Monthly Archives: August 2019

Three Reasons Why You Should You Hire a Summer Intern Full-Time

With a robust economy, low unemployment rate and manufacturing at a steady pace, it’s no surprise the National Association of Colleges and Employers (NACE), reported that employers projected to hire 3.4 percent more interns in 2017 than 2016. In fact, 2017 was the first year since 2013 employers revealed positive hiring projections for interns, co-ops, and full-time, entry-level hires.

The association also stated that over the last several years, most membership-employers with internship (75.2 percent) and co-op (65.9 percent) programs said the primary focus of internship programs is to recruit college graduates for full-time positions.

Summer internship programs are beneficial for the employer and intern. The employer receives added assistance with daily work tasks while the intern gains much-needed work experience. It’s often easy to spot the talent of a summer intern during a summer program, yet why should a company offer a full-time position?

1. They Can Bring Value to Your Company

Many summer interns are keen and enthusiastic. Consistently devising fresh ideas and concepts for projects on an ongoing basis is a sure sign of potential future development and progress. Plus, they developed experience within a corporation over the course of an internship, and can further build on their ideas and quite possibly bring something new and exciting to the table for the long term.

2. Smooth Transition

Hiring and training new employees takes time. It can be frustrating for an employer to make the time and effort with on-the-job-training only to realize the employee becomes unhappy in their role or the employer is disappointed with their performance. Summer interns, however, have already grown into a role, their work habits are recognized, and are well-acquainted with other employees and/or clients. Plus, they are current with company operations and upcoming or ongoing projects.

3. Cost Savings

In simple terms, hiring and training a new employee means revenue for a company. According to a report from the Society for Human Resource Management, the average cost-per-hire is approximately $4,129, while the average time it takes to fill a given position is 42 days. Whereas, an intern is already present in their given role and an investment has already been made in their training.

Offering a summer intern full-time employment has several more benefits and is an effective way to develop a great team and grow a company. Even if there are no immediate openings for another team member, it’s always wise to leave the door open for a summer intern in the event of future hires.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Why You Should Your Company Use Independent Contractors?

As the hiring of contract employees is on the rise among corporations, are the days of the golden handshake, class A office space, and water cooler gossip a thing of the past? Not quite and there’s no need to worry about losing your cozy, corner office just yet.

Even though full-time still reigns supreme among America’s employed, the US Bureau of Labor Statistics reported in May 2017 that of the four alternate work arrangements, independent contract employment accounts for a leading 6.7 percent for total employment. On-call workers were a distant 1.7 percent, temp agencies were 0.9 percent and contract firms had a total 0.6 percent.

The big question is: why is contract employment so popular? You might be surprised with the many reasons, and just as many of the benefits. Here are four of them:

Cost savings

According to Nolo.com, having a full-time employee increases payroll expenses. Benefits, dedicated office space, plus contributions to social security, unemployment compensation insurance, etc. can inflate a business’s payroll by approximately 20 to 30 percent. Whereas recruiting a contract employee eliminates most – if not all – of these expenses.

 Flexibility

Nolo.com also states that many businesses experience fluctuating work flow levels throughout the year. Rather than pay a full-time salary (or salaries) – even during less busier times – the cost of a contractor is discontinued when the project is completed. Additionally, any legal compensation in the event of layoffs is – in most cases – usually not required for contractors.

Specific skillsets

It’s common knowledge that “bringing someone in” for a project will be trained specifically for a particular project. This eliminates time, effort and costs in training. Plus, having “a hired gun” for a specific project allows existing full-time employees to concentrate on other business growth.

There’s always a good time to hire an independent contractor

In a recent article from The Balance Small Business, hiring an independent contractor is ideal for when a large project is not part of a core business, which in turn, allows the opportunity for a company to generate revenue from another business sector. Additionally, the project can be executed by a professional with little supervision. Also, as contract employment is sometimes only for short periods, the project will be completed and scheduled in an allotted set period of time.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Three Basic Labour Laws to Know Before Hiring a Youth

Part-time employment for youths is a win-win situation. It’s cost effective and productive for a business while providing an opportunity for youths to develop certain skill sets and work habits in “the real world” after school hours.

However, as an employer, before you start hiring and scheduling hours, there are several laws and regulations in accordance to The Fair Labor Standards Act (FLSA) that you are required to know and abide by. While understanding the basic laws of hiring of youths is just a starting point, having a clear understanding will make the hiring process easier and make your employee’s experience more efficient.

Here are just three of the basic laws set out by The Fair Labor Standards Act (FLSA) to get you started:

How many hours can youths work?

According to The Fair Labor Standards Act (FLSA) the minimum age for youths to work is 14 with the basic minimum age being 16. In fact, Youth Rules! – a division of The U.S. Department of Labor – states that youths of aged 14 or 15 are limited to hours they are allowed to work. For example, youths may are not permitted to work:

 

  • Outside of school hours.
  • More than three hours on a school day (including Fridays).
  • More than 18 hours per week during the school year.
  • More than eight hours per day when school is not in session
  • More than 40 hours per week when school is not in session
  • Before 7 a.m. or after 7 pm on any day (hours are extended to 9 pm from June 1 to Labor Day)

 

However, while a little restricted for employers, there are no limited work hours for those aged 16 to 17 and can perform “any job that has not been declared hazardous by the Secretary of Labor.” Plus, once a youth reaches 18, “they are no longer subject to the federal child labor provisions.”

Youth Employment Wages

According to the FLSA, the federal minimum wage is $7.25/hour. Yet, for those under 20 years-old (and are eligible to be paid the minimum wage), an employer is entitled to pay as low as $4.25 per hour for the first 90 consecutive calendar days of employment. Following the 90 days, they are then required to pay the full minimum wage.

 

What Type of Businesses Can Youths Work For?

Other than the agricultural space, which entails a whole other set of labor laws and regulations, there are several kinds of employment available (non-manufacturing and non-hazardous jobs) including:

 

  • Various businesses in the retail space
  • Computer programming, tutoring, or the entertainment industry (singing, playing an instrument, etc)
  • Delivery services
  • Yard work (not including the use of power-driven mowers or similar equipment)
  • Loading or unloading objects at worksite including rakes, hand-held clippers, and shovels
  • Gas stations or car detail services.
  • Select restaurant jobs (such as washing dishes, cleaning equipment and limited cooking tasks)

Further, 14 and 15-year-olds who meet certain requirements can perform limited tasks in sawmills and woodshops, while 15-year-olds under certain requirements can work as a lifeguard at public pools or water parks.

By reviewing all the laws and regulations in accordance to the FLSA and that’s outlined by Youth Rules!, you are ensured that you’re meeting the required laws and regulations. Plus, you’re providing a lawful business place for you and your employees!

 

As youth labor laws may vary from state to state, its best to review the limitations and allowances for your area. For more details visit the US Department of Labor at https://www.dol.gov or Youth Rules! at https://www.youthrules.gov.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.