Men and women don’t approach the job search in the same way. As East Texas employers and employees seek to eliminate gender inequality, it’s important to recognize the thought processes that go into job application. There are things both genders can learn from each other.
Biggest Job Search Gender Difference
Previously we had the chance to interview former Tyler Mayor Barbara Bass for an upcoming Tyler Executive Women’s Network event. She pointed out how women tend to think they’re not qualified enough or that they need more skills to apply for a position.
They typically look at the list of job requirements and if they can’t check off every one of them, they think it would be a waste of time to apply. When women don’t apply, they say it’s for reasons like the following:
- I didn’t think they would hire me because I didn’t have all the skills on the list. I didn’t want to waste my time and energy.
- I felt like submitting my application would waste the hiring team’s time. It would be inconsiderate since they had already made it clear what they were looking for.
- I didn’t want to put myself out there when it seemed I might fail.
- I thought there were probably more qualified people out there. I didn’t think I could perform the job as well as they might be able to.
A Hewlett Packard internal report also found in Harvard Business Review says men apply for a position when they meet 60 percent of the requirements, where women only apply if they meet them all. It’s an eye-opener when women realize there are likely people applying who are less qualified.
Rules vs. Guidelines
Tara Mohr, author of Playing Big: Finding Your Voice, Your Mission, Your Message surveyed more than 1,000 professionals of both genders to compare their thought processes during a job search. She found women thought not applying for a job when they didn’t fit all the requirements was playing by the rules. Men are less likely to view the qualifications as rules at all.
If men had more than half of the required qualifications, they felt they could “sell” their ability to do the rest. Women listen to an inner voice that tells them they’re not good enough while men are less likely to hear that message.
Who is Right?
It’s important to note that when employers post job descriptions, it’s not only a wish list. They don’t just think it would be nice to find someone with most of the skills, but much of the job description will be actual requirements.
We’re not saying apply for positions you don’t have the skills for and hope to fake your way through the hiring process. That creates problems for both the employer and employee. Women are right to take job descriptions seriously.
However, if a job looks like a good fit, don’t hesitate to submit your resume for fear someone else might be better than you. Your skills and personality could be exactly what that employer is looking for. Men are right to approach a job with confidence if they know they have the skills.
Other Gender Differences
A Fairygodboss study found men and women use different resources in their job search. Men were more likely to use social media and LinkedIn. Women were more inclined to consult friends and family or job review sites.
Men and women have different motivation for seeking new employment in the first place. Men say they apply for a new job because they want more money or a promotion. Women are more likely to move because they have personal life changes and want more work/life balance or are looking for a position that’s more meaningful and challenging.
Brelsford Personnel has decades of experience placing both men and women with some of the best employers in the area. We have one-on-one conversations with applicants to fully understand their qualifications and career goals. For employers, we don’t suggest a candidate until they meet the majority of the qualifications – tangible and intangible. Find out the Brelsford difference when you get in touch today.