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.
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.
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.
Just as the theory and quote from Benjamin Schneiders main thesis (1987), we believe that "the people make the place", not the other way around. In this blog we use his theory as starting point when designing an employer brand.
Have you ever felt that you did not fit in a group or an organisation, just being the odd one out? If you are able to discover the core personality of your organisation, what are the common behaviours? What are the dos and don'ts? How do people behave, when no one is looking? What is recognised, rewarded and encouraged in your organization? An organisation's story starts with its founders as they determine the "right" and "wrong" behaviours. Their story will attract those with the same attitudes and values if the story is honestly communicated.
If your organisation is presented in a way that reflects the common attitudes and behaviours truthfully you will be able to attract people who would share your values, interests and your objectives. These individuals are more likely to enjoy your organisation, stay longer and contribute. The better fit you have between a talent's expectations and the reality of your organisational life, the higher the job satisfaction and the longer the talent will stay and deliver in your organization (Premack & Wanous, 1985). Honesty and clarity pays off, that is.
This Handbook is a helping hand and gift to all of you fellow HR professionals that operates alone in Country Offices around the world. Or to all of you Operations professionals that have several different administrative functions to cover and feels that the Recruitment portfolio is overwhelming. This Handbook is introducing and touching upon several basic key steps of the recruitment process of International Organizations.
We compiled this Handbook as we have learned that too many administrative professionals in Field Offices feel that the recruitment portfolio is dumped into their knees. Many offices are also small and hence for these professionals there is noone to ask for guidance and Headquarters have too little time to respond to all their questions.
This Handbook is our gift to you!
In this Handbook experienced recruiters takes you through several different basic process steps with the purpose to help you improve quality or at least understand commonly used, but rarely described terms such as Competencies, Skills, Job design, Classification etc.
This guide is free of charge and will be followed up with several templates, including how you invite a talent for an interview, how you facilitate an interview, reference checking templates and templates how you inform talents of the outcome of the recruitment process.
We are building this Knowledge Sharing Platform for your success!
What would be very good for us in return, is to get your inputs in the comment field of what type of guides/template/articles that would help you in your daily work.
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
In too many International Organizations, talent acquisition starts with a job posting. Where does it start in your organization? Many recruitment units get job advertisements under extreme pressure that must be posted now, now, now! Remember the message of this article the next time you are pushed by a client. By just investing five minutes on the right things, you can save weeks of re-advertisement and costs of low delivery.