Odc Global Consultant Limited

27/05/2025

RECRUITMENT AND SELECTION SERVICES

Struggling to Find the Right Talent for Your Organization?
Many companies today face major recruitment challenges, including:

✅ Difficulty attracting top-performing professionals
✅ High employee turnover
✅ Slow and inefficient hiring processes
✅ Poor-quality or unqualified hires
✅ Complexities in labor law and HR compliance

ODC GLOBAL CONSULTANT LIMITED – YOUR TRUSTED HR & RECRUITMENT PARTNER
We deliver expert recruitment and labor outsourcing services, helping businesses like yours build strong, future-ready teams.

With ODC Global, You Get:
• Access to highly skilled and pre-screened candidates
• A seamless, efficient, and reliable hiring process
• Tailored staffing solutions across all sectors
• Reduced recruitment costs and faster onboarding

Let ODC Global Consultant Limited take care of your hiring needs, while you focus on driving your business forward.

Contact Us Today:
Call: +2349040251556
Email: [email protected]
Office: Abuja HQ | Delta Regional Office

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27/05/2025

RECRUITMENT AND SELECTION SERVICES

Struggling to Find the Right Talent for Your Organization?
Many companies today face major recruitment challenges, including:

✅ Difficulty attracting top-performing professionals
✅ High employee turnover
✅ Slow and inefficient hiring processes
✅ Poor-quality or unqualified hires
✅ Complexities in labor law and HR compliance

ODC GLOBAL CONSULTANT LIMITED – YOUR TRUSTED HR & RECRUITMENT PARTNER
We deliver expert recruitment and labor outsourcing services, helping businesses like yours build strong, future-ready teams.

With ODC Global, You Get:
• Access to highly skilled and pre-screened candidates
• A seamless, efficient, and reliable hiring process
• Tailored staffing solutions across all sectors
• Reduced recruitment costs and faster onboarding

Let ODC Global Consultant Limited take care of your hiring needs, while you focus on driving your business forward.

Contact Us Today:
Call: +2349040251556
Email: [email protected]
Office: Abuja HQ | Delta Regional Office

21/05/2025

15/05/2025

PART 4.
Reshaping HR and Leadership: The New Age of Purpose-Driven Authenticity
By ODC Global Consultant Limited

"In life and business, leadership isn't about playing fair—it's about playing smart. It's about clarity of vision, bold ex*****on, and the courage to outpace, outlast, and outthink the competition. True dominance is built through discipline, strategy, and the refusal to settle for average. Lead with intention. Win with integrity. Stay ahead by design."

We talk a lot about being authentic—about showing up as our true selves at work. It sounds good in theory. But in practice, there’s an invisible line no one talks about. You can be yourself but only up to a point. Once your authenticity begins to challenge the culture, question norms, or make others uncomfortable, you’re no longer celebrated. You’re now “difficult.” You’re “not a fit.” Before long, you’re excluded.

This is the unspoken rule in many workplaces. We promote authenticity when it’s convenient but abandon it when it threatens the status quo. And if we’re honest, we’re all playing a game: a game where authenticity is welcomed only when it doesn’t disrupt comfort or control. This is where HR must step in, not just as a department, but as a voice of bold transformation.

While people succeeded in the past by stepping on others to get ahead, that mindset is outdated. Today’s workforce is different. They no longer respond to titles or fear, they respond to truth, integrity, and relevance. People want leaders who listen, not just lead. They want work that reflects values, not just tasks. They want growth, not control.

Leadership is not about being followed. It’s about who you help rise. It’s not about attention, rather it’s about intention. Real leaders understand that power without purpose is empty, and that success without service is unsustainable. Once we realize that a fulfilling life is about serving something or someone greater than ourselves—a worthy cause, a company you believe in, your family, or even a struggling colleague—we begin to lead with meaning, not manipulation.

If HR continues to reward conformity, suppress real voices, and play it safe then we become part of the problem. But if we lead with vision, courage, and humanity, HR becomes the most powerful force in any business.

We must now shift from cultural fit to cultural contribution. Build systems that protect authentic voices, not silence them. Design roles around value creation, not just position titles. Move from enforcing rules to unlocking human potential. Train leaders to serve with strategy and lead with humanity. Measure success not just by KPIs, but by how many people we empowered to grow.

Authentic, human-centered leadership is not soft—it’s strategic. It is how companies stay resilient, relevant, and respected. At ODC Global Consultant Limited, we help organizations rethink HR, not as administration, but as culture. Not as control, but as capability. We don’t manage people but we empower them. We don’t fill roles, we build value.

Authenticity should not be punished. Vision should not be filtered. And leadership should not be a mask rather it should be a mirror. We don’t just want people to work. We want people to win with purpose.

LAST EPISODE 5 COMING.
Best regards,
ODC Global Consultant Limited

13/05/2025

PART 3: CULTURE IN THE WORKPLACE
THE WORLD IS NOT LACKING — WE’RE JUST THINKING WRONG
By ODC Global Consultant Limited

> “If your path requires you to walk through hell, walk like you own hell.”

What if the real problem isn’t the system, but how we’ve been conditioned to think?

Limits aren’t always external, they’re often internal. The deepest poverty today isn’t financial; it’s mental. It’s a mindset crisis.

We’re not lacking people, ideas, or opportunities. What’s missing is belief, clarity, and the courage to lead.
Many were raised to wait, not act and to shrink, not rise. They believe change is for the lucky, not the ready. But leadership doesn’t need perfection. It needs willingness to make bold choice to grow beyond fear.

The world isn’t the problem.
The economy isn’t your enemy.
Government isn’t your ceiling.
The real crisis lies in how we think in the cultures environment that kill initiative, reward silence, and workplaces that suppress human potential.

This is Where HR Must Rise

Human Resources isn’t just paperwork, it’s transformation.
It’s the engine that unlocks people’s potential.

When HR fails, everything fails.
If you want better results—fix the mindset.
If you want better people—fix leadership.
If you want lasting growth—fix culture.

Behind every strong company is culture.
Behind culture is strategy.
And behind strategy is a visionary HR leader.

HR is not a back-office department.
It is the heart of vision—is the space where people align with purpose, direction, and values. But to succeed, HR must also evolve:

Help HR itself: through mentorship, modern tools, learning, and collaboration beyond competition.

Help employees: not just fill roles, but build futures. Design paths. Grow potential. Stop chasing perfect CVs and start shaping people.

Help companies: create structure, foster culture, implement strong policies, and build resilience especially in tough times.

*Culture Eats Strategy for Breakfast*

We live in a world of options, yet many feel stuck.
Teams crumble. Nations underperform even with abundant resources.
Why? Because of flawed thinking.

We were taught to survive, not build.
To obey, not lead.
To blend in, not stand out.

We develop skills but scared to use them.
We are Talented but silent.
We are Full of potential but trapped by fear and conformity.

But the world isn’t lacking. It’s waiting for bold thinkers and brave builders.

*THIS IS THE DRILL*

✓ Stop asking for permission.
✓Stop waiting for perfect conditions.
✓Start leading like the future is already yours.

Walk like you own the fire. Even when the road burns, own it.

At ODC Global Consultant Limited, we believe:

People are the solution.
Structure is the strategy.
Mindset is the multiplier.

Don’t wait for funding.
Don’t wait for the “right time.”
Don’t wait for perfect talent. The time is now.

We are here to raise bold leaders that will transform workplaces into engines of clarity, strength, and purpose.

The world isn’t lacking.
You aren’t lacking.
Your team isn’t lacking.
You’re just thinking too small. Too safe. Too scared.

Power isn’t given.
It’s revealed through purpose, pressure, and clarity.

So walk like the road is yours even when it burns. That’s how companies grow. That’s how nations rise.

*Best Regards,*
ODC Global Consultant Limited
Human-Centered Strategy. Business Without Limits.

12/05/2025

At ODC Global Consultant, we specialize in staff management solutions tailored to help businesses thrive.

From HR policy design, recruitment, and training to background checks, we handle it all — so you can focus on what matters most: growing your business.

We are trusted, reliable, and results-driven. Let us support your HR needs professionally and efficiently.

Contact us today:
09031481416
[email protected]

10/05/2025

*Message from the HR Desk: The Heart of Business Is How You Build It*

_Part 2: HR Strategy for Scaling Through People (The Operations Challenge)_

When a business struggles, the root cause often comes down to two things: product-market fit or operations. Often the two, operations becomes the heavier burden — especially for founders who are trying to scale without a structured HR system in place.

In Part 1, I wrote about the solopreneur path — building lean, alone, and aligned. But what happens when you’re ready to scale through people?

Let’s talk about that.

*WHAT IS “OPERATIONS” IN HR TERMS?*

In Human Resource Management, operations refers to the various people-powered functions within an organization: administration, finance, HR, sales, customer service, etc. These units led by department heads or a COO and exist to enable the business to scale.

*HR Insight: The operations function exists to amplify capacity, not add complexity. Every hire, every unit, and every policy must support the bottom line — whether in revenue, user growth, or strategic positioning.*

Why Operations Exist?: To Enable Revenue and Retention

Whether you're growing organically or scaling through funding, operations are not for show — they are for sales, service, and sustainability.

*HR Golden Rule: Don’t create a role or department unless it directly contributes to customer acquisition, retention, or organizational efficiency*.

Your HR strategy must align every role and responsibility with tangible outcomes. Otherwise, you risk building a bloated team you can’t sustain.

*Where to Start: Sales + Customer Experience (CX)*

In the startup phase, two people-focused functions matter most:

❌. Sales: Revenue-driving activities — from cold outreach to client onboarding.

❌. Customer Experience (CX): Retaining clients through relationship management and service excellence.

*_HR Tip:_ In early-stage businesses, the founder often doubles as the Head of Sales and CX. This is not just smart — it's essential.*

*The Multi-Skilled Founder: HR’s First Hire*

In the early stage, the founder is the first HR department. You recruit, onboard, evaluate, and manage tasks. If you lack knowledge in finance, marketing, HR, or tech and you must learn fast.

*Build HR intelligence before you build an HR department.*

Many founders hire prematurely — onboarding full-time staff for roles they could streamline with systems or consultants.

Don’t Be Held Hostage: HR and Organizational Resilience

In HR, there’s a principle called redundancy — the idea that no single person should be irreplaceable. Founders must embody this from day one.

Know how every role works because even if you eventually delegate it. That way, if someone exits or underperforms, your business doesn’t crash.

*HR Fit: Don’t Hire for Availability — Hire for Alignment*

One of the most common HR mistakes in startups is settling for whoever is available, especially when great talent is scarce or expensive.

But poor hiring decisions cost more in the long run.

Pro HR Move: Break complex roles into smaller tasks. Hire interns or freelancers for each part. Then guide them with clear Standard Operating Procedures (SOPs).

Documented SOPs are HR gold. They reduce onboarding time and make training replicable and even with entry-level hires.

_Three HR Models for Building Operations_

*You have three HR options to build capacity:*

1. Accelerators – External support in exchange for equity. Some provide recruitment and HR infrastructure.

2. Consultants – Outsource operations (HR, accounting, branding) to experts. This is fractional HR at its best.

3. Full-time Staff – Build your core team once sales stabilize or funding is secured.

HR Caveat: Outsourcing is only effective if you choose competent providers. Don’t compromise on quality because poor consultants cost more than they save.
________________________

Inconclusion, Operational HR Is Strategic HR

The way you build your team says everything about your leadership. HR is not just about hiring — it’s about designing systems that help people and performance align with your business mission.

You don’t need a big team to win.
You need the right structure, the right people, and a clear HR strategy.

Next in Part 3: We’ll explore how to move from operations to culture — building a workplace where people perform, grow, and stay.

For now, keep this close:

* *You don’t have to build big to build right. You just have to build aligned with your purpose.*

Ogbu Chijioke
HR Strategist | CEO, ODC Global Consultant Ltd.

09/05/2025

Message from the HR Desk: The Heart of Business Is How You Build It Part 1: HR Leadership for the Solo Path

Every business begins with a decision not just about what to offer, but how you want to lead. Do you want to build a company around people, or build a life around your unique strength?

In Human Resource Management, we often assume that growth means hiring teams, managing departments, and scaling functions. But that isn’t the only path. Some founders are most effective when they lead alone with precision, passion, and control.

We call this the HR-smart solo leader. This leader understands their capacity, respects their energy, and designs a business model that doesn't depend on managing others to succeed.

If this is you, your strategy should include:

Lean operations: Stay focused on what you do best. Let technology and consultants handle the rest.

Succession planning: Create structures like a trust or will to protect your business legacy, even if you’re the only employee today.

Risk management: Store your business IP and passwords securely. Plan for transition, even in a solo venture.

Strategic outsourcing: Use specialists when needed — not full-time hires you can't sustain.

Brand-driven marketing: Build a presence so strong, clients come to you and you don’t chase them.

You are not “less” because you don’t want to manage a team. You are strategic when you lead with self-awareness. In a world obsessed with scaling, there is quiet power in building smart, lean, and sustainable.

But if you do feel called to build teams, scale departments, and lead through people — that is a different path. A powerful one. And that’s the focus of Part 2, where we will talk about growing with people at the center of your structure.

For now, remember this: You don’t have to build big to build right. You just have to build aligned with your purpose.

Ogbu Chijioke HR Strategist | CEO, ODC Global Consultant Ltd.

09/05/2025

HOW NIGERIA’S HUMAN RESOURCE SECTOR CAN PROVIDE MORE VALUE

Human resources in Nigeria often serve the system more than the people. Workers face minimal wages, rigid contracts, and outdated policies — yet are expected to give their best. The structure is frustrating for the average employee.

Many HR departments avoid flexible hiring because our labour enforcement system is slow. When contracts are breached or terminations are unfair, justice rarely comes. So, companies protect themselves — often at the expense of the employee.

If you’re a graduate, informal worker, or SME staff, chances are you’re not protected by any meaningful HR structure.

INFORMAL HR SUPPORT IS GROWING

New solutions are emerging — online CV builders, outsourced HR for small businesses, job-matching platforms, and pay-later career programs. These fill the gaps traditional HR has left behind.

SMART WORKFORCE MANAGEMENT IS POSSIBLE

Businesses and HR leaders should leverage AI and data to identify high-potential talents, even those without degrees or formal credentials. Start with a pilot program, then expand.

Introduce flexible contracts and profit-sharing structures for top-performing staff. This not only improves retention but reduces brain drain.

Support staff development by partnering with credible trainers for discounted or co-funded certifications. A skilled workforce benefits everyone.

FIX EMPLOYMENT DISPUTES

Labour disputes shouldn't take years. Nigeria needs fast-track labour courts with strict timelines — like the SEC’s tribunal model — to restore trust and fairness in employment processes.

TECH HAS TRANSFORMED HR

HR no longer belongs in filing cabinets. Digital tools now manage everything from hiring to offboarding. Even informal employers can now adopt HR tech — similar to how USSD banking reached rural areas.

Build HR systems that prioritize mobile-first staff engagement. Make tools simple, especially for junior and non-technical employees. And stop launching platforms without training or communication.

Train HR professionals to be strategic business partners, not just policy enforcers. Let them create value, not just enforce rules.

RETHINK EMPLOYEE ENGAGEMENT

I enjoy the empowerment events and workshops, but they often exclude those outside major cities or big corporations.

HR associations and policymakers should hold career fairs in every state, exclusively for registered company staff. Sponsor the entire event — give employees real exposure and growth opportunities.

Organize monthly clinics for artisans and informal workers. Bring in HR professionals and legal experts to guide them.

Ensure that all engagements from these events follow best labour practices. Everyone wins when HR is done right.

---

Nigeria’s HR ecosystem has the potential to be transformative. We don’t just need compliance — we need value creation.

Hopefully, someone’s listening.

08/05/2025

Job Vacancy: Primary School Teacher (Position 1) Institution: Victory Brain Academy Location: Warri, Isubi

Victory Brain Academy is urgently seeking a passionate and qualified Primary School Teacher to join our dedicated team. This position is open only to residents of Warri who have a genuine interest in shaping young minds and delivering quality education.

QUALIFICATIONS:

Applicants must possess one of the following:

✓> Nigeria Certificate in Education (NCE) ✓> Ordinary National Diploma (OND) ✓> Higher National Diploma (HND) ✓> Bachelor of Science/Education (BSc/B.Ed)

ADDITIONAL REQUIREMENTS:

1: Excellent communication and interpersonal skills 2: Ability to work well with children and staff 3: Classroom management and lesson planning proficiency 4: A positive, enthusiastic, and professional attitude

KEY RESPONSIBILITIES:

✓ Develop and deliver engaging lesson plans aligned with the school curriculum ✓ Create a positive and stimulating classroom environment ✓ Assess student progress and provide feedback to parents and school leadership ✓ Maintain discipline and manage student behavior in accordance with school policies ✓ Collaborate with colleagues and participate in staff meetings and development programs ✓ Prepare learning materials and organize educational activities ✓ Encourage student participation and monitor their performance ✓ Uphold school values and maintain high academic and ethical standards

BENEFITS:

Salary is highly competitive

Supportive and professional working environment

Opportunities for career development and growth

HOW TO APPLY:

Qualified and interested candidates should send their CVs to:

Email: [email protected]

Only shortlisted candidates will be contacted.

05/05/2025

ODC GLOBAL CONSULTANT LIMITED
Building a Perfect Working System

WHO WE ARE
ODC Global Consultant Ltd. delivers excellence through the supply of qualified, reliable workforce across all industries. We are the best in HR management and supply chain—connecting top-tier talent to the organizations that need them.

We believe a successful business starts with the right people. That’s why we provide fast, trustworthy, and loyal workers on short-term, long-term, or project basis.

OUR WORKFORCE CATEGORIES
We have a pool of trained professionals and skilled workers in:

ENGINEERING & TECHNICAL: Civil, Mechanical, Electrical, Structural, Petroleum, Production, Mechatronics, Instrumentation, Drilling, Welding, Offshore Technicians, etc.

OIL & GAS: HSE Managers, Riggers, Roustabouts, Floorhands, QA/QC Inspectors, Reservoir & Mud Engineers, etc.

ADMIN & OFFICE SUPPORT: Secretaries, HR Officers, Procurement, Proposal Engineers, Customer Service, etc.

SALES & MARKETING: Sales Reps, Marketers, Business Developers, Brand Ambassadors.

HOSPITALITY & CATERING: Hotel Staff, Cooks, Housekeepers, Event Planners.

EDUCATION: Teachers, Admin, Librarians, Tutors.

IT & DIGITAL: Editors, Designers, Web Developers, Support Officers, Digital Marketers.

LOGISTICS & TRANSPORT: Drivers, Dispatch, Fleet Managers.

FACTORY & INDUSTRIAL: Operators, Loaders, QC Inspectors, Chemists.

HEALTHCARE: Nurses, Pharmacist Technicians, Caregivers, Lab Assistants.

DOMESTIC & PERSONAL: Housekeepers, Nannies, Drivers, Private Security.

GRADUATE TRAINEE PROGRAM
We groom and train fresh graduates to fit into your organization’s unique system.

NEED STAFF?
Let us supply your workforce today—we guarantee professionalism, speed, and loyalty.

LOOKING FOR A JOB?
Join our network. We train and place qualified individuals across sectors.

CONTACT US
Email: [email protected]
MD CJ, ODC Global Consultant Ltd

05/05/2025

JOBS BY ODC
NO REGISTRATION FEE REQUIRED

Job Title: Night Guard
Location: Elewuro Akobo - Ibadan
Job Type: Residential Security

We are looking for a young and energetic Night Guard (not more than 30 years old) to work at a residential apartment in Elewuro Akobo - Ibadan.

Salary: ₦40,000 monthly
Applicants must be residents of Elewuro Akobo - Ibadan.

Requirements:

Must not be above 30 years

Must be able to work as a residential security guard

Good communication skills

To apply, send your CV via WhatsApp to 09031481416 and indicate “Night Guard” as the role.

Note: You must have (1) guarantors ready before applying.

For more job updates, join our WhatsApp group: https://chat.whatsapp.com/E8ndpY1nh3hGZsHtsXzM9T

Best regards
Odc global consultant limited (Admin)