The glass ceiling is a very real challenge that many professional women face at some point in their careers. Long described as an invisible cap on women’s earning potential in the workforce, it’s been a headline-making topic since the mid-50s – and for good reason. With the current shift in HR toward objective, automated assessments, the gender-based playing field may really start to level out.
Emotional intelligence (EI) is relatively easy to define, but somewhat difficult to describe. I discovered years ago that this creates some challenges for executive recruiters discussing candidates’ EI competencies.
During a recent business trip, I passed five states and multiple cities between New York City and Washington, D.C. within a matter of 4 hours on Amtrak. As my company breaks into new markets, I too have expanded my recruitment portfolio along the eastern seaboard as well as into the Midwest. When recruiting from a national pool of candidates, it is the HR professional’s responsibility to serve as the liaison between the candidate and company as well as be a representative of the state or city.
Here are some tips to help you do that.