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Best Places to Work Communication Goals Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Social Media Software Tips for Small Businesses Working from Home

Interviewing Made Easy: How to Make Remote Candidates Feel Special

The candidate interview experience is an essential component of the interview process that helps define what candidates think about your company. The candidate experience begins when you post your job application online into the interview and through the onboarding process.

If your company is spread out, fully remote due to COVID-19 or has locations across the world, it can be challenging to build rapport with qualified candidates. 

Here are Ninja Gig’s top tips to help ensure that remote candidates have a great experience with your company during the entire interview process.

  • Stand out from the crowd with a compelling job description
  • Tell job seekers about your company and list your values in the online job posting
  • Consider adding interviewer bios and videos to your site with a link so they can learn more before applying
  • When communicating with applicants, add pertinent company information to your emails
  • Connect through video
  • Ask questions that acknowledge candidates and let them share about themselves
  • Treat candidates like customers
  • Always personalize communication with applicants
  • Say thank you
  • Always compensate for screening tasks
  • Provide constructive feedback if you turn down applicants

These simple yet effective techniques can help companies find the right remote candidates for their organization.

Ninja Gig offers a comprehensive applicant tracking system for online recruitment. Our job posting software makes it easy to track job applicants online. Interested in learning how Ninja Gig can help your HR systems and team? Sign up today for our FREE TRIAL. 

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Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Resumes Software Tips for Small Businesses

Simplify Your Hiring Process

Simplify Your Hiring Process

While COVID-19 has upended the job market, companies are having more difficulty than ever finding qualified long-term applicants. A simplified yet strategic hiring process can help.

Ninja Gig has compiled created a step-by-step guide to help HR departments navigate this daunting process.

Step 1: Identify the Need

Make sure you need the position. Create a clear list of responsibilities and tasks for the job, including skills and requirements that are essential and preferable. This first step is also the opportunity to determine:

  • Is the role part-time or full-time?
  • The number of hours per week.
  • Is the position is best outsourced or remote?
  • How much revenue should this job offer?

Step 2: Budget for Advertising

Hiring can be expensive. It’s best to set limits upfront and determine the best online job posting tactics. Online job boards can range from $25 per post to upwards of $5,000 per month. That’s why Ninja Gig has focused on developing an all-inclusive applicant tracking system with a low, flat-rate fee for unlimited job applications online. If you’re using online recruitment for an executive position, recruiting agencies can cost an average of $20,000, depending on the volume and industry. You may also have employee referral bonuses or incentives, travel expenses and paid test projects. Remember to factor everything into your overall budget.

Step 3: Plan

Companies must have a comprehensive idea of what the job entails before posting online and interviewing candidates. Sit down with management and review the following:

  • Hiring timeline
  • Hiring team members
  • Candidate screening criteria
  • Interview questions
  • Follow up and survey with candidates

Step 4: Job Description

Job descriptions serve double-duty, as they can attract qualified candidates and serve as a guide for job hires’ duties. A great job description includes:

  • Compensation
  • Opportunities for learning and professional growth
  • Timelines for candidates accomplishments within the first six months and their first year
  • Consider replacing the traditional responsibilities section with an impact section
  • Includes who the position reports to and if they interact with customers
  • List annual meetings or other company-related activities

Step 5: Promoting Jobs

Once you’ve got your job description in hand, you’re ready to promote it online. We recommend that when you sign up for Ninja Gig, you create a website portal with your custom URL. You can then use this to link on your company website, specialty job boards, social media channels, job fairs and industry publications. Remember, the added benefit of Ninja Gig is that we push your job posting to other job posting sites, such as Indeed, Zip Recruiter, Google Jobs, and more. To learn more about employee referrals, see our latest article, Ninja Gig Explores the Best Source for Qualified Applicants.

Step 6: Screen Applicants

There are several parts to screening applicants. Initially, we recommend a quick video chat or phone call to learn more about them. Here are some tips for this screening phase:

  • Have the candidates share some of their life stories.
  • Ask them to discuss past experiences in detail.
  • Make sure they meet the job criteria by asking specific job-related questions.
  • Ask candidates if they have any questions.

Some employers have paid test projects or personality tests to narrow down the applicant pool after the initial screening. 

Once you have narrowed down the applicant pool, you can work towards in-depth interviews, which are usually conducted in person. If the position is remote, schedule a longer video interview. 

Step 7: Background, Reference Checks, Offer

Once you’ve decided on an applicant, make sure to conduct any necessary background and reference checks before extending a written job offer. Learn more about what should be included in a job offer
Sign up today for a FREE TRIAL and see how Ninja Gig can help transform your online recruitment process.

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Best Places to Work Employee Retention Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Software

Ninja Gig Explores the Best Source for Qualified Applicants

If you’ve been in HR long enough, you can remember the days when you would post a job application online, and before long, you would have an entire stack of resumes and qualified applicants to peruse. Today’s world is a little different, and when you add Covid-19 to the mix, hiring just got a lot harder and more complicated. 

So how can you find the best applicants online? Employee referrals.

Employee referrals are one of the best ways to find qualified candidates for your company. Yes, career sites and job boards will let you collect the largest number of resumes. Still, studies show that employee referrals will produce the highest number of qualified applicants, ultimately leading to long-term hires. 

Companies that institute referral programs have lower cost-per-hire rates than other recruiting sources. Additionally, it takes them less time to hire, and they have far higher long-term retention rates. 

Now, we’re not saying you shouldn’t post on job boards, because you can always find a qualified applicant. We’re merely saying that you shouldn’t overlook employee referrals or having an employee referral program in place.

Here are five tips we recommend to help you create and expand your employee referral program, especially on a limited budget.

  1. Talk to employees. If you don’t tell employees how important their referrals are, how will they know? The more you talk about it, the more it will trigger employees to act.
  2. Make referrals easy. If employees have to jump through hoops, they probably won’t act. Make it easy to refer employees by creating an online job posting through Ninja Gig, complete with a custom URL. Then share this with your employees via email, your company webpage and social media. The easier you make it for employees to share, the more apt they are to participate in an employee referral program.
  3. Don’t just tell them, show them. Sometimes employees don’t want to be inundated with long emails. Sometimes, creating a short video to show them how they can refer and get credit for their referrals is helpful. 
  4. Open Communication. Keep communication open and constant. Regularly remind employees about your referral program.
  5. Celebrate the wins! When employees participate in the referral program, and you hire their referral, make sure to thank them. Employees love recognition, so don’t let a valuable opportunity like this pass by unnoticed. 

When employees share job openings with their friends and those outside of work, they provide information about the company, the team and the job. These extra personal details let job candidates know more than just reading a simple job description; they have insight into the company and if their friends are happy working for you. When they commit to applying, they have made a thorough, well-informed decision about the job, which leads to increased employee satisfaction and higher long-term retention rates. 

Ninja Gig strives to make it easy for employers to post a job online and track job applicants using their innovative applicant tracking system. Unlike other expensive online job advertisements, Ninja Gig’s flat, low-rate fee allows companies to post UNLIMITED job applications online. Interested in learning more? Sign up today for a FREE Ninja Gig trial and experience job posting software made easy!

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

Make Your Company Stand Out on Job Posting Sites

As a company, it’s important to find ways to make your company and the culture better. Not only will this help you to attract more qualified candidates, but it will also help improve your overall long-term retention rates. When companies aim to grow and improve, it shows employees that they’re appreciated and valued.

Determining key areas to change within a company can be a challenging process. To help determine where your company needs to change, Ninja Gig has compiled a list of questions for companies to not only ask management but their current employees.

  1. Offer – What does your company have to offer? What are your top five selling points that make your company stand out from the competition?
  2. Competitor – Now, consider your competitor’s top five selling points. What makes them more attractive than your company to job seekers?
  3. Negatives – It’s always hard for someone to read negative feedback, but we can’t improve without this. 
    1. What are five negatives that employees complain about or drive job seekers to pursue employment with the competition? 
    2. What are five negatives of a job seeker looking for employment with the competition?
  4. Stand Out – Now, sit back and compare your company’s positives and negatives with your competitors. How can you stand out? Can you introduce new, innovative and different experiences to motivate current employees and attract talented job seekers? Can you eliminate the negatives within your company to help promote long-term employee retention rates? 

Ninja Gig is an innovative applicant tracking system that seeks to make online recruitment easier for companies. Our online job application software makes it easy to advertise job online, track job applicants and hire your company’s best applicants. Sign up today for a FREE Ninja Gig trial and start getting your online job advertisements in front of the most qualified candidates.