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For 2025, full scholarships are available for U.S. citizens who have at least a bachelor's degree and are fluent speakers of Chinese Mandarin, Arabic, Russian, Persian Farsi, Korean, Ukrainian, Kazakh, Turkish, and Hausa.
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Persian (Farsi) language working proficiency highly desired, but not required. Language proficiency in Persian (Farsi) is highly desired but not required. Persian (Farsi) language working proficiency highly desired, but not required.
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Reading proficiency in Russian, Mandarin Chinese, Persian (Farsi), Arabic, and/or Spanish. Reading proficiency in Russian, Mandarin Chinese, Persian (Farsi), Arabic, and/or Spanish. Reporting to the Directors of Research with dotted-line leadership from the EVP of Research, the core of this position is dedicated to conducting open-source research on a variety of foreign affairs and national security issues.
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Deep regional expertise in South Asia, the Middle East, Latin America, Africa, or Southeast Asia. Preference for candidates proficient or fluent in an Indian language, Persian, Indonesian, or Portuguese.
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Knowledge of or proficiency in Farsi, Persian, and/or Dari. Knowledge of or proficiency in Farsi, Persian, and/or Dari. Experience conducting foreign assistance evaluations via direct or remote data collection activities in non-permissive environments.
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Proficiency in Arabic and/or Persian languages. As the Inventory Specialist, you will be responsible for maintaining and managing the inventory of library materials within the African & Middle Eastern Division (AMED) of the Library of Congress.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.