Our recruitment service

claire goodwin

Claire Goodwin, who is heading up the Women in Technology Recruitment Services

With the success of our job board and networking events, womenintechnology.co.uk now has a growing community of almost 6000 people – so thanks for being a part of it! We’ve helped many women in or interested in technology find new jobs in the industry and now we’re stepping up those efforts a bit more.

Over time we’ve had more and more clients – and jobseekers – tell us that they found our job board and career portal a useful tool, but that they wanted more assistance in the recruitment process. With a person handling everything from applications to offers, everyone’s lives are made a bit easier. So, that’s what we’re pushing in 2010.

Women in Technology Recruitment Services now has a team of four experienced recruiters and we want to build upon the success of womenintechnology.co.uk to continue helping increase the flow of female candidates into IT. There are so many firms out there who would love to hire more technical women but they just can’t find them. We’re here to give organisations access to a wider and more diverse talent pool. While we are best placed to source female talent, our short lists will reflect the diverse make-up of the workplace and will include high calibre male IT professionals too – men haven’t been put off using us if we have a job they’re interested in! What’s more, many men think it’s a great idea as they work in all male teams and appreciate that women can bring different skills to the table.

For more information about women in technology’s recruitment services please visit: http://www.womenintechnology.co.uk/recruitment-services or email Claire Goodwin, cgoodwin@womenin.co.uk.


Input into research on recruiting women & minorities into IT departments

Rachel Dines at Forrester Research, an independent research company, is currently looking for input into a research report on recruiting women and minorities into IT infrastructure and operations (I&O) departments – networking, storage, databases, helpdesk, telecoms etc. She’s interested in talking to individuals who manage people working in those areas and who are happy to share their ideas on recruiting, retaining and promoting women in their teams.

The report is about best practices for recruiting and developing more diversity in infrastructure and operations departments around the world. E.g. why is I&O the least diverse department in most IT departments?

If you have any experience with this, please contact Rachel directly by the middle of September 2009:
Rachel Dines
Researcher – Infrastructure & Operations, Forrester Research, 400 Technology Square, Cambridge MA 02139
001 617 613 6081 or rdines@forrester.com

Thanks so much!

Women in IT dream of being the boss

When we held W-Tech back in June (wow was it two months ago?!) we asked all the female techies that attended, a simple question: “what is your dream job?”

Almost 400 women answered the question and we got a wide range of interesting responses. The results showed that the majority (about 14%) all gave an answer to do with being the boss and reaching the top, whether this was being an entrepreneur or a CIO. With the fight against the glass ceiling and the struggle for more flexible hours continuing, it’s no great surprise that women in the IT industry are reaching for these goals.

  • Project management was also a popular choice with 12% of the women surveyed opting for this
  • 8% opted for consultancy
  • 7% said they would like to help people, with answers including “taking IT to schools in Africa” and “coaching and mentoring”
  • 6% mentioned that their dream job would involve a better work / life balance, with less travelling time and more flexible hours.
  • Encouragingly, over 10% of the women said that they were already doing their dream job!

Some answers were more intruiging – dream occupations included animator at Pixar, professional blogger and education minister. Others decided that they’d ditch IT altogether and become a comedienne , cruise liner DJ or a bakery owner!

Check out some coverage of the survey here.

What would be your dream job?

IT graduates – don’t worry

It’s summertime, which means school holidays, sunshine (hopefully) and for many students, time to enter the real world and start job hunting. Many reports have said that the class of 2009 is struggling to find a job, as graduate vacancies drop and salaries are frozen.

However it’s not all bad news, as the not-for-profit initiative for smarter working, Work Wise UK, says that candidates with strong IT skills will always be in demand. Chief Executive Phil Flaxton also said that graduates with technological ability are in particular demand in the SME space as organisations find themselves with fixed budgets.

It is understandable that there are fewer vacancies in this economic climate but hopefully there are still companies that recognise the value of developing graduates to ensure that we have enough talent for the future.

A different kind of job application

Usually the job application process is relatively straightforward – send in your CV and covering letter and wait for a response. Well, not this one. Mobile phone company Teimlo is looking for a new marketing manager, but is only accepting applications through text message.

According to the Telegraph, this is to test the applicant and see if they can be creative and to the point. The company’s boss commented “If their text says: ‘Dear sir, I would like to apply for the position of…’ they are going to run out of space. They have to be a lot more savvy to fit something in that’s going to make a genuine impression. What we want is fanatics at what we do, people who will fit in and understand the subject. It’s the attitude that matters.”

Is it time that we re-thought traditional job applications? Many firms now use psychometric testing in the interview process and video CVs have become increasingly popular. Although there have been these advancements, I still think that the CV will remain for a while – a text may test creativity but without the necessary skills and experience, you won’t have the right candidate.