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Best Places to Work Communication Dealing with Bosses Employee Retention Goals Hiring Tips Human Resources Job Interviews National Trends Social Media Software Tips for Small Businesses Working from Home

Are Work-From-Home Positions The Future?

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.


Ninja Gig is an easy-to-use online job application software designed for employers and recruiters to post legally compliant job applications quickly. Whether you need to post temporary, seasonal, part-time, full-time or remote job applications, our applicant tracking system software is simple to navigate, making it easy to track applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your hiring process.

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Best Places to Work Communication Dealing with Bosses Employee Retention Firing Employees Human Resources Morale National Trends Software Tips for Small Businesses Workplace Discrimination

How to Take a Kinder Approach to Firing Employees

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.” 

Consider Alternatives

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. 

Be Transparent

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. 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 applicants. Sign up today for a free trial and try Ninja Gig’s automated hiring software.

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Best Places to Work Communication Coworkers Dealing with Bosses Employee Retention Goals Hiring Tips Human Resources Job Interviews Morale National Trends Online Employment Applications Social Media Software Tips for Small Businesses Working from Home

Culture Pivot: Building a Remote Workforce

In today’s modern world, it’s becoming more and more common for companies to have remote workforces. Post-pandemic, more companies than ever will restructure their current operations model to allow employees to work from home. If your company is considering having a telecommuting workforce, consider these helpful suggestions.

Hiring Good Talent

Hiring talented employees helps make companies successful. Build a team that is passionate about their dreams, goals and jobs, and motivated by more than just their paychecks. Hardworking and ambitious virtual employees that maintain positive mindsets are essential to having a remote workforce.

Set Clear Expectations

Before hiring remote employees, set clear expectations about the delivery of work, available hours for scheduling and job-specific expectations. If you’re transparent upfront, you’ll be able to identify the correct applicants for the job quickly. 

Key Performance Indicators

Instituting key performance indicators (KPI) can help companies monitor and analyze the progress of their remote workforce. KPIs should align with companies’ quarterly and yearly goals, which helps easily track progress over time. Management should monitor their own KPIs, holding themselves to the same standards as their employees.

Focus on Communication

To replace a traditional workplace with a remote workforce, companies need to have effective communication. If all employees are onsite, it’s easy to walk to someone’s desk to get an answer, but having the proper digital tools in place to facilitate communication can significantly help. Software applications, such as Zoom and Slack, are great for remote employees. They can easily schedule appointments, share files, send instant messages, discuss tasks and even participate in video conferences.

Organized Task Hub

Employees need to be set up for success, not failure. Keeping track of tasks can be tedious and challenging, and things can be easily overlooked. It’s essential to create a central, organized hub that highlights all tasks, information and due dates. Popular project-management software platforms include Basecamp, Asana, Trello and Monday

Getting Started

While the idea of hiring a remote workforce and implementing these changes may seem overwhelming, more and more companies are beginning to make this switch. As more companies embrace a remote culture, look to successful organizations as guidance for how their remote business models work. Additionally, more employees view working remotely as an excellent job perk, helping them avoid sitting in traffic for hours each day. Productive employees are far more valuable than those that are overworked and overstressed.

Ninja Gig offers a highly effective applicant tracking system that allows you to accept job applications online. Our advanced system features an automated hiring process for online recruitment. You can quickly create legally compliant job applications to help you attract top candidates for your remote workforce. Sign up today, try our free trial and see how easy our automated hiring software is to use!

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Best Places to Work Communication Employee Retention Hiring Tips National Trends Tips for Small Businesses Working from Home

Strategies to Recruit Seasonal Employees Post-COVID-19

Businesses that rely on a seasonal workforce need to hire and onboard employees that best represent their business to the public and customers.

Companies should consider taking a look at operations and overhaul their staffing. Here are some great tips to incorporate this season before hiring seasonal employees.

  • Write detailed job descriptions, so employees have clear expectations when applying.
  • Hire only candidates that want seasonal work to avoid people quitting or leaving.
  • Dedicate more time and resources to successfully onboarding and training new employees.
  • Use an automated hiring process to help with higher-volume hiring and applicant screening.
  • Hire not only for aptitude but also attitude.
  • Give preference to candidates that can return year after year for seasonal work, as this limits the future onboarding process.
  • Keep seasonal workers on the same HR platform as full-time, regular employees.
  • High nationwide unemployment doesn’t make seasonal hiring easy.
  • Consider paying a bonus if people finish the season.

Whether your business is looking to recruit permanent or seasonal workers, it’s vital that you keep up-to-date on the latest market conditions, especially post-COVID-19, and employ effective hiring strategies. 


Take advantage of effective recruiting techniques by using a robust online job application software, such as Ninja Gig. If you need help hiring new seasonal employees post-COVID-19, try our advanced applicant tracking software system. Sign up today, try our free trial and experience our easy-to-use automated hiring software.

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Best Places to Work Communication Employee Retention Firing Employees Goals Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Salary Software Tips for Small Businesses Working from Home

Short Term vs. Long Term Hiring Strategies

Hiring can be a complicated process. Typically companies have immediate needs, and then they have long term goals to help them succeed in building a profitable future. Hiring is no exception, which is why companies should employ two main types of strategies: short term and long term. 

Short Term Hiring Strategies

Most employers classify short-term hiring strategies as those that fulfill an immediate need. This need may or may not exist long-term, but the current demand for a solution requires immediate hiring. Examples of this may include:

Seasonal Employees

Write job descriptions to source candidates that only want seasonal work. Giving preference to “same time, next year,” candidates can help reduce training requirements and also offers customers the opportunity to interact with familiar faces.

Temp-to-Hire

Evaluate potential employees through temporary work before extending a full-time offer that commits employers to benefits. This can save employers valuable time, money and the HR headaches of temporarily employing a lousy hire.

Long Term Hiring Strategies

Long-term hiring strategies are a critical component of a company’s success. Whether it’s replacing an employee or creating a new position, having a plan in place is necessary to building a strong company culture and foundation. 

Corporate Strategy

A long-term recruiting strategy should coincide with a company’s corporate strategy. Hiring employees that fit your company goals and culture are essential. Review your business strategies and plan and hire employees that match those long-term goals.

Company Brand

Having a strong company brand will not only help you create a long-term recruitment strategy, but it will have a direct impact on employee retention. When developing a company brand, consider the following:

  • What are the company’s core values?
  • What is the company’s structure?
  • How do you recognize or reward employees?
  • Do you offer career advancement?
  • What type of work/life balance do you offer employees?

Once you have created your corporate strategy, advertise it everywhere – from offer letters, marketing materials and welcome emails. 

Social Media

Using social media to foster a talented pool of potential job applicants is also critical. It’s more than just posting jobs; it’s about fostering engagement. Turn the people that like your page into those that want to work for you! 

Job Postings and Descriptions

Make sure that your corporate strategy and goals are on your website and that your career page highlights your company’s mission and culture. Job descriptions should be more than just bullet points and skills. They should reflect the company’s culture and brand while describing what the job actually entails. 

If you implement balanced short-term and long-term hiring and recruitment goals for your company, you’ll find it easier to maintain any job turnover and that you’ll attract some of the best, brightest talent around. 


Ninja Gig allows companies of all sizes to develop an automated hiring process for online recruitment. Our easy-to-use online job application software allows companies to create legally compliant job applications. Not only can companies accept job applications online, but our applicant tracking system makes it easy to evaluate talent, highlight promising applicants and contact them for interviews. If you want to learn more about Ninja Gig, sign up today for a free trial and experience how our advanced software can simplify your hiring process.

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When Should Employers Discuss Salary in Interviews?

Knowing when to discuss salary in an interview can be tricky, especially if applicants have expectations but don’t know how to bring it up. 

Here at Ninja Gig, we firmly believe that companies should discuss salary immediately, as this helps avoid attracting applicants that may not accept the salary you are offering. 

To help respect your valuable time and maximize the number of interested applicants you attract, we recommend the following tips.

Job Description and Application

Post the proposed hourly rate or salary range online in the job posting, which will help detour anyone that is not interested in the offered rate from applying. Companies will benefit because they’ll attract more applicants that are interested in the job. Additionally, go a step further and list all benefits, if any, you are offering. A transparent job posting helps to layout expectations and educates applicants about your company.

Initial Interview

Once companies weed through applications for qualified applicants, it’s important to discuss the salary at the end of the first initial interview. This reinforces the pay to make sure it’s within the acceptable amount for the applicant. If an applicant is not OK with the proposed rate, you can forgo wasting additional time and effort on the second or third rounds of interviews. 

To help avoid wasting your time as well as the applicant’s valuable time, discuss the salary range upfront. You can always refine that amount when you present an offer, but it’s best to know that both parties agree on the variable range. 


Ninja Gig’s online job application software makes it easy for employers to create legally compliant job applications that highlight benefits and salary range within the job description posting. If your company needs assistant with online recruitment and putting an advanced applicant tracking system in place, sign up today for a free trial and preview our automated hiring process.

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More Employees Looking for New Jobs in 2020

The job market and economy are strong, which means that nearly 50 percent of employees are on the lookout for a better job with a more healthy work environment, better pay and benefits. 

The three main reasons that employees will be looking for new jobs this year include:

  1. Money
  2. Feeling undervalued and unappreciated
  3. Desire a better work-life balance

Unfortunately, for many employers, the best employees are usually the ones to quit first, which can be devastating in terms of turnover. 

Ninja Gig has compiled a list of additional reasons why people are on the hunt for new jobs this year.

  • Relationship with the Boss – This is not in a personal sense but in a lousy boss way. Many employees leave their jobs because their boss isn’t good at managing and makes their work-life chaotic and miserable.
  • Bored and Unchallenged – Bored Employees don’t engage with work. It’s best to give employees challenges to maintain their interest in the job and the company.
  • Relationships with Coworkers – When people spend more than 40 hours a week with the same people, toxic coworkers can quickly make a job miserable. Stay on the lookout for workplace bullies. On the flip side, employees that have friends at work often enjoy their work environment more and are willing to stay with a company longer.
  • Contributions – Employees want to feel that they help to contribute to a business’ success, which means that they need to feel connected to the bigger picture.
  • Autonomy and Independence – Businesses are responsible for creating a work environment that fosters autonomy and independence instead of controlling micromanagement.
  • Recognition – Employee recognition is a significant factor in employees’ overall happiness. 

By creating a positive company culture, businesses can work towards minimizing turnover this spring and summer.


Ninja Gig is an online job application software that allows employees to incorporate an automated hiring process for online recruitment and accept job applications online. Sign up today with Ninja Gig and receive a FREE trial.

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Best Places to Work Communication Employee Retention Goals Human Resources Morale National Trends Tips for Small Businesses Workplace Discrimination

Showing Employee Appreciation

Instead of celebrating Employee Appreciation Day one day a year in March, more employers should learn to value their team and show appreciation for their hard work year-round. 

As we established last week in our article, Uncovering the Root Cause of Workplace Stress, it’s essential to create a psychologically and physically safe space for employees to help ensure they are happy to reduce overall turnover rates.

The following tips highlight the top six ways to appreciate employees throughout the year.

1. Ask Questions

It may seem silly, but just stopping to ask employees how they are doing and engaging in small talk can help break up the stress of important deadlines, strapping bandwidth and juggling multiple projects simultaneously. By incorporating caring, genuine conversations, you’ll enhance your relationships with employees at work.

2. Saying Thanks

Regularly thanking employees for their hard work, dedication and perseverance may seem obvious, but in today’s busy world, the small pleasantries are often overlooked and go unsaid. Instead of implying thanks, saying it has immediate benefits and helps employees see that their hard work is appreciated and positively contributes to the company’s overall success.

3. Checking In

Checking in on employees to see how their workload is, if they have any questions and if there is room for improvement gives them the sense of being heard and understood in today’s chaotic workplace. Engaging with employees on a deeper level helps build stronger relationships, which leads to deeper trust. 

4. Exploring Employees’ Strengths

When employees can showcase their strengths and work in those areas, their performance skyrockets, as they are more motivated to do better work. To help facilitate employees’ growth, identify the unique strengths that will allow them to build further skillsets going forward. By engaging employees and identifying their strengths, you can further boost their confidence and help them navigate their future career paths. 

5. Onboarding and Training

Proper onboarding and ongoing training for employees helps ensure they have the education and knowledge to do their job effectively. Training can significantly improve employee retention rates, setting the tone for employees’ careers at companies. 

6. Inclusivity

Having a diverse workforce helps foster creativity and innovative thinking. Encourage employees to connect on a personal level and not only focus on business conversations. Learn what causes stress and anxiety, as well as what brings employees joy and makes them feel valued. 

Spending eight to 10 hours a day with coworkers is a lot of time spent away from our families and personal obligations. By making our work hours fulfilling and meaningful, we can help to enrich the lives of those around us and foster a nurturing, healthy work environment.


Ninja Gig specializes in helping companies develop an automated hiring process. Sign up with Ninja Gig today for a free trial and see how your company can easily accept job applications online via the applicant tracking system, which is ideal for online recruitment.

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Uncovering the Root Cause of Workplace Stress

According to the American Institute of Stress, job stress is the primary source of stress for American adults, and it is progressively getting worse over the last several decades.

Long-term, increased stress can lead to all types of health conditions, including hypertension, heart attack, anxiety and sleep disorders. 

Americans are working longer and harder than ever before. A government report found that the number of hours worked increased by eight-percent in one generation by the late 1990s, which means that Americans went from working an average of 40 hours to 47 hours a week. Globally, Americans are different from other countries. While in 1995, workers in Japan worked more than Americans, now Americans put in an extra month more of work than the Japanese and an astounding three months more than those working in Germany. 

The Health Effects of Stress

Occupational stress can cause a variety of physical ailments, including:

  • 30 percent suffer from back pain
  • 28 percent complain of stress
  • 20 percent report feeling tired 
  • 13 percent suffer from headaches

Job Stress is Costly

According to the American Institute of Stress, job stress costs U.S. businesses more than $300 billion annually, which is primarily due to:

  • Absenteeism
  • Accidents
  • Employee turnover
  • Medical, legal and insurance-related costs
  • Poor productivity
  • Workers’ compensation claims

Common Causes of Workplace Stress

There are many reasons that workplace stress exists and occur on the job, such as:

  • Lack of clarity; unclear objectives
  • Insufficient employee support
  • Poor cohesion amongst teams and employees
  • Employees have little control over their work or experience micromanaging
  • Difficult or inflexible work hours
  • Psychological harassment
  • Poor management and lack of communication policies
  • Poor health and safety policies

Human resources departments should work to help companies minimize stressful environments, which can significantly boost employee satisfaction and retention rates.


Ninja Gig offers an automated hiring process for online recruitment. We feature legally compliant job applications via our online job application software, which makes it easy for HR departments to accept job applications online and track qualified applicants. Sign up for a free Ninja Gig trial today and simplify your recruitment process.

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Best Places to Work Communication Employee Retention Human Resources Morale National Trends Social Media Software Tips for Small Businesses Working from Home

7 Top Human Resources Tasks That Companies Should Automate

Human Resources is one of the most overworked and understaffed company departments and often faces managing new hires, answering benefit-related questions and coordinating an endless mountain of paperwork. Enter modern-day HR automation, which can make management more affordable and accessible.

  1. Payroll – When payroll is automated, it reduces the possibilities of human error and makes it easier to provide more accurate calculations, payroll records and better time management since programs automatically track time-off requests, vacation and sick leave.
  2. Time Sheets – Digital time tracking software helps reduce manual tracking errors and employee time fraud, making it easier to compile hours and data for payroll.
  3. Onboarding and Recruitment – When you hire a new employee, have all new hire paperwork, including applications and tax forms, automatically emailed.
  4. Records Management – Keep all necessary company paperwork in electronic format so you can easily search for items in the future, which is much easier than sifting through boxes of paper.
  5. Benefits – Employee benefits can be difficult to track manually. Companies should automate the benefit eligibility process, allow employees to quickly make online modifications to their plans and automatically have emails sent to employees to help manage open enrollment periods.
  6. Evaluations – When companies only conduct annual reviews, they often forget about an employee’s performance during the first part of the year. Having a streamlined, automated process that evaluates employees’ work performance throughout the year and allowing for clear communication between employees and supervisors can dramatically help reduce turnover while promoting collaboration.
  7. Tax Documents and Forms – Automating tax documents helps ensure that you always use the correct tax forms, and that information is still up-to-date.

Your Human Resources department needs the necessary automation to hire talented employees, while dramatically reducing paperwork. Ninja Gig makes it easy for companies to accept job applications online via their cost-effective and innovative applicant tracking system. By having an automated hiring process, HR departments can use online recruitment techniques and produce legally compliant job applications online in minutes.

Sign up today for a free Ninja Gig trial and let us help you automate your company’s hiring practices.