> But I was working with a candidate pool composed of 90% men. Try software engineers with experience in sensors, wireless and hardware stacks before angrily correcting my stats there.
If men changed jobs more often than women [1], or sent more applications to other companies (as a means of getting a raise at their current company), could that anecdotally make it seem like the ratio is more skewed than it really is?
I mean, if men are more often "candidates" for moving between jobs, then it would, right?
If that were true, then an employer wanting a more loyal or longer term employee might seek out more women.
My understanding was that was what she was seeing in the candidate pools for jobs when she was a hiring manager, not the overall percentage of women in computing.
My personal anecdote filtering candidates for three years in the 1990's for a video game studio was 100's of male candidates submitted their resume for programming positions versus three females at that stage. We interviewed two of the women (the third took a job in another industry before we had the chance to interview her) and made offers to the other two of them.
