Unconscious gender biases are, unfortunately, a part of every hiring process.
Studies conducted on this subject show that hiring managers, both male and female, tend to favor male candidates in the recruitment process. However, by turning away talented female candidates, your company loses out on valuable contributors to the business.
Even when males and female applicants possess equal qualifications, most companies tend to select the males. By doing this, companies are restricting their potential and limiting the creativity that comes from having a diverse workforce.
However, this isn’t the only way that companies are losing out on talented females. Men and women often take a different approach to the job search. Women often seek certain qualities in a company and require allowances that a man may not consider when looking for a job.
So, if you aren’t careful with how you choose to word your job postings, you might lose out on talented female candidates. Here are a few reasons why female job seekers may be reluctant to apply to your company.
While framing the job description, instead of listing out all the required qualifications, outline the workings of your company and what you would expect from an employee. There may be some qualifications that you would like an applicant to have, but it is best to include only the absolutely necessary qualifications for the job.
Surprisingly, most men don’t mind applying for a job even if they meet only 50% of the qualifications laid out in the job posting. Many women, on the other hand, feel obligated to meet all the stated requirements before submitting their job application.
This may not seem evident at first, but you need to be wary regarding the language you use on recruiting sites. Men aren’t really affected by the use of masculine or feminine terms in the job description. They will apply for online jobs regardless of the word choice used in the job posts.
Women tend to be more careful about the jobs they choose to apply to. Many women are put off when job descriptions contain terms that are generally associated with masculinity. Try to stay away from using words like ‘aggressive’, ‘assertive’, and ‘analytical’, since some women might be discouraged from applying to a job that requires traditionally manly qualities.
Before applying for a job, many women will do some research and take note of the number of female leaders at your company. If your company has no women in top positions, or the disparity between the number of male and female leaders is large, it may signal a red flag to female applicants.
Ensure that the women in your company are rewarded and promoted for hard work. These promotions should not be limited within traditional female leadership roles such as HR or marketing.
Women want to know whether they will be respected and treated fairly by your company. They want to be able to work hard and ensure their career growth.
Think about it. Would you find a job attractive if you didn’t see a chance for your own growth?
We know that men and women can handle interviews very differently, and you need to provide your interviewers with training to help them better understand female applicants.
Even today, some interviews involve sexist jokes and casual disregard for a woman’s opinion. This is ridiculous, and needs to stop. Female applicants need to know they will be valued in order for them to even think about joining your company.
Women might take a different approach to the interview from their male counterparts. Males sometimes tend to boast about their skills while women are often more subdued and tend to downplay their qualifications and achievements, which interviewers might interpret as a sign of low confidence.
Instead of expecting female applicants to change the way they approach the job search process, learn to accommodate their expectations. , In today’s day and age, it is necessary to hire talented individuals of both genders, or you will risk losing out on a vast pool of talent.