Why Women Aren’t Applying to Your Job Posts

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Does your organization struggle with achieving a relatively normal gender balance in the workplace? If you’re trying to recruit in a way that will attract women to the workforce but aren’t having the results you expected, there may be a few more things you can try to achieve a more balanced result.

Here are some considerations:

Words matter. A job post’s word choice matters a lot. Avoid using words that are typically associated with masculine traits like “aggressive” or “analytical” when you could use words like “responsible” or others that have less of a masculine or feminine connotation.

Job posts should not over-inflate requirements. Many organizations create a list of candidate requirements that is more of a wish list than a true requirement list. The problem is that men are more likely to apply for a job if they meet only a majority of the requirements, while women are more likely to apply only if they meet all of the requirements. If you’re willing to hire someone who doesn’t meet some of the requirements, don’t list those items! That way, you’ll be more likely to get applicants who are actually qualified but would have hesitated if the list were inflated. Read more here…

Source: HR Daily Advisor

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