Inclusive and rigorous interview and selection strategies


Recruitment is pivotal in an organisation’s gender diversity agenda, especially in the construction industry. Forward-thinking companies in the residential, commercial and civil sectors acknowledge the power of recruitment to counter negative perceptions about their industry.



These companies prioritise diverse and trained recruitment teams with representation from both genders at every stage of the hiring process. This approach mitigates the risk of biased evaluation methods favouring men and ensures a fair assessment of candidates’ abilities to transfer diverse experiences into roles within a male-dominated industry.

Merit-based recruitment teams

The initial interaction between potential candidates and recruitment personnel significantly influences their perception of an organisation’s culture and values. Therefore, providing a positive experience during the recruitment process is pivotal.

Effective recruiters:

  • Adhere to fair, objective criteria in the recruitment process rather than relying on subjective judgments.
  • Actively challenge stereotypes and biases, ensuring an equitable evaluation of female candidates.
  • Highlight strategies to address female candidates’ negative perceptions about the industry culture.

Setting and sharing recruitment targets

Leading organisations establish targets for female representation in each stage of the recruitment process. Based on merit, these targets aim to diversify the candidate pool and communicate transparently to all employees to foster fairness and understanding.

Monitoring and training

Ensuring gender diversity within recruitment teams promotes objective evaluation and a more welcoming environment for female candidates. Organisations provide training to recognise and mitigate unconscious biases in the hiring process.

Transparent recruitment practices

Documented and transparent recruitment processes focus on meritocracy, holding recruitment teams accountable. Some organisations adopt blind resume screening to eliminate potential biases.

Skills display opportunity

Certain companies offer practical tests or job trials, allowing candidates to demonstrate their skills, which provides a fairer evaluation and addresses any misconceptions about physical requirements in these roles.

Tracking and improving the recruitment experience

Organisations monitor the progress of female candidates at each stage of the recruitment process to ensure inclusivity. Feedback from candidates, both successful and unsuccessful, contributes to continuous improvements in the recruitment process.

Broadening candidate pools and capabilities

To address skill shortages, organisations prioritise transferable skills over specific industry experience. They train their recruitment teams to recognise competencies that transcend industries and encourage applications from various talent pools, including older women and Indigenous communities.

Leadership and capability development

Leadership and capability development

Some companies redefine leadership capabilities beyond tenure-based progression, focusing on necessary skills instead of gender-biased stereotypes.

Supporting women's re-entry and transition

Supporting women's re-entry and transition

Organisations provide re-entry programs for women returning to the workforce after extended leave. They also facilitate transitions from corporate roles to non-traditional ones through tailored training and mentoring.

Positive recruitment experience

Fostering a positive recruitment experience, even for unsuccessful candidates, is crucial for industries battling negative perceptions. Offering feedback, seeking continuous improvement, and initiating induction programs at an early stage ensures a smooth and affirming transition for successful candidates.

Continuous feedback and support

Continuous feedback mechanisms from applicants and hired individuals assist in refining the recruitment process. Organisations provide feedback to unsuccessful candidates to aid their future applications and maintain support lines for guidance.

Early engagement and induction

Initiating engagement and induction processes right from the offer stage ensures a smooth transition for new employees, fostering a sense of belonging and encouraging successful integration into the organisation.

The emphasis lies in creating an equitable and welcoming recruitment process that assesses candidate suitability and actively promotes diversity and inclusion within a traditionally male-dominated industry.

Useful links