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The Value of a Good Reference

1/2/2023

 
​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. 
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Top Industrial Jobs in New Zealand People Love

5/10/2022

 
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. 
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How to ask better interview questions

20/7/2022

 
Agoge Recruitment - How to Ask Better Interview Questions
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. 

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Strength Based Workplace

30/4/2022

 
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
Strengths Finder 2.0 Agoge
'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

31/3/2022

 

Author

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

Why use Values Based Recruitment?

28/2/2022

 
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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.

31/1/2022

 
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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

10/12/2021

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

10 Great tips when applying for jobs online

30/11/2021

 
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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.
  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  1. 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.
  2. 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.
  3. 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.
  1. 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.
  2. 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/

Forget Human Resources, we need to become human radicals

31/8/2021

 
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>> 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.



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Who are Agoge?

Agoge is a recruitment agency with a difference. As a social business our purpose is 'People Matter ∴ Do Good', which means when you partner with us you not only a great service, but also do good for people, communities and the planet. 

Our mission is 'to help you find staff who stay longer.'
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