Job Applicants to Successes

If you want to attract more job candidates, try making the language in your job listings gender-neutral.

A study from the job search websiteZipRecruiter discovered that removing gender-biased words from job descriptions increased the number of applicants by 42 percent.

According to research from the American Psychological Association, words such as “support,” “affectionate” and “understand” are examples of feminine wording, while words such as “leader,” “aggressive” and “ambitious” are considered masculine.

The ZipRecruiter study found that job listings that include gendered wording attract an average of 12 responses, whereas those without gendered wording attract an average of 17 responses.

“When companies remove gender-biased keywords, the payoff can be huge,” Jeanne Anderson, senior vice president of product marketing and optimization for ZipRecruiter, wrote on the company’s blog.

The research found that masculine wording is much more prominent than feminine wording in job listings. Overall, 70 percent of the job listings examined included male-biased words, the study found.

Previous research on gendered wording in job listings published in theJournal of Personality and Social Psychology found that this level of imbalance has the largest effect on women.

“The results of these studies demonstrate that masculine wording in job advertisements leads to less anticipated belongingness and job interest among women, which, we propose, likely perpetuates gender inequality in male-dominated fields,” the study’s authors wrote.

The ZipRecruiter research showed that some industries are more likely to have gendered job listings than others. Specifically, the business industry leads the pack, with 94 percent of job listings including gendered wording. The science and engineering, technology, finance and insurance industries were the other sectors with large percentages of gendered-worded job ads.

When broken down by location, South Dakota had the most male bias in job ads, and New Jersey had the most heavily female-biased ads.

To help employers, ZipRecruiter offered several examples of how to turn gender-biased phrasing into more neutral wording:

Male-biased phrasing

  • Change “we’re looking for strong…” to “we’re looking for exceptional…”
  • Change “who thrive in a competitive atmosphere…” to “who are motivated by goals…”
  • Change “candidates who are assertive…” to “candidates who are go-getters…”

Female-biased phrasing

  • Change “we are a community of concerned…” to “we are a team focused on…”
  • Change “have a polite and pleasant style…” to “are professional and courteous…”
  • Change “nurture and connect with customers” to “provide great customer service”

“Ultimately, ZipRecruiter’s data confirms that the simple act of reframing your ad offers tremendous upside for employers — and ignoring these simple keyword fixes could be limiting the talent that’s attracted to your business,” Anderson wrote. “If you want to make the most out of recruiting candidates, take the extra time to edit your description and make sure you’re keeping the doors wide open.”

Both comments and pings are currently closed.

Comments are closed.