--- title: Attracting Female Candidates to Your Company description: Here are some key takeaways that will allow you to attract more female candidates to work for your company. image: https://inbound.hargerhowe.com/hubfs/GettyImages-1097506118.jpg --- [781.425.5005](tel:1-781-425-5005) [Facebook](https://www.facebook.com/HargerHoweAdvertising/) [Twitter](https://twitter.com/hargerhoweadv) [YouTube](https://www.youtube.com/user/hargerhowe) [Instagram](https://www.instagram.com/hargerhoweadv/) [![HargerHowe_Logo_2024hr](https://inbound.hargerhowe.com/hs-fs/hubfs/HargerHowe_Logo_2024hr.png?width=327&height=79&name=HargerHowe_Logo_2024hr.png) ![HargerHowe_Logo_2024-204](https://inbound.hargerhowe.com/hs-fs/hubfs/HargerHowe_Logo_2024-204.png?width=204&height=49&name=HargerHowe_Logo_2024-204.png) ](https://hargerhowe.com/) - [home](https://www.hargerhowe.com/) - [Agency](https://hargerhowe.com/agency/) - [Services](https://hargerhowe.com/services/) - [Our Work](https://hargerhowe.com/showcase/) - [Blog](https://inbound.hargerhowe.com/blog) - [Contact Us](https://hargerhowe.com/contact/) - [Home](https://hargerhowe.com/) - [Agency](https://hargerhowe.com/agency/) - [About Harger Howe](https://hargerhowe.com/agency/) - [Q & A](https://hargerhowe.com/q-a/) - [Services](https://hargerhowe.com/services/) - [Digital Media](https://hargerhowe.com/services/digital-media/) - [Inbound Marketing](https://hargerhowe.com/services/inbound-marketing/) - [Media Placement and Creative Services](https://hargerhowe.com/services/media-placement-and-creative-services/) - [Social Media](https://hargerhowe.com/services/social-media/) - [Recruitment Marketing](https://hargerhowe.com/services/recruitment-marketing/) - [HH Direct Search](https://www.hargerhowedirect.com/) - Our Work - [Case Studies](https://hargerhowe.com/showcase/) - [Featured Content](https://hargerhowe.com/featured-content/) - [Blog](https://inbound.hargerhowe.com/blog) - [Contact Us](https://hargerhowe.com/contact/) [Facebook](https://www.facebook.com/HargerHoweAdvertising/) [Twitter](https://twitter.com/hargerhoweadv) [YouTube](https://www.youtube.com/user/hargerhowe) [Instagram](https://www.instagram.com/hargerhoweadv/) [Refine your recruitment with HH Direct Search!](https://www.hargerhowedirect.com/) # Attracting Female Candidates to Your Company - [Home](https://hargerhowe.com/) - [Blog](https://inbound.hargerhowe.com/blog) - Attracting Female Candidates to Your... [recruitment](https://inbound.hargerhowe.com/blog/topic/recruitment) [hiring](https://inbound.hargerhowe.com/blog/topic/hiring) [recruiting trends](https://inbound.hargerhowe.com/blog/topic/recruiting-trends) ![GettyImages-1097506118](https://inbound.hargerhowe.com/hs-fs/hubfs/GettyImages-1097506118.jpg?width=723&name=GettyImages-1097506118.jpg) [Jun192019](https://inbound.hargerhowe.com/blog/archive/2019/06/19) **Audio version** Recently, we ran across [LinkedIn’s Gender Insights Report](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) which details the ways and reasons why women search for and find new roles differently from their male counterparts. This is particularly important because, as the report notes, [*“71% of talent professionals report that achieving gender parity at their company is a top priority.”*](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report)With that in mind, here are some key takeaways that will allow you to attract more female candidates to work for your company. ### **Employed Doesn’t Mean Opposed to Outside Offers** While the numbers rank almost equally, women are very receptive and open to new opportunities. In fact, [88% of women and 90% of men](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) fall into that category, the majority of which would be interested in speaking with a recruiter. In this new world where opportunities are easily considered via LinkedIn, Indeed, Craigslist and even social media sites and apps, people are keeping their options open. Don’t be afraid to pursue a talented female (or male) candidate if you think they would be a great match for your opportunity. ### **Slim Your Requirements Section Down** Metrics from the LinkedIn report noted that, *[“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%.”](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report)* What that means in a practical sense is that women are very aware of their skills and abilities. This is typically thought of as a strength, but in some cases can result in a lower number of applications. Next time you post a role, really consider which “requirements” are essential, by limiting that section or recategorizing some into the “nice to have” bucket, you may find a winning female applicant is a lot easier. ### **Go Beyond Referrals** According to the report, [women are 26% less likely to ask for a referral than men](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report). That is A LOT less likely! If you base many of your decisions on word of mouth reviews from employees, take time to examine what hires are coming from them. There is no need to stop valuing referrals (they produce many quality hires), but make sure to cast the net further to catch those who may want to blaze their own trail more independently. ### **Be Transparent About Your Benefits and Salary** Let’s be honest. Nothing is more frustrating than applying for a job, interviewing for the job and then being told that is pays much less than you expected and includes terrible benefits. If you pay competitively within your industry, we recommend adding a salary range or at minimum, a list of benefits in your job postings and on an easy-to-find area of your website. [![Job Information Information from LinkedIn](https://inbound.hargerhowe.com/hs-fs/hubfs/Screen%20Shot%202019-06-18%20at%203.18.52%20PM.png?width=517&name=Screen%20Shot%202019-06-18%20at%203.18.52%20PM.png)](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) The LinkedIn report stated, [*“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.”*](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report)Go ahead! Send out the signal! ### **Understand Where You Are and Where You Want to Go** While this isn’t an overall strategy, we recommend you take the advice from LinkedIn’s report and do all of the following: - [Understand your current gender split and set goals](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) - [Strengthen your employer brand to appeal to diverse audiences](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) - [Make your job posts more inclusive](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) - [Develop a data-driven sourcing strategy](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) - [Chart your outreach and response rates by gender](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report) There are many other tips and metrics in the full report. Download it for yourself [here](https://business.linkedin.com/talent-solutions/recruiting-tips/gender-balance-report). *\*Please note: this blog is based off data from LinkedIn’s report. While we recommend the report, we also believe you should chart data based on candidate-provided gender identity for maximum inclusivity.* -- Go forth and hire powerful women and men for your open roles! And if you need help…you know what to do. [![Contact Mike Walsh](https://no-cache.hubspot.com/cta/default/559861/22546a09-ba00-42d7-9a11-2df113aab347.png)](https://cta-redirect.hubspot.com/cta/redirect/559861/22546a09-ba00-42d7-9a11-2df113aab347) Category: [recruitment](https://inbound.hargerhowe.com/blog/topic/recruitment), [hiring](https://inbound.hargerhowe.com/blog/topic/hiring), [recruiting trends](https://inbound.hargerhowe.com/blog/topic/recruiting-trends) [by Gillian Barnes](https://inbound.hargerhowe.com/blog/author/gillian-barnes) [June 19, 2019](https://inbound.hargerhowe.com/blog/archive/2019/06/19) ### Share This Article - - - - - ![Gillian Barnes](https://inbound.hargerhowe.com/hs-fs/hubfs/gillbwsquare.jpg?width=80&height=80&name=gillbwsquare.jpg) #### Author:Gillian Barnes Gillian is Harger Howe's Creative Content Manager. She manages multiple social media entities and works on the overall inbound marketing strategy. [Previous Saying Hello and Goodbye: A Story of Agency Growth](https://inbound.hargerhowe.com/blog/saying-hello-and-goodbye-a-story-of-agency-growth) [Next Summer 2019 Recruitment Trends](https://inbound.hargerhowe.com/blog/summer-2019-recruitment-trends) ### Recent Articles [![What The 2026 Residency Match Really Means For Recruitment](https://inbound.hargerhowe.com/hubfs/GettyImages-1372638205.jpg)](https://inbound.hargerhowe.com/blog/what-the-2026-residency-match-really-means-for-recruitment) [What The 2026 Residency Match Really Means For Recruitment](https://inbound.hargerhowe.com/blog/what-the-2026-residency-match-really-means-for-recruitment) *July 29, 2026* [![Your Careers Page Is Your First Interview](https://inbound.hargerhowe.com/hubfs/GettyImages-1307162575.jpg)](https://inbound.hargerhowe.com/blog/your-careers-page-is-your-first-interview) [Your Careers Page Is Your First Interview](https://inbound.hargerhowe.com/blog/your-careers-page-is-your-first-interview) *July 20, 2026* [![Every Vacancy Creates Invisible Work](https://inbound.hargerhowe.com/hubfs/GettyImages-2096319765.jpg)](https://inbound.hargerhowe.com/blog/every-vacancy-creates-invisible-work) [Every Vacancy Creates Invisible Work](https://inbound.hargerhowe.com/blog/every-vacancy-creates-invisible-work) *July 14, 2026* [![Physician Recruitment Is a Family Decision: Why Health Systems Must Market the Full Opportunity](https://inbound.hargerhowe.com/hubfs/GettyImages-2259093025.jpg)](https://inbound.hargerhowe.com/blog/physician-recruitment-is-a-family-decision-why-health-systems-must-market-the-full-opportunity) [Physician Recruitment Is a Family Decision: Why Health Systems Must Market the Full Opportunity](https://inbound.hargerhowe.com/blog/physician-recruitment-is-a-family-decision-why-health-systems-must-market-the-full-opportunity) *July 13, 2026* [![The Recruiter Is No Longer the First Source of Information](https://inbound.hargerhowe.com/hubfs/GettyImages-2233005232.jpg)](https://inbound.hargerhowe.com/blog/the-recruiter-is-no-longer-the-first-source-of-information) [The Recruiter Is No Longer the First Source of Information](https://inbound.hargerhowe.com/blog/the-recruiter-is-no-longer-the-first-source-of-information) *June 25, 2026* [![Physician Recruitment Has a User Experience Problem](https://inbound.hargerhowe.com/hubfs/GettyImages-1305333546.jpg)](https://inbound.hargerhowe.com/blog/physician-recruitment-has-a-user-experience-problem) [Physician Recruitment Has a User Experience Problem](https://inbound.hargerhowe.com/blog/physician-recruitment-has-a-user-experience-problem) *June 24, 2026* ### CONNECT WITH US [Facebook](https://www.facebook.com/HargerHoweAdvertising/) [Facebook](https://twitter.com/hargerhoweadv) [Facebook](https://plus.google.com/100866082476092210501) [Facebook](https://www.youtube.com/user/hargerhowe) [Facebook](https://www.pinterest.com/hargerhoweadv/) [Facebook](https://www.instagram.com/hargerhoweadv/) ### LOCATIONS **Houston** 1800 St. James Place, Ste. 400 Houston, TX 77056 **Boston** 111 South Bedford St., Ste. 201 Burlington, MA 01803 *Need to talk now? 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