You’ve probably heard the complying with statistic: Men apply for a job as soon as they satisfy only 60% the the qualifications, but women apply only if they fulfill 100% of them.

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The finding comes from a Hewlett Packard internal report, and also has to be quoted in Lean In, The trust Code and also dozens the articles. It’s normally invoked as evidence that women need much more confidence. As one Forbes short article put it, “Men space confident around their capacity at 60%, however women don’t feeling confident until they’ve confirm off every item ~ above the list.” The advice: women have to have much more faith in themselves.

I was skeptical, since the time I had decided not to use for a job since I didn’t meet all the qualifications, belief in myself wasn’t exactly the issue. Ns suspected i wasn’t alone.

So ns surveyed over a thousands men and women, mainly American professionals, and also asked them, “If you made decision not to apply for a job since you didn’t satisfy all the qualifications, why didn’t you apply?”

According to the self-report that the respondents, the barrier to using was not lack of confidence. In fact, because that both men and women, “I didn’t think I could do the job well” was the least typical of every the responses. Only about 10% of women and 12% the men indicated that this was their top reason for not applying.

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Men and also women additionally gave the very same most usual reason for not applying, and also it was by far the most popular, double as typical as any type of of the others, through 41% that women and 46% of guys indicating it to be their peak reason: “I didn’t think they would certainly hire me since I didn’t fulfill the qualifications, and I didn’t desire to waste mine time and energy.”

In various other words, human being who weren’t applying believed they needed the qualifications not to carry out the job well, but to be rental in the first place. They believed that the required qualifications were…well, forced qualifications. Lock didn’t see the hiring procedure as one whereby advocacy, relationships, or a an innovative approach to framing one’s expertise could overcome not having the an abilities and experiences outlined in the task qualifications.

What hosted them ago from applying was not a failure perception around themselves, however a mistaken perception about the rental process.

This is critical, due to the fact that it argues that if the HP finding speaks to a bigger trend, ladies don’t require to shot and discover that elusive quality, “confidence,” they simply need far better information about how hiring processes really work.

This is why, i think, the Hewlett Packard report recognize is so frequently quoted, therefore eagerly shared amongst women, and so helpful. For those ladies who have not been applying for jobs because they think the proclaimed qualifications must be met, the statistic is a wake-up call that no everyone is playing the video game that way. Once those women know others are providing it a shot also when castle don’t satisfy the task criteria, lock feel totally free to execute the same.

Another 22% of women indicated their height reason was, “I didn’t think they would hire me due to the fact that I didn’t accomplish the qualifications and I didn’t desire to put myself out there if ns was likely to fail.” these women additionally believed the on-paper “rules” around who the project was for, but for them, the cost of using was the threat of fail – rather than the wasted time and energy. Notably, just 13% of guys cited not wanting to shot and fail as their optimal reason. Women might be way to be much more concerned v potential failure; over there is some proof that women’s failures space remembered longer than men’s. Yet that type of bias may lead united state to end up being too fear of failure—avoiding it an ext than is needed, and in methods that don’t serve our job goals. The gender distinctions here indicate we require to broaden the burgeoning conversation around women’s connection with failure, and explore just how bias, stereotype threat, the dearth of women leaders, and girls’ higher success in college all may add to our better avoidance of failure.

There was a sizable gender difference in the responses because that one other reason: 15% the women indicated the peak reason they didn’t use was because “I was complying with the guidelines about who must apply.” just 8% of men suggested this as their top answer. Unsurprisingly, offered how lot girls space socialized to follow the rules, a habit of “following the guidelines” was a more far-ranging barrier to applying for women than men.

All three of these barriers, which with each other account for 78% the women’s reasons for not applying, have to do v believing the the job qualifications are genuine requirements, and seeing the hiring procedure as more by-the-book and also true come the on record guidelines 보다 it really is. It provides perfect sense that females take written project qualifications an ext seriously 보다 men, for number of reasons:

First, it’s most likely that early to bias in some job-related environments, ladies do should meet much more of the qualifications come be rental than do their male counterparts. For instance, a McKinsey report foundthat guys are often hired or promoted based on your potential, women for their experience and also track record. If women have actually watched that happen in your workplaces, it provides perfect sense they’d be less likely to use for a project for which castle didn’t meet the qualifications.

Second, girls space strongly socialized to follow the rules and also in school are rewarded, again and again, for doing so. In part, girls’ better success in school (relative come boys) arguably have the right to be attributed to their better rule following. Climate in their careers, the rule-following habit has real costs, including when it involves adhering to the guidelines around “who must apply.”

Third, certifications and degrees have historically played a different role for females than because that men. The 20th century observed women rest into expert life – but only if they had the right training, the ideal accreditations. These qualifications were our ticket in, our means of prove we might do the job. We weren’t component of one old boys club in i m sorry we’d get the benefit of the doubt. That background can, ns think, lead women to check out the rectal as more orderly and also meritocratic 보다 it yes, really is. Together a result we might overestimate the importance of ours formal training and qualifications, and underutilize advocacy and also networking.

When I got in the work people as a young twenty-something, i was constantly surprised by how often, the seemed, the emperor had actually no clothes. Significant decisions to be made and resources were allocated based no on an excellent data or thoughtful reflection, but based on who had constructed the right relationships and had the chutzpah come propose large plans.

It took me a when to know that the behavior of diligent preparation and doing quality work that I’d learned in college were not the only—or even primary—ingredients I necessary to come to be visible and successful in ~ my organization.

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When it come to using for jobs, women should do the same. That course, it can not hurt come believe much more in ourselves. Yet in this case, it’s an ext important that we think less in what show up to it is in the rules.