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.
Does your organization have a strategy for talent sourcing and talent outreach activities? How do you reach out to top talents and what channels do you focus at to source talents optimally? We have learned that by just asking one question you can make your sourcing and outreach activities more effective. Learn about our talent sourcing matrix to make your sourcing and outreach activities more effective.
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.
I have studied many International Organizations, time-to-fill, the recruitment time from published job advertisement to the candidate’s acceptance of job offer takes in average 100 days. Google gets the world’s best talents, they conduct 4 interviews and receive the accepted job offer within 4 weeks from the first interview. Can International Organizations learn anything from Google?
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.
Impactpool's most recent talent survey shows that women who served as an UN Volunteer before their first UN staff position are close to 70% more likely to stay in the UN system compared with colleagues not having any previous UN Volunteer experience. In this article we present data that shows how reaching gender parity at UNV will benefit the whole UN system.
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
We believe that the quality of deployed talents would increase if they were assessed in “real” environments, facing “real” situations before taking up a role in field location. We also believe that the attrition rate would decrease if this was possible. Ten years back this was science fiction, but today we are there. We can assess and prepare talents for field environments from refugee camps, humanitarian crises to isolated, remote locations in a controlled and safe environment. Find out how we work!
The key to measuring the sourcing impact of a certain talent group is to define what type of talent you are looking for and quantify the desired result. The challenge to recruit women to crisis or hardship locations has been a mantra ever since I entered this sector as a recruiter. In this article, we will take a look at that mantra - and how it may really be an urban legend.
Topics: Social sourcing