You may be painfully aware of gender differences in the workplace (see: discrimination and wage gap), but did you know that gender differences also exist in a job search? Learn what the differences are, and what recruiters expect, so that you land the job and salary you deserve.
Look for the š” Job Search Tips below!
Women’s resumes can be less impactful
Womenās resumes are wordier.
In one study, they contained on average 80% more words than men. Despite the longer resumes, women provide less detail on their work achievements. They are instead more likely to write a summary of the overall job. Women did include many more accolades and awards than men, but these are much less important to recruiters.
Women tend to write in paragraphs rather than bullet points.
Men in the study were also more likely to include a bulleted list of their work history. 91% of male resumes in the study included bulleted lists, compared to just 36% of the womenās resumes. Eye-tracking and other studies show that bulleted lists make information much easier for readers to process than long paragraphs.
Women tend to use “softer” language.
A recruiting tech firm partnered with a university to study differentiating language in resumes across four industries. Female language is softer and less industry-specific.
Women are more focused on the success of their teams.
According to the Harvard Business Review, research shows that no matter what the job, women describe themselves more in terms of the group rather than the self. In our society, and for U.S. hiring managers, this does not cut it.
Men and women not only describe others differently but also represent themselves, as job applicants, differently, and it is not solely attributable to the different experiences that they have had. Women simply seem to choose more communal words to describe themselves than do men. Unfortunately, though, these communal word choices often have negative implications.
Harvard Business Review
Job Search Success Tips
š” Use industry-specific keywords from the job post in your resume.
For recruiters to see that you are a good fit, you need to show them by using specific keywords and phrases from the job post. Your resume is not about YOU, it’s about how you can solve the employer’s problem.
š” Declare your awesomeness and focus on achievements.
Be sure to reflect on AND internalize what makes you so valuable.
>> Learn more about how to share your strengths in your resume
If you hide your value in waffle-y language, no one will be able to see what a great candidate you are. This is no time for modesty. Remember, itās not bragging if itās true. Want some personalized help with your resume? Make an appointment with me for in-depth help to hit the ground running in your search.
š” Understand what recruiters want to see on your resume.
Recruiters expect to see resumes in a certain format, so make sure to write yours accordingly:
- Demonstrate your results, and quantify when possible (e.g., 2X, 40%, $100,000)
- Donāt be a āteam playerā (focus on YOUR contributions)Ā
- Use leadership language (led, managed, coordinated)
- Include a separate Skills or Key Competencies section
- Use bullet points within your Experiences, and open with action and achievement verbs
When women are looking for jobs, they are more cautious
Women are more risk-averse in applying.
Men seem to have no problem applying to āreachā jobs, where they might only meet 60% of the requirements. Women hesitate to apply unless they meet closer to 100%. LinkedIn data also show that women are less likely to apply for a job after viewing it.
Womenās risk aversion has some specific dimensions as well. In a follow-up study, Harvard Business School found several interesting dynamics behind reasons for not applying. What is striking is the difference between not wanting to fail and following the guidelines.
Women underestimate their abilities.
Perhaps this dynamic exists because, across multiple studies, researchers have found that men overestimate their abilities and performance, and women underestimate both. Their performances do not differ in quality.
At HP, and in study after study, the data confirm what we instinctively know. Underqualified and underprepared men donāt think twice about leaning in. Overqualified and overprepared, too many women still hold back. Women feel confident only when they are perfect. Or practically perfect.
The Confidence Gap, Atlantic Magazine
When women are too risk-averse when looking for jobs, they have fewer opportunities.
On the other hand, LinkedIn data also showed that women tend to be more successful in landing jobs, perhaps because they are so conservative about applying only to jobs where they are a very strong fit. However, they are still missing out on those stretch roles they didnāt even try to get.
Job Search Success Tips
š” Understand the wishful thinking that recruiters use in job postings.
Here is the actual dynamic at play in job posts: recruiters often load their job postings with WAY more requirements than they need. They are fishing for applicants who might have everything they want, but they will look at applicants who come close.
š” You donāt need to be practically perfect.
For a job you are truly interested in:
- Review the qualifications carefully.
- If they separate āRequired Qualificationsā from āPreferred Qualificationsā you will need to meet most of the requirements. With the volume of applicants these days, it’s essential. “Preferred Qualifications” are more of a wish list.
- Having a contact at the company to ask about what is truly required can be very helpful.
Women experience a “Mom penalty” when job searching
You may have heard it anecdotally, and multiple studies back this up.
In a study from Cornell University confirmed in subsequent research researchers found a host of Mom penalties from both applications and job evaluations. The only signal in applications that the applicant was a mother was the inclusion of a leadership role in a parent-teacher association vs. a college alumni association.
Participants evaluated application materials for a pair of sameāgender equally qualified job candidates who differed on parental status. The laboratory experiment found that mothers were penalized on a host of measures, including perceived competence and recommended starting salary. Men were not penalized for, and sometimes benefited from, being a parent.
Shelley J. Correll, Stephen Benard, and In Paik
There is also a Mom penalty in salaries (and a Dad bonus.)
Research demonstrates a per-child wage penalty of 5 to 20 percent for employed mothers versus an approximate 6 percent wage increase for employed fathers. Men are not penalized for becoming a father; rather, they are offered higher salaries than their childless counterparts.
Harvard Gender Action Portal
Job Search Success Tips
š” Moms should consider how much to share about family commitments in application materials.
If you have no other relevant leadership experience and have been out of the workforce for a while, your PTA or Cub Scout leadership roles may be a plus. Otherwise, consider excluding.
š” Search for workplaces and jobs that are authentically more family-friendly.
Use your network to get the inside scoop on which workplaces truly embrace working moms, and which may just be paying lip service. Check out The Mom Project — a community of employers that supports moms.
Women’s job searches often focus on making a difference
Women show a strong preference for mission-driven organizations and meaningful work.
In other studies, women were drawn to jobs or organizations with a mission. These gender differences were apparent across 47 countries. These jobs and industries tend to pay less. Researchers followed up with a study of MBA students that showed that preferences for meaning at work explained gender differences in courses taken and job industry placement during and after the MBA, which can help to explain the under-representation of females in higher-paying industries.
Other surveys show the need for mission-driven work also translates to increased job satisfaction.
>> Get in-depth information on how to find a more meaningful job
>> Learn how to specifically target nonprofit and social impact jobs
Job Search Success Tips
š” Be a proactive searcher.
If being in a helping profession or working for a mission-driven organization is important to you, keep in mind that a wide range of helping professions and mission-driven organizations are out there. You can find them by searching for B Corporations, Nonprofits, Healthcare, and Federal and Local Government organizations to start. Remember that these sectors all hire a wide range of positions. Also, there are many ways to help people. My accountant, who relieves me of the burden of doing my taxes, is an angel!
š” Do your salary research, and donāt sacrifice fair compensation.
Job seeking involves many tradeoffs, but finding a job with a mission does NOT necessarily mean less income. In my most recent university job, the (mostly male) engineering grads got all the press for high salaries, but the (mostly female) healthcare technology grads got higher starting salaries. No matter what, keep compensation in mind, and donāt shortchange yourself. Check out Salary.com, Glassdoor, PayScale, and Indeed for salary information, and then negotiate (see below).
Women do not get paid what they are worth.
It’s not just seeking jobs with more meaning. There are many reasons why women don’t get paid what they are worth, and part of the reason is a fear of salary negotiation. This is worth an entire post – read more here!
Women’s job searches are different, and that’s OK……but it’s crucial to be aware of the differences when looking for jobs and make course corrections when appropriate.
If you are currently searching for a job or considering a search shortly, be sure that you understand what recruiters are looking for, and what’s important to you, and adapt your approach so that you can find a great job that takes advantage of your amazing talents!
