When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Three key insights about attracting and recruiting talent globally:
1. 70% of the global workforce is passive talent, satisfied in their current roles but open to opportunities.
2. Talent relies on social networks and online job boards more than any other channels to discover opportunities.
3. Compensation matters most to talent when making a final job decision.
Passive Candidate Engagement - A PlaybookDon Munro
This document provides guidance on engaging with passive job candidates, who are currently employed but open to new opportunities, in order to build a talent pipeline. It recommends finding passive candidates through social media, referrals, references, and applicants who previously expressed interest. The document encourages maintaining ongoing relationships through brand awareness and engagement activities. The goal is to have qualified candidates ready when job openings arise that may be a good fit.
The document provides insights into what talent wants at different stages of the job search journey based on a survey of over 20,000 professionals in 29 countries.
Some key findings include:
1) 70% of the global workforce is considered "passive talent" who are open to new opportunities but not actively searching. Compensation matters most to talent when considering a final job offer.
2) Talent relies on social professional networks, online job boards, and word-of-mouth to discover opportunities. During initial contact, talent wants to understand the job responsibilities and why they are a fit.
3) The interview experience has a major impact on talent's decision to join - they want to meet their prospective
This document discusses insights for recruiters on attracting and hiring talent globally based on a survey of over 20,000 professionals in 29 countries. Some key findings include:
- 70% of the global workforce is "passive talent" who are open to opportunities but not actively searching. Compensation matters most for final decisions.
- Professionals are increasingly exploring opportunities online via social networks and job boards rather than just word of mouth.
- The interview experience makes a strong impression on candidates and can influence their decision to accept or decline a role. Candidates want to meet their prospective manager and learn about company culture.
- Staying connected with candidates after interviews through follow up or feedback increases the chances of
Do you have any open positions? Have your methods changed in acquiring talent? If not, #linkedIn has great tools to help you strategically find your missing link.
Hiring has changed dramatically over the years and will continue to do so in #2016 will bring more changes in #talentacquisition for clients and passive candidates alike #brandthejobwithculture #retentiongoals #todayshiretomorrowsfuture #linkedIn
This document provides insights into what talent wants from recruiters around the world based on a survey of over 20,000 professionals in 29 countries.
Three key insights from the report are:
1) 70% of the global workforce is considered "passive talent" who are satisfied in their current roles but open to opportunities, while 30% are actively searching.
2) Talent relies most on social professional networks, online job boards, and word-of-mouth to discover opportunities rather than company websites or search engines.
3) Compensation matters most to talent when making a final job decision, followed by work-life balance and professional development opportunities.
Gender Diversity Report 2017 by Recruise India Consulting Pvt Ltd. Sachith Kumar Rai
The 2017 Recruise India Diversity Report provides an overview of workforce diversity profile, key initiatives by some key organistions. Also, understand companies investing in gender-based initiatives and empowering employees to take action.
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
This document provides guidance to recruiters on using LinkedIn to engage candidates throughout their job search journey. It discusses using profiles, career pages, status updates and sponsored updates to showcase the company as a great place to work, nurture relationships with prospective candidates, and match candidates to opportunities. The goal is to understand how candidates make career decisions and engage them at each stage from discovery of opportunities to application and retention as employees.
This document provides guidance to recruiters on using LinkedIn to engage candidates throughout their job search journey. It discusses using profiles, career pages, status updates and sponsored updates to showcase the company as a great place to work, nurture relationships with prospective candidates, and match candidates to opportunities. The goal is to understand how candidates make career decisions and engage them at each stage from discovery of opportunities to application and retention as employees.
This document provides guidance to recruiters on leveraging LinkedIn to source and engage candidates throughout their journey. It discusses building an authentic personal brand on LinkedIn to showcase your company as an attractive employer. Recruiters are advised to optimize their LinkedIn profile with a professional photo, compelling headline, and detailed summary. They should also establish thought leadership by publishing quality content on LinkedIn. The goal is to move candidates through the stages of discovery, attraction, application, and engagement.
It has been proven that diverse organizations outperform other organizations with a less diverse environment. Gender diversity in India is the major talk in organizations across industries and is witnessing an increase with government initiatives.
The document discusses various ways to look for jobs, including newspapers, employment agencies, networking, and online sources like LinkedIn and social media. It recommends beginning your job search by doing self-analysis to understand your skills and interests in order to target the most suitable opportunities. The top methods for finding jobs are networking through family/friends and contacting employers directly, while the least effective are responding to ads or posting resumes online. Extensive research on oneself provides the highest success rate of any strategy.
The document summarizes the results of a survey of 998 recruiting professionals conducted by Social Talent and Alexander Mann Solutions to understand emerging trends in recruitment. Some key findings include:
- Over 50% of recruiters are measured primarily on number of placements/hires.
- Over 50% of recruiters believe social/professional media is their primary source for finding talent.
- Over 50% of recruiters mainly use InMail or connection requests to contact passive candidates.
- Over 50% of recruiters work on less than 10 requisitions at a time.
Recruitment firms face an increasingly competitive landscape as the US hiring market heats up. Social professional networks have become the top source of quality hires and are seen as an essential long-term trend. However, most firms have a "passive talent capabilities gap" and do not effectively source or engage passive candidates. As budgets remain flat, context and high-quality content are growing in importance for recruitment marketing.
The document discusses 4 key trends in the recruitment industry according to a LinkedIn survey:
1) The US recruitment market is heating up as hiring growth outpaces global growth.
2) Social professional networks like LinkedIn are increasingly driving quality hires and seen as the most important long-lasting trend.
3) Most firms focus on recruiting passive talent but over half report difficulties in doing so effectively due to a lack of tools and skills.
4) Context and quality content are becoming more important in recruitment marketing as firms invest more in online advertising.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
A qualitative research study revealing the barriers to pay parity and opinions on solutions to the industry's gender pay gap. Published in partnership with Women in PR, this report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing the gender pay gap in PR.
Candidates want the interview process to be brief, ideally with 2-3 interviews over 2-3 months. They most want to learn about the role responsibilities from interviewers and are satisfied hearing this along with how they would fit with the team, the company mission and vision, and salary and benefits. Recruiters should assign different topics to multiple interviewers to thoroughly cover all important areas and leave time for candidates' questions.
Similar to Gender Insights Report: How Women and Men Find Jobs Differently (20)
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
Comparing ChatGPT 3.5 vs 4 vs 4o_ What's New and Improved-ashokveda.comdf2608021
Language Understanding: Demonstrates strong capabilities in understanding and generating natural language.
Context Handling: Manages context effectively for shorter dialogues, though it may struggle with maintaining context in longer conversations.
Versatility: Suitable for a wide range of applications, including answering questions, content creation, and text summarization.
How to Earn Money Online Through Writing on Social Media Without Any Investment
Introduction
In today's digital age, social media has become a powerful tool for writers to showcase their skills, build a following, and earn money. Unlike traditional writing jobs, earning through social media can be done with minimal to no investment. Here’s a guide on how to monetize your writing through social media platforms.
1. Choose the Right Platform
Different social media platforms cater to different audiences and content types. Selecting the right platform is crucial for reaching your target audience:
- Facebook : Ideal for longer posts, community engagement, and sharing links to your work.
- Instagram : Great for visual storytelling and shorter, impactful text.
- Twitter : Perfect for concise, frequent updates and engaging with a broad audience.
- LinkedIn: Suitable for professional and business-related content.
- Medium - A platform dedicated to writers and readers, where you can publish articles and join the Medium Partner Program.
2. Build a Strong Profile
Your social media profile is your online portfolio. Make sure it stands out:
- Profile Picture and Bio: Use a professional profile picture and write a compelling bio that highlights your writing skills and interests.
- Consistency: Use the same handle and branding across different platforms to build recognition.
3. Create Quality Content
Content is king on social media. Focus on creating engaging, high-quality content:
- Value-Driven Posts: Share tips, insights, and information that provide value to your audience.
- Storytelling: Use storytelling techniques to connect with your audience emotionally.
- Visuals : Incorporate images, infographics, and videos to make your posts more appealing.
4. Engage with Your Audience
Interaction and engagement are key to building a loyal following:
- Respond to Comments : Always respond to comments on your posts to foster a community.
- Ask Questions : Encourage interaction by asking questions and starting conversations.
- Collaborate : Partner with other writers or influencers to expand your reach.
5. Utilize Hashtags and Trends
Using the right hashtags and staying on top of trends can significantly increase your visibility:
- Hashtags : Research and use relevant hashtags to make your posts discoverable.
- Trends : Participate in trending topics and challenges to attract new followers.
6. Monetize Your Content
There are several ways to monetize your writing on social media:
- Sponsored Posts : Partner with brands to create sponsored content. Brands are always looking for influencers to promote their products or services.
- Affiliate Marketing : Promote products and earn a commission for every sale made through your referral links.
- Crowdfunding: Platforms like Patreon allow your followers to support you financially in exchange for exclusive conten
Melinda Phommachanh is a skilled Corporate Governance Professional with a legal background, experienced in supporting and advising a diverse portfolio of private, public/listed companies within a range of industries including legal, energy, education, financial services, industrial, and media. Recognized for strong attention to detail, proactive business processes, and strategic regulatory advice. Through continuing education and industry knowledge, successfully contributing positive performance outcomes and results to establish and maintain strong, effective governance practices to create value for stakeholders.
Pablo Huston – The Untold Story of John Huston Adopted Son.pdfJanice Moton
In the annals of Hollywood history, John Huston stands tall as a legendary director whose films shaped the very essence of American cinema. From "The Maltese Falcon" to "The Treasure of the Sierra Madre," his career was defined by a fearless pursuit of storytelling excellence. Yet, amidst the glitz and glamour of Tinseltown, there exists a lesser-known narrative—a deeply personal story that unfolds in the shadows of his fame. This is the untold tale of Pablo Huston, the adopted son whose life journey weaves through the complexities of family, identity, and the relentless pursuit of artistic expression.
How to Plan and Scope Facility Management Projects?.PREVIEW.pdfGAFM ACADEMY
The Project Charter has been approved and the project sponsor has instructed you to proceed with planning and scoping work. This is the most challenging task in managing a project. You need to do this complex and daunting exercise that involves several people in your project team. How do you plan to achieve this? You will probably consult the Project Management Body of Knowledge PMBOK® which is a guidebook that discusses a list of project management processes associated with managing a project. A lot of processes, which ones shall I use? I want to look at those relevant to Facilities Management (FM) only.
"How to Plan and Scope Facility Management Projects?" is the solution to your problem. Get this book to master the sequence of project activities required to plan and scope facilities management projects. Content is represented in a structured tutorial and illustrations that will assist you to conduct planning activities with confidence and command respect from your team.
The primary output of this phase is the Project Management Plan which is discussed at the end of this book.
https://gafm.com.my/digital-certification/gafm-book-shop/
You're entitled to enroll into the Chartered Facilities Manager certification course when you purchased this book.
To apply: https://gafm.com.my/digital-certification/application-for-certification/
2. What’s in
this report
The journey to getting a new job 4
5 tips for gender-balanced hiring with LinkedIn 12
Methodology18
Sources19
About LinkedIn Talent Insights 21
Introduction3
3. Gender
impacts the
candidate
journey
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1
And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
*Gender identity isn’t binary and we recognize that some LinkedIn members
identify beyond the traditional gender constructs of “male” and “female.” However,
LinkedIn gender data is inferred on the basis of first name and pronouns, both used
and implied, and currently does not account for other gender identities. As members
begin to self-report gender, we will be able to share more inclusive gender data.
5. New opportunities
are equally enticing
to both genders
Career FOMO (fear of missing out) is a real thing. Survey
data shows that both men and women are almost equally
interested in learning about new opportunities and the
majority of them would be willing to speak with a recruiter
if one reached out.2
This is backed up by the behavior we see on LinkedIn —
when women and men start browsing job postings they
are also similarly engaged and consider a wide range of
opportunities. Career growth is a common priority and both
genders are willing to invest the time to do their research.
Open to new job
opportunities
88%of women
44jobs per female
candidate
90%of men
46jobs per male
candidate
Average number of
jobs viewed in 2018
5 | Gender Insights Report: How Women Find Jobs Differently
6. Women and men want
to learn about your
company culture
Both men and women want to know what it’s like to work at
your company before they apply to a job. They are equally
likely to read and engage with the content you post on
your LinkedIn Company Page and click on the “Life” tab
showcasing your employees and core company beliefs.
In order to make both genders feel like they would belong
at your company, make sure your Company Page features
employees from diverse backgrounds sharing authentic
stories about what it’s like to work for you.
Researched a company on LinkedIn
before applying to a job there
42%41% of menof women
6 | Gender Insights Report: How Women Find Jobs Differently
7. 16%
20%
Women are 16% less likely
than men to apply to a job
after viewing it
While both genders browse jobs similarly, they apply to them
differently. Research shows that in order to apply for a job
women feel they need to meet 100% of the criteria while men
usually apply after meeting about 60%.3
LinkedIn behavioral data backs this up — women tend to screen
themselves out of the conversation and end up applying to fewer
jobs than men. To encourage women to apply, be thoughtful
about the number of requirements you list and ask yourselves
what’s truly a must-have and what’s merely a nice-to-have.
Women are more selective
when they apply
Women apply to 20% fewer
jobs than men
Tip: Make your job posts more inclusive
7 |
Go to page 15
Gender Insights Report: How Women Find Jobs Differently
8. Tip: Build a gender-balanced pipeline
Men are more likely
to ask for a referral
less likely to ask for a referral
Compared to men, women are
26%
Companies place tremendous value on employee referrals
and recruiters report that they are the top source of quality
hires.4 However, women are far less likely than men to ask
for a referral to a job they’re interested in — even when
they have a connection at the company.
To account for this, examine the top sources of hire in your
company and consider sourcing strategies that are more
inclusive of underrepresented groups. Make sure your
pipeline is a healthy blend of referrals, active applicants,
and sourced candidates.
8 |
Go to page 16
Gender Insights Report: How Women Find Jobs Differently
9. A recent job descriptions heatmap study revealed that
knowing how much a job pays is considerably more
important for women.5 When an employer shares salary
ranges in their job postings, this could be seen as a signal
that they are committed to transparency and fair pay
regardless of the candidate’s gender or background. You
can add salary ranges to your job posts on LinkedIn today.6
Benefits information about flexible working policies,
parental leave, or healthcare is more significant for women
so be sure to include that in your job descriptions as well.
Salary and benefits
info is key for women
The most important information
in a job description
Salary range and benefits
68%
57%
58%
56%
Qualifications needed
Day-to-day tasks of the role
50%
41%
Company culture
Long-term career opportunities
28%
34%
32%
31%
Women Men
Percentage of professionals who said that
the following information is important
9 | Gender Insights Report: How Women Find Jobs Differently
10. Recruiters open men’s
profiles more frequently
less likely to click on a woman’s
profile when she shows up in search
less likely to send a woman an
InMail after viewing her profile
When looking at female and male
candidates on LinkedIn, recruiters are:
13%
3%
An important part of achieving gender balance at work is
addressing unconscious bias in the sourcing process. The data
shows that when recruiters are searching for candidates, they
tend to open men’s LinkedIn profiles more frequently. However,
after recruiters review a candidate’s profile, they find women
to be as qualified as men and reach out to both genders at a
similar rate.
To combat the initial selection bias, more companies are
implementing anonymized hiring and removing key identifiers
like names and photos from candidates’ applications. Some
are even using VR technology to eliminate the bias of in-person
interviews.7 LinkedIn also offers the option to disable viewing
candidate photos within LinkedIn Recruiter.
Tip: Build a gender-balanced pipeline
10 |
Go to page 17
Gender Insights Report: How Women Find Jobs Differently
11. While women are more selective than men when
considering jobs, they're also more likely to get hired when
they apply. If women only apply when they feel extremely
qualified, it makes sense that they'd have a higher success
rate — but this could also indicate they are not pursuing
stretch opportunities. When they do go for stretch roles,
women are 18% more likely to get hired than men.
Fortunately, you can do more to change this, from adjusting
the language in your job descriptions to ensuring recruiters
reach out to more women.
Women are more
likely to get hired –
once they apply
Women are
16%more likely than men
to get hired after
applying to a job
more likely than men to
get hired after applying
to more senior roles
18%
Tip: Build a gender-balanced sourcing strategy
11 |
Go to page 13
Gender Insights Report: How Women Find Jobs Differently
13. Benchmarking your company’s current gender split across
function or seniority is a key first step. Once you have
a baseline, you can begin to set aspirational recruiting
goals. Start by looking at the gender-balance ratio of your
employees and compare how your company stacks up to
the industry average. Then dig deeper to examine different
departments, job functions, and seniority levels. Even if your
company-level numbers look good, certain departments or
offices may present opportunities for improvement.
Understand your
current gender
split and set goals
Tip 1
The LinkedIn Talent Insights product shows you a private view of the gender distribution
across your industry as well as at your company and in specific functions there.
13 | Gender Insights Report: How Women Find Jobs Differently
14. Highlight women at your company
Both women and men are interested in
your company’s employer brand. Use this
opportunity to show your commitment to
diversity and ensure that it’s reflected in
the photos and stories you share.8 Highlight
female employees, particularly those in
leadership positions as they may serve as
role models for female applicants.
Engage a broader audience
Using Sponsored Content expands your
reach beyond professionals who are
proactively checking your Company Page
and helps you engage women who may
not be aware of your brand.
Strengthen your employer brand
to appeal to diverse audiences
Tip 2
Sponsored Content inviting women to an event
14 | Gender Insights Report: How Women Find Jobs Differently
15. Make your job posts
more inclusive
Tip 3
Focus on performance objectives, not
requirements
Omit nice-to-have qualifications from your job
description and stick to must-haves. Beware
that seniority requirements can perpetuate
imbalances, since historically there have been
fewer women in senior roles. Instead of focusing
on qualifications, cover the objectives that the
hire will be expected to achieve.9
Be mindful of what and how
you say it
Make sure you’re using gender-neutral
language by avoiding words that are
stereotypically “masculine” and can turn
women away, such as “dominate” or “rock
star.”10
Also, consider adding information
like salary range and benefits since that’s
important to women.
Monitor gender view-to-apply
conversions
Once you post a job, monitor its
performance. For example, LinkedIn Jobs
shows you the view-to-apply ratios for
women and men. Tracking these numbers
can help adjust your posting to improve
its appeal.
15 | Gender Insights Report: How Women Find Jobs Differently
16. Develop a data-driven
sourcing strategy
Tip 4
Understand the talent pool
Use LinkedIn Talent Insights to uncover
hidden gem talent pools for your top
roles. Through the lens of your gender-
diversity goals, you can use the Talent
Pool Report to identify cities (US only)
or industries that have a better gender
balance, so you can focus your sourcing
efforts there.
Analyze your source of hire
If referrals are one of your top sources
of hire, check the gender breakdown
of the referred candidates and
encourage your employees to be
mindful of gender bias. Your recruiting
team should consider balancing the
pipeline with sourced candidates and
job applicants.
16 | Gender Insights Report: How Women Find Jobs Differently
17. Keep track of who you reach out to, and make
sure that the percentages of men and women line
up with the percentages you had in mind for your
pipeline. LinkedIn Recruiter can show you how
your InMail messages perform by gender. If you’re
finding that men are responding to your InMail
messages at a higher rate than women, you can
make adjustments to your voice and tone or the
type of candidates you engage.
Chart your
outreach and
response rates
by gender
Tip 5
LinkedIn Recruiter shows you InMail response rates by gender.
17 | Gender Insights Report: How Women Find Jobs Differently
18. Methodology
Behavioral data
Behavioral insights for this report were generated
from the billions of data points created by more
than 610 million members in over 200 countries
on LinkedIn today. All data reflects aggregated
LinkedIn member activity during the full year of
2018, unless otherwise stated.
We have inferred the gender of members included
in this analysis by classifying their first names as
either male or female or by pronouns used on their
LinkedIn profiles. Members whose gender could not
be identified as either male or female were excluded
from this analysis. This analysis only includes
members located in countries where we could infer
gender for at least 67% of the member base.
Survey data
Research data in this report comes from two surveys.
In April 2017, 6,536 LinkedIn members across
20+ countries were asked about their experience
on the job, openness to opportunities and to project
into the future.
In April 2018, 376 members from LinkedIn’s Insight
Community panel were shown job descriptions,
asked to highlight most relevant areas, and asked
which sections were most important to them.
Metric notes
p. 5 – “Average number of jobs viewed” represents
the average number of unique jobs viewed per
member who viewed a job on LinkedIn in 2018.
p. 6 – “Researched a company on LinkedIn before
applying to a job there” represents the percentage
of job applicants who viewed a company’s page
on LinkedIn, then applied to a job at that company
within 3 months.
p. 8 – “Likelihood to ask for a referral” represents
the percentage of members who used the “Ask for a
Referral” feature on LinkedIn after viewing a job at
a company where they had a connection.
p. 10 – Recruiter profile viewing and InMail activity
represents aggregate recruiter activity on LinkedIn’s
platform between November 2018 and January
2019.
p. 11 – “Likelihood to get hired” represents the
percentage of members who applied to a job on
LinkedIn, then updated their profile with a new
position at that company within one year.
18 | Gender Insights Report: How Women Find Jobs Differently
19. Sources
1. LinkedIn Global Recruiting Trends 2018
| Source
2. Inside the Mind of Today’s Candidate | Source
3. Tara Sophia Mohr. “Why Women Don’t Apply
for Jobs Unless They’re 100% Qualified.”
Harvard Business Review. August 25, 2014
| Source
4. LinkedIn Global Recruiting Trends 2017
| Source
5. Gregory Lewis. “This Job Description
Heatmap Shows You What Candidates
Really Care About (and What They Ignore).”
LinkedIn Talent Blog. June 19, 2018 | Source
6. Keren Baruch. “Job Posts on LinkedIn Will
Now Feature Salary Insights.” LinkedIn Talent
Blog. February 13, 2018 | Source
7. Samantha McLaren. “3 Ways Companies Are
Fighting Bias in the Workplace and Hiring
Process.” LinkedIn Talent Blog. July 23, 2018
| Source
8. Maxwell Huppert. “5 Ways to Show Candidates
Your Company is Committed to Diversity.”
LinkedIn Talent Blog. January 31, 2018 | Source
9. Lou Adler. “Performance-based Hiring is Your
Best Bet for Diverse Hiring.” LinkedIn Talent
Blog. June 16, 2015 | Source
10. Remko Glatzhofer. “4 New Job Post Stats That
Will Help You Attract Candidates.” LinkedIn
Talent Blog. August 1, 2018. | Source
Danielle Gaucher, Justin Friesen, and Aaron
C. Kay. “Evidence That Gendered Wording in
Job Advertisements Exists and Sustains Gender
Inequality.” Journal of Personality and Social
Psychology. January 2011 | Source
11. Alexis Krivkovich, Marie-Claude Nadeau,
Kelsey Robinson, Nicole Robinson, Irina
Starikova, and Lareina Yee. “Women in the
Workplace 2018.” McKinsey Co. October
2018 | Source
19 | Gender Insights Report: How Women Find Jobs Differently
20. Authors
Deanne Tockey
Insights Program Manager
Thanks to contributors
Veliz Perez, Greg Lewis, Bruce Anderson,
Tony Tong, Neil Basu, Mike Chanler
Maria Ignatova
Thought Leadership Lead
20 | Gender Insights Report: How Women Find Jobs Differently
21. LinkedIn’s newest solution delivers real-time data
on talent pools and companies to help you make
smarter talent decisions with confidence. With
access to global insights, you can build a strategy
for gender-balanced hiring by uncovering the
talent pools and industries with a more favorable
gender split.
About LinkedIn
Talent Insights
21 |
Learn more
Gender Insights Report: How Women Find Jobs Differently