Originally shared via email. For early access to UN job search success tips and advice, subscribe to the newsletter here.

Have you ever thought about what it's like to be a recruiter faced with 300 multipage applications and a hiring manger who wanted them all screened by yesterday?

Do you think they carefully read every single meticulously crafted line, methodically looking for evidence of suitability?

We wish. But they don't. 

Even if they intend to, they are human beings, and their brains will seek efficiency, no matter how well-intended they are.

No one wants to think of themselves as biased, especially when working in an organization like the UN. But again, here we are – still human, and as such, inevitably biased!

When we understand the psychological principles at play during screening and evaluation, we can tailor our applications to those principles, which can make a huge difference in how our profiles are perceived by avoiding triggering other people's biases and playing to the strength's and tendencies of recruiters' very human brains.

I'm planning on a Masterclass on the topic later in the year, so keep your eyes peeled on your inbox.

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