Danaher PID leverages candidate data to increase female applicants by 8%
Like many companies, Danaher’s Product Identification Platform (PID) line of business is on a mission to further diversify their workforce, which includes hiring more women. Danaher PID’s recruitment team used market data and research to identify talent pools and change their sourcing approach to be more inclusive of female candidates.
Further increase female workforce
In an effort to further diversify their workforce, Danaher Product Identification Platform (PID) set out to increase their amount of female employees. Their own LinkedIn job post data reflected research that shows in order to apply for a job, women feel they need to meet 100% of the criteria, while men usually apply after meeting 60%. This observation pushed Danaher PID to rethink the language of their job posts, job titles and their hiring criteria.
Inclusive job posts and data-driven sourcing
With the help of LinkedIn Talent Insights, the recruitment team at Danaher PID was able to negotiate hiring criteria with managers to widen candidate pools. They also updated job titles such as Technical Sales Engineer to Sales Engineer, in an effort to reduce an applicant’s own competency concerns. In just 6 months, Danaher saw an 8% increase in female applicants, with 5% more getting to interviews and 4% more getting to offers.
Main product used:
Benchmarking with Data
LinkedIn talent pool data provided a real-time snapshot of available candidates based off hiring criteria. Job post data showed women viewed but didn’t apply to roles as much as men.
Hiring Manager Alignment
Recruiters were able to negotiate hiring criteria with managers based off of talent pool data. Danaher PID also changed job post language to increase female applicants.
Female Applicants Increase 8%
Within a six-month period, Danaher PID saw an 8% increase in female candidates within the USA as a result of incorporating insights gained through LinkedIn Gender InMail Reporting in their job descriptions.
“Our LinkedIn Jobs performance metrics showed that we had a lot of people viewing our jobs, but not applying. That really helped jumpstart internal conversations on how we could make changes in our approach to be more inclusive of women.”
No. OF EMPLOYEES:
Washington, District of Columbia