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.
HR and applicant needs are surprisingly at odds when it comes to applicant tracking systems.Choose wisely.