Following up from last week’s excellent post from cord, this is another example of the value vendors can provide by simply exposing their proprietary data. Gender variance in job search behaviour seems like a real trend - in this case, applying less / messaging less - so employers interesting in increasing gender diversity need to take the lead in initiating contact. As a logical extension, interesting ethical questions down the road - do we match gender variance in our recruiting strategies (ads for me, sourcing for women)?
