Many leaders care about gender diversity — at least they say they do. LinkedIn research shows that 78% of talent professionals say that diversity is a top hiring priority for their company and gender diversity in particular is the number one issue they’re tackling in this area.

The latest Women in the Workplace report by McKinsey & Company shows some progress in this area, but there’s still work to be done. While female representation in the C-suite is on the rise, only one in five executives in the C-suite is a woman today, and women remain underrepresented at all levels.

To explore this disconnect between the good intentions of leaders and true progress on closing the gender gap, LinkedIn undertook several studies around gender and work over the past year. The data has given us insights into recruiting strategies that can help leaders bring in more women today and set their companies up for success in attracting female candidates in the future.

Getting women in the pipeline — now.

Once in the pipeline, women are more likely to get hired. The challenge is getting them there. In our Gender Insights Report released earlier this year, we reported that while the average number of jobs viewed by men and women in 2018 were roughly the same (44 for women and 46 for men), women are 16% less likely to apply for a job after viewing it. However, they’re also 16% more likely to get hired after they apply. If women apply for jobs at a lower rate, but tend to be the right candidates, why are they more selective about the jobs they apply to, and how can companies more effectively reach them?

Evidence compiled by journalists Katty Kay and Claire Shipman for an article in The Atlantic found that men generally overestimate their abilities and performance, while women underestimate both. Often referred to as the “confidence gap,” women are effectively screening themselves out of the candidate pool before they even apply. Women usually feel they need to meet all of a job’s criteria, while men typically apply if they meet only 60% of the requirements.

Knowing this difference in job search behavior, companies can make some immediate changes to their recruitment model.

[Here are the first changes that O’Brien recommends.]

Make job postings more inclusive. Focus job descriptions on the expectations of the role. Remove language like “rock star” and “ninja” that tends to alienate female applicants, and use more straightforward job titles and descriptions. In our Language Matters Report, we found that 44% of women would be discouraged from applying to a job if the description included the word “aggressive.” Companies like Cisco and Atlassian use an app called Textio Hire that uses data science to highlight problematic words or phrases in job descriptions and suggest language that will attract more diverse applicants. (Disclosure: Cisco, Atlassian, Textio Hire, and the other companies mentioned in this article are customers of LinkedIn.)

Share stories of women who are succeeding across all levels of your organization. Our Gender Insights Report found that both women and men are equally likely to visit a company’s LinkedIn page and research a company’s culture prior to applying for a job. When women see themselves represented in your firm’s recruiting collateral, they’re more likely to apply. Goldman Sachs, for example, promotes both women employees and initiatives on the “Life” section of its LinkedIn company page, as well as its careers blog.