Real talk, mamas: I’ve been there. Scrolling through LinkedIn at 9 PM after your kid falls asleep, finding a job posting that makes my heart race with possibility, and then immediately talking myself out of applying because I don’t check every single box.
“They want 5 years of experience with Adobe Experience Manager? I’ve mainly used SDL and WordPress”
“They’re looking for someone with a marketing degree. I have a science degree and an MHA.”
“This says ‘proven track record in digital campaigns.’ Does my blog count? Does growing an email list from zero count?”
And just like that, I close the tab. If this sounds familiar, you’re not alone, and there’s fascinating research behind why women don’t apply for jobs they’re actually qualified for.
The 60% vs. 100% Myth (Sort Of)
You’ve probably heard the stat that’s been floating around for years: men apply for jobs when they meet 60% of the qualifications, while women only apply when they hit 100%. It’s been quoted everywhere from Harvard Business Review to Sheryl Sandberg’s Lean In.
Plot twist: that specific statistic isn’t actually backed by hard data. It came from a casual observation by a Hewlett-Packard executive, not a controlled study.[1] But here’s the thing: it feels true because there IS real data showing we behave differently.
LinkedIn analyzed billions of job search behaviors and found that while women and men view similar numbers of job postings (around 44 to 46 jobs each), women apply to 20% fewer positions.[2] We’re browsing, we’re researching, we’re interested, but we’re hitting pause before clicking “submit.”
And when it comes to stretch roles (positions above our current level)? The gap gets even wider. Only 6% of qualified women applied for expert-level positions in one study, compared to 22% of qualified men.[3]
Why Women Don’t Apply: The Research
Here’s what the research reveals about why women hesitate to apply for jobs:
It’s Not Just About Confidence
While lack of confidence plays a role, research from the University of Chicago shows it only accounts for 10 to 15% of the difference.[4] The real story is more complex.
Women Take Job Requirements Too Literally
When Harvard researchers tested this with clearer job descriptions, something interesting happened. With vague requirements like “several years of experience” or “demonstrated excellence,” only 42% of qualified women applied. But when they got specific like “must score 75+ on this test,” 62% of qualified women applied.[4]
We’re not lacking confidence. We’re being precise. Those requirements? We read them as hard rules, not wish lists.
Time Is Real (Especially for Working Moms)
Let’s be honest: as moms, we don’t have unlimited time to send out applications. The data backs this up too. Mothers spend nearly 2.5 hours per day on unpaid housework compared to fathers’ one hour.[5] So when we do apply, we’re being strategic. We’re not playing the numbers game because we literally can’t.
We’re Researchers at Heart
And here’s where my own story fits in. I spent years in wet labs during my undergrad science degree. Then patient case studies during my MHA masters program. I was going to be a doctor. That was the plan for most of my life, like so many South Asian kids. Life had other plans.
But that research mindset? It stuck with me. Whether I’m fact-checking information for a blog post about motherhood, creating detailed sensory play activity lists for fellow mamas, or analyzing which content performs best for my audience, I check my sources. I dig deeper. I verify.
That’s my strength. But it’s also what makes me hesitate on job applications. I’m not just skimming requirements; I’m analyzing them.
What I’m Learning: How to Apply for Jobs Before Feeling “Ready”
I’m actively working on this, and here’s my approach:
Reframe the Requirements
When I see “5 years experience in X,” I’m learning to ask: “Do I have the foundation of this skill, even if I learned it differently?” My science degree taught me research methodology. My MHA taught me healthcare systems and user experience. My blog taught me SEO, content strategy, audience engagement, and analytics.
That is transferable experience, even if it doesn’t look identical to what’s listed.
Remember: Job Descriptions Are Wish Lists
Companies write their dream candidate description. But hiring managers know they rarely find someone who checks every box. If you meet 60 to 70% and can demonstrate you’re a fast learner with relevant foundations, you’re probably more qualified than you think.
Consider the Hiring Success Rate
Here’s an encouraging stat from that LinkedIn research: when women do apply, we’re 16% more likely to get hired than men. For senior roles specifically? We’re 18% more likely to get hired.[2]
We’re not unqualified. Actually, we’re highly qualified but simply not giving ourselves credit.
Use My Research Skills Strategically
Instead of researching myself out of applying, I’m using that skill to research the company, prepare talking points about how my unique background brings value, and identify how my “non-traditional” path is actually an advantage.
The Real Question Every Woman Should Ask
Every time I’m about to close that job posting tab, I’m learning to ask myself: “What’s the worst that happens if I apply? They say no? That’s where I am now anyway.”
But what if they say yes? What if my healthcare background, combined with my digital content skills, combined with my AI workflow knowledge, combined with my ability to translate complex topics into accessible content is exactly what they need, even if it looks different than what they described?
I didn’t come from a traditional tech background. I wanted to be a doctor. I’m still figuring out the direction my career will take. But I love learning. I love solving problems. I love creating systems and checklists (ask any of my fellow mamas who use my motherhood or baby essentials checklist).
Those skills matter. Your skills matter. Even when they don’t fit perfectly into a checkbox.
My Challenge to You (And to Myself)
The next time you find a job posting that excites you but makes you hesitate because you “only” meet 70% of the requirements, try this:
- List what you DO bring that’s relevant, even if it’s from an unexpected background
- Identify 2 to 3 specific ways your unique path is actually an advantage
- Apply anyway and let them decide if you’re not a fit
We teach our kids to be brave, to try new things, to not let fear of failure stop them from attempting the monkey bars one more time.
Maybe it’s time we took our own advice.
Are you working on this too? Have you applied for something that felt like a stretch? Or are you still in the “I need to check every box first” phase? Drop a comment. I’d love to hear where you are on this journey.
And if this resonated with you, save it for the next time you need that push to hit “submit.”
References
- Mohr, T. S. (2014, August 25). Why women don’t apply for jobs unless they’re 100% qualified. Harvard Business Review.
- LinkedIn Talent Solutions. (2019). Gender insights report: How women find jobs differently. LinkedIn Corporation.
- Reuben, E., Sapienza, P., & Zingales, L. (2014). How stereotypes impair women’s careers in science. Proceedings of the National Academy of Sciences, 111(4), 4403–4408.
- Hengel, E., & Moon, E. (2020). Gender and quality at top economics journals. University of Liverpool Management School Working Paper.
- Bureau of Labor Statistics, U.S. Department of Labor. (2023). American Time Use Survey: 2022 results.
You are writting very important topics with so much passion and care for others. Keep it up!
Thank you so much!