Magnus Bucht

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Co-founder and CEO of Intalma

Recent Posts

6 Risks using Competency Based Interviewing in a multicultural setting

Posted by Magnus Bucht on Jul 11, 2017 7:32:11 PM

Competency Based Interviewing (CBI) is the far most common assessment method at International Organizations. It has become popular as it has proven a pretty high validity at a low cost. In this article, we have gathered six risks and weaknesses associated with using CBI in a multicultural context that every HR professional and Interview Panelist should be aware of.

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Topics: Recruitment, Talent Acquisition

Do you know where qualified women look for jobs?

Posted by Magnus Bucht on Jun 7, 2017 6:12:37 PM

We asked staff of the United Nations where they go to find job opportunities. Our focus was women, and our results shows that printed media belongs to the past, organization’s own job site is still attracting important talents. However, one other source grows faster than any other source and is already the largest talent provider of all.

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Topics: Social sourcing, Recruitment, Gender Parity

How we break norms in the Executive Search industry

Posted by Magnus Bucht on May 31, 2017 4:25:16 PM

More and more organizations are working strategically to reach gender parity at all levels in their organizations. How has this affected traditional search firms, if at all? The world is changing, but for some reason some things are more diffiucult to change. Does it have to be that way? At Impactpool we do not think so. In all our services we have a commitment to contributing to gender parity in International Organizations and when it comes to Executive Search, we break norms. Our slogan is "No women, No Fee".

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Topics: Recruitment, Executive Search, Innovation, Gender Parity

How to reach gender equality: To-do-list to reach gender parity

Posted by Magnus Bucht on May 16, 2017 5:05:58 PM

According to research from private sector in the US, women are less likely to apply for a promotion until they are sure they have the experience needed for the role whereas men are more likely to apply earlier. As a recruiter you have to work much harder to ensure that qualified women are willing and interested to take a job compared to what it takes to get a typical male candidate onboard. When you on top of this add that the location of the job is in a hardship location this tends to make it even more complicated to attract women. The problems are known, but there are actually ways to improve the situation. In this article we provide tips how to reach gender parity at the UN and in International organizations 

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Topics: Social sourcing, Talent Acquisition, Innovation, Gender Parity, Talent Retention

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