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.
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.
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.
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.
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.
Open Communication. Keep communication open and constant. Regularly remind employees about your referral program.
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!
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!
All businesses have felt the disastrous effects and fallout of COVID-19 on some level. More employees aren’t using their vacation time due to travel limitations, so what does this mean for employers?
Use It or Lose It Policies
While many employers have use it or lose it policies that worked well in the past, this may not be the case in 2020. Workers are likely banking large amounts of PTO, and if they’re forced to take that time off before the end of the year, you could find yourself short-staffed in December.
Adjustments to PTO Policies
Employers should consider adjusting their PTO policies now to help prevent December from being a short-staffed month. Here are some helpful ideas.
Change PTO Policies – Instead of employees being faced with losing their time off, consider adjusting the policy now to allow a portion of PTO to carry over into 2021.
Ask Employees to Use Time Off Now – Encourage employees to take time off instead of waiting in December to see if travel restrictions ease up. However, this can be a tricky situation, as employees might feel resentful, feeling forced to use their paid leave now. To help prevent this, convey to employees that you would like them to take leave now because many are stressed and overwhelmed by the world’s turn of events facing a pandemic. Encourage employees to embrace a “staycation” and turn off all their work – especially if they work remotely.
Rethink Your PTO Policy – There is no better year than 2020 to re-examine your entire PTO policy. Some companies are abandoning the use it or lose it policy and allowing employees to have unlimited PTO (that does not pay out if they leave their job). This will enable employees to rollover any unused PTO to 2021 without worrying about everyone taking a December vacation. While many employers are cautious about unlimited PTO policies, studies show that very few employees take advantage of these policies.
Ninja Gig can ease the burdens of hiring with our applicant tracking software. Affordable and easy to use, companies can quickly post legally compliant job applications online and track job applicants through the portal. We work to help create an automated hiring process for online recruitment that is easy to use and implement company-wide. Sign up for a free Ninja Gig trial today!
You can’t turn on the news or scroll through your newsfeed without reading about discrimination and racism. This two-part article focuses on combatting workplace discrimination, but first, we wanted to explain what exactly defines workplace discrimination.
Discrimination is when a person or group is treated less favorably due to their personal characteristics or circumstances.
Some discrimination is direct, for example, not hiring someone because of their skin color or religious beliefs.
Then there are types of discrimination that are indirect, such as imposing requirements that discriminate against certain groups. For example, you may have a policy that requires a specific dress code or hairstyle, but ultimately this could discriminate against certain groups.
Small business owners and employers have legal responsibilities under U.S. federal employment anti-discrimination laws. However, the laws companies are subject to depend on the size of their business.
1 or more employees – Employers must provide equal pay for equal work to both male and female employees.
15 or more employees – You must comply with the aforementioned equal pay rule based on gender and race, color, religion, sex, national origin, genetic information, disability, sexual orientation and gender identity.
20 or more employees – You must follow all the laws above, but you are also subject to not discriminating based on age. The age factor depends on each state, but with most states, it is 40 and over.
It’s also important to note that companies may have specific state and local employment discrimination laws they are required to follow.
Stay tuned for the second part of this article, where we’ll discuss workplace discrimination prevention techniques.
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COVID-19 has exposed employers and companies to an onslaught of legal litigation. Here are the top employment law liabilities employers face post-pandemic.
Wage and Hour Claims
With more employees working at home, many employers have abandoned their traditional time tracking methods. Employers should set clear expectations about regular check-ins and employee breaks to help prevent any issues. Employers may also be required to reimburse employees for some expenses related to telework, such as high-speed internet, cell phone or equipment costs.
Sick and Vacation Leave
Congress passed the Families First Coronavirus Response Act (FFCRA), imposing a federal paid sick time mandate. Employers with fewer than 500 employees must provide their employees with a specific amount of time off for reasons associated with COVID-19, such as they become ill, have to care for a child when their school has closed, etc. Many employers have already been reported for denying leave, requesting improper documentation, miscalculating employees’ pay and retaliating against them for taking leave.
The Centers for Disease Control (CDC) and OSHA show that COVID-19 is a recordable illness, which means that employers face risks for failing to comply with reporting and recording requirements. Employers will face workers’ compensation claims if employees contract COVID-19 on the job. If state workers’ compensation does not cover claims, employers could be liable if they were negligent in enacting safety measures to mitigate employees’ exposure.
As employers have employees begin returning to work, those with employees suffering from pre-existing conditions may be reluctant to return. Employers may be subject to discrimination under the Americans with Disabilities Act (ADA) if they unfairly deny an employee to work remotely with reasonable accommodation. If employees have been working remotely during the pandemic, this may make it even more difficult for employers to deny specific requests.
Ninja Gig’s advanced applicant tracking system software provides a robust automated hiring process for online recruitment that makes it easy to post legally compliant job applications online and track job applicants. Sign up today for a free Ninja Gig trial and post jobs online today!
More people are looking for transparency in leadership in all walks of life, whether in politics or the workplace. Employees want to know who, what, when, where and why, primarily when decisions affect them. They want to trust that those making decisions are looking at the big picture and taking their interests into account.
While the push for more transparency may cause leaders to feel stressed, they don’t need to vet or check every decision, as that is virtually impossible.
Some decisions can be made with relatively little to no input, while other more important decisions may require extensive research, analysis, discussion and consideration. It’s also the areas in between that can draw even more criticism and create problems, so leaders should practice transparency to help maintain employees’ trust.
Leadership Transparency: Quick Case Study
With COVID-19, a lot of businesses are reducing hours or closing their doors. If executive leadership in a company determines the best financial course of action is to reduce employee work hours, this needs transparent implementation.
What Happens with Top-Down Decisions That Lack Transparency
No matter how executives communicate their decision, it will be unpopular with employees. One person in a leadership position usually clearly communicates the decision to all employees, fending any questions that may arise, such as:
What was the decision involved in reducing hours?
How did leadership come to this decision?
Who was involved in deciding to reduce hours?
Do not blindside managers with public announcements. It damages the respect between managers and their employees. In turn, managers resent leadership for making quick decisions without receiving any input from them. It makes managers feel set up to fail because their teams stop having faith in them and lose all trust. All too soon, employee morale tanks and leadership is left wondering why. It’s simple: because the decision blindsided everyone.
There’s a better way to deliver bad news to managers and employees to avoid these issues. A strong, positive culture that revolves around leadership and having effective communication is a necessary foundation for growing and maintaining a company.
Here are the top two ways to successfully implement transparency at work.
Frequent Sharing – The right frequency of sharing sensitive information to ensure that employees are aware of any ongoing issues and any emerging issues. It doesn’t mean notifying employees about every single decision, but it’s best to avoid blindsiding them with major decisions that they didn’t foresee possibly coming. Keeping people in the loop can make a huge difference in how employees react to the news.
Feedback – Simply sharing a one-way street, also doesn’t make employees feel better about decisions, so it’s vital to collect and listen to employees to gain more clarity and understanding. Constructive feedback and discussion can often highlight new perspectives or even reveal alternative options that might work better for the company in the short and long-term. Few things in the workplace destroy employee morale more than not considering their feedback.
Having a good company culture that revolves around transparency can help benefit companies in our current COVID-19 world and post-pandemic. Use this opportunity to create a healthy workplace culture where employees feel valued.
Ninja Gig offers a comprehensive applicant tracking system that provides an innovative automated online recruitment process. Our easy-to-use software makes it simple to post a job online within minutes. If your company is looking to hire employees, Ninja Gig’s software will track job applicants. Sign up today for a free trial and experience Ninja Gig’s proprietary job posting software.
With more employees than ever before working from home due to Coronavirus, the workforce sees some significant changes. For some people, working from home is nothing new, and yet for others, this is uncharted territory.
At first, working from home can feel exciting and new, but over time, some employees may feel distanced, causing them to disengage, which, in turn, decreases productivity.
Managers need to help motivate remote employees, especially during pandemic times. Here are five ways employers can help drive a remote workforce.
Communication is Key
Remote employees can often feel that they are left out, which is why managers must communicate with their teams daily. Holding daily check-ins and asking employees if there is anything you can do to help boost their performance is critical. Additionally, managers need to quickly communicate important company news to remote teams to ensure they are in the loop.
Communication is a two-way street. Managers need to listen to any concerns that may arise, especially if employees feel anxious or overwhelmed about workplace events in today’s pandemic era. Monitoring and evaluating how to mitigate employees’ feelings is necessary, especially if employees feel isolated during these uncertain times. Assure them we are all in this together.
Setting Clear Expectations
Remember that COVID-19 has forced many people to work remotely, meaning it wasn’t their choice. Communicating and setting clear expectations about remote work requirements will help set your employees up for success. For example, if employees need to be available during set hours, communicate this to them. If you need a daily report of what they have worked on, ask them.
It is important to remember that not all employees may have access to an ideal telecommuting setup, especially if schools and daycares are closed. Be patient and understanding, and encourage them to take paid time off if needed to tend to any critical personal responsibilities.
Recognizing Achievements and Good Work
Recognize and reward employees that work hard. Incentivize telecommuting productivity and highlight employees’ dedication. Some great examples of ways to recognize achievements while telecommuting include:
Sending out company-wide or teamwide emails
Offering rewards to those employees that go above and beyond
Sending electronic gift certificates
Ordering dinner from a local restaurant delivery service and having it delivered to their home
Recognition doesn’t need to be over the top to be effective. Sometimes just an email or a personal call saying thank you makes employees feel valued.
Encouraging a Healthy Work/Life Balance
Remote employees may find it challenging to establish a healthy work/life balance when their home suddenly turns into their office. Not all employees have physical separation from their personal and workspaces, making them feel as though they are working 24/7, eventually leading to burnout.
Communicate to employees the importance of a healthy work/life balance, including giving them valuable tips, such as turning off their computer during non-working hours.
Employees tend to enjoy their jobs more when they feel as though they are part of a team. It can be hard for people to feel like they are part of a team if they work solo from home. Make sure to implement instant chat programs, such as Slack, and hold video conferences to help employees feel like they are part of collaborative company culture.
Ninja Gig offers an advanced applicant tracking system software that makes it easy for HR departments to track job applicants. Our innovative online recruitment system makes it easy for HR teams to post remote jobs with legally compliant job applications online. Sign up today for a free trial and experience Ninja Gig’s automated online job application software.
While many companies look at human resources departments as overhead support, they are critical to helping companies succeed. Human resources can improve business’ returns on their ongoing investments – their employees.
Human resources departments need to understand how sales departments are structured, what they are selling and to whom they are selling it to so they can assess the position and help find the best candidates for the sales team.
Sometimes it’s not enough to simply find someone that fits the job. HR professionals can help find a candidate that fits the company, whether it’s someone on-site, remote or available to work on weekends.
Having a seamless onboarding process usually takes several days to weeks. To help save time, have new hires fill out all their paperwork in advance, which helps to reduce overhead time and allows them to start their sales training immediately.
Instead of only focusing on sales numbers, create a family-friendly company culture. You may not have as many sales, but you’ll retain far more employees. Competitive companies that set higher sales goals and don’t focus on a family-friendly environment often experience double-digit sales employee turnover. Unfortunately, we all know that employee turnover affects bottom-line profits.
While many human resources departments and companies tend to focus on extremes, such as attracting top performers, we tend to overlook that most people are average performers. Focus on attracting average to above-average performers, instead of wasting valuable time trying only to recruit the top tier. By incentivizing middle performers, you can help them become top performers.
Given the right resources, human resources departments can help sales teams find the best candidates to boost their revenue and become a long-term team player.
Given the right resources, human resources departments can help sales teams find the best candidates to boost their revenue and become a long-term team player. 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 experience Ninja Gig’s automated online recruitment hiring software.
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 posting software designed for employers and recruiters to post legally compliant job applications online 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 job applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your hiring process.