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

Top Five Benefits of Online Recruitment

Long gone are the days for manual resume processing so companies can interview and hire the right candidate. Online recruitment software can save companies time and money, helping them build an efficient hiring process. 

Ninja Gig has put together a list of the top five ways that online recruitment can benefit your business in the upcoming New Year.

1. Access Anytime, Anywhere

With more people still working from home with the pandemic, it’s essential to keep everything online so that departments can easily access information. Additionally, this helps to minimize liability if sensitive data is stored in a secure online portal. Whether you’re posting legally compliant job applications online, sorting through online resumes, or contacting potential candidates for virtual interviews, recruitment software can dramatically streamline this process.

2. Connecting With Market Platforms 

Having job applications go out to the right platforms is crucial to attracting top candidates. Ninja Gig is a highly advanced online recruitment software that lets you post a single application online but pushes it to all the top job boards via our job board integration. That means you’ll get noticed on Indeed, Google Jobs, Zip Recruiter and more.

3. Applicant Tracking System 

Applicant tracking systems let you track job applicants, including reviewing and managing all received applications. Having a single admin portal for this information makes it easy for human resources to comply with retaining applications and give teams access to information while they work from home.

4. Safe Electronic File Keeping

Companies all worry about data corruption or loss of data due to system failures. Having an online recruitment software means that all changes save automatically offsite, which means less downtime if hardware or software should fail. Additionally, online recruitment software gives teams the ability to log in online to review candidates, eliminating the theft or misplacement of documents and information. Having a safe, secure and easily accessible system helps human resources departments run more efficiently. 

5. Time and Money Savings

The cost of recruitment agencies and extensive human resources departments can be expensive. Additionally, improper job advertisements and hiring practices can lead to extended vacancies, which can hurt profitability. Having an online, flat-rate system, such as Ninja Gig, makes it easy to track online recruitment systems’ return. Whether it’s saving printing resumes, storing physical hard copies of applications, or human resources departments spending extra time manually posting jobs to various job boards, a penny saved is a penny earned.


Are you interested in seeing how Ninja Gig can save your team and company money? Learn more and sign up to start your free, no-obligation 30-day trial today.

Categories
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. 

Categories
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. 

Categories
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! 

Categories
Best Places to Work Communication Coworkers Dealing with Bosses Employee Retention Hiring Tips Human Resources Morale National Trends Resumes Social Media Software Tips for Small Businesses

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!

Categories
Communication Goals Hiring Tips Human Resources Job Interviews Morale National Trends Online Employment Applications Social Media Software Tips for Small Businesses

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.

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

How COVID-19 Alters PTO Policies

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!

Categories
Business Books Communication Coworkers Dealing with Bosses Employee Retention Hiring Tips Human Resources Job Interviews Morale National Trends Nepotism Tips for Small Businesses Workplace Discrimination

Preventing Discrimination in the Workplace

In our previous article, we discussed what workplace discrimination is. But what can leadership and management do to help prevent workplace discrimination from occurring in companies?

Establishing a plan to help prevent workplace discrimination from happening is vital to a company’s success to help facilitate a positive culture and employee morale. 

Develop Policies

Developing a clearly-written anti-discrimination policy is essential. This information is part of the employee handbook. Every employee handbook should have a clear policy about discrimination, and upon hire, employees should receive a copy and sign an acknowledgment form. The policy should be broad, covering a range of potential discrimination types, outlining how discrimination complaints are filed, submitted, handled and resolved.

The Discrimination policy should clearly state:

  • Discrimination based on race, color, religion, national origin, sex (including sexual orientation, gender identity or pregnancy) disability, age or genetic information is strictly illegal. There is a zero-tolerance policy for discrimination. Provide examples and definitions of prohibited conduct. 
  • Provide reasonable accommodations to employees or applicants that require religious or medical exemptions, as required by law.
  • Clearly state how employees can report discrimination.
  • The policy should say that employees will not be punished for reporting or participating in discrimination claims.
  • Protect the identity of employees that report discrimination, to the extent possible.
  • Provide employees with prompt, thorough and impartial complaint investigations. 
  • Describe the consequences for employees that violate the non-discrimination policy. 
  • Research all federal, state and local discrimination laws to ensure these are all covered in companies’ handbook policies.

Consistent Processes to Resolve Complaints

If complaints arise, it’s vital to resolve them quickly and effectively. Workplace discrimination can lead to legal issues and cause employees to lose trust in their employers. Consistently address and resolve issues, highlighting that the company expects everyone to receive fair and equal treatment. Establish a process that fits your company’s size, resources and overall structure to make sure that you can successfully resolve complaints.

Educate Employees

Merely giving employees copies of a handbook and going through the onboarding process doesn’t constitute educating them about discrimination. In fact, some states require that companies regularly provide anti-discrimination training programs. Whether or not you’re required to do so by law, it’s best that companies are proactive in educating employees about discrimination. Employees need to be aware of the policies and procedures in place, how to report allegations and what falls into the zero-tolerance category for discrimination. 

Companies should also conduct separate training for management and supervisory personnel to quickly identify potential discrimination claims and fight to address them immediately. 


Ninja Gig offers an innovative approach to applicant tracking system software. Our affordable, yet robust software makes it easy for human resources departments to quickly post legally compliant job applications online and track job applicants. An automated for online recruitment has never been so easy to implement and manage! Act now to sign up for a free Ninja Gig trial of our proprietary applicant tracking system!

Categories
Best Places to Work Communication Employee Retention Firing Employees Hiring Tips Human Resources National Trends Resumes Software Tips for Small Businesses Workplace Discrimination

What is Workplace Discrimination?

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. 


Ninja Gig offers an applicant tracking system software like no other! Our robust online recruitment software creates an automated hiring process, making it easy for companies to quickly post legally compliant job applications online and track all their applicants in one simple online job application software portal. Act now and sign up today for a free Ninja Gig trial!

Categories
Best Places to Work Communication Coworkers Dealing with Bosses Goals Human Resources Morale National Trends Social Media Software Tips for Small Businesses Workplace Discrimination

Incorporating Transparency in Leadership

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.

Implementing Transparency

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.

  1. 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.
  2. 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.