• New Gender Insights Reports highlights actionable tips for companies looking to build more gender-diverse teams
Recently, LinkedIn released a new Gender Insights Report to shed light on how women and men engage with jobs differently on the LinkedIn platform.
In recent years, gender diversity has been a hot topic for companies; however, advancement toward a more diverse workforce has been slow across industries. In analyzing interactions between companies and candidates, from engagement with jobs and applications to company hires, we’re providing actionable insights that can help companies looking to create a more gender-balanced and inclusive talent pipeline.
Here’s what we found:
- Women tend to be more selective about the jobs they apply to than men – Although both genders browse jobs similarly, they apply differently, with women 14% less likely to apply for a job after viewing it compared to men.
- Men are more likely to ask for a referral – Men show a 68% likelihood to “Ask for a Referral” before applying to a job, compared to women’s 32%.
- When women do apply, they are more likely to get hired – Despite applying more conservatively, women are 16% more likely than men to get hired to the jobs they apply to. If women only apply when they feel extremely qualified, it makes sense that they’d have a higher success rate — but that high rate could also indicate that women feel discouraged from showing interest in riskier stretch opportunities.
- How recruiters reach out matters – Once a recruiter views a woman’s profile, they are almost just as likely to reach out via InMail, as compared to men (just a 3% difference); the challenge, however, is that when women appear in Recruiter search results, they are 13% less likely to be viewed by recruiters than men.
- Salary matters for women – It’s also important to provide salary information in a job description, as 68% of women say salary range and benefits is the most important part of a job description. This could be an encouraging signal for women that the company is committed to fair pay.
For companies, understanding your current gender-focused outreach methods on LinkedIn can be a guiding factor to developing a data-driven sourcing strategy to increase the number of women in your pipeline. Whether that lead to strengthening your employer brand or changing the language in your job descriptions, we hope these insights lead to meaningful progress when it comes to gender balance in the workforce.
