This study uses a gender perspective to explain value driven differences between female and male attributes found in previous labor market research. Participants were contacted through a university mailing list. A sample of 229 students participated in Experiment 1 and 94 in Experiment 2 (all from Adolfo Ibáñez University). On both experiments, participants received information about applicants’ female and male attributes related to a fictitious job position. Whereas Experiment 1 contained differences in the applicant’s attributes as well as in the type of position (i.e., a typically male or a typically female position), Experiment 2 manipulated gender related attributes without providing information about job position. Our results are consistent with previous studies that show how female attributes are socially less appreciated than male attributes. More specifically, female associated attributes were significantly less valued than masculine attributes, regardless of the job applicant´s sex.