Agoge Recruitment | Connecting reliable staff with amazing employers . - BLOG

How to Build a Reliable Workforce in an industrial environment

Mon, 08 Jan 2024 21:17:33 GMT

In busy industrial environments, managing diverse shifts and coworker reliability can be a challenge. Ensuring punctuality, consistent attendance, and effective communication is pivotal to a workplace running smoothly. Employers can do a lot to foster a culture of reliability that overcomes the complexities of multiple shifts and a large workforce. We share some ways that you can encourage a culture of reliability in your company.

Streamlined communication channels

Establishing clear and accessible communication channels is fundamental. Employers should leverage technology to create platforms that facilitate easy and efficient communication among staff across shifts. Utilising apps, internal messaging systems, or centralized communication platforms ensures that crucial information reaches all employees promptly.

It also creates a sense of trust if people can add their message and know that it is going to be seen and actioned by the right people. If a family emergency arises, for example, the last thing you need to be stressing about is if the right shift manager or coworkers know that you're going to be late or absent.

Robust scheduling and reminders

Implementing advanced scheduling software or systems helps in creating and managing shifts effectively. Automated reminders for upcoming shifts, sent via text or app notifications, serve as proactive nudges for employees, minimising the risk of absenteeism due to oversight.

Comprehensive onboarding and training

Investing in comprehensive onboarding programs is key. Ensure that new hires understand the critical importance of reliability within the organisation. Training modules emphasising the significance of punctuality, attendance, and clear communication in a high-volume work environment set the right tone from the start.

Cultivating a supportive culture

Create a workplace culture where reliability is celebrated and supported. Encourage teamwork and mutual support among staff on different shifts. Foster an environment where employees feel comfortable communicating their challenges or needs without fear of repercussions.

Flexibility and fairness

While consistency is crucial, employers should also exhibit flexibility where reasonable. Consider implementing fair policies that accommodate unforeseen circumstances or personal emergencies. Offering flexible scheduling options or the ability to swap shifts can empower employees and reduce instances of unplanned absenteeism.

Recognition and incentives

Acknowledge and reward reliability. Implement recognition programs or incentives for employees with exemplary attendance records or those who consistently demonstrate strong communication skills, motivating others to follow suit.

This can include celebrating someone who had an unforeseen emergency arise, but communicated effectively and followed process to create a great example of what to do in that situation.

Regular feedback and evaluation

Establish a system for providing regular feedback to employees regarding their reliability, as well as discussing their other performance measures. Conduct evaluations that consider punctuality, attendance, and communication as essential components. Constructive feedback helps employees understand the significance of their reliability in the broader context of the organisation.

In high-volume work environments with varied shifts and numerous employees, reliability is essential for seamless operation. Employers have the power to shape a culture where punctuality, consistent attendance, and effective communication thrive.

By fostering transparent communication, implementing supportive policies, and recognising reliability, employers can pave the way for a workplace environment where each employee understands and values their role in maintaining reliability. Empowering staff to embrace reliability not only enhances productivity but also nurtures a cohesive and efficient work environment that benefits the organisation as a whole.

The Value of a Good Reference

Wed, 01 Feb 2023 03:24:20 GMT

Why are references so valuable in finding employees who stay?

References are an important tool for employers when trying to find and hire employees who will stay with their company for a long time.

So, what are references? References are people who can confirm an applicant’s claims about their professional achievements, education, experience, habits, skills and character. There are several reasons why references are so important in this process. It is hard to know what to ask and how to get the most out of your time, here is a guide to why you need references as part of your process.

Understanding an Employee’s Past Experience

First and foremost, references provide employers with valuable information about a potential employee's experience fit, using past work experience and performance. Employers can ask references about an applicant's strengths and weaknesses, their ability to work well with others, and their overall work ethic. This information can help employers determine if an applicant would be a good fit for their company and if they would be likely to stay with the company for an extended period of time.

Some good examples of experience reference questions are:

Can you describe the role and responsibilities they had?
What where his/her/they strengths?
Any areas of development?

Does Values fit matter?

In addition to providing information about an applicant's work experience, references can also give employers insight into a perspective employees value's, enjoyment from the job, character and integrity. Employers can ask references about an applicant's honesty, reliability, and dependability. This information can help employers determine if an applicant would be a trustworthy and dependable employee who is likely to stay with the company longer. Just be careful to plan your questions before hand, as the conversational nature of a phone-based reference check can lead to discriminatory questions slipping into the mix.

Some helpful examples:

Has [Name] honesty or integrity ever been in question?
How well do they communicate through the process of resolving issues?
What impact did s/he have on company culture?

Appetite for Growth

Finally, references can also be a good way for employers to get a sense of an applicant's long-term career goals and aspirations. Employers can ask references about an applicant's career aspirations, why they left their previous position, willingness to take on new challenges, and their potential for growth. This information can help employers determine if an applicant is likely to be committed to their job and the company for an extended period.

Some examples of employee growth questions:

Can you describe [Name’s] initiative and ability to think of new ideas?
What was the largest contribution s/he made?
How do people respond to [Name’s] leadership?

Use Smart Technology to Support Best Practice

Most HR professionals are too busy to track down references, and reference letters just don’t give you the information you need. Using an automated reference generator like the one coHired uses might be a good way for you to insure there is less bias and more compliance in your HR recruitment process.

In summary

References are an important tool for employers when trying to find and hire employees who will stay with their company for an extended period. They provide valuable information about an applicant's experience fit, ability to do the job, values, and career aspirations. However, using best practice means you have to be prepared to keep unconscious bias out of your process by preparing insightful questions before hand and sticking to them. This can help employers determine if an applicant would be a good fit for their company and if they would be likely to stay long term.

Photo by Hassan OUAJBIR on Unsplash

Top Industrial Jobs in New Zealand People Love

Wed, 05 Oct 2022 03:29:12 GMT

The Manufacturing and industrial sector is currently one of the largest employers in New Zealand. Every day over $200 million worth of goods move in and out of NZ, a lot of it is handled by reliable and flexible manufacturing, warehousing and distribution companies. This industry has a multitude of opportunities for growth in a career, as well as a decent way to make a living in New Zealand.

There is no shortage of demand for people in the industry and here are some top jobs that stand out.

Production Manager

Ranking on the list of top industrial jobs in New Zealand is Production Manager. This is a job people love as it is a job someone can work up to from an entry level role without gaining a degree.

Production managers organise and control the production process in a manufacturing warehouse. They ensure that products are made to the right specifications and are ready on time and within budget. Production Management continues to be in high demand and often comes with great benefits.

Through this role, an individual can land a rewarding job that yields around NZD $65,000 to $130,000 per year.

Machine Operator

An experienced Machine operator is among the most highly sought-after jobs in New Zealand and for good reason. If you have experience operating heavy machinery, very specific types of machinery, or if you’re willing to take classes and upskill, you’ll likely have an easy time finding a job, particularly if you’re looking to work in a manufacturing environment.

A professional who has technical experience can earn up to NZD $52 per hour for their unique skill set. However, you’ll need to be flexible with the hours you work as a lot of these roles are “On Call’ or on a rotating roster.

Mechanical or Electrical Engineer

All engineering jobs are in high demand and have great potential in New Zealand. Although, Electrical engineering jobs seem particularly promising. If you have previous experience in this field, or if you are in school right now and considering a career as a mechanical or electrical engineer, you’ll likely have an easy time finding a job now or after you graduate.

CNC Operator

Since most of the manufacturing plants around the world are automated now, a CNC Operator plays a significant role in the daily industrial functioning. CNC (Computer Numerically Controlled) operators are directly involved in the programming, set-up, and operation of CNC machines. They must possess knowledge of CNC drawings and machines in order to calibrate the manufacturing units to produce the desired products.

An entry level CNC operator with 1-3 years' experience will earn an average of NZD $46,377. On the other end, a senior level CNC operator (8+ years of experience) earns an average salary of NZD $74,530.

Fitters, Turners & Machinists

Among the top industrial jobs in New Zealand comes a Fitter, Turner and Machinist. If you're looking for a career in the manufacturing or industrial sectors, have good practical skills and enjoy working with your hands, you might consider becoming a fitter, turner or Machinist. Fitters and turners are highly skilled craftspeople who do important and necessary work, which means that they're often in high demand. An average salary for an experienced Fitter Turner is about $31 per hour.

Weather you have a knack for leading people and seeing the flow of a product from start to finish, or you enjoy working with machines and have a technical mindset. The Industrial sector in New Zealand is a thriving industry who is hungry for new talent.

There are plenty of great opportunities available, all you have to do is start the search!

How to ask better interview questions

Wed, 20 Jul 2022 05:11:03 GMT

Gone are the days when interviewers stuck to a list of interview questions to ask about the candidate’s strengths, weaknesses, etc. Recruitment has come a long way and as a hiring manager/interviewer you should know that an interview isn’t an interrogation—it should be a comfortable conversation.

But, how would you make it a breezy meeting while capturing the essence of the person in front of you? If this is something that gets you a bit perplexed, here are some pointers for you to come up with better interview questions for your next interview.

1. Ask forward interview questions

A mistake many interviewers make is asking vague interview questions. This will only make it difficult to interpret the person. For instance, you’ll often see gaps on a candidate’s résumé. Ask directly what was the reason behind that gap. You can also ask whether they’re planning on taking a gap like that again after the recruitment.

This way, it’s easier to know if they have hidden skills, habits, or intentions that may make or break your company.

2. Start your open-ended questions with “How”

Resorting to closed-ended questions can create heaps of confusion. It will only create a situation where your subject will just answer with a simple yes or no or one word. Instead, stick to open-ended questions to which your interviewee will be required to talk.

When you apply the word How to these questions—you can get more information from your candidates. For example, your questions might be, ‘How did you learn that skill?’, ‘How do you think you can help make a positive work environment here with us?’, ‘How do you normally respond to stress?’, etc.

3. Mix it up

As mentioned above, your interview shouldn’t be rigid and come off as unwelcoming. That’s the last impression you should give your potential candidates. Therefore, alongside your in-depth interview questions, throw in some light-hearted questions as well.

You can start by asking whether they have skills, interests, or hobbies outside work. Ask if they prefer to learn more things. This may help you understand what sort of personality you’re about to hire. Also, it’ll hint if this person is open to growth.

4. Ask more follow-up interview questions

Asking a broad question might be too complex for both the interviewer and the interviewee. For instance, if you ask, ‘What made you quit your previous job?’—the answer would be long.

Instead, what if you ask, ‘Tell me a bit about your previous work experience.’ Then you can ask follow-up questions such as, ‘What have you been able to learn there?’, ‘How was your boss?’, and ‘Why did you finally want to quit and start again?’

These follow-up questions can reveal more about your candidate. Especially if they’re holding any grudges against their previous employers, focusing on negative experiences, or what they’re looking for from your workplace.

5. Ask about the candidate’s actions

Although your candidates can write anything on their résumés, the truth might be rather far from it. If they’ve added their skills, you can ask a particular question about a personal project they’re proud of, their habits or their practices.

Then naturally they have to elaborate on that. Consequently, you’ll understand if they are capable of actually executing the skills they’ve mentioned in real life.

Final Thoughts

Undeniably, there is no one-size-fits-all formula for crafting interview questions. Be that as it may, we can certainly improve our questions according to these general tips.

The rule of thumb is to maintain asking straightforward questions that’ll produce the answers you seek and make a pleasant environment for your candidate simultaneously.

This will help you carry out a fruitful recruitment process and choose the best candidate to fill the vacant positions.

Want some great interview Questions?

Our Professional Recruitment Team & Agoge internally have some pretty great interview questions which we are happy to share. If you are interested reach out to Lisa Shaw 029 226 8862 or lisa.shaw@agoge.nz

Photo by Van Tay Media on Unsplash

Strength Based Workplace

Fri, 29 Apr 2022 12:00:00 GMT

At Agoge we believe that every person is uniquely created with a set of strengths. We have become convinced that as people, and as an organisation far more is achieved when we focus on growing our strengths more than we focus on correcting our weaknesses.

Many of us at Agoge, including me come from backgrounds where we were asked to focus on our shortcomings and how to overcome them. Our attention spent predominantly on trying to 'fix' something that is wrong with us.

Gallup through the incredible Clifton StrengthsFinder assessment and methodology has shown us that the path to the greatest outcomes is through building on and growing our strengths, rather than on fixing our weaknesses.

Of course, as a company we are committed to addressing our weaknesses and as individuals we desire to overcome these. However the core momentum of Agoge is to help our people grow not into a someone else, or into some other set of strengths, but to help them grow into the very best version of who they already are.

We believe in our people and see incredible results every day by focusing on our strengths and who we are, rather than who we are not.

StrengthsFinder comes with a very strong recommendation from Agoge, our leadership team, and from me. Here is a link if you're keen to discover your strengths. If you see value we'd be happy to refer you to a strengths coach to help you get under way.

Thanks for taking the time to read, if you take the time to discover your strengths I would love to hear where that journey takes you. Please feel free to make contact,

Andrew Nicol
Chief Executive / Founder
Strengths: Strategic | Ideation | Futuristic | Competition | Self Assurance

'People have several times more potential for growth when they invest energy in developing their strengths instead of correcting their deficiencies' ~ Tom Rath

Industrial Recruitment - Market Update

Wed, 30 Mar 2022 11:00:00 GMT

Author

Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ.

Why use Values Based Recruitment?

Sun, 27 Feb 2022 11:00:00 GMT

If I asked you if you were an above average driver, you'd probably answer yes. Almost everyone would (myself included) but the reality is not everyone is in the top 50% of drivers. Similarly, as Hiring Managers we all believe we are pretty good at picking great people for our teams. This can be despite low productivity, high turnover, and ongoing culture problems.

We’re all familiar with the phrase “recruit for culture, train for skills”, but if we lack values-based process, it will quickly come back to the Hiring Managers ‘gut feel’ of cultural fit. That’s why developing values-based recruitment process is critically important.

Values Based Recruitment describes a process where organisations intentionally recruit staff who align to the organisational and team values. It makes culture and values the primary focus, with skills and experience secondary.

The benefits of recruiting for values are:

Fit your Team | A values-based recruitment strategy creates a positive environment for new co-workers, which means they integrate into your existing teams easier. This makes onboarding easier for both the new starter and the existing team.
Improved Productivity | Being aligned to your values is more than just knowing your organisational values. It’s a personal alignment to operating consistently with them, and according to the Association for Talent Development, co-workers who love their work are shown to be 2-4 times more productive.
Increased Engagement | Values aligned co-workers are more excited about their roles and they care more. This means they want to ensure their work is done right first time and they are more likely to speak up if they see things out of place.
Longer Retention | People who love their jobs stay longer, are less likely to move for just money. Lower turnover not only reduces the significant costs of recruitment, but also has a direct impact on profitability through the need to retrain incoming co-workers.
Employer Ambassadors | Teams who are aligned to your values and love working for you, will rave about your organisation which helps both your marketing and employer brands. They are also more likely to refer great people to join your team.

If you are struggling to recruit great people in a challenging recruitment market. Maybe it is worth reviewing your recruitment process to ensure you get people who love their work, making it easier for you, and your team to achieve its goals.

Author | Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ.

Photo by Ian Schneider on Unsplash

You have a fixed mindset and here’s how to fix it.

Sun, 30 Jan 2022 11:00:00 GMT

I was attending a conference recently where the keynote speaker was talking about fixed and growth mindsets. He asked everyone who had a fixed mindset to raise their hand and naturally I did.

I was the only one!

Which is crazy because we all have a fixed mindset. In fact the majority of our beliefs and attention are focused on supporting our current world view.

Don’t believe me? Consider these topics… Climate change; immunisation; diversity; feminism; evolution; the government; raising kids; your boss; or even what AI will do to your job. I guarantee you, like me, that you have a fixed mindset in most of these areas. Which is OK, because we can’t be growing in every area, at all times.

So how do we transition from fixed to growth in an area of strong belief?

Learn at the edges.

Take an area where your mindset is fixed and learn or read or consider the complete opposite edge of your current view. Or if your belief is middle of the road, read at the extreme edges of both points of view. As you approach the edges with openness, your views and beliefs will shift. Often not to the edge, but almost certainly from where it was.

Growth doesn’t come from focusing our attention narrowly.

Growth comes at the edges.

∴

I wonder if the fact that I was the only person to raise my hand about having a fixed mindset, means that I was the only one who actually had a true growth mindset.

Because knowing where our mindset is fixed, is the foundation of true growth.

Author | Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ.

Auckland Account Manager Intro

Thu, 09 Dec 2021 11:00:00 GMT

This is a quick introduction to Agoge coHired and the Auckland Account Manager role.

10 Great tips when applying for jobs online

Mon, 29 Nov 2021 11:00:00 GMT

The future of jobs is changing and so is the way you apply for those jobs.

6 years ago (a lifetime in technology) I wrote 14 tips to stand out when applying for a job. Well the way we apply for jobs and big data is changing the whole job seeker experience so here’s my latest tips:

Help the machines

Computers and Artificial Intelligence (AI) are now doing a lot more of the screening and recommendations to companies of who they should employ.

Create your ‘Machine CV’ | In the olden days when people used to spend 10 seconds skim reading CV’s it was all about standing out. Now almost every platform scrapes your CV and converts it to text so that AI can work its magic (Seek, TradeMe, coHired and most recruitment technologies do it.) Sadly your beautifully crafted, multi-column CV with info-graphics is not that helpful to AI. The Solution: Have a Machine CV;
- A well formatted single column CV in Word format (which currently gets the best results)
- AI loves data, so time to add back in some of those words you’ve been deleting over the last few years. Particularly around the experience and responsibilities you’ve had. It will help you rank higher.
- Keep pictures and images to a minimum.
Answer Questions Honestly | More organisational science is being mixed with AI in the form of questions that are asked. If you want a job you love, answer them honestly. If AI thinks you are someone different to who you are, it will recommend you for jobs that won’t suit you.
Respond Quickly | AI will process your information as soon as it is completed, no more waiting for a human. The sooner you get the information in, the quicker you will pop to the top of the list.
Reference Checks | Your old managers are time poor and more reference checks are being done electronically. It’s now important to have both their email address and phone numbers. And AI is pretty good at spotting if you have provided dodgy referees by looking at IP addresses and domain names.
Video Interviews | Both automated and human video interviews will continue to increase. Be prepared for them by making sure you are in a quiet space free from distraction. If it’s a 1 on 1 video call, make sure you are logged in and ready to go 5 mins early, so that you know the technology is working and you start relaxed.

Take advantage of Technology

Companies are using technology like crazy. You can too.

LinkedIn Marketing | Is an opportunity to market yourself and to reach past technology directly to hiring managers. It’s never been easier to find out who key people are in an organisation to reach out and find out more about jobs. But be warned, find a relevant person in a relevant location and connect and ask some great questions. Reaching out to the CEO of Microsoft is not likely to get a result.
Social Media Privacy | Public in social media means public. I personally can’t be bothered looking at your Facebook page, but many recruiters do, and more often technology grabs that data. So make conscious decisions about what is public and private across your social accounts.
Job Data Privacy | You also get to control what happens to your data on job boards like Seek, Indeed, and Trade Me Jobs. Review it often if you are actively hunting for work and remove permissions when you are not.

Stay Human

You are human. You are beautifully uniquely you. Make sure you take every opportunity to show that.

Create your ‘Human CV’ | Yes I know, I told you to have a Machine CV, but eventually you will meet a human, so have a great well-presented CV that appeals to them. They are great for making an impact by email or at interviews or even as supporting docs on platforms.
Personalise your application | Take the time to investigate the company you are applying to. And craft your application specifically for the role and advert. Always put your best foot forward. When a human reviews what AI is suggesting they notice if you have put in the effort and personalised for their role and company. That goes a long way to making an impression pre-interview.

Will machines completely replace humans in the recruitment process? Yes & No

Yes – Some big companies already have systems that fully automate the process.
No – Most companies will have a bunch of tools that help automate the process and real humans talking with real humans.

The big question: If a company dehumanizes me in the recruitment process, will they genuinely care about me as a human being when I get the job?

Author | Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ.

Original Post from https://andrewnicol.net/2019/02/28/10-great-tips-when-applying-for-jobs-online/