You want great employees. You need great employees.
Yet the way you search for candidates--and even the wording of your job postings--may be pushing away the people you most hope to attract.
Here's a neat infographic from MedReps.com, a medical sales recruiting site, that highlights a bunch of ways companies can eliminate gender bias in recruiting and hiring practices.
One example: Generally speaking, men will apply for a job if they meet 60% of the requirements (maybe because our egos make us comfortable writing checks our skills can't cash?) Women tend not to apply unless they feel they meet 100% of job requirements.
Why is that a problem? Ultimately you may want candidates to possess certain skills, but there are a few skills you desperately need the right candidate to possess... so throwing in a laundry list of requirements, credentials, experiences, etc may cause an otherwise awesome candidate to decide she has no chance of landing your job.
Some other fun facts:
- The use of masculine and feminine words in a job post doesn't affect men's decision to apply. However, women are turned off to job descriptions that list traits typically associated with men such as assertive, aggressive, and analytical.
- Women who describe themselves with "feminine" terms are seen as less qualified for traditionally male-dominated fields than those who use "masculine" descriptors.
- When employers only had appearance to go by, both male and female recruiters were twice as likely to hire a man than a woman.
Check it out!
Compiled by MedReps.com