Gender difference in job applications revealed through analysis of LinkedIn data.

The application of gender.

Data drawn from LinkedIn has found women are 10.2 per cent more likely than men to get hired for roles more senior than their current level. LinkedIn’s 2019 Gender Insight Report has been generated from the billions of data points created by over 610 million members on LinkedIn to shed light on how women and men find jobs differently.

By analysing billions of interactions between professionals, companies, and recruiters, LinkedIn analysed how both women and men approach job-hunting, how they apply to jobs and interact with recruiters, and how likely they are to get hired after applying. The insights gained will help businesses understand the nuances between men and women as they look to improve gender-balanced hiring practises. Here’s a snapshot of what the LinkedIn data revealed in the UK and globally:

  • Women are more selective about how many jobs they apply for: although both genders view about the same number of jobs, women in the UK apply to about five per cent less jobs than men
  • But when women do apply, they are equally as likely to get it: despite applying for less jobs, women are equally (1.3 per cent higher than men) likely to land a role when the do. And when applying for roles more senior to their current position, women are 10.2 per cent more likely to get hired than men. This could indicate that women are more likely to only apply when they feel very qualified, so it makes sense that they’d have a higher success rate.
  • Men are using recommendations to land roles: women in the UK are 22 per cent less likely to ask for a referral (where they have a relevant connection) on LinkedIn than men are.
  • How recruiters reach out  matters: the global 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. Yet, LinkedIn insights shows that when looking at female and male candidates on LinkedIn, recruiters are 13 per cent less likely to click on a woman’s profile when she shows up in search.

“Unquestionably, organisations want to create more diverse and inclusive workplaces, but we know that in practise this can prove challenging,” said Jon Addison, head of Talent Solutions at LinkedIn UK. “Over a third (38 per cent) of talent professionals globally told us they are struggling to find diverse candidates in the hiring process, and 27 per cent are finding it difficult to retain diverse employees.

“Our insights show there are differences in how men and women look for jobs,” he added. “These differences might be small but understanding them and making adjustments to hiring strategies on the platform has the potential to make a big difference for recruiters and business.”

Gender diversity has continued to be a hot topic for companies, with LinkedIn’s 2018 Global Recruiting Trends report revealing diversity is the top priority for UK talent professionals and 82 per cent seeing it as crucial to hiring strategies. But actively improving diversity is still a major challenge for businesses, and progress in some industries has been slow. 

To help businesses action some of these insights, the report includes advice on creating more gender-balanced hiring strategies on LinkedIn. This includes; understanding your current gender split, creating an employer brand that appeals to diverse audiences and making your job posts more inclusive.   

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