Did you know female candidates tend to only go for a role if they meet 100% of the criteria, whereas men will apply if they have around 60% of the listed skills*? This is a documented Confidence Gap* that can quietly hold brilliant women back in their careers, and that as recruiters we have the opportunity to address.
Specialising in Paralegal recruitment, a big part of my work is in helping candidates to recognise their strengths, articulate their impact, and believe their own potential - starting with my go-to confidence-boosting strategies!
These are actionable tactics that will empower you in your job search whether you're going for a promotion, considering a new role, returning to work, or simply ready to have your talents recognised.
1. Keep a written list of your achievements and proud-ofs
Documenting your accomplishments is more powerful than it sounds. As well as building confidence and helping you connect the dots between your experience and future opportunities, this simple task ensures your strongest examples are front of mind in interviews and performance-related conversations.
2. Emphasise your unique skills
The skills that might feel standard to you are in fact assets, and often the very qualities hiring firms are seeking. Sometimes the hardest thing is to identify your own strengths, so it can be useful to seek endorsements and feedback from colleagues, mentors or your supportive recruitment ally, who will help you to see your value and articulate it to potential employers.
3. Think laterally about your experience
...including that which you gained working in a different capacity or during time away from employment. Transferable skills are increasingly valued in today’s talent market, from communication and stakeholder management to resilience and organisation. A good recruiter will help you frame these strengths in a way that resonates with hiring managers.
4. Really think about what you need from a role
It’s easy to focus entirely on the employer's priorities and therefore overlook your own. However, this can be detrimental in the long term, particularly for women who are often adapting to workplace structures that were historically designed with male lifestyles in mind*. Your goals, boundaries, needs and aspirations matter just as much, and are essential to your long-term career fulfilment.
5. Communicate your expectations
Which takes me to my final tip! Whether it’s salary, progression, flexibility or support, clearly stating what you’re looking for demonstrates self-assurance and builds trust. These conversations are a normal and healthy part of the recruitment process, it's just about communicating it professionally and directly, which a good recruiter will help you to do.
Confidence is a career strategy
In talent management, we have the chance to create equity by empowering people of all backgrounds to unlock their potential. At Ryder Reid, we invest a great deal of time in this throughout the hiring process, working closely with candidates to see and spotlight their unique talents. This is a People-first principle that drives our entire team and forms the foundation of our support to candidates, which includes becoming your personal cheerleader!
If you’re considering your next move and would value a confidential conversation with one of our friendly Consultants, we’d love to hear from you. Get in touch with me or any of the team.
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Authored by Daisy Raiteri, Consultant. Daisy specialises in the recruitment of both temporary paralegals and document review candidates, bringing her deep understanding of the legal industry and relationship-building skills to source outstanding talent for leading UK, US, and international law firms.