- Women were more selective about the jobs they apply for than men but less likely to ask for referrals, a new LinkedIn study found. Men and women displayed similar habits when browsing for jobs, but women were 14% less likely to apply for a job after viewing it than were men. The findings were based on data from 610 million LinkedIn members in more than 200 countries.
- Men were 68% more likely than women to ask for a referral before applying for a job, LinkedIn revealed. Women were 16% more likely than men to get hired when they do apply for a job, which LinkedIn said could be because women either apply only when they feel exceptionally qualified for a job or are less likely to take a risk on a job that seems more challenging. In terms of appearing in search results, women are 13% less likely to be viewed than men.
- Salary and benefits information was the most important part of a job description for 68% of women in the study. By disclosing this information, companies may signal to female applicants that the company is committed to fair pay, LinkedIn said.
The LinkedIn study may not have revealed any stark differences in the way women and men hunt for jobs, but it does offer employers some insight, implying that they might attract more talented women by showcasing evidence of fair pay practices and an inclusive culture. Pay transparency is key in closing the pay gap, and all applicants benefit when job postings disclose pay rates. The practice can also demonstrate fairness in employers' compensation practices.
When engaging candidates in the interview process, hiring managers should make note of the language other supervisors use to describe candidates. A study on how recruiters viewed female and male applicants based on word descriptions of their qualifications found that references for women focused more on soft skills than technical capability. This made women appear less qualified than male applicants and more likely to be passed over in the hiring stages of recruiting. Even in an era in which the demand for soft skills couldn't be higher, technical know-how still scores high. HR managers might need to monitor which candidates are reviewed then passed over more closely — then flag any disparities that might show bias based on gender or ethnicity.