Why Are Most Recruiters Women?

Have you ever wondered why women dominate the recruitment industry? Many in the field have asked this question, and it’s interesting to explore.

What Do the Numbers Say?

An update to a 2011 study by Israeli economists Bradley Ruffle and Ze’ev Shtudiner showed that, in a survey of 208 companies, 91% of recruiters were female, with most being single and under 30. Women held recruitment roles across various industries, including banking, finance, engineering, and sales. Anecdotal evidence also supports this imbalance, with many recruiters recalling the female dominance they observed throughout their careers.

“When I started in staffing in 1992, the industry was already female-dominated,” said one former East Coast recruiter, who described a workforce of middle-aged women with polished appearances and a local focus. Decades later, Elizabeth James, a former recruiter with Kelly Services, noted a similar pattern, with only one male recruiter among her ten-branch team. Jason Kolles, a senior recruiter at ShopNBC, shared his experience as the “odd man out” on an otherwise all-female team.

Though female recruiters dominate, the same can’t be said for leadership roles. Kolles and James noted that while many recruiters are women, men hold a more significant percentage of executive positions, reflecting the national average for female executives, which is just 16%.

Why Are There More Women in Recruitment?

So, what explains this imbalance? There are several theories, but most experts agree that “nature” and “nurture” factors play a role.

Some attribute the trend to education and social expectations. Recruitment traditionally didn’t require advanced degrees, making it an accessible career path for women. Additionally, role models and established benchmarks in HR may steer women toward the field. Kolles suggested that the “nurture” factor—the influence of education, environment, and mentors—encourages more women to pursue recruitment and HR.

Others believe that women are naturally suited to recruitment. Industry consultant Greg Savage, for instance, posits that women excel in roles requiring empathy and strong communication skills. In recruitment, where success often depends on listening skills, empathy, and relationship-building, many argue that women have a unique edge. James and other recruiters echo this view, noting that women tend to listen deeply, build trust, and make candidates feel genuinely heard.

Additionally, recruitment’s results-driven compensation model appeals to many women, as it rewards performance and often minimizes gender-based pay disparities. According to Savage, the “more you bill, the more you earn” approach appeals to recruiters motivated by direct rewards for their work.

The Role of Soft Skills in Recruitment

Rebecca Cenni, CEO of Atrium Staffing, believes women are especially adept at the “soft” skills that recruitment requires, like assessing personality and cultural fit. Skills like reading body language and understanding candidates’ unspoken concerns are invaluable in recruitment—and many women seem to excel in these areas.

Kolles acknowledged this strength among his female colleagues, noting his challenges in picking up nonverbal cues during interviews.

What’s Your Experience?

While industry stats and anecdotes highlight a significant gender skew in recruitment, there are always unique perspectives. What have you noticed in your own experience? Are there other reasons why women might be more prevalent in recruitment? Share your thoughts in the comments!