What does #EachForEqual mean to the FinTech talent industry in Singapore? How can hiring managers avoid unbiased hiring decision?
This year's International Women's Day's campaign is #EachforEqual. Individually, we’re all responsible for our own thoughts and actions – all day, every day. In 2020, we can choose to challenge stereotypes, fight bias, broaden perceptions, improve situations and celebrate women’s achievements.
We have interviewed with Natasha Madhavan, Team Lead of Risk, Legal, Compliance & IT Recruitment in Singapore.
The 2020 International Women’s Day theme is that an equal world is an enabled world. What does that mean to you in the FinTech industry in Singapore?
It means that companies go out of their ways to ensure that they bring on diverse talent. This can be through engaging recruiters to headhunt gender diversified candidates. Companies should ensure a balanced ratio on gender at the management level in the decision process. Advertising roles on female organisations platform can balance up as well. Management should put in a process to ensure there are a balanced number of diversified candidates on interview for every role.
Is gender equality a topic that often comes up in conversations with candidates and companies?
Yes on the client-side. Some roles like Data Science, Development and Infrastructure roles are very male-dominated. Companies engage us to dig deep and headhunt female candidates - we often helped to look slightly outside the job requirement, we
look into candidates who have a strong foundation to learn and be able to pick up the skills for the role.
What role can recruiters play in creating an equal world?
Recruiters make a conscious effort to headhunt passive female candidates. We understand what drivers would allow them to move across companies. Recruiters see things from an unbiased perspective. We can always advise our clients on where they need to be less stringent with on their requirements. This can help to ensure and maintain a balanced workforce. Recruiters role is to understand the reasons that make people tick. We can influence and advise clients what they need to provide to make the best hires and the diverse hires.
What advice would you give to a company that trying to create a diverse hiring strategy?
Be open-minded. Make less decisions just based on the CV and interview people who they may not traditionally interview on paper. Traditionally, clients hire candidates based on their technical skills. We have been advising clients to expand to consider
candidates' soft skills and potentials. Try to promote internal mobility and internal promotion instead of hiring externally. This can be a practical approach as well.
Natasha and team have extensive experience in recruiting for FinTech talent in Singapore. Speak to Natasha for more hiring tips on #EachforEqual hiring.
Collectively, each of us can help create a gender-equal world.