While excellent employees don’t always make great remote workers, management and HR must know how to interview potential applicants for todays’ budding remote workforce.
Here are some helpful tips when interviewing potential remote applicants.
Observe and Learn – How fast do they respond to your inquiries and emails?
Interview Questions – Ask about their remote work experience and what tools they use to manage their schedule.
Test Project – Whether you pay for a larger project or have applicants do a small unpaid project, give them a trial assignment to see how they work, if they can meet deadlines and what other team members think of their work.
When interviewing remote workers, consider finding applicants with these skill sets.
Creative Troubleshooting Techniques
Ability to Use Software Programs and Technology
Interviewing remote workers is slightly different from onsite employees. No matter the difference, companies need skilled workers, and asking the right questions can help you find a remote applicant that works best for your team and company.
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While Americans still wait to return to normalcy while practicing social distancing, many companies are reevaluating traditional onsite culture and propose a permanent shift to remote work.
For example, major employers such as Nationwide, Mondelez and Barclays are discussing reducing physical office space in favor of more remote work. Many companies are seeing the advantage of decreasing physical real estate space, which would save considerable overhead on expenses.
More companies are seeing proof that employee productivity doesn’t suffer in a remote environment. Companies may not need their full staff to physically return to offices to accomplish their workloads. If the US is facing a global economic slump post-COVID, remote work can help many companies significantly cut costs to survive the difficult times that may lie ahead.
Nationwide Insurance announced a permanent transition to a hybrid-style work model. They will continue to operate their four corporate offices in Ohio, Des Moines, Scottsdale and San Antonio. The majority of their other locations around the US will have their employees continue working from home.
While this outcome could be detrimental for the commercial real estate industry, we could also see more expensive renovations to comply with social distancing. Property management firms are already anticipating having open layouts and new seating arrangements, which will be costly for renovation teams.
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HR receives thousands of employment applications, but how do you narrow down the list of applicants once you’ve reviewed the necessary criteria? Turn to the world of social media. Whether it’s checking on current employees or screening potential applicants, social media is a powerful tool.
Whether employers are looking for candidates that fit well into their culture and company or looking to verify if a resume is accurate, social media gives employers a glimpse into personal lives.
Social Media Channels
The main social media channels that employers check are Facebook, Twitter, Instagram and LinkedIn. Keep in mind that if you search for someone on LinkedIn and view their profile, the applicant or employee can see it. LinkedIn serves as a secondary resume for many applicants.
On the flip side of things, if employers can’t find any social profiles for applicants, they may be less apt to hire them. Employers may assume that an applicant has erased all their profiles or hidden information on purpose, but this may not be the case.
While some places say, it’s not ethical to check social media sites, for HR to overlook it is also negligent in today’s high-tech age.
Equal Employment Opportunity concerns abound with social media profiles. Not everyone is on social media, especially age-protected groups or those that are socially disadvantaged. Social media should be used in conjunction with other recruiting approaches, not the only avenue. Additionally, don’t rely on just one form of social media, but check them all. If HR sees anything that influences their hiring decision, it should be printed out, and the reason for rejecting or firing the applicant needs to be documented.
If you post jobs on social media, remember these are advertisements that must include EEO information as well as affirmative action taglines. The postings must also include all hiring documents that are required by federal and state law.
Many employers may also be privy to race, approximate age, gender and more – including medical or family problems posted on social media.
So while social media is an integral part of today’s society, employers should proceed with caution to avoid violating any EEO rules or regulations about hiring or retaining employees.
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As an HR professional, if you’ve ever had to fire someone, you know this is one of the hardest parts of the job. However, every good business leader knows that sometimes the best decision for a company is to dismiss an employee. In fact, according to a Harris poll, nearly 40 percent of Americans have lost their job before.
Employees report that being treated with respect is something they need and want from their employer. In fact, employees say that appreciation and recognition, as well as the opportunity for development, learning and growth, are less important than their need for respect.
Even if an employee isn’t working out, it’s essential to treat them with respect. Here are some tips for terminating an employee with integrity and compassion.
Opportunities for Improvement
Companies should have two different types of employee termination: attitude-based and performance-based. If an employee is failing to meet clear job criteria, management and HR must set employees up for success. Employees need to be aware of any performance issues, and management needs to help set expectations for a solution.
Employees need a clear timeline to improve performance – between 30 to 90 days – and management should regularly check-in to gauge their performance. Break down goals into more manageable milestones. However, if an employee has shown no improvement by the end of the probationary period, it’s acceptable to have a hard termination conversation.
If an employee has a poor attitude, this can quickly evolve into a toxic workplace for other employees. One bad employee that has a negative attitude can soon corrupt and poison an entire team. Management can still be respectful and say, “Is there something going on? When you act this way, your attitude impacts our entire company and your coworkers.”
If someone is unhappy, see if they would be happier somewhere else in the company. Sometimes an employee is burned out and would prefer a new career. If an employee has a strong skill set, this might be an excellent option.
No matter what happens, HR and managers must document everything to ensure they are complying with termination laws. You may also have to prove later that employees weren’t working out, and other steps were taken before terminating their employment. Teach management to take detailed notes about problem employees, listing specific attitude or performance issues in writing. Remember to document all behavior and performance issues, as these are needed to help minimize potential legal risks.
Ensure Termination is Handled Correctly
Before management fires an employee, make sure they consult with HR. A termination plan must be in place to help ensure that the company is following all procedures and legal requirements when terminating an employee.
If a company exhausts all their options, and they need to let an employee go, it’s best to be detailed and precise. Explain when they will receive their final paycheck, severance pay, returning company property and how benefits will be terminated. Stand firm and don’t give them the impression you may change your mind. Transparency is a critical component when it comes to terminating an employee.
Ninja Gig is an online job application software for employers and recruiters that makes it easy to post legally compliant job applications online. Whether you need to post seasonal employment applications or full-time jobs, Ninja Gig’s advanced applicant tracking system software makes it easy for HR departments to track job applicants. Sign up today for a free trial and try Ninja Gig’s automated job application software.