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Communication Hiring Tips Human Resources National Trends Online Employment Applications Social Media Software Tips for Small Businesses

Using Keyword Optimization in Job Descriptions

Modern-day hiring techniques cross over with marketing, so it’s essential to optimize your job descriptions for keyword searches. 

We know this may sound a little weird because HR professionals typically aren’t SEO experts, but just because you post your job online, doesn’t mean it’s getting in front of the qualified applicants you need. 

Keyword Research

Keyword research may sound daunting, but we’ll break it down into several steps to create the best, optimized job descriptions to help you stand out among the competition.

  • List of Keywords – Read through your job description and compile a list of job titles, duties and skills that best describe the job, including variations of phrases and search terms.
  • Research – Go to job boards, and search using those keywords and keyword phrases, reading through competitor’s job advertisements. If you see any keywords they use, consider incorporating those into your job description too. 
  • Review – Go back through past applicants’ resumes and see how job searchers list their qualifications, paying attention to any repetitive keywords that stand out.
  • Rank by Popularity – Use an SEO research tool to rank keywords according to popularity.
  • Optimize – Go back to the job description and incorporate naturally flowing keywords.

Remember to incorporate the keywords naturally, so they make sense in a sentence, avoiding overstuffing them. 

Over time, you’ll be able to compare what keywords do and don’t work in job descriptions. Just remember to use keywords that job searchers would organically type into a search engine to find jobs.

Ninja Gig is a secure online recruiting platform that allows you to post your job ads one time, and it will automatically disseminate them to all the big job search engines, including a job posting on Indeed. We offer a built-in portal that allows you to quickly review resumes, track job applicants and rank them by qualifications. If you’re interested in trying Ninja Gig for your company sign up today for a free trial and see what our robust online job application software and applicant tracking system can do for you! 

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The Value of On-boarding

Did you know that the right onboarding team can help a company retain top talent? Yes, it’s true – and especially so in today’s remote work culture. 

No one wants to start a new job and then hear, “Oh, I didn’t realize you were starting today. I’m not sure how to get you set up.” When someone starts a new job, they’re pumped up, ready to tackle new challenges and feel a renewed, refreshed spirit to bring value to the company. If they encounter obstacles getting set up during the onboarding process, this can quickly take the wind out of their sails and leave them with a bad first impression.

Whether your current onboarding process involves lost paperwork, not getting technology set up or notifying current employees of a new hire, the onboarding process directly relates to a company’s culture.

Boost New Hire Satisfaction

According to Gartner, nearly 33% of new hires immediately become discouraged with their jobs if they run into a poor onboarding and training process. Furthermore, they will begin looking for new employment within six months. Additionally, for employees who stay, it takes nearly eight months for their productivity to reach acceptable levels. 

New hires learn about the company through the onboarding process. They learn the ins and outs, the office lingo, about important clients, the company’s organization and whom to contact if they have questions – all of which set new hires up for success. 

Provide a Team

Instead of giving new hires a single point of contact, give them an entire onboarding team, which also helps reduce friction if a new employee and mentor lack compatibility and have different working styles. 

Some companies, such as Zappos, have a month-long onboarding process, while Pinterest focuses on a week-long orientation that includes leadership talks, IT setup and more. 

By taking these steps, you can help ensure that all the effort you put into finding good new hires goes a long way, ultimately resulting in higher job satisfaction rates.


Is your company looking for a top recruiting tool that includes an applicant tracking system? Look no further than Ninja Gig, which offers built-in legally compliant job applications online and helps create an automated hiring process for companies. Interested in trying Ninja Gig? Sign up today for a free trial and see how online recruitment can work for you!

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How to Find Great New Hires During the COVID-19 Pandemic

COVID-19 has left many companies struggling and feeling the economic pain of slow growth. Other industries, such as telecommunications and pharmaceuticals, are experiencing growth rates not anticipated to happen for several more years. 

HR departments and hiring managers have to hire without using traditional in-person interview methods to help meet the changing economic demands. Additionally, they face restrictions on gatherings, business mixers and canceled career fairs. So, what should businesses do?

Ninja Gig has rounded up the top places to find exceptional new hires during COVID-19.

Online Career Fairs

Maybe you wouldn’t typically join a career fair, but today’s virtual versions are great for attracting work from home employees and fostering a remote work culture. Create videos that help your company explain the culture, the positions you’re hiring for and remember to highlight an overview of the company.

Make it easy and straightforward for visitors to ask your hiring team questions. Consider using a free video-conferencing platform and phone number to contact you for a more personalized one-on-one conversation.

Job Boards and Social Media Sites

Post jobs online, on job boards and social media sites. Including details, such as “remote work available,” can also help attract a broader range of talent. Additionally, check out jobseeker groups online, as many talented employees have lost their jobs due to the pandemic and are actively looking online, including on LinkedIn. Update your social sites’ profiles to include that you’re hiring and include a direct link. 

Prior Applicants

Companies should keep a list of prior applicants, and sometimes you’ll find a fantastic candidate who isn’t a good fit for the current job opening, but might be for something in the future. Reach out and see if past applicants are still interested in work, and as a bonus, if you’ve already interviewed them in-person in the past, you won’t feel the pressure of scheduling several video meetings.

Recommendations

Ask team members to recommend friends for positions and offer an employee incentive program bonus for every candidate that gets hired. If employees have previously worked with someone, they will likely recommend someone with good work ethics that will fit in well with your company culture.

Competitions

In some industries, online competitions are a great way to attract talent. For example, some writers will have online short stories contests, engineers have coding challenges and social media gurus might have caption contests. Friendly competitions are a great way to tap into a creative pool of applicants that enjoy working and are up for a good challenge!


Ninja Gig is a comprehensive applicant tracking system for online recruitment that helps Human Resources departments develop an automated hiring process. Our easy-to-use software makes it simple to post legally compliant job applications online. Sign up today for a free Ninja Gig trial and start getting your job postings on Indeed noticed today!

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Don’t Overlook This Source for Qualified Candidates

One of the major problems companies make when looking for qualified candidates is spending their efforts in the wrong places. 

Yes, posting jobs on websites is critical to getting jobs in front of candidates, but you might also be attracting the wrong candidates for some jobs. Just because your company receives a flood of job applications doesn’t necessarily mean the applicants are qualified for the position. 

One of the significant pitfalls companies make is overlooking their website and social media pages to advertise open positions. Consider this: there’s a qualified applicant that has been targeting your company and is very interesting in working for YOU. Job boards make it challenging for applicants to filter by company, especially if you are placing blind ads. If an applicant is following your social media pages and regularly checking your company’s site, they won’t know when you have a job posting. 

What’s important to understand is that there are applicants that research companies and target them as potential employers. If an applicant knows about your company and invests in following you online, they’ve already shown brand loyalty, which is a rare commodity in today’s job market. 

While Human Resources departments should also focus their efforts on job boards because it does get their name out in front of other people, it’s important that companies also implement the following when posting jobs.

  • Make it easy to locate the career or jobs portion of your company website
  • Connect your social media accounts to your company career sites, such as Facebook and LinkedIn
  • Always ask for employee referrals

If you want to make it easy for candidates to apply through the same portal, link the job application on your company site to Ninja Gig, which makes it simple for HR professionals to organize qualified candidates.


Ninja Gig offers a complete applicant tracking system that helps create an automated hiring process. Focusing on easy-to-use software, Ninja Gig makes it easy for human resources departments to post legally compliant job applications online and quickly track job applicants. Sign up today for a free trial and experience Ninja Gig.