Production ManagerRanking 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 OperatorAn 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 EngineerAll 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 OperatorSince 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 & MachinistsAmong 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! 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 questionsA 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 upAs 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 questionsAsking 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 actionsAlthough 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 ThoughtsUndeniably, 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
AuthorAndrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ. 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:
Author | Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ. 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.
This is a quick introduction to Agoge coHired and the Auckland Account Manager role.
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.
Take advantage of Technology Companies are using technology like crazy. You can too.
Stay Human You are human. You are beautifully uniquely you. Make sure you take every opportunity to show that.
Will machines completely replace humans in the recruitment process? Yes & No
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/ >> Original article published in RCSA - The Brief
I have a love-hate relationship with the term HR. I love the “human” side, where I’m in an industry that is focused on real, living people, but I hate the word “resource” which inadvertently defines those same humans as something to be used. The term Human Resources was first coined in 1893 and became popular in the 1900s as HR departments were formed to “address the misunderstandings between the employee and employer”. So much has changed in our workplaces since 1893 and while we have attempted to move away from the Human Resources term with phrases like “people and culture”, we are still stuck in an industry primarily defined as HR. Looking ahead, our workforces are no longer just employees. The future of work means our workplaces will increasingly become a blend of employees, contingent labour, contractors, gig workers and even collectives of freelancers. HR is no longer about employees alone, making it self-evident that the term Human Resources won’t be relevant for the future. |
About AgogeAgoge is a values driven human resource company that is passionate about helping employers source people who fit into their teams, are productive and stay longer. Archives
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