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Monday, 18 February 2013 00:00

10 Ways to Improve Your LinkedIn Profile

With several Global and Local positions to fill over the last couple of months, I’ve spent lots of time searching good profiles on linked in.

Here’s how you can make best out of Linked in for your career management. 
1. Include a professional close up picture, so better known face then unknown CV or wondering tourist. It adds life and professionalism to your profile.
2. Include a contact info- email, so recruiters, professionals can sent you an invite at first place. Remember, you use social media to get connected with people.
3. Significant number of connections says you’re playing in today’s digital world. 

Published in GCMC Blog
Wednesday, 16 May 2012 12:38

Identifying Talent in your Organization

“Innate ability, aptitude, or faculty”, are the most commonly held dictionary definitions of the word talent which suggests it’s something you are born with so you’ve either have it or you don’t. However, the contrary view is that talent isn’t really all that important. Calvin Coolidge, the 30th US President, captured this nicely when he said “Nothing in this world can take the place of persistence. Talent will not; nothing is more common than unsuccessful people with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated failures. Persistence and determination alone are omnipotent.”

When trying to define what talent means to your organisation, it is important to consider both ends of the spectrum and some elements in between. Talent in any given organisation can be defined by a blend of the right “Know How”, “Can Do” and “Want To”

  • When talking about persistence and determination, Coolidge is referring to “Want To”; factors which drive and motivate a person.
  • The dictionary definition of talent refers to “Can Do”; the attitudes, behaviours and abilities an individual possesses (usually formulated by a mixture of genetics and early environment).
  • When talking about Education, Coolidge is referring to “Know How”; knowledge an individual has acquired.

Research points to the “Want To” and “Can Do” being far more important components of talent management than “Know How”.

Published in GCMC Blog
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