Today is the International Women’s Day, and what could be a better way of celebrating this day then launching two white-papers that serve to modernize the geographic quota calculation of the U.N. and of other multilateral and International organizations. Our innovative quota scheme reflects the current diversity objectives and promotes women's careers.

The UN Secretary-General, António Guterres has launched an ambitious strategy to reach gender parity at the senior levels of leadership by 2021, and ultimately in 2028 across the whole United Nations. But how true is this System-wide Strategy on Gender Parity and its recommendations? We believe there's a high risk that this strategy only will keep the status quo. Impactpool wants to speed up the process to reach the parity goal by building the world's largest pool of qualified women.

Did you ever think that most of your candidates would be the ones that are passive? They are content with their current job or at least not actively looking for a new job. To catch their attention and to stay in touch with them, you need to be seen on social media.  Social media, that has become today's go-to platform for information for almost anything and most certainly for jobs that want to be matched to those hidden talents. 

How can leaders advance gender equality? Read this post by our guest-blogger Kristine St-Pierre. Kristine is an independent consultant with experience in research, analysis and training in the field of gender parity, equality, women, peace and security, peacekeeping and security sector reform. Her recommendations goes very well in line with the System-Wide Strategy on Gender Parity.

The use of talent pools is one recommendation in the Secretary-General’s System-wide Strategy on Gender Parity, in this article we list 7 best practices to build effective talent pools in your organization and what has made talent pools to fail in the past. Use our tips how you best use talent pools to reach gender parity in your organization!

The Secretary-General António Guterres calls for gender parity at the UN. One of his solutions in his UN System-Wide Strategy on Gender Parity is the creation of talent pools. In this article we provide you with the definition of different common terms used to group talents to increase diversity and recruitment quality, to reach gender parity and last but not least to speed up recruitment at the UN and at International Organizations.
 

Conflict is inevitable. Many humanitarian or other development employment posts are located in areas affected by conflict. With unfamiliar surroundings, strenuous work, little food, and the need for cross-cultural communication, these situations are ripe for conflict. Luckily our ability to transcend it is unbelievable. Here are four skills you can develop to better manage conflict.

Identifying the key metrics to measure the success of your International Organization’s recruitment process may be challenging. Over time, I have taken part in several studies of recruitment process performance with the aim of speeding up the recruitment of International Organizations. We have prepared a free white paper based on these studies, where we present 11 HR metrics to monitor improved efficiency and increased diversity, that could be your starting point for formulating your key recruitment metrics.

For every new hire at Google, leadership is one of four key skills that is assessed. Leadership is important even for talents not applying directly to a managerial role. It is key to be able to manage a project, but further down the career the candidate may be exposed to leadership roles, says Martin Eriksson, who has a long career at Google. He is now based in Stockholm, but he has worked for Google at their HQ in California as well in their European headquarter in Ireland