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Recruitment Mistakes Companies Make and How to Avoid Them

September 13, 2024 in Business, HR, Professionalism

Recruiting the right talent is crucial to an organization’s success, however, recruitment mistakes occur in the process that lead to poor hires, increased turnover, and wasted resources. At Emerald Zone, we understand the importance of refining recruitment strategies to ensure companies attract, select, and retain top talent. In this blog, we’ll explore some of the most common recruitment mistakes and how to avoid them to build a stronger, more successful team.

  • Failing to Define the Job Role Clearly
    One of the biggest mistakes companies make is not providing a clear and accurate job description. When roles and responsibilities are poorly defined, it can lead to confusion during the hiring process and result in hiring the wrong candidate.

How to Avoid This:
• Create Detailed Job Descriptions: Clearly outline the responsibilities, expectations, and skills required for the position. Ensure that the job description reflects the actual duties of the role, and avoid vague terms like “other duties as assigned.”
• Collaborate with Team Members: Involve the team members who will work closely with the new hire to ensure the job description aligns with the day-to-day responsibilities.
A well-defined job description will attract candidates who are genuinely qualified and reduce the risk of hiring mismatches.

  • Overlooking Cultural Fit
Culture Fit

Culture Fit

While technical skills are important, many companies make the mistake of focusing solely on qualifications and experience while overlooking whether a candidate is a good cultural fit. Hiring someone with the right skills but who clashes with the company’s values or team dynamics can lead to poor performance and high turnover.

How to Avoid This:
• Assess Cultural Alignment: During the interview process, assess candidates’ values, work ethic, and communication style to ensure they align with your company’s culture.
• Ask Behavioral Questions: Use behavioral interview questions to gauge how candidates handle situations that align with your company’s values, such as teamwork, leadership, and problem-solving.
Hiring for both skills and cultural fit ensures that the new hire will be able to thrive in the company environment.

  • Rushing the Hiring Process
    Another one of the recruitment mistakes is rushing the recruitment process due to pressure to fill a position quickly. A hurried process can lead to overlooking red flags, not thoroughly vetting candidates, and making hasty decisions that result in poor hires.

How to Avoid This:
• Plan Ahead: Rather than waiting until a position becomes vacant, start building a talent pipeline early. This way, you’ll have qualified candidates lined up when a position opens, reducing the urgency to fill the role immediately.
• Take Time for Thorough Interviews: Even if you’re on a tight timeline, don’t cut corners in the interview process. Ensure you take the time to interview candidates thoroughly, check references, and assess their fit for the role and company.
Taking a strategic approach to hiring will help you avoid costly mistakes and ensure the right candidate is chosen.

  • Relying Too Heavily on One Source for Candidates

Mono Recruitment Source

 

Many companies make the mistake of limiting their talent search to one or two platforms, such as LinkedIn or job boards. This can significantly reduce the diversity and quality of candidates, as you may be missing out on highly qualified individuals who are active elsewhere.

How to Avoid This:
• Diversify Your Sourcing Channels: Use a variety of recruitment channels, including social media, employee referrals, networking events, and niche job boards. Leveraging multiple platforms can increase your reach and attract a more diverse pool of candidates.
• Build an Employee Referral Program: Employee referrals are often one of the best ways to find high-quality candidates. Encourage your employees to refer qualified individuals, and offer incentives for successful hires through this method.
By diversifying your sourcing strategy, you open your company to a wider range of talent, improving your chances of finding the right fit.

  • Neglecting the Candidate Experience
    A poor candidate experience can damage your employer brand and cause qualified candidates to withdraw from the hiring process. Common mistakes include unclear communication, long response times, and lack of feedback, all of which frustrate job seekers.

How to Avoid This:
• Communicate Clearly and Frequently: Keep candidates informed at every stage of the recruitment process. Whether it’s acknowledging their application or providing updates after interviews, clear communication helps maintain candidate engagement.
• Streamline the Process: Avoid dragging out the hiring process with multiple rounds of interviews and lengthy decision-making periods. Keep it concise, efficient, and respectful of candidates’ time.
• Provide Constructive Feedback: If a candidate isn’t selected for the position, provide constructive feedback when possible. This helps them feel respected and maintains a positive relationship in case of future opportunities.
Focusing on candidate experience not only helps you secure top talent but also builds your reputation as an employer of choice.

  • Skipping Background and Reference Checks
Reference Check

Reference Check

 

In the rush to hire, some companies may overlook important steps like background and reference checks. This can lead to hiring individuals who may not have the qualifications or work ethic they claimed during the interview process, which can result in future problems for the organization.

How to Avoid This:
• Conduct Thorough Background Checks: Always verify a candidate’s credentials, including education, employment history, and criminal record (where applicable). Ensure that the information they’ve provided matches up with what’s on their resume.
• Request and Follow Up on References: Ask candidates to provide professional references and make sure to follow up with those references. This gives you valuable insight into the candidate’s past performance, work ethic, and suitability for the role.

Recommended Read: Best Practices for Hiring Managers on Effective Recruitment

  • Focusing Only on Active Candidates
    Many companies focus solely on candidates who are actively applying for jobs, overlooking passive candidates who may not be actively seeking new opportunities but could be a perfect fit. Passive candidates often make up a significant portion of the talent pool and can bring valuable skills to your organization, this is another on of the recruitment mistakes.

How to Avoid This:
• Engage Passive Candidates: Use platforms like LinkedIn to identify and engage passive candidates. Regularly network, attend industry events, and nurture relationships with professionals in your field. Offering attractive opportunities and demonstrating your company’s strengths can encourage passive candidates to consider joining your team.
• Promote Employer Branding: Maintain a strong employer brand that positions your company as a great place to work. Passive candidates are more likely to consider an opportunity from a company they admire or have heard positive things about.
Tapping into the passive candidate market allows you to access high-quality talent that may not be available through traditional job postings.

Recruitment mistakes can cost companies time, money, and talent. However, by avoiding these common pitfalls and implementing thoughtful, strategic recruitment processes, you can significantly improve your chances of hiring the right candidates who will contribute to your organization’s success.

At Emerald Zone, we specialize in helping businesses avoid these recruitment missteps. Whether you need help refining your job descriptions, streamlining your hiring process, or sourcing top talent, our team of recruitment experts is here to support you. Contact us today to learn how we can help you build a successful recruitment strategy that attracts the right talent for your business. Follow is on our social media platforms Instagram, LinkedIn, Facebook, YouTube, TikTok

 

 

How to Align HR Strategy with Business Goals

September 12, 2024 in Uncategorized

In today’s competitive business landscape, aligning your HR strategy with your company’s overall business goals is no longer optional; it’s essential for long-term success. As HR Experts, we understand the critical role that HR plays in driving business outcomes. A well-aligned HR strategy ensures that your people, processes, and practices are working in harmony to achieve your company’s vision. In this blog, we’ll explore key steps for aligning your HR strategy with your business goals, setting your organization up for growth, productivity, and success.

6 steps to aligning HR strategy with business Goals

  1. Understand Your Business Goals

The first and most important step in aligning HR strategy is to have a deep understanding of your organization’s goals. Whether your company is focused on expanding into new markets, driving innovation, improving customer satisfaction, or reducing operational costs, these goals should shape your HR priorities. Start by answering the following questions:

  • What are the short- and long-term objectives of the business?
  • What challenges is the company facing in reaching these goals?
  • How can HR play a role in overcoming these challenges?

Once you have a clear understanding of where the business is headed, you can begin shaping your HR strategy to support these objectives.

 

2  Develop a Talent Strategy That Supports Growth

Talent Strategy

Emerald Zone Talent Strategy

Your employees are the driving force behind your company’s success, and the right talent strategy is key to achieving business goals. Focus on recruiting, developing, and retaining employees whose skills, values, and ambitions align with the company’s vision.

  • Recruitment: Ensure your hiring process is designed to attract candidates with the skills and mindset needed to achieve business goals. At Emerald Zone, we help companies build effective recruitment strategies that focus on talent alignment.
  • Training and Development: Investing in employee development is crucial to building a workforce that can adapt to changing business needs. Offer training programs that support skill growth in areas aligned with business objectives.
  • Retention: High employee turnover can derail business progress. Create a retention strategy that keeps your top performers engaged and committed by offering growth opportunities, competitive compensation, and a positive work culture.

3.  Align Performance Management with Business Outcomes

Your performance management system should directly reflect your business goals. This means establishing performance metrics and KPIs that not only measure individual employee performance but also contribute to overall organizational success.

  • Set Clear Expectations: Clearly communicate how each employee’s role contributes to achieving business goals. This helps create a sense of purpose and direction, motivating employees to align their efforts with the company’s vision.
  • Regular Feedback and Review: Continuous feedback and periodic performance reviews ensure employees remain on track. Linking performance reviews to business outcomes keeps both managers and employees focused on driving results that align with company goals.
  • Reward and Recognition: Rewarding employees who contribute significantly to achieving business goals reinforces the desired behaviors. Develop a recognition system that celebrates individual and team contributions to the company’s success.

4  Foster a Culture That Reflects Your Business Vision

Company culture plays a huge role in whether a business achieves its goals. Your HR strategy should focus on creating a work environment that embodies the company’s values and supports its mission. Whether it’s promoting collaboration, innovation, or customer-centricity, your culture should reflect the broader goals of the organization.

  • Leadership Alignment: Ensure that leadership at all levels embodies the company’s values and vision. When leaders demonstrate behaviors that align with business goals, it sets a standard for the rest of the workforce to follow.
  • Employee Engagement: Actively involve employees in the company’s mission by fostering open communication, offering opportunities for feedback, and ensuring that they feel valued and engaged in the business’s success.

5  Embrace HR Analytics to Drive Business Decisions

HR Analytics

HR Analytics

Data-driven HR decisions can significantly impact business outcomes. HR analytics allow you to measure the effectiveness of your HR strategy and make adjustments where necessary to ensure alignment with business goals.

  • Track Key Metrics: Use analytics to track metrics like employee performance, retention rates, and recruitment success. This data helps you identify areas where HR can make improvements to better support business objectives.
  • Forecasting and Planning: HR analytics can also help predict future workforce needs based on business growth projections, allowing you to create proactive talent acquisition and development plans.
  • Link HR Metrics to Business Success: Demonstrating the impact of HR activities on business outcomes builds credibility for the HR function and ensures continued investment in people-focused strategies.

6  Communicate and Collaborate Across Departments

To ensure that your HR strategy aligns with business goals, it’s essential to maintain open communication and collaboration with other departments. HR should work closely with leadership and department heads to understand their unique challenges and opportunities and ensure that HR initiatives are supporting the overall business strategy.

  • Cross-Functional Collaboration: HR should not operate in a silo. Working together with marketing, finance, operations, and other departments ensures that HR initiatives are aligned with the needs of the entire organization.
  • Frequent Strategy Meetings: Regular meetings between HR and senior management allow for realignment when necessary and ensure that everyone is working towards common goals.

Recommended Read: Employee Engagement as a strategy in Organizational Success

Conclusion

Aligning your HR strategy with business goals is a powerful way to drive success and ensure that your people are contributing to the broader mission of the company. By developing a talent strategy that supports growth, fostering a culture that reflects your business vision, and leveraging data to inform decisions, your HR team can play a pivotal role in achieving long-term business success, here is a community of Chief HR Officers.

At Emerald Zone, we specialize in helping organizations align their HR strategies with business objectives through expert consultation and tailored solutions. Is your HR strategy driving the results your business needs? Contact us today to learn how we can help you achieve alignment and set your business up for success.

HR for Startups – 6 best practices

September 7, 2024 in Uncategorized

We are considering HR for Startups because Entrepreneurs often have a hang of their business model and development process etc. but they rarely have the same level of understanding on workforce planning.

Individuals are the backbone of any organization, and when you’re a little group, they matter considerably more. You need to hire top talent and create a working environment that encourages each employee to perform at their best if you want to realize your vision.

Human resources management and the hiring process are often overlooked by startup founders. However, you must plan for your workforce if you want to transform a game-changing idea into scalable, repeatable business success.

Best strategy, HR for startups Early consideration of HR procedures is essential. Predicting your team’s growth, creating a compensation budget, and laying the groundwork for a vibrant and productive workplace culture are all important components of a successful HR strategy.

Specifically, your HR policies define and aid in the implementation of: your organization’s structure, performance management, recruitment and hiring procedures, employee surveys and feedback, training, compliance with the law, compensation for workers, and benefits for employees are all important factors in employee retention. Although you do not need an entire HR department, you should have at least one person. Instead of delegating HR responsibilities to a different position, it is also advantageous to hire someone with HR expertise.

An HR advisor can help you find the right people, organize the interview process, and negotiate offers to keep employees for the long run. You might want to think about hiring a consultant to assist you in developing a fundamental hiring strategy and ensuring that you are in compliance with federal employer requirements if you do not have the resources to hire a full-time HR manager. There is opportunity for training.

HR for Startup, 6 best practices

  1. Sort out essential documents and legal compliance Before you start hiring employees, you need to think about whether you are in compliance with federal employment laws. Employer compliance is the bare minimum stage of HR strategy. In particular, you ought to become familiar with the following federal regulations

Equal Employment Opportunity (EEO), Fair Labor Standards Act (FLSA), Affordable Care Act (ACA), and Equal Employment Opportunity (EEO) It is essential to check the website of your state’s Department of Labor to determine whether you are required to adhere to any local or regional regulations. Your hiring contract and proof of eligibility to work in the United States are two of the most important documents you should keep on file for every employee you hire. Non-disclosure agreements (NDAs) and ownership of work agreements may also be required of employees.

If an employee leaves for another employer, they can’t take valuable product or business model information from you because of an NDA. On the other hand, an ownership of work agreement guarantees that you will own the intellectual property (IP) that employees create while working for you. Without these documents, it can be more difficult to obtain funding, which is why they are especially helpful to startup founders.

  1. Thee second thing to consider in HR for Startups is to Establish payroll After hiring team members, you need to pay them. You have the option of automating payroll with software or manually handling it. Investing in payroll software early can significantly cut down on the amount of time spent processing paychecks. Additionally, a digital audit trail is generated automatically. Expert advice: Choose payroll software for startups that includes HR management features to keep all of your employees’ data in one place and make workforce expansion easier. Software providers that offer onboarding features or allow employees to request time off are two examples.
  2. Establish an HR department In the end, the best time to establish a dedicated HR team depends on your growth rate and financial resources. One person can start an HR team if they bring the necessary expertise and aren’t already working in another position. “The sweet spot for bringing an HR expert onboard is when you’ve grown to around 20-30 people… [But] earlier may be appropriate if you plan to scale quickly,” says Kate Kandefer, co-founder of SEO platform SEOwind.
  3. Create a hiring forecast or team road map that is in line with your company’s fundraising plans and strategic goals to help with staffing needs as your business grows. Ideally, you should have projections for three and six months that you can revisit and adjust. Your forecast should at the very least include a salary estimate and a list of the positions you intend to fill and when. You can avoid gaps in essential staffing and know how much of your revenue or funds raised will need to be allocated to recruitment and compensation if you have a clearly defined hiring plan.
  4. Create a recruitment handbook By defining your hiring procedure, you will be able to improve the candidate experience, train new recruiters as your business expands, and make talent acquisition repeatable and scalable. Your recruitment handbook doesn’t need to be over-engineered. It could be a living record that changes with you. Start with a basic version that includes the following guidelines: Publicizing open positions: Where to post open positions, templates for job applications and descriptions of the company’s culture and perks, and boilerplate text Recruitment roles and responsibilities: Who reviews applications, communicates with them, and ultimately makes hiring decisions? Interview procedure: The length and format of the interview, whether or not technical tests should be used, who should interview potential new hires (such as HR, managers, or peers), and a set of questions you ask each candidate to determine whether or not they are compatible with the culture of your workplace Resources for onboarding employees Silk Road Technology conducted a survey and found that, on a scale of 1-10, 27% of new hires rated their onboarding experience as 5 or worse, and 9% of employees even left their current employer as a result. Even if you don’t have the resources of a big company, you shouldn’t use an onboarding process that throws new employees into the deep end and hopes they learn to swim. Onboarding can boost employee engagement, performance, and retention when done correctly.
  5. The final recommendation in the HR for Startups is a successful onboarding program ought to give new employees a tour of the office or hold virtual meetups for remote workers to help them get used to the space. You should also have an employee handbook where you can document your company’s vision and core values. Give them access to the tools they need, like spreadsheets, knowledge bases, and software like Photoshop. Make them feel like they are a part of the team by having a company lunch or another get-together. Set clear expectations for their first 90 days of work with the help of their manager.

Recommended for reading: Effective recruitment

In addition, the handbook ought to provide new hires with information about the benefits, list the kinds of conduct that won’t be tolerated, and explain to employees how they can provide feedback, ask questions, or voice concerns. Any HR-related tools or programs for startups should also be included in this.

Best Practices for Hiring Managers on Effective Recruitment

August 18, 2024 in Business, HR, Upskilling

Recruitment is a crucial aspect of building a strong and efficient team. As a hiring manager, your role in this process is pivotal. At Emerald Zone, we understand the challenges and intricacies involved in finding the right talent. To help you streamline your hiring process and achieve the best outcomes, we’ve compiled a set of best practices for effective recruitment.

  1. Clarify Roles Before Recruitment

Before you start the recruitment process, it’s essential to have a clear understanding of the role you are hiring for. This includes defining the responsibilities, required skills, and how the role fits within the organization. Clarity at this stage ensures that you attract candidates who are well-suited for the position and helps prevent misunderstandings later in the process.

Tip: Collaborate with team members and stakeholders to gain a comprehensive understanding of the role. Document the expectations and key performance indicators (KPIs) for the position.

  1. Always Provide a Detailed Job Description Alongside the Job Title

A well-crafted job description is a powerful tool in attracting the right candidates. It goes beyond just listing the job title and includes detailed information about the responsibilities, qualifications, and skills required for the role. A clear and concise job description helps potential candidates assess their suitability and interest in the position.

Tip: Highlight key aspects of the job, including daily tasks, long-term goals, and any unique opportunities the role offers. Use straightforward language and avoid jargon to ensure clarity.

  1. Give an Idea of the Ideal Candidate

While it’s important to describe the role, it’s equally crucial to provide an idea of the ideal candidate. This includes outlining the personal attributes, professional experiences, and specific skills that the ideal candidate should possess. By doing so, you set clear expectations and help candidates self-assess their fit for the position.

Tip: Include both essential and desirable attributes. For example, “The ideal candidate will have 5+ years of experience in project management and possess strong leadership skills. Experience in the tech industry is a plus.”

  1. Allocate Sufficient Time for the Hiring Process

Rushed hiring decisions often lead to poor outcomes. Allocate sufficient time to thoroughly review applications, conduct interviews, and assess candidates. A well-paced hiring process allows for careful consideration and ensures that you select the best possible candidate for the role.

Tip: Create a timeline for the hiring process that includes deadlines for each stage. Communicate this timeline to all stakeholders to ensure alignment and avoid unnecessary delays.

  1. Always Be on Time

Punctuality is a sign of respect and professionalism. As a hiring manager, being on time for interviews and meetings sets a positive tone for the recruitment process. It reflects well on your organization and shows candidates that you value their time and effort.

Tip: Schedule interviews and meetings with ample buffer time to account for any unexpected delays. Set reminders and alarms to ensure you stay on track.

For HR tips in video form visit our YouTube Channel, also check out our services on our website

Effective recruitment is a blend of strategic planning, clear communication, and respectful engagement. Emerald Zone, is dedicated to supporting hiring managers in implementing these best practices to attract and retain top talent. By following these guidelines, you’ll be well on your way to building a high-performing and cohesive team.

The Role of Recruitment Organizations in Today’s Job Market

August 18, 2024 in Uncategorized

Overview

In the ever-evolving landscape of today’s job market, the role of recruitment organizations has become more pivotal than ever. These organizations, like Emerald Zone, bridge the gap between employers seeking the right talent and job seekers searching for their ideal roles. Let’s explore how recruitment organizations are transforming the hiring process and adding value to both employers and candidates.

  1. Expertise and Specialization

Recruitment organizations bring a wealth of expertise to the hiring process. At Emerald Zone, our team of professionals specializes in various industries, allowing us to understand the unique needs and challenges of each sector. This specialization enables us to identify the most suitable candidates efficiently, ensuring a perfect match between employers and job seekers.

  1. Access to a Wider Talent Pool

One of the significant advantages of partnering with a recruitment organization is access to a broader talent pool. Recruitment agencies have extensive networks and databases of qualified candidates, including passive job seekers who may not be actively searching but are open to new opportunities. This access ensures that employers are presented with a diverse range of candidates, enhancing the chances of finding the perfect fit.

  1. Streamlined Recruitment Process

The recruitment process can be time-consuming and resource-intensive. Recruitment organizations streamline this process by handling everything from job postings and candidate screenings to interviews and background checks. At Emerald Zone, we leverage advanced technology and efficient processes to ensure a smooth and effective recruitment experience for our clients.

  1. Enhanced Candidate Experience

A positive candidate experience is crucial in attracting top talent. Recruitment organizations play a vital role in ensuring that candidates have a seamless and professional experience throughout the hiring process. From clear communication and timely updates to constructive feedback, Emerald Zone prioritizes candidate satisfaction, which ultimately reflects positively on our clients’ employer brand.

  1. Market Insights and Trends

Staying informed about the latest market trends and salary benchmarks is essential for both employers and job seekers. Recruitment organizations provide valuable insights into industry trends, helping employers make informed decisions about hiring strategies and compensation packages. Our team at Emerald Zone keeps a finger on the pulse of the job market, offering clients and candidates up-to-date information and advice.

  1. Customized Recruitment Solutions

Every organization has unique hiring needs and challenges. Recruitment organizations offer customized solutions tailored to the specific requirements of their clients. Whether it’s permanent placements, temporary staffing, or executive searches, Emerald Zone designs recruitment strategies that align with our clients’ goals and objectives.

  1. Cost-Effective Recruitment

While some may view recruitment organizations as an additional expense, the value they provide often translates into cost savings. By reducing the time-to-hire and minimizing the risk of bad hires, recruitment agencies can significantly lower the overall cost of recruitment. Additionally, the expertise and efficiency of agencies like Emerald Zone help maximize the return on investment for employers.

  1. Ongoing Support and Relationship Building

The relationship between a recruitment organization and its clients doesn’t end with a successful hire. At Emerald Zone, we believe in building long-term partnerships with our clients. We offer ongoing support and follow-up to ensure that the placements are successful and that both employers and candidates are satisfied. This commitment to relationship building fosters trust and reliability, making us a preferred partner in the recruitment process.

For HR tips in video form visit our YouTube Channel, also check out our services on our website

The role of recruitment organizations is indispensable in today’s competitive job market. At Emerald Zone we are revolutionizing the way companies hire and how job seekers find their next opportunity. If you’re looking to optimize your recruitment process and secure the best talent, consider partnering with Emerald Zone – your trusted recruitment partner.

 

Nigeria We Hail Thee!

June 4, 2024 in Uncategorized

What do you know about New Nigeria National  Anthem!

“Nigeria, We Hail Thee “ is the national anthem of Nigeria, used from independence in 1960 until 1978, and then from 2024.
Nigeria’s former anthem, “ Arise, O Compatriots,” was adopted in 1978, replacing the previous one on 29 May 2024, Bola Tinubu signed a bill reinstating “Nigeria, We Hail Thee.

This new anthem was adopted as Nigeria’s first national anthem on October 1, 1960. The anthem’s lyrics were written by Lillian Jean Williams, a British expatriate who lived in Nigeria when it achieved independence. Frances Berda composed the music for it”

Here is the lyrics for you to learn and you can listen to the rhythm here

Lyrics of the  New National Anthem

Nigeria, we hail thee,

Our own dear native land,

Though tribe and tongue may differ,

In brotherhood, we stand,

Nigerians all, and proud to serve

Our sovereign Motherland.

Our flag shall be a symbol

That truth and justice reign,

In peace or battle honour’d,

And this we count as gain,

To hand on to our children

A banner without stain.

O God of all creation,

Grant this our one request,

Help us to build a nation

Where no man is oppressed,

And so with peace and plenty

Nigeria may be blessed.

Know more about our products 

Follow us on:
Facebook: @ezonelagos
Instagram: @ezonelagos
LinkedIn: @Emerald zone

 

Taking action for the achievement of Sustainability Development Goals (SDG)

October 11, 2023 in Uncategorized

How SDGs came about

Sustainable Development Goals (SDG) came about in 2015, when all the countries in the United Nations adopted the 2030 Agenda for Sustainable Development. It sets out 17 Goals, which include 169 targets. These wide-ranging and ambitious Goals interconnect.

The 17 Goals in Numeric Order

SDG 1) No Poverty   |  SDG 2) Zero hunger    |  SDG 3) Good health and well-being     |    SDG 4) Quality education     |  SDG 5) Gender equality   |  SDG 6) Clean water and sanitation   |  SDG 7)  Affordable and clean energy   |  SDG  8)  Decent work and economic growth   |    SDG  9) Industry, innovation and infrastructure   |    SDG  10) Reduced inequalities   |     SDG 11} Sustainable cities and communities   |  SDG 12)  Responsible consumption and production   |  SDG  13)  Climate action  |  SDG 14)  Life below water   |   SDG 15) Life on land   |  SDG 16) Peace, justice, and strong institutions   |        SDG  17)  Partnerships for the goals 

Code Zone Contributes to SDG 4

It was therefore such a great pleasure to dedicate Code Zone 2023 to be part of achieving SDG 4, in the words of Arthur Ashe “Start where you are. Use what you have. Do what you can.” we have contributed to the action towards achieving the Quality Education through giving access to quality technology  training  during the whole of August and ensuring the participants got aware of Sustainability goals through incorporating it in their individual projects. Thanks to Business Journal and Business News for showcasing our work.

SDG Actions

SDG Actions

Business News

Business News

What’s different about the Sustainable Development Goals

The 2030 Agenda and its Goals offer a comprehensive vision for sustainable development that:

  • is global, rather than limited to “developing” countries as was the case with the Millennium Development Goals (MDGs);
  • is based on values such as equity and respect for human rights;
  • relies on approaches such as sustainable financing, scientific research and innovation, and monitoring and evaluation;
  • requires a new way of working, involving intersectoral action by multiple stakeholders;
  • aims to strengthen health systems towards universal health coverage (UHC).

Our story is told by us here

 

Coding for Sustainability ends amidst applause from parents and other Stakeholders

September 23, 2023 in Uncategorized

Code Zone 2023 themed Coding for Sustainability has successfully come to an end amidst commendations and accolades from parent, participants and other stakeholders. This fifth edition of the annual summer coding program which commenced in 2019 and holds every August was themed Coding for Sustainability, the objective was to drive the consciousness of sustainability in the everyday lives of the participants, this can be said to have been met.

Code Zone 2023 ran through the month of August 2023, with both virtual and in-person classes holding every weekday for the one month. The program had thirty-one participants of it target audience being Teenagers and Pre-Teens enroll in in the available programs i.e. HTML/CSS, JavaScript and UIUX.

As a standard practice, participants after the intensive period of learning these new skills exhibited their knowledge by presenting their projects in their areas of interest, this varied from Sports, Fashion, Entertainment, to love for Dogs, Games, Music, Gadgets and so on. It’s been an amazing journey indeed. 

Team Montulli

Code Zone 2023

There were four teams and each named after fathers of technology; Team Ragget: Named after Dave Raggett is an English computer specialist who has played a major role in implementing the World Wide Web since 1992. Team Norman named after Don Norman, a psychologist and usability consultant who’s worked with Apple, HP, and the Nielsen Norman Group is often credited as the father of UX. Team Cooper named after Martin Cooper an American engineer that pioneered wireless communications industry, especially in radio spectrum management, with eleven patents in the field. Team Montulli named after Louis J. Montulli II a computer programmer who is well known for his work in producing web browsers. In 1991 and 1992, 

Team Cooper

Code Zone 2023

The Founder Mrs Olufunke Akinloye at the closing presentation talked about why Code Zone was started and the reason for having this year Themed Coding for Sustainability. ‘We are glad to be consistently achieving the objective of starting Code Zone which is to upskill Teenagers and Pre Teens with tech knowledge so that they can be active participants in the world they are growing into.’ She said.

Team Norman

Code Zone 2023

Olufunke further said ‘The participants did not only learn tech stills this one month, we are glad to say they got enlightened on the general idea of Sustainability i.e. making the world last longer and livable for generations after them. They got more understanding on the three Rs Reduce, Reuse, Recycle and the need to consider it before items are condemned as waste. Each participant had to create a mandatory Sustainability page as part of their project.

Team Cooper

Code Zone 2023

Mr. Eniola Ilesanmi, a parent of 2 participants in the Program said ‘I am awed at the amount of learning my children have been exposed to during this program. The enthusiasm the children display every morning waking up early to endure they don’t miss class despite being holiday period gives me great joy and is testament to the Value the program delivered to its participants. My children became Zoom experts overnight alongside the coding skills they acquired. I am very glad to have been a part of it and I am already looking forward to the next edition.

Mrs. Maria Akinfe, another parent and guardian of 8 participants said ‘I am glad my children and their friends were able to enroll for Code Zone this year. I am a returning parent as my children have participated in a previous edition so I have assurance that their time will be well spent. The additional value of exposing them to the concept of sustainability is what amazed me. So the children did not only leave the program with coding skills but a decision to Reduce, Reuse or Recycle Items which as a parent I intend to give them my utmost support’.

Code Zone 2023 as an initiative of an African Woman, got some support from the JAMII Femmes, an initiative of Coca Cola Foundation and Women in Africa to support African Women Entrepreneurs for sustainable impact. The entire team of Code Zone express gratitude for the support.

Work space available 

 

 

Critical Thinking values intellectual curiosity

September 17, 2023 in Uncategorized

Critical thinking is the process of actively and objectively analyzing information, concepts, situations, or problems in a systematic and logical manner. It involves the ability to evaluate, synthesize, and make reasoned judgments based on evidence and sound reasoning rather than on emotions or personal beliefs. It is an essential skill in a wide range of disciplines and everyday life. Developing critical thinking skills takes time and practice. It involves cultivating a mindset that values reason, evidence, and intellectual curiosity.

Questioning and Inquiry: Critical thinkers are curious and ask questions. They seek to understand the underlying assumptions, facts, and reasoning behind information or arguments. They don’t accept things at face value but instead inquire to gain a deeper understanding.

Evidence-Based: Critical thinking relies on evidence and data. It involves evaluating the quality and relevance of information and considering the source’s credibility. Critical thinkers look for reliable evidence to support their conclusions.

Analysis: Critical thinkers break down complex problems or ideas into smaller, manageable parts. They analyze these parts to identify patterns, relationships, or inconsistencies that may not be immediately obvious.

Evaluation: Critical thinking involves assessing the strengths and weaknesses of arguments, ideas, or solutions. This includes considering alternative viewpoints and potential biases.

Problem-Solving: Critical thinking is often used to solve problems. It involves identifying problems, generating potential solutions, and evaluating those solutions to determine the most effective course of action.

Creativity: Critical thinking is not limited to analysis and evaluation. It also involves creative thinking to generate innovative solutions or approaches to problems.

Communication: Critical thinkers can articulate their thoughts and ideas clearly and persuasively. They can explain their reasoning and conclusions to others effectively.

Open-Mindedness: Critical thinkers remain open to new information and perspectives. They are willing to revise their beliefs or opinions when presented with compelling evidence or arguments.

Self-Reflection: Critical thinkers engage in self-reflection to examine their own biases, assumptions, and thought processes. They are aware of the potential for cognitive biases and work to mitigate them.

Decision-Making: Critical thinking is crucial in making informed and rational decisions. It helps individuals weigh the pros and cons of different options and choose the most suitable course of action.

Education, exposure to diverse perspectives, and engaging in activities that challenge one’s thinking can all contribute to the development of strong critical thinking abilities. 
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Twitter vs Threads: Differences as of now

July 12, 2023 in Business, Professionalism, technology, Upskilling
The Competition between Twitter vs Threads has dominated the digital space in the last one week so much so that many are forced to learn more about it. Twitter the 16 year old micro blogging site got recently launched Thread as a threat to it. Created by Meta, the text-based conversation app lets people compose and share those messages in real-time. While it’s obvious that Threads is still a work in progress, there are several ways in which it adapts Twitter features for Instagram users. Here are some of its differences between Twitter vs Threads

Character Limit

Threads character limit is 500, while the Twitter character limit is just 280. This means you can share longer Threads than you can Tweets.

Account Opening

To open Twitter  account you sign up independently however for Threads you either scan the QR Code or Download the app and log in with your Instagram account details.

Account Deleting

You can delete your Twitter account any time without impacting any of your other social media account, however, you can only deactivate your Threads account  independently, to delete your Threads account means deleting your Instagram Account.

Availability 

Twitter has both mobile app and web versions while Threads as of now has only Mobile app version.

Verification (Colored checkmark by account ID)

Threads already have verified accounts (blue Checkmark), yes! that is because it is a carry over from Instagram all verified accounts on Instagram are verified on Threads. For Twitter Blue verification badge is paid for, while Government accounts and established organizations get grey and gold checks respectively, note these are unpaid.

Viewing & Engaging

Twitter’s homepage allows users to view what’s trending and other topics they may be interested in. For now, the only way to explore what’s on Threads is by scrolling through the home feed. Also on Threads, for now a user has to hit enter three times to start a thread however on Twitter it’s just a click of the plus button. 

The Activity tab of the Threads app lets you see who followed you, liked your posts, your replies and your tags. You can also view your replies directly on your profile page, though you can’t see a running log of posts you liked. Twitter has a similar notifications tab, plus you can see all your past likes through the dedicated Likes tab on your profile page. This is useful for, say, saving an article you want to read at a later time.

Messaging 

The difference in messaging features  Twitter vs Threads is simple: Twitter has in-app messaging, while Threads does not. Twitter’s messaging platform lets you communicate with mutual (or any user, depending on their privacy settings) in a few ways. You can send texts, images and GIFs, and even voice messages. Messages is a simple way to share a tweet with another user, too. While you can share a Thread with someone via text, there’s currently no in-app option besides tagging them in the comment section of the post. If you want to reach out a Threads user, your best bet is to try their Instagram DMs.

We are keenly watching the space for more updates as the rivalry of Twitter vs Threads is clearly delivering more value for users, meanwhile you can read other articles here 
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