Monthly Archives: December 2017

Super Bowl: The Best Engagement Tool for Employees

Helping boost employee morale and engagement is a hot button topic for companies and human resources departments. Instead of downplaying the Super Bowl, encourage employees to celebrate this annual event.

You’re probably wondering why you should actively encourage employees to talk about football on the job when reports show that 1.5 million workers call in sick the Monday after the Big Game. Not only that, but studies show that productivity on the job drops the entire week before the Super Bowl.

If your favorite football team is in the Super Bowl this year, be more forgiving towards your employees. You may even consider making schedules the Monday after the event more lax to help accommodate employees that stayed out late partying and celebrating this monumental event.

To encourage employees to celebrate and be more productive on Super Bowl Monday consider incorporating these win/win ideas into your company’s annual schedule.

  • Host a social hour or breakfast on the Monday following the Super Bowl. This allows employees to mingle, discuss Big Game highlights and gives them an excellent outlet for their energy and enthusiasm. Chances are the employees that show up at work will spend at least an hour talking about the game anyway, so you might as well embrace this time and make it fun.
  • If your employees had a game betting pool, announce the winners the Monday after in a fun-filled ceremony. It is important to note that some states do make exceptions for “social gambling,” so this is something that you may need to discuss with your legal department.

Celebrating what is important to your employees will help to increase your employees’ overall productivity and morale.

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Get the Gift: Applicant Tracking Systems

The statistics are conclusive: nearly 50% of applicants are not qualified for the jobs they pursue. This creates a borage of seemingly endless resumes. Then you’re faced with the mounting task of reviewing and sorting the hills of paper and mountain of emails.

Introducing the Applicant Tracking System

An Applicant Tracking System (ATS) scans job applications for keywords, employment history and even college records to help identify the most qualified candidates for your organization.

There are many benefits to using an ATS, including:

  • Your human resources’ department will decrease the amount of time they spend organizing resumes, as they can automate job postings, prescreen candidates and review resume submissions.
  • These systems help to manage an active pipeline of successful applicants.
  • Your company can standardize their hiring process, which helps save valuable time.
  • Allows businesses to hire better screened and more qualified candidates, which helps boost long-term employee retention.
  • Tracking systems allow hiring managers and human resources departments to always stay in the loop.
  • These programs are fully customizable, which means that companies can track what skill sets are most important to them.

There are also financial benefits to instituting an ATS. These systems are automated which will help ease the workload of recruiters. Instead of manually going through resumes, online job postings and interviewing every applicant, recruiters can direct more of their time towards the hiring process instead of recruitment.

These types of systems also reduce overall administrative personnel costs. Hiring departments no longer have to manually enter data, call or email candidates, weed through piles of paperwork or waste time. By using an automated recruitment software, employees can focus on more important tasks.

Ninja Gig offers online job applications, which are easy for companies to customize. You can start focusing your efforts on hiring qualified candidates that benefit your organization instead of wasting time sorting through paper resumes.  Sign up today for a free trial and see how simple your life can be with our applicant tracking system.

Employer Alert: Why You Should Never Ask for Personal Information Online or in Emails

Human resources departments shouldn’t ask for social security numbers or personal information online or in emails. If you do and your system is not secure, you could be opening the company to an unnecessary lawsuit.

There’s a world of hackers and identity thieves out there just waiting to gain access to information that they can exploit and use to their benefit. A security consultant that specializes in scams and identity theft stated before Congress, “Social security numbers are more susceptible and valuable than ever.” Over the last several years, many companies have adopted the convenience of having employees and potential applicants email their social security numbers and birth dates. However, while it is legal to ask for this information from a qualified candidate, you should always have him/her fill out the information in person and avoid submitting anything electronically.

Additionally, 12 states ban social security numbers from being printed on documents that are mailed. This includes tax forms, etc. Some states have exceptions for medical services, insurance, fraud prevention or law enforcement. However, it is best to check with your state’s legislature to make sure you can mail tax forms, request social security information or anything else that contains sensitive information.

The states that restrict mailing social security numbers within a mailing envelope are as follows: Alaska, Arizona, California, Colorado, Hawaii, Illinois, Michigan, Minnesota, New Jersey, New Mexico, New York, North Carolina, Pennsylvania, Rhode Island, South Carolina, Texas and Vermont.

You can legally ask an applicant for his/her birth date during the job screening process. However, the key to misusing this information is if the company discriminates against someone for his/her age. Age is protected under the Age Discrimination Act of 1967. Employers request date of birth and social security information to facilitate background checks, which is commonplace in the big business world. Background checks usually check commercial, criminal or even financial records depending upon the type of job the applicant is seeking.

Employers, however, cannot ask any age-related questions. Date of birth should only be used for informational purposes.

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