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. At the recent cocktail evening at the Auckland Museum, Agoge was again recognised for our excellence... receiving the Excellence in Candidate Engagement award at the SARA's award evening.
Social enterprises are businesses that solve social problems and do good along the way. As a social enterprise, Agoge has a proud history of having a positive impact in our communities, supporting the launch of the Good Trust in 2009.
We've extended our commitment to do good with the introduction of One for One. This lets us continue to do good in communities both locally and worldwide. The initiative, One for One, provides one month of clean water for a person in Cambodia for every one week worked by each of our onsite staff. This initiative doesn't only see Agoge doing good as a part of the recruitment business division; for every one trainee on an Agoge training course one person in Cambodia also gets water for one month. For our Founder/MD Andrew Nicol, One for One is a great way to communicate the huge potential of social enterprise, emphasising, “when you partner with Agoge, the work you do is bigger than just you or me, it has a lasting positive impact, locally and globally.” The World Bank says that one dollar invested in water projects in the third world results in eight dollars of economic return. Agoge's CEO, James, says, "this is due to the impact on education from kids not getting unwell as often and reducing travel times for women and children to source water." Being able to do good and have such powerful impact in communities is such a positive for a social enterprise such as Agoge. When you partner with Agoge, you do good.
With the Good Trust, Agoge also support local organisations to do good in the local communities of our people. Keep an eye out for updates and stories of the impact One for One is having on real lives in different communities. Andrew Nicol @ TEDx Ruakura - 20th June 2015Agoge's CEO/Founder Andrew Nicol, was invited to speak at TEDx Ruakura in June 2015 about using business to Do Good. Personality is that thing that we and others are perceived to be through our actions, words and interactions. Have you ever thought about your power to impact and change personality? What difference does it make to the world if the personalities you interact with are focused on ‘doing good’? In this talk, Andrew puts a twist on a topic we have all heard before. Check out his talk and discover how Agoge is on a journey to really live out our vision of "People Matter ∴ Do Good." |
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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