We will be launching a series of exciting one day training courses to be held in autumn 2017.

The training courses will be sold on a first served basis with a limited number of spaces per day. Call or email us to register your interest and we will be in touch with the dates as soon as they are confirmed.


t: 0151 236 8000

  • We will run an informative training day that will provide attendees with a greater understanding of the ways in which they can attract a gender balanced flow of applications. We will share best practice, address specific challenges and combine practical training with engaging group exercises.
  • Hiring Goals: Include desired hires by subject, gender and location.Determine whether to implement a strict quota or desired gender target.Understand leadership priorities. Are they willing to fall short of achieving gender goals so long as overall hiring targets are met?
  • Research: Identify target courses based on ranking, location, curriculum and past hires.Obtain the number of male and female students on each target course.Set budget and determine on campus activity after reviewing all data.
  • Content: Ensure all job specifications are reviewed and check that the language used is inclusive.Create content that addresses the needs and interests of female job hunters.Pay to email mailing lists with a high proportion of female subscribers.
  • Promotion: Grow your social media networks so that content is viewed by relevant followers.Identify influencers with a high number of female followers using tools such as Buzzsumo and ask them to share your content with their communities.Initiate paid social campaigns across Google, Facebook, Twitter and/or LinkedIn ensuring that you target based on academics and gender.
  • External Industry: Subscribe to mailing lists and follow bloggers that can offer insight into gender targeting strategies.Attend gender focused events, join relevant online groups and connect with industry professionals via LinkedIn.Create a group or community on social media. This could address topics that relate to gender within your industry or company.
  • Internal:Encourage existing female graduates to become involved in your hiring process.Identify subjects that address the needs of female candidate and generate content.Operate a 'referral' system to encourage female employees to reach out to their personal networks.
  • Supplier Networks: Pay to access specialist candidate databases that contain female job hunters.Obtain LinkedIn Recruiter licences to directly message female members.Identify recruitment consultancies who can offer gender balanced shortlists.


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