Talent Acquisition

How Can We Attract More Women to Become Recruiters?

By no means is the recruitment industry lacking women. It is an industry that is made up of a fine balance of both men and women.

What we want our experts to discuss in this panel is more about the tangible and intangible benefits of taking up a career as a recruiter, and why women have all the characteristics to succeed as recruiters.

Libby Herrmann

To attract more women to the recruitment industry, we need to publicly share and celebrate the achievements of our female peers! It is a fundamental way to contribute to the success and core business support we provide every day. Further, it allows for tremendous career and earning potential to provide for our families.

Aside from the tangibles, there is the intrinsic satisfaction of helping others and nurturing their career advancement aspirations. Both traits are often practiced and desired by our female colleagues in the workplace, providing a sense of professional fulfillment.

Libby Herrmann, Client Relationship Manager at WilsonHCG.

Amanda Bell

Most of the people I’ve managed throughout my career in recruiting have been women. I haven’t noticed a dearth of women recruiters yet, but I think to continue to attract women to this profession, we need to keep focusing on equality in both compensation and career opportunities. Women often leave the workforce temporarily to either start families or to be caretakers…with the intention of returning to the workforce. But often, the barrier of re-entry is too high. Instead, we should create space and programs for women to tackle other areas of their lives while still continuing to grow and develop in their careers. It doesn’t have to be one or the other, as it can often seem.

Amanda Bell, Director of Recruiting at Lever.

Angela Bortolussi

The really cool thing about the recruitment industry – there are tons of amazing women who are paving the way and doing extraordinary things in this space. So, maybe we (recruiters, hiring managers, leaders) focus our recruitment initiatives on empowering women to apply for roles and even take on leadership and/or executive roles. One easy thing we can do – is share job opportunities with other females within your social network (including the in’s & out’s of the role).

But there are tons of other social platforms where we can share our jobs, other resources & support (you can check out or Eventbrite for events happening in your area) – and if you love to encourage younger women to get into the profession – check out mentorship programs in your area (there are more and more “online-mentorship programs” developing for women who are on the go – but like to provide advice to young women).

Angela Bortolussi, Partner at Recruiting Social.

Lysha Holmes

How can we attract ANYONE to become recruiters, that is my task daily as a R2R! Specifically, recruitment companies need to engage with both sexes and appeal to what motivates each to become successful and loyal. However to answer the question, avoid “boys” clubs sales environments first and foremost.

Lysha Holmes, Owner and Recruiter of Qui Recruitment R2R.

Caroline Stokes

I see recruiting as an equal gender playing field. Incoming recruiters need to be literate in human connected skills and data analysis abilities, and this will be important regardless of gender.

Caroline Stokes, Founder of FORWARD and The Emotionally Intelligent Recruiter.

Ruth Penfold

By telling our stories, by sharing the wonder of recruitment with the world and keeping on evolving the mindset of the profession. Businesses are now seeing recruitment as an essential ingredient to their business, as a strategic business partner. It’s therefore the responsibility of those of us within it to keep inspiring others to consider it as a profession.

Ruth Penfold, Director of Talent Acquisition, Shazam.

Rebecca Fraser

As with any job, making the work environment conducive to the needs of family, open to looking at ways of working different and removing the perception of the “boys club” by using gender neutral language is a great way to start.

Rebecca Fraser, National Executive Committee, Career Development Association of Australia.

Liz Sebag-Montefiore

I’ve already pointed out that the business case for diverse hiring practices. Ensuring the employee value proposition (EVP) that is communicated honestly reflects the reality of female employees is a good starting point. Build a culture that accommodates a diverse workforce and showcase female role models in the business, working with them to tell their stories and promote recruitment as a great choice for women.

Liz Sebag-Montefiore,  Director and Co-Founder 10Eighty.


Poonam Mawani

Change the culture from above in each agency. Only then will you promote a culture that supports and motivates all employees irrespective of gender.

Poonam Mawani, Director at Azuki Accounts.

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