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Closing the Confidence Gap

August 19, 2022 by Lacey Walters

While the world of work has been making strides to make it a more equitable place for women and minorities, it's still not where it should be – but maybe not for the reason you think. Despite the rise of diversity, equity, and inclusion (DEI) initiatives, corporate responsibility, fair hiring practices, and an emphasis on representation – the system is still geared to better serve men. Hewlett Packard found that women only apply for jobs when they have 100% of the qualifications listed in the job description, whereas men are comfortable applying when meeting just 60%. This is a large detriment to women in the workforce because it limits their visibility to companies that are hiring. Here is how you can help close this confidence gap and level the playing field when it comes to job applicants.  

 

Defining the Confidence Gap  

As stated above, studies have proven that there is a confidence gap that occurs when women apply to jobs versus when men apply to jobs. The “confidence gap” is the difference in confidence between men and women applying to open positions. Men are more likely to apply to jobs they are less confident about meeting all the criteria for, whereas women typically only apply to a job when they are confident they meet all the criteria.  

 

What the Confidence Gap Doesn’t Address  

However, this finding doesn’t address all the variables behind applying to jobs. As many have speculated since the original Hewlett Packard findings were released, this confidence gap could be attributed to several other factors.  

Women Are More Selective  

A study by LinkedIn found that women are 14% less likely to apply to jobs they review than men, even though they are browsing roles at the same rate. This finding suggests that the gap may not be about confidence, but rather more about their perceived success rates. Women want to respect the guidelines of the posting and tend to only apply to jobs they believe they could actually be offered. In this instance, this selective nature is attributed to a respect for everyone’s time and energy, and not a lack of confidence.  

Recruiting is a Human-Based System  

Although recruiting has been automated by applicant tracking systems and other advanced technology, it’s still largely a human-based system and is therefore affected by human faults. That same LinkedIn report found that when women appear in a recruiter's search results, they are 13% less likely to be viewed than a man’s profile in the same search results. Gender bias is an unconscious bias that can play into a person’s perceived notion of a candidate, and unfortunately can also stack the odds against women.  

Organizational Bias  

Just as individuals can harbor unconscious bias, so can organizations. Oftentimes, systems within an organization can inadvertently reward men more than women. The first example that often comes to mind is the “old boys club” that tends to promote men at greater rates than women. When hiring, bonuses, promotions, and other company recognition is based on favor from leadership, it can create gender biased results.  

 

How to Close the Confidence Gap – and Address Its Ancillary Issues  

No matter the source, whether it’s lack of confidence or biases in the hiring system, it’s clear to see that there is still room for improvement when it comes to closing this gender-based gap. Here are some steps you can take at your organization to ensure an equitable candidate journey for everyone.  

Confidence Gap Blog Graphic

Address the Confidence Gap in Your Job Postings 

Many companies have started to adopt jargon within their own postings that directly addresses the confidence gap proven by Hewlett Packard. At Blue Signal, we recently implemented the same practice and began including the following phrasing in all our own internal job postings:  

“Don’t meet every single requirement? Studies have shown that women, minorities, and individuals that identify as a part of the LGBTQ+ community are less likely to apply to jobs unless they meet each and every qualification listed on a job description. At Blue Signal, we believe in more than a checklist when it comes to finding the perfect person for a role. In order to further build more inclusive and diverse workplaces, and should this role sound exciting to you, we encourage you to apply anyway. You may be just the candidate we are looking for.”    

Create something similar that fits the tone and messaging of your own company. This way, when women or other minority groups go to apply, they will see this as encouragement and a direct reflection of your organization’s commitment to equity. You’re sure to see results as your applicant pool becomes more diverse!  

Ensure Equitable Practices within Hiring, Promotions, and Other Internal Recognition  

Most importantly, make sure you are auditing your current internal systems to ensure equitable practices throughout the candidate journey. Equity must be prioritized after hiring in order to make a true, lasting impact. Make sure there are concrete, well-communicated goals in place for promotions, bonuses, raises, and other recognition so it’s not based on favor. Then, follow up by monitoring the progress of all employees through their careers to make sure both men and women are being promoted at the same rate.  

Address Gender Biases in Your Recruiting Practices  

Finally, have the conversation and take the proper steps to remove gender bias in your recruiting and hiring processes. Educate your hiring managers on gender bias so that they can address it within themselves. Leverage ATS systems that remove names and pronouns in resumes so that hiring managers are making selections on candidates to screen that aren’t based on presumed gender. Work with recruiting firms that address gender bias in their processes.  

 

Conclusion  

Unfortunately, the hiring systems in place today inequitably favor men over women. It’s our job to make sure we actively counteract this by addressing gender biases in our business practices. By taking accountability and adjusting our processes, together we can close the confidence gap.  

To learn more or get started on your own hiring equity journey today, reach out to Blue Signal’s DEI certified recruiting team. As your partners in the hiring process, we’re here to get your organization on the right track.  

Filed Under: Blog Posts Tagged With: accountability, confidence gap, DEI, Diversity, equitable hiring practices, Equity, gender equity, hiring, hiring process, hiring tips, Inclusion, job description, job postings, organizational bias, recruiting, Women, women in the workplace

5 Tips to Write a Better Job Description

August 11, 2016 by Lacey Walters

Picture the last time you searched for a new job—you’ve grabbed your coffee and popcorn (because if you’re anything like me, you deserve a reward of caffeine and snacks for even considering this dreaded task) and you open your laptop. You begin your search with hope. You know the perfect job is out there and you are taking matters into your own hands. You type “project manager jobs” into Google and thousands of job postings come up.

After a few location filters, you start at the top of the page and work your way down. As you scroll, you’re having a hard time staying interested. “Wait, is that the same job I just saw?” “This doesn’t sound like what I thought my job title was” “What’s a ‘software ninja’?” After a few more cups of coffee and some Buzzfeed breaks, you realize that as you are going through the motions, you are nowhere closer to finding your dream job.

Is your job posting compelling enough to make candidates click on it, let alone apply?

Why do many job descriptions fail to attract top candidates? Answer: JOB POSTINGS ARE DULL.

Here are 5 tips on how to write attention-worthy job postings to interest the most sought-after candidates:

1. Make it search friendly.

In his book On Writing Well, William Zinsser says, “The most important sentence in any article is the first one. If it doesn’t induce the reader to proceed to the second sentence, your article is dead.”

How to write a job description - Most job descriptions are boring. Do top candidates move on after they read yours?

Most job descriptions are boring. Do top candidates move on after they read yours?

With respect to Mr. Zinsser, the most important part of a job posting is the title. Without a compelling title, readers will not even click to see the first sentence. After the title, however, the first few sentences are certainly the most important part—not just to impress the candidate, but to rank well for SEO keyword searches. When creating a new job posting, it is crucial to think of it as an advertisement, not a legal document.

Choose relevant job titles and keywords. Advertising, “Software Ninja” may seem like a good way to stand out, but the post may get buried under more keyword-heavy organic searches. Elevate the title by making it searchable and pertinent. If the best job candidates can’t find the job listing, then it makes no difference whether it is great or disastrous.

The more relevant a job title and summary are, the higher they will rank in search results. This is the best way to get attention without paying for a premium spot. A great tip is to do a search on the job posting websites in the mindset of a job-hunter. Find the most common keywords and use these (as well as synonyms) to get the best visibility and search results.

2. Make it aesthetically pleasing.

Advertisements are intended to sell something. Job postings sell the company and the available position. The better the ad, the better candidates it attracts. Think about what attracts candidates to job advertisements—they need to be aesthetically pleasing, compelling, and thought-provoking. Include logos, links, videos, and imagery where appropriate. It is not enough to just dust off an old job description from 10 years ago! Times (and technology) have changed. In order to see the best results, producing the best and most current job description is crucial.

3. Prioritize the most important must-haves and tasks in the job description.

Although this seems obvious, it’s the biggest pitfall. Many job descriptions make a good job sound like slave labor. Every good employee understands that they will sometimes need to take on tasks that were not listed in the original job description, so it’s unnecessary to list off a dozen possible side responsibilities. Avoid scaring off a potential top candidate by overdoing it the “must-haves.” A long laundry list of tasks gives little perception into what is most important, and it can make good people wary of what they’re signing up for. Target the top five or six pivotal responsibilities of the position and focus on those.

how to write a job description - list of must haves

4. Know why your company is great. Advertise culture and benefits.

Show some personality! In a Glassdoor survey, 76% of job seekers said they wanted details on what makes a company an attractive place to work. Use the job description to answer this question. While the primary focus should be on using clear and concise language, try to give applicants a sense of the company’s fun side. Company culture does not need to be outrageously unique, but convey it with enough precision to stand out from the pack of generic descriptions. The right position at the wrong company can make a new hire walk right back out the door, which costs the company time and money.

5. Optimize for mobile.

How to Write a Job Description - Mobile OptimizationIn today’s job market, a job listing that does not work on mobile is missing out on more than half of the potential candidates. Americans are more connected than ever before, and job seekers are looking for convenience.

Make sure that the job posting is mobile-responsive and friendly to all devices from smartphones and tablets to laptops and traditional office computers.

A job posting is the company’s version of a resume. A great job description will encourage more qualified candidates to apply by getting them excited about the position. Accelerate the hiring process by following these tips.

Filed Under: Blog Posts Tagged With: hiring manager, job candidates, job description, job listing, job posting, job postings, job searching

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