How hiring on attitude and aptitude can help more women build rewarding careers

Why not give capable, driven candidates from non-traditional backgrounds a chance to show what they're made of? A can-do attitude is a powerful trait.

Qualifications, skills, experience, personal qualities… anyone who's ever employed someone to perform a task or fill a role will inevitably have found themselves compiling a 'person description' that encapsulates what they're looking for in their ideal hire.

Those descriptions in the professional sphere often become highly prescriptive and specific, particularly if they're for senior positions or roles where industry knowledge confers an advantage.

Insisting on a candidate who appears to tick every box is a low-risk approach to hiring that's attractive to many.

It also excludes talented candidates from non-traditional backgrounds who may be able to do the job just as well, if not better, than their more credentialed competitors.

Opening up more opportunities for more women to shine

I frequently took a different approach during my two-decade professional career, working in B2B marketing leadership roles for a series of multinational software companies across the APAC region. 

That means giving high-potential candidates an opportunity - even if their CVs don't check every traditional box.

Those candidates will sometimes be women whose career journeys have been disjointed or disrupted through no fault of their own. Some may have experienced success in other fields but are now eager for a new direction, while others may be struggling to get back into the workforce after an extended break.

Over the years, my 'captain's picks' included a highly talented designer who wanted to segue into marketing. This mature-aged woman needed a job but was fighting a losing battle against ageism in the sector where she'd spent most of her career. Another was a long-term contractor seeking the security of a permanent position and was willing to retrain in an entry-level role to obtain it.

Taking a chance on character and commitment

Hiring decisions should always prioritise merit, yet resumes rarely tell the whole story. Through the interview process, I've learned that curiosity, persistence, adaptability, and passion for learning often matter more than credentials. These attributes can differentiate an average performer from a high-impact contributor. 
Indeed, I'm open to individuals who exhibit the drive and character traits such as curiosity, commitment, persistence and a passion for learning. I believe they need to succeed in my team and might be required in any team they aspire to join.

Also vital is that they're a good cultural match for the organisation they'll be working for. While this is a subjective assessment, if ever there was one, it's usually possible to get a sense of whether someone aligns with the company's values and will be compatible with their prospective colleagues.

Suppose I feel an individual will fit in easily. In that case, I'm much more comfortable welcoming them aboard, secure in the knowledge that my team and I will be able to help them get up to speed quickly.

Making it possible for other women to march forward

Creating openings for promising, non-traditional candidates isn't always enough.

Providing them with ongoing mentoring and support helps them find their feet faster and gain the confidence and competence they need to become genuine assets to the organisation they've joined.

This takes time and commitment, but it's also gratifying. Moreover, it's an excellent way for those in leadership positions to walk the talk on equity and inclusion in our professional lives; it demonstrates the benefits to those who work with and for us. 

As we prepare to celebrate International Women's Day 2025, with its theme of 'march forward', I can't think of a better way to help other women advance than by recognising their potential and backing them to pursue careers which allow them to realise it.