It’s a well-documented fact that many women hesitate to apply for jobs unless they meet every single requirement listed in the job description. In contrast, men are far more likely to apply even when they meet only 60% of the qualifications. This difference in behaviour can have a significant impact on gender diversity, particularly in senior and leadership roles. But why do women tend to second-guess themselves? Let’s explore the societal, psychological, and structural factors behind this.
1. The Confidence Gap
The “confidence gap” refers to the disparity in self-assurance between men and women, which often manifests in the workplace. Research shows that men tend to overestimate their abilities and performance, while women tend to underestimate theirs. A study by Hewlett Packard revealed that men apply for a job when they meet just 60% of the qualifications, whereas women only apply if they meet 100%.
This lack of confidence can lead women to question their suitability for a role unless they can tick every box. They may fear that if they don’t meet all the criteria, they won’t be considered seriously by recruiters. Men, on the other hand, tend to view job descriptions as a guideline rather than a strict checklist.
2. Perfectionism and Social Conditioning
From an early age, girls are often socialised to strive for perfection and avoid mistakes, whereas boys are encouraged to take risks and be bold. This plays a crucial role in shaping how women approach challenges later in life. Girls are frequently praised for being “good” and “diligent,” which can foster a fear of failure or falling short. In contrast, boys are taught to accept that failure is part of learning and growth, making them more comfortable applying for roles they aren’t fully qualified for.
This social conditioning can lead to imposter syndrome, where women feel they need to be perfect before stepping into a role, fearing that otherwise they’ll be exposed as inadequate. Men are less likely to experience this self-doubt, as they’ve been conditioned to be confident, even when they don’t know everything.
3. The Fear of Rejection
Women may also hesitate to apply for jobs if they believe they will be rejected. They often take rejection more personally than men, seeing it as a reflection of their competence and self-worth. Men, on the other hand, tend to brush off rejection, viewing it as part of the process rather than an indication of their abilities.
A 2019 study by LinkedIn found that women are 16% less likely than men to apply for a job after viewing it. The study also showed that women often apply for jobs later in their careers than men, potentially slowing their professional progression.
4. The Myth of Meritocracy
Another factor is the myth of meritocracy—the belief that those who are most qualified will naturally rise to the top. Many women feel they need to meet all the qualifications before applying for a role, thinking that only then will they be deserving of a place at the table. This belief can hold women back from applying for jobs they aren’t fully qualified for.
The reality, however, is that the workplace isn’t always a true meritocracy. Success often comes from taking risks, learning on the job, and growing into a role. Men are typically more willing to take these risks, while women may hold back, waiting until they believe they are perfectly qualified.
5. How Can Women Overcome This?
Understanding the root causes of this self-doubt is the first step to overcoming it. Here are a few strategies women can use to feel more confident when applying for jobs, even if they don’t meet 100% of the qualifications:
- Highlight transferable skills: Rather than focusing on the qualifications you don’t have, emphasise the skills and experiences you can bring to the role. Many companies are willing to consider candidates who bring a fresh perspective and diverse skills, even if they don’t match every requirement.
- Adopt a growth mindset: Recognise that no one enters a new role fully prepared for every aspect of the job. Embracing the fact that learning and growth are part of the role can help diminish self-doubt.
- Seek mentorship and support: Having a mentor or strong professional network can encourage women to take more risks in their careers. Seeing other women thrive in roles they didn’t feel 100% qualified for can inspire confidence.
- Challenge self-limiting beliefs: When you catch yourself second-guessing your qualifications, ask whether a man in your position would do the same. This perspective can help highlight how societal conditioning may be influencing your actions.
Conclusion: Women Should Go For It
It’s time to break the cycle of self-doubt and second-guessing. Women bring immense value, diverse perspectives, and a wide range of skills to the workplace, even if they don’t meet every qualification listed in a job description. If men are applying when they only meet 60% of the criteria, why shouldn’t women take the leap too?
The next time you see a role that excites you but feel unsure about whether you’re qualified enough, remember: you are far more capable than you think. Go for it—apply for the job! Women deserve to be in every space where decisions are made, and the first step is believing in your own potential.
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