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Gender
Insights
Report
How women find
jobs differently
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
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.
The journey
to getting
a new job
4 | Gender Insights Report: How Women Find Jobs Differently
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
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
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
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
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
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
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
5 tips for
gender-balanced
hiring with LinkedIn
12 | Gender Insights Report: How Women Find Jobs Differently
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
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
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
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
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
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
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
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
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
Read our blog
Connect with us on LinkedIn
Follow us on Facebook
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Gender Insights Report: How Women and Men Find Jobs Differently

  • 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.
  • 4. The journey to getting a new job 4 | Gender Insights Report: How Women Find Jobs Differently
  • 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
  • 12. 5 tips for gender-balanced hiring with LinkedIn 12 | 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
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