Monthly Archives: March 2016

The Adventures in Weeding through Job Applications

Human Resources Managers generally fall into a heap of overwhelming exhaustion after interviewing potential job candidates for a week. Today’s job applicants are different from 15 years ago.

Job applicants generally fall into several different categories:

Windex(R) Clean – These are dream candidates, which every company wants to pick up and hire immediately on the spot. They do not have criminal records, they have superior work ethics, and most importantly, they come readily prepared for the interview.

Alcoholics – These interviewees show up with ankle bracelets and smell like vanilla extract, the latest cheap alcohol high. They cannot carry a conversation. They forget their resume at home and you are lucky if they do not vomit in a trashcan in your office. Do not forget to add in the expense of a cab ride home.

No Manners – The no manners candidate often will blow his/her nose during the interview, line up tissues and then offer to shake your hand. “Um, no thank you.” This leaves you wondering what type of parents actually raised him/her and hoping your entire staff does not get sick with the latest plague.

Misunderstood Job Description – There is always this group of people. They start chatting about the job description, when halfway through you realize they are not on the same page as you. The job description is for talking to the public. The candidate suddenly has a look of horror and says, “I don’t talk to people.” Cut! That’s a wrap!

Candy Monger – Let us face it, the candy bowl is really just there for a piece of two, but mainly looks. Sometime in a Human Resource’s Manager’s career, they’ll get a candy monster that focuses on eating the entire bowl of candy instead of the interview.

The Lunch Eater – Every once in a while, a prospective applicant may take it upon him/herself to bring lunch to the interview. This is likely because he/she thinks the interview will evolve into a lunch meeting, but all this does it put you off even further, not to mention the haunting food smells the engulf the office.

Defining Spaces – Remember the “Seinfeld” episode with the close talker? You will run into close talkers, but be prepared, you may also run into huggers – stranger hugs. It is awkward, uncomfortable and a moment in life that will not pass soon enough.

Outfits – When an applicant wears the wrong outfit, it can be awkward. It is even more disturbing if he/she thinks the job is for a sandwich billboard or costume store instead of a corporate environment. Imagine Batman showing up instead of Bruce Wayne.

Convict – During the hiring process, the applicant forgot to share that he had a lengthy conviction and felony record. Unfortunately, this happens quite often, which is why background checks are becoming necessary today.

Ninja Gig offers employment application software. The software highlights job applications, which makes it easy for employers to simply ask applicants specific screening questions about their background, resumes, work history and much more. This detailed software application system can help reduce the number of unqualified candidates, making Human Resources Managers’ jobs significantly easier.

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Three Signs You Hired a Bad Employee

There are amazing charitable organizations that hire employees that are not just sub-par, but they are bullies down to the deepest recesses of their cores. They may be nice to their bosses’ faces, but these are just acts. When they break out the red Satan costumes, complete with devil horns, tiny little skirts and pointed red snake tails for Halloween, they are expressing their true inner-souls. If they have souls, they burn with the embers of hell and their double-edge tongues are capable of bringing people to their knees, leaving them in tears.

How can a charitable organization determine when they have not only hired a bad employee, but a rotten seed that is bound to destroy their entire crop? Here are some telltale signs:

  1. References – Their references seem coerced, rehearsed and almost overly eager to leave glowing recommendations. However, they also keep conversations brief and do not make unnecessary chitchat. This is because if they do not give superb recommendations, their teeth will likely end up scattered across parking lots. Another telltale sign are in-person references. Sweaty foreheads, hands and pit stains are all indicative signs that someone is uncomfortable. Pay attention to body language, nervous laughter or other signs that someone may not be at ease providing a reference.
  2. Drama – Soon after hiring an employee, you notice there is a lot of office drama and politics. Bullies usually always deflect drama away from themselves, because they learn from an early age that nothing is their fault, nor will they accept responsibility for their actions. Hiring an employee that has a negative attitude or treats other employees poorly will soon cause strife within the office. Before long, solid and hardworking employees will begin looking for other jobs. This is when bullies begin recommending their friends for jobs, so they can have their own social clique at work.
  3. Control – Bullies want to control every aspect of their work and social environments. For example, I called a charitable organization to report that one of their charitable recipients was facing embezzlement charges. Once you upset a bully, they simply do not play by the rules. They will do anything in their powers to not follow an organization’s strict guidelines. In this case, felons are not to receive benefits. However, bullies have psychological issues, believing they are far above the laws. They make their own rules on a case-by-case basis. In this situation, I will never contribute to this charitable organization again while this bully remains employed there. Bullies actually detour people from contributing to charities.

The bottom line is that charities need to make sure their organizations present a positive public image. If they hire bullies, this negative publicity puts their charitable work in jeopardy.

Ninja Gig offers completely customizable application templates and as an added bonus, employers can create their own, adding basic or specialized questions. We make it simple to accept job applications online, which allows companies to track applicants. This makes the hiring process simple and headache-free for managers.  Ready to get started?  Sign up today for a 30-day free trial to simplify your hiring process.