Searching and applying for a job can be a very challenging experience. It requires that we catalogue and characterize our professional achievements. Submitting resumes invites others to critique us and compare us to other applicants. Additionally, we recognize that the outcome may have enormous effects on our lives: financial, time, environment, etc. It is no wonder that so many people put off job seeking even when they really want to make a change.
Are “Requirements” Really Imperative?
Recently two different women have shared stories with me about their job search. Though they are in very different fields, the similarities were quite startling. In both instances the women told me that they were not sure if they were going to apply for a job, though it appealed to them, because they did not meet all of the criteria in the job posting. The criteria not met were not crucial, clear items like required certifications. Instead it was more subjective requirements such as X number of years doing Y.
I passed along to both women a tidbit I have found to be true: a job posting is generally a wish list rather than a list of hard and fast requirements. I have learned this through personal experience, including submitting my own job applications, being involved in the hiring process on the company side, and from the many HR professionals in my orbit.
Transferable Skills
Clearly all jobs have some non-negotiable requirements. You must have any required licenses in fields like education, medicine, law, and accounting. You must have the basic skills necessary to perform the job (I am not going to apply for a coding or engineering position).
But, there are so many other qualifications that are flexible. Someone with two years experience should not automatically rule themselves out because a job listing asks for five. An individual who has used multiple related computer systems, but not the program mentioned, likely has the aptitude to learn the new system. Plenty of people who have never held a paid supervisory role, have acted the president of the PTO or the captain of a sports team. These positions still illustrate their managerial experience.
Overcoming Uncertainty
Both the women I recently spoke with did apply for the job in question. Though, after submitting the application, each told me “I really don’t expect to get an interview.” Both were called for an interview. Neither felt confident post interview.
Guess what? Both were offered the job!
Additionally, both of these women, who had felt under-qualified, were told by the hiring managers that they were impressed with their experience and qualifications.
Statistics Regarding Gender and Job Applicants
You may be familiar with the statistics that men will apply for a job if they meet 60% of the qualifications while women only apply if they meet 100% (Hewlett Packard study findings, circa 2014). What you may not have heard is that women are 16-18% more likely to be hired when they do apply for a job (Ignatova, Linkedin, 2019).
Confidence
The easy to draw conclusion is that women are less confident and need to be more aggressive. The conversations I mention above support that there is likely some truth to that conclusion. But we have to question the reasons behind this.
It is easy to blame women for their lack of confidence.
If we categorize this as an inherent female flaw then we are turning the blame back upon women rather than the existing system of oppression. Women want the jobs, are qualified for the jobs, and are hired when they apply. We can, therefore, conclude it is not a lack of ambition or skills that are preventing us, as a group, from applying.
Systemic Factors
Lack of confidence is frequently rooted in negative experiences. The confidence of women is bound to be impaired by experiences being mansplained, talked over, and criticized for exhibiting traits labeled as “feminine.” Women are regularly in situations in which they are (both subtly and overtly) told they are not good enough. Then they are criticized for questioning their worth.
Additionally, as we look at organizations, there are fewer women in the higher level positions. We know that children benefit from seeing examples of those with similar identities (black, queer, disabled, etc.) as teachers and in the media. Wouldn’t it follow that a woman who does not see any other women holding a position would feel less confident applying?
An article from The Behavioral Insights Team, provides some additional reasons that women do not apply for more demanding jobs, including:
• Women may need more flexible work situations.
• Women may be socialized as rule followers and so more likely to see the requirements as non-negotiable
• Women are more time poor. They have to be more strategic in where they spend the time on applications and so are less likely to apply for stretch positions.
Considerations For Submitting Job Applications
I am not encouraging women to start applying for every job that crosses their path. Some of these reasons are quite valid. A decision to preserve your time, and energy by not applying may be appropriate for your situation. But, I do encourage you to consider why you may be passing up an opportunity. Don’t allow the gaslighting of a former employment situation to influence your view of your own qualifications. Recognize if you are not seeking a job you would enjoy because of “good girl” conditioning. Women may be unnecessarily concerned about being judged or wasting the recruiters time.
The jobs that women hold has a huge influence upon both their personal and financial lives. The statistics show that it is not just you. May women question their qualifications and hireability, thus preventing them from career advancements. This is a systemic problem and not one that any of us can solve individually. But, the good news in all of this is that you are likely more qualified than you believe yourself to be. To the extent possible, I urge women approach the job search from a place of abundance rather than scarcity, intimidation and fear. Remind yourself that the employer would be lucky to have you.