As the ski season ramps up, so too does the need for seasonal resort nurses. Many of the big ski resort towns grow into a blossoming resort in the wintertime. As the slopes become packed with skiers and snowboarders, the hospitals near resorts see an overflow of emergencies, broken bones and head injuries. With so many seasonal patients, these resort-area hospitals need to hire additional resort nurses to ensure they have full staffing during the winter months.
Traveling nurses especially make the most of the ski season. Here is a list of the top five nursing ski destinations:
Park City, Utah
Lake Tahoe, California/Nevada
Ninja Gig offers customizable online job applications, which means that you can ask the tough questions up front before committing to a lengthy interview process. Here are some excellent employment application questions to ask seasonal nurses on an online job application:
Why did you decide to become a nurse?
Write about a situation where you had to deal with a demanding, difficult patient and what you did.
Why are you applying for this job and why do you want to work at our hospital?
What made you choose your particular field of nursing?
What kinds of personality traits do you feel are necessary for nurses to have?
In your opinion, what are some of the most significant issues and challenges that nurses currently face? Why do you think you are qualified for the job?
Essay questions can be an insightful part of the initial interview process. When advertising for seasonal nurse positions, make sure to list out detailed requirements and education to help avoid unqualified nurses from applying. Additionally, since ski resorts are incredibly busy in the winter, it’s best to make sure applicants can work in a fast-paced hospital environment.
Sign up today for a free trial of our completely customizable applicant tracking system and see how quickly and efficiently you can take care of your hiring needs this season!
The holidays are just around the corner, and if you’re like many restaurants, you may find an increased need for seasonal restaurant employees, which can be especially true for ski resorts or restaurants close to retail shopping establishments.
Here are some helpful tips for hiring seasonal restaurant staff:
Last Year’s Staff – Check and see if your seasonal staff from last year has availability to help this upcoming holiday season. By reaching out to employees you have hired in the past, you can help reduce your overhead and training expenses. Refresher courses are far easier than starting from scratch and teaching employees everything. Encourage employees to return next season and stay in touch with them throughout the year.
Promote to Schools – Many colleges offer their students up to four weeks off in the wintertime, and a seasonal job may fit in perfectly with their schedules. Additionally, college students typically don’t demand high salaries and find minimum wage acceptable.
Train Staff – Train all of your seasonal staff at the same time to help reduce the number of company training sessions. Consider instituting a simplified iPad-based point of sale (POS) systems, which require less training than traditional POS systems.
Local Laws and Regulations – Always pay attention to and follow local laws and regulations that relate to hiring seasonal employees. Under federal law, part-time employees still receive some benefits, such as workers’ compensation and social security. Some states also mandate that part-time employees receive unemployment benefits, which may depend on the length and duration of the seasonal employment.
Ninja Gig offers custom online employment applications, which makes it easy for employers to advertise seasonal and part-time positions on their websites and social media pages. Some studies show that nearly 79% of Americans use online information and job applications to apply for jobs. Sign up today for our 30-day free trial and start filling those positions quickly!
The holiday season is nearly upon us, and many companies are in full swing advertising, interviewing and hiring seasonal employees. If you have a seasonal business, here are some valuable tips to consider when investing in seasonal employees.
Evaluate – While some businesses, such as retail stores at Christmas or ski resorts in the winter, rely on hiring seasonal employees, it is best to evaluate the current staff before hiring additional employees. Analyze past trends and learn when you need to have seasonal employees start.
Comply – Comply with all country or state requirements for seasonal employees., which includes minimum wage, pay regulations for nights, weekends or overtime, health insurance requirements and labor regulations for teenagers between the ages of 14 and 17.
Here are some additional tips to follow when interviewing and hiring seasonal employees:
Job Descriptions – Write specific job descriptions and clearly state that you are only recruiting for a seasonal position. In some cases, be sure to put the title of the job and then “Winter Seasonal” next to it in parenthesis. Also clearly state any requirements for the job, such as prior cashier experience, necessary ski instructor training, etc. If the position requires heavy lifting, clearly indicate the physical demands of the job. Being upfront will help you attract more qualified candidates’ resumes that clearly understand the requirements of the position.
Advertise – There are a variety of job boards that have more seasonal job postings than others. For example, make sure to post the position on your company’s website and social media pages, but also explore Indeed, Monster, CareerBuilder and Snagajob. Other websites that are dedicated to seasonal employment postings include: CoolWorks, SeasonalJobs and BackdoorJobs.
Evaluating Candidates – Consider evaluating candidates in groups initially, which will help if companies receive a lot of qualified resumes. Even though the position is seasonal, hire for both the cultural fit and qualifications, not solely based on skills.
Retaining Employees – Something seasonal companies understand is that if an employee quits mid peak season, they have a significant gap in their workforce and it’s difficult to train someone for a job that only has a matter of weeks or months remaining. To help detour employees from leaving jobs early, consider offering end-of-season bonuses for employees that stayed on the entire season. Additionally, consider offering loyalty bonuses to returning staff to help offset training expenses the following year.
Creative Benefits and Perks – Offering creative benefits, such as flexible schedules, can be desirable to prospective candidates.
Ninja Gig specializes in offering custom online job applications, which are ideal for seasonal employers this holiday season. These employment applications can highlight areas for candidates’ specific skills and qualifications, as well as having candidates acknowledge or answer any necessary questions. Additionally, employers can easily save resumes and applications to comply with all state and federal document retention regulations. Sign up for our 30-day free trial and find those seasonal candidates immediately!
Whether you’re a seasonal company gearing up for the winter holiday rush or you have some current positions open in your organization, hiring the right employee is critical to your success.
While you can’t please everyone in your company, you can do your best to mitigate poor hiring decisions and focus on deciphering what employee traits are valuable to your company so you can better facilitate the interview process.
Here are the top five things to consider when interviewing candidates:
Career Commitment – If someone is committed to his or her career, this may signify loyalty. Employees that switch jobs or careers frequently in pursuits of higher salaries may not be the long-term employee your business desires. Heavily weigh the candidate’s previous job duration and make inquiries about why they keep switching jobs. It could be something out of their control – like layoffs – but if they’re always looking for something better that pays more, it may be best to consider another qualified candidate.
Test Learning and Analytical Skills – Keep in mind that a resume may be impressive, but there are also a lot of companies and freelancers that specialize in writing resumes. Because resumes can contain lies, it’s best to use a variety of methodologies to analyze candidates’ skills.
Compatibility Match – You may find an impressive, brilliant applicant, but if they aren’t compatible with your company’s culture, you’ll have personality clashes, which can lead to an unproductive, unhealthy work environment. If a candidate expresses that they have difficulty getting along with co-workers or bosses, it may be a red flag that they are not a good fit for your company.
Improve Your Hiring Process – Companies that follow these hiring steps have more success with finding long-term employees:
a. Avoid magic bullet or irrelevant questions and focus on the candidates’ knowledge, capabilities, confidence, skills and attitude.
b. When advertising available positions, make sure to list all job requirements to minimize unqualified candidates applying for the job. For example, list specific responsibilities, experience, skills, knowledge and required education.
c. Involve several people in the hiring evaluation process, because the more people that participate, the better chance your company can hire a good fit.
Review Social Media – Looking at a candidates’ social media page may have some legal complications, but companies can weigh the pros and cons. Today, nearly 90% of companies recruit through social media platforms because having an online presence is so important in our business world.
Ninja Gig can help companies simplify their online job application process. Our fully customizable online employment applications are ideal for companies to use on their direct websites or social media pages. Sign up today for a free trial of our highly reviewed applicant tracking system!
One popular trend is using assessments during the interview process to find the best employee for the position and work environment. Applicants can look impressive on paper, but hiring someone that is the right fit for the job is essential to reducing overhead costs associated with advertising and turnover. Companies also want to find employees that are a positive, beneficial influence on the overall work environment.
Assessments are an excellent way to assess applicants’ abilities and personalities. While traditional high school ACT and SAT tests examine intellect, today’s workplace assessments are designed to measure soft skills, intelligence and even personality traits.
Some employers give assessments before interviews, while others narrow down the applicant pool and conduct evaluations after the initial interviews, focusing on just a few candidates that may be a good fit for the position.
There are dozens of different assessments online, and it is best to select the right one for the particular skill set your company needs. Here are some things to consider when choosing an assessment tool:
What do you want to test? If you’re going to screen candidates for personality, intelligence and reasoning, most recruiting assessment tools will work well. However, if you want to test applicants for particular roles or skills, you need to look into a specialized assessment, such as typing tests or code evaluation platforms.
Select designs that appeal to candidates. Select the right style of test that reflects your employer brand. Tests that are long, tedious and difficult to understand can undermine the positive impression you want for your company.
Look for assessments that offer the right types of reports. Think about what your company wants from an assessment. Do you want something that will test candidates, evaluate their answers and then present the results, or do you need something that has more extensive reporting, analytics and career recommendations?
Consider your companies’ needs when selecting an assessment company, so you don’t waste potential employee’s time, and your HR department can focus on hiring the best candidates for the job.
Ninja Gig offers online job applications, which makes it convenient and easy for employers to advertise open positions online. Most job seekers prefer to complete online employment applications, whether it’s from a desktop, tablet or smartphone. Sign up today for a 30-day free trial!