola shared with us. Since Lola has a goal of being a makeup formulator one day, a mentor with a similar background and functional expertise made her a perfect match. During past networking experiences, Lola has had a hard time finding out how people made it to their roles, so her mentor’s openness was refreshing and beneficial. 

Both Johnny and Lola mentioned how valuable transparency was in the relationship they have with their mentors. As Johnny noted, “I felt like I could be open with him, and at one point we talked about the importance of mental health and work-life balance.” 

Johnny’s mentor has been a constant and supportive presence throughout the Fellowship. “In practice and in a learning environment, my mentor helped me a lot with communication. He helped me write important emails and phrase things in a professional context. He was there to answer any questions I had for him,” said Johnny.

Reimagining Career Goals 

Before the Fellowship, both Johnny and Lola were struggling to figure out how their majors and interests would help them in their careers. Through meetings with their mentors and programming, “The Fellowship has helped me figure out what I want to do,” said Lola. 

As a chemical engineering major, she wasn’t sure how to translate that into a career in the CPG world until participating in the program. “I want to be a formulator, but I also want to be some sort of scientific communication. I want to be the centerpiece of explaining the science piece to non-science people.” 

For Johnny, the Fellowship gave him a new point of view and ultimately led to a shift in his overall perspective. “My career goals changed with the fellowship, I was committed to marketing or advertising agencies, but being in the Fellowship made me realize that I wanted to explore marketing inhouse,” said Johnny. “It led me to apply to and ultimately land a summer marketing internship at L’Oréal. My goal is to secure a full-time job at L’Oréal after the internship.”

To help Fellows achieve their career goals, L’Oréal provides personalized advice and career coaching from recruitment experts to prepare for interviews at L’Oréal and beyond. No matter your major or background, L’Oréal’s Diverse Future Leaders Fellowship Program can help you narrow your career goals, give you access to a network of peers and mentors, and help with your professional development while pursuing your education.

Why You Should Apply

Johnny’s and Lola’s stories aren’t uncommon at L’Oréal, because of the company’s commitment to supporting diverse, entrepreneurial, rising college talent. Whether you’re interested in creating the future of beauty tech like Lola, want to revolutionize and create disruptive marketing campaigns like Johnny, or are seeking career advice and guidance, there’s a place for you in L’Oréal USA’s Diverse Future Leaders Fellowship. 

Applications for the Fellowship program are open usually from November – February, so make sure to check L’Oréal’s company page to see if applications are open now!

If you’re interested in joining this year’s class of Fellows click here to apply. 

BONUS TIP: Here are some quick tips from Lola and Johnny to help you navigate the application and interview process.

“Be honest, be truthful, be raw—write your heart,” said Lola. 

“Be yourself, L’Oréal wants people for this program who embrace who they are,” said Johnny.

The post This Diverse Future Leaders Fellowship Will Accelerate Your Career Path—Here’s How appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

If you’re like most people coming out of school right now—aka 77 percent of Gen Z students and recent grads—then you’re looking for a company that values diversity and inclusion (D&I). But what does that really mean? Is it as simple as joining a diverse team? What else should you be looking for in a company?

These are big questions for anyone to be asking, but the team at Thermo Fisher Scientific—a Fortune 200 science company dedicated to making the world healthier, cleaner, and safer—have come up with a few answers. One of the most important is their multiple diverse, global Employee Resource Groups (ERGs).

So, What Are Employee Resource Groups? How Are They Different At Thermo Fisher?

If you’ve done a corporate internship or been on the job hunt lately, then maybe you’ve heard about ERGs. They exist to provide additional community and support to specific groups and identities at large companies. For example, a company might have a group based around African Heritage identity or one for employees who served in the military.

Almost all of these groups put together events like volunteering in the local community and networking sessions, but at Thermo Fisher they take it a step beyond to fully support and foster inclusion amongst all of their colleagues. Their ERGs draw colleagues together around common characteristics and provide a voice of diverse thinking. ERGs positively impact the company’s growth and development, and assist in providing thought leadership for:

• Recruitment and retention
• Education and training
• Professional development
• Community involvement
• Support and recognition
• Business development
• Activities that support a diverse and inclusive work culture

One way they are supported is through active involvement at the C-level. “At Thermo Fisher we have senior-level leaders at our organization who sponsor and help promote the ERGs,” says Cheryl, a Talent Acquisition D&I leader at Thermo Fisher. “They’re a direct line to executives on how to build more diverse teams and more welcoming communities for everyone.”

This means when someone has an idea that can help Thermo Fisher be a more inclusive community or build a more diverse team, they can assist and offer their support to make it happen.

Perhaps someone in the Women’s ERG knows about Women in STEM groups at colleges that could help bring in more female tech talent. Or maybe someone noticed that a cultural event or holiday was going unrecognized by the company. These ERGs give people a platform to not only share their perspectives, but also to have them be heard and acted on.

Finding Your Community, Bringing Your Whole Self To Work

The truth about inclusion is that it’s not just a set of policies or practices. It’s about making sure everyone can find community at work so that they feel comfortable enough to be themselves. Besides the obvious benefits for morale and mental health, when people with diverse perspectives feel comfortable bringing their unique ideas to their work, it has a proven, positive impact on the quality of business decision-making.

“If someone doesn’t feel a sense of inclusion or belonging they may not bring as much of themselves to work,” Cheryl explains. “And we work hard to build a diverse team because we want their unique perspectives.”

These groups, by creating a community for everyone at Thermo Fisher, can bring out all of those positive benefits, both for the employees and the business. That’s also why the groups aren’t limited to just the traditional understanding of diversity, like ethnicity and gender.

“Our groups cover a broad spectrum of interests and identities from ethnicity and gender to early talent, sustainability, working parents, and community action,” Cheryl explains. “Our colleagues have formed 10 different ERG groups, with more opportunities to come.”

All That, Plus They Can Help Accelerate Your Career

At Thermo Fisher, D&I is a team effort. And that effort can mean opportunities for people at all stages of their career to take on new types of challenges. Plus, thanks to the buy-in from leaders at the company, you’ll be supported in balancing the work of your primary role and your assistance in groups like this.

That’s why getting involved with ERGs at Thermo Fisher is a win-win. The company benefits from your perspective and action, and you benefit from a more developed network and unique career opportunities.

One member of the university recruiting team, Emily, noted that, “interns who have been heavily involved in ERGs during their internship are much more likely to receive full-time offers because of all the connections they made during the summer”

One such success story is Sophia, an emerging leader in the company’s IT Development Program. Her involvement with the Asian and Women’s ERGs as an intern led to leadership opportunities in those groups when she joined back with the company full time.

“I joined these ERGs as a way to be more engaged and involved in the community,” Sophia says. But when she took on leadership roles in the ERGs, she got way more than just that.

“This is different from my day job and it exposes me to other functions, too,” Sophia says. ‘It has also been a great way to get my voice heard and network with executive leaders.”

This type of company-wide idea sharing and collaboration isn’t just what makes D&I initiatives work at Thermo Fisher—it’s what drives the whole business.

Want to learn more about this uniquely diverse team? Check out open opportunities at Thermo Fisher on WayUp!

You can also learn about Thermo Fisher Scientific’s ERGs on their website.

The post Change, Community, And Career Acceleration: Thermo Fisher Scientific’s Approach To Fostering Diversity appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

Diversity fuels the Un-carrier spirit. T-Mobile’s commitment to inclusion across race, gender, age, religion, identity, and experience is what sets them apart.

You’ve probably heard of T-Mobile as the “Un-carrier” cellular network. They want employees to be bold, think differently, and make a difference–and Diversity and Inclusion (D&I) has always been at the heart of the T-Mobile Un-carrier culture.

#1 It starts at the top with T-Mobile’s CEO, John Legere

John understands that no two people are alike and diverse teams always win. In his own words,

“At T-Mobile the diversity of our people and support of inclusion across the company are two of our super powers! Why? Diversity brings fresh perspectives. Inclusion enables new and different thinking!”

– John Legere, T-Mobile CEO

#2 T-Mobile wants you to, well… #BeYou

Diversity fuels T-Mobile’s Un-carrier spirit, that’s why they want you to be your true authentic self.

T-Mobile’s Inclusion Council was created to drive awareness and encourage everyone to be exactly who they want to be.

#3 T-Mobile’s Resource Groups designed to help employees thrive

Employees who are involved are 11% more likely to take on new roles in the company. You shouldn’t just take our word for it. You can ask someone from one of their Employee Network groups.

#4 Diversity Is In Their D.N.A.

And it hasn’t gone unrecognized. Their awards speak for themselves. 

Interested in working at T-Mobile?You can join the T-Mobile team by applying on WayUp right now!

The post Here’s Why Diversity Thrives At T-Mobile appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

If you’re on the hunt for a full-time job, you might’ve heard of employee resource groups (ERGs) or affinity groups (AGs). They’re organizations within companies that connect people of all seniority levels together based on interests or traits so that they can build a network, discuss common issues, and—most importantly—help drive the company’s culture forward.

And while these groups can help a company make great strides toward building a more diverse and inclusive culture, they can also help the people in them advance their careers.

Take Justin, for example. At TEKsystems—a national leader in technical recruiting—he’s an Account Manager, a role into which he was promoted after quickly becoming a high performer, and one of the ways he accelerated his career growth was through TEKsystems’ unique employee resource group.

Here’s how these groups help changed Justin’s career—and the company around them.

Helping Connect The ‘NextGen’

ERGs and AGs like Pride@TEKsystems and Women@TEKsystems are known at the company for their ability to foster important conversations that help colleagues gain new perspectives and adopt more inclusive policy.

However, at TEKsystems, these groups also serve a more direct business purpose—and that’s where Justin comes in. Justin’s a part of the intergenerational resource group—NextGen@TEKsystems—that helps connect employees with leaders from other generations at the company.

“We’re bridging the gap and helping to inspire the next generation of leaders at the company, hence the name,” Justin explains.

And, as a key figure in the relatively new group, Justin was given the opportunity to take on more leadership responsibilities than most recent grads get to see in their first role. And what he did with that opportunity really helped him drive company goals forward.

Driving The Business—And The Culture—Forward

TEKsystems is in the business of technical recruiting, which means they help their clients— including hundreds of major corporations and innovative new companies in the United States—connect with the best talent for their niche and hard-to-fill roles. Networking with top talent is, therefore, an essential part of their strategy.

That’s why Justin and his colleagues in the NextGen employee resource group had an idea to expand the scope of their group’s activities outside the boundaries of the company. One of these events, for example, is a meetup for young professionals in the tech space with people on the TEKsystems team for a knowledge exchange.

Here both parties can exchange career guidance, discuss the state of the industry, and forge some of those same intergenerational connections that help drive the TEKsystems culture forward.

“With these meetups, we were able to integrate our marketplace strategy with our internal methods for forging connections,” Justin says. “We’ll do these for underrepresented groups, Java programmers, and all sorts of demographics. We found that we can all really help each other.”

Moving Up Takes Leadership Opportunities—And TEKsystems Is Offering Them

TEKsystems is known for its culture of quick, merit-based promotions. And one of the ways they prepare people—especially individuals without a ton of experience on their resumes—for these new roles is by constantly providing new challenges and opportunities to learn and demonstrate leadership skills.

“My director observed that I was able to bridge the generational gap and bring people together informally,” Justin explains. “And the leadership team wanted to formalize that so we could start helping people who weren’t as comfortable in those situations.”

That’s why he was offered a leadership role in the NextGen employee resource group—and his new role as an Account Manager.

Justin’s experience isn’t an entirely unique one either. Whether it’s through their one-on-one mentorship program for new Technical Recruiters or their culture-crafting ERGs, TEKsystems manages to find ways to help their employees advance while also moving the company forward.

But that sort of symbiotic relationship, Justin says, is how they do business.

Think you’ve got what it takes to contribute to the culture? Check out open opportunities at TEKsystems on WayUp!

The post My Company’s Affinity Group Helped Me Advance My Career appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

WayUp’s second-annual HireUp conference took place on Monday, April 29. As changemakers from organizations all over the country gathered to discuss what’s happening in early-career recruiting, there were four key takeaways from the event that stood out.

The Key To A Positive Candidate Experience Is High Tech And High Touch

Before sites like Glassdoor existed, companies held all the power. They were free to provide a negative candidate experience, with little perceived repercussions. Not anymore.

There’s parity now between employers and candidates, which has prompted a shift in accountability. And it has proven how costly a negative candidate experience is for companies, as Virgin Media discovered when it found that it was losing at least $5 million annually because of its negative candidate experience.

Which is why companies are going to such great lengths—and rightfully so—to ensure candidates are treated well throughout all aspects of the interview process. But because of this newfound prioritization, people in HR may be tempted to incorporate too much AI and automation throughout the interview process.

That would be a big mistake.

Click here to find out how WayUp can help you find top talent 

Although Gen Z is comfortable with technology, they’re not as comfortable as you think. WayUp recently conducted a survey of 363 students currently enrolled at U.S. universities between the ages of 18 and 25. Out of this group, only two percent—TWO PERCENT!—said they were very comfortable with AI being the sole determiner of their job application. And it’d be impossible to ignore that 87 percent of them would prefer a phone interview over a pre-recorded video interview with no human interaction.  

Ultimately, if you want to have a candidate experience that’s fast yet full of human interaction, it’s important to create a process that’s high tech and high touch. Fortunately, we wrote an article that tells you how to do that.

Diversity Is More Important Than Ever Before

Obviously, revenue propels companies into the future, but it’s only earned because of your company’s biggest asset: your workforce. And guess what? Gen Z doesn’t want to work for companies that don’t have diverse teams.

And here’s something that you may not have thought about: There are a lot of untapped diverse talent groups. Considering how tight the U.S. labor market is, with unemployment at 3.8%, the war for top talent is fiercer than ever before.

So don’t just look at inherent diversity to fulfill hiring needs, though that should be a priority too. Among other groups, people with disabilities and veterans are both untapped talent pools for qualified candidates, and extremely loyal workers.  

One Of The Best Recruiting Tools Is Employer Branding

Employer branding is the secret tool that not every company knows it needs. It helps you with so many aspects of early-career recruiting besides driving applications and reducing cost-per-hire, as if that’s not enough. For instance, not wasting a candidate’s time is such a vital part of a positive candidate experience. And strong employer branding lets candidates know before they apply for a job whether or not they want to work for your company.

Also, it helps attract diverse candidates. By highlighting company culture, employer branding shows that your company cares about diversity and inclusiveness. But remember: Applicants only become future employees if they can see their growth opportunities. This means highlighting diverse mid- and senior-level executives is critical.

Getting Organizational Buy-In Requires Being A Personality Whisperer

Unfortunately, people in HR aren’t always given the respect they deserve. Often your suggestions are met with reticence and reluctance. So it’s important to understand how you can best institute organizational change.

The biggest key to enacting major changes within your company is understanding personality. You need to be able to know how to address each person’s idiosyncrasies while also speaking to their job’s concerns.

Once you do that, you can begin to work with the rest of your company to include them on buying in to the change. Fortunately, we also have an article that helps you learn how to do that.      

The good news is, you don’t have to wait until next year’s HireUp to become a changemaker within early-career recruiting. You can do it by addressing these four takeaways at your company today.

Fill out the form to find out how WayUp can help you find top talent

[mrkto_frm id=”1033″]

The post Recruiting For The Future—4 Takeaways From HireUp 2019 appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.

When it comes to applying for jobs, women and men exhibit different behaviors. That’s according to LinkedIn’s Gender Insights Report, which found women apply to 20 percent fewer jobs than men—yet are 16 percent more likely to get hired for ones they do apply for.

Which prompts the question, what are female candidates noticing that their male counterparts are missing (or ignoring)?

The candidate experience.

So if your company wants to attract more qualified female candidates, it needs to take the following actions to improve its candidate experience.    

Your Company Needs To Care About The Growth Of Female Employees

Company culture is such an important aspect of job recruiting and employee retention. For starters, Fortune reveals that early-career candidates will forego a higher salary for a favorable company culture. And having employees feel engaged at their job and within an organization is the key to keeping them.  

A great way to showcase your company culture is to highlight the personal and professional development that female—as well as all—employees are offered. Mentorship programs are a great way to show that you value a person’s potential.  

Click here to find out how WayUp can help you attract and hire top female talent 

Your Job Description Is Turning Off Female Candidates In More Ways Than One

A clear job description is so important because it sets up an applicant’s expectations for what the job would be like. Unfortunately, your hiring team’s job description may inadvertently be turning female applicants off. Media Bistro claims that words like “ninja,” “rockstar,” or “guru” make women believe your company is male-dominated.

Apart from being more likely than men to get hired once they apply to a job, women are 18 percent more likely than men to get hired after applying for more senior roles as well. The point is, your early-career female applicants are statistically more likely to become not only full-time employees, but also your company’s future leaders.

Also, women self-screen more than men. Research suggests that women are 16 percent less likely than men to apply for a job after viewing it. Why? Because they read a job description that essentially asks for those pesky purple squirrel candidates. Once they start to see they don’t fit some of these requirements, they take themselves out of consideration before even applying. So your hiring team should rethink job requirements compared to what’s essential in job descriptions.

For Females, Employee Benefits Matter The Most

Two aspects of employee benefits stand out most to female candidates. First, the most important aspect is salary range, though it’s not for the reason you might think. Because if a company shares the salary range in the job description, females may interpret this as a sign of transparency and equal pay. Obviously, this is a very important issue for females, who are still fighting to reconcile the pay gap.

The second is benefits themselves, which include work arrangements. Not only is it a priority for female candidates, but it’s the key to getting a more diverse talent pool, claims Forbes. People have different circumstances in their lives that may prevent the traditional 9-5, in-the-office experience.

Sixty-eight percent of women want to work for companies that provide strong employee benefits. So if you want to ensure your hiring team gets more qualified female candidates, your company needs to have good employee benefits. And be upfront about these perks, so you’re not wasting candidates’ time.

Monitor Your Online Reputation, And Work To Fix The Issues

Candidates are researching your company’s online presence. Women are more likely to use their findings to inform their decision before even applying to a job. Again, this is why it’s so important to showcase your company culture. But their research doesn’t stop there.

Glassdoor claims candidates are more likely to apply for jobs at companies with positive online reviews. Once they apply, they’re also more likely to accept a position and recommend it to friends if it has positive online reviews. So if your company has a negative online reputation, you need to work to address it.

One way you can start fixing a corporate reputation is by responding to your online reviews. According to Inc., companies that address negative reviews can see the perception of their business improve by 62 percent.

But don’t just respond to the review and think that fixes the problem. You need to take action about what your company discovers are its issues. Address the issues so your company can get more positive online reviews in the future.

If your company is looking to turn female job hunters into applicants, you need to address your candidate experience. You’ll be rewarded with applicants more likely to get the job, creating a more diverse staff.

Fill out the form to find out how WayUp can help you find top talent

[mrkto_frm id=”1033″]

The post What Women Want: How Your Company’s Candidate Experience Impacts Women appeared first on Job and Internship Advice, Companies to Work for and More | WayUp Blog.