Category Archives: Communication

Are Your Job Descriptions Meaningful Enough?

Spend five minutes browsing any job board in the world.

I’ll wait.

Notice anything? It’s almost as if there were one person—or robot—out there writing every job description for every company.

They’re all painfully dry and repetitive.

Why?

Shouldn’t companies be more excited and proud of their openings? Most of these descriptions make it sound like they’re trying to lure someone from a job they’re unhappy with into one that they’ll eventually feel the same way about in a year.

And this is a big miss.

Companies should invest in writing more meaningful job openings and descriptions. Jazz them up. Get people excited for the opportunity to apply! If that means hiring a copywriter, so be it.

In today’s climate, candidates no longer want to simply settle for a paycheck. Millennials and Gen Z are looking for meaning. For a chance to be a part of something bigger than themselves.

If your company has a unique product or mission, own it! Write your job descriptions with your company’s own unique tone of voice. Don’t settle for the repetitive droning you’ve seen everywhere else all your life.

Writing job descriptions that stand out will do the following:

● Generate more candidates.
● Create a more competitive applicant field. Rather than receiving generic, form cover letters and resumes, applicants will take the time to try and impress you. They’ll tailor their resume for your eyes only. They’ll write individualized and engaging cover letters. They’ll reveal themselves more fully all because they want to impress you more than anything in the world.
● Subliminally communicate your company’s culture. If your company is a quirky and fun place to work, writing your job descriptions in a matching tone of voice will help weed out people turned off by such cultures, saving you precious time having to do this yourself during the hiring process.

Don’t be afraid to turn job descriptions into creative writing projects. You’ll strengthen your applicant field and make your company stand out amidst a sea of sameness.

And you’ll have more fun along the way.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

3 Hiring Mistakes You Must Avoid

What’s the number one warning issued to growing companies by business owners, CEO’s, and managers the world over?

Hire carefully.

It’s been said that one bad hire added to a small or growing team can be enough to sink the ship. If not handled smartly, hiring could be the kiss of death for your organization. So to help you stay safe from this pitfall, we have uncovered the three biggest mistakes to avoid.

  1. Not Assessing Strengths During the Interview Process

It is entirely possible to have two candidates with nearly identical resumes and experiences who have wildly different strengths and weaknesses. And unfortunately it is extremely difficult to get to the bottom of this with cliche interview questions like “what are your biggest strengths/weaknesses?”

Instead, incorporate a strengths assessment into the hiring process. These tests have been scientifically validated over many decades, making them a more reliable and quantifiable indicator than an interviewer’s notes. There are a ton of strengths assessment tests available online for little to no cost, so the barrier to implementing this step immediately is virtually nonexistent.

  1. Hiring Too Fast

Slow. Your. Role.

Growing companies are eager to add to their workforce so they can continue growing. But if you’re hiring too fast you’re bound to make mistakes and add a few bad apples to the team. Make sure, no matter how tempting to complete the hire and move on, you do your due diligence. This means going beyond reference and background checks. Screen their social media profiles, have them meet the people they’d be working with, give them test projects or even hire for a 30 day trial period before offering a full-time job.

The costs of bad hires are simply too high to risk moving fast.

  1. Poorly Written Job Descriptions

If your job description is written haphazardly or someone in HR is responsible for drafting one outside of their expertise, you are bound to attract the wrong applicants. Too many companies don’t think about this, so they end up with an HR professional writing job descriptions and screening applicants without any domain knowledge. For example, if you’re hiring a Public Relations and Social Media Marketing Specialist, you better have someone from PR and Marketing owning the search in its entirety. Otherwise, how is an HR professional supposed to know the lingo, skills and experiences that actually matter?

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

How to Win the Resume Game

Ahh the resume. The single document at the heart of the job search. Never has writing one page caused so much strife. From the infinite layout possibilities, to the key information you need to decide to include or not, it can be overwhelming for stressed job seekers.

But fret no more, we’re here to teach you how to write a resume with ease. In fact, when following these tips, most of the writing will be done for you before you even begin.

Tip 1: Reframe Your Entire Approach

As a job seeker, you need to find a job. Sometimes in a hurry. But if you approach your job search merely through the lens of your needs, you are already putting yourself at a disadvantage.

Instead, you should focus on the hiring manager’s need to find the right person. Reframing your search in this way will help you write a resume tailored to your audience.

 

Tip 2: Write a New Resume For Each Application

It’s tempting to think of a resume as a static, “one size fits all” document. This is how most job seekers approach their resumes. And it’s why over 80% of resumes get ignored.

Instead of writing a single resume and blasting it out to anyone and everyone, tweak each version according to the needs of the job posting. Think of your resume as akin to an audition tape; an actor would never submit a comedy sample to film directors seeking to fill a serious role, so why would you submit the same resume to dozens of companies all seeking different skills and experiences?

 

Tip 3: Use the Job Posting to Write Each Version of Your Resume

Ok, tip number two sounds like a lot of work. But here’s the thing: tweaking your resume dozens of times per day is actually quite easy when you let the job description write it for you.

To get considered for an interview, your resume needs to match the requirements and skills listed in the job description. Busy hiring managers will only have enough time to skim all the resumes they receive for matches to the job description. So you should rewrite your resume using the same words used in the job posting, word for word. This doesn’t mean you should say something about yourself if it’s not true, but it does mean you should describe yourself verbatim to the company’s description. Write “good written and verbal communication skills,” not “I’m a good writer and I communicate well with colleagues.” Write “possess strong leadership skills,” not “proven leader.”

 

Tip 4: Trim the Fat

It’s tempting to list EVERYTHING you’ve ever done on your resume. We think this depth will be viewed favorably by companies, but, in reality, it often leads to resumes landing in the rejection pile. Because your resume needs to focus on what you can do for them, not on why their job opening works for you, you need to write a hyper-focused resume that only contains relevant information for your audience.

If you worked as a marketer for the first five years of your career before becoming an IT professional, your next application for an IT opening doesn’t need to include five bullet points on what you accomplished in marketing. The hiring manager simpy won’t care because it has no bearing on whether you have the skills and experiences necessary to become their next IT wizard. Feel free to keep the job on the resume in order to fill any voids in your timeline, but it can just be a single line. Save the precious space to expand upon your success in IT.

The job search is hard enough. Don’t let a weak resume stand in your way. Follow these four tips and watch the interview invites roll in.

 

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Explode Your Recruiting Reach With These 4 Hacks

Spend some time on any job site on the internet and you’ll quickly notice something: big companies are spending a fortune to promote their openings.

But what are you, as a small business, to do? You’ll never have the same recruiting budget as the big boys, but that doesn’t mean you can’t achieve the same reach to find employees. We’ve compiled our top hacks for exploding your reach with Ninja Gig using free (or low cost) online tools and social media best practices.

Read on to learn how to reach more candidates starting right now!

 

1. Build a direct link on your homepage

The first tip is the easiest. After you’ve created your Ninja Gig portal and chosen your custom domain name (yourcompany.ninjagig.com), you’ll be ready to promote the link anywhere and everywhere. But too many companies forget to start with the low-hanging fruit first.

So, start at home–literally. Your organization’s homepage is the most widely visited page on your site, so why would you bury your job openings on another page? You can provide potential candidates with an easy apply through the Ninja Gig link as soon as they land on your site.

2. Create a Social Media Video with Link

All the major social media platforms use algorithms to determine reach. Which means that in order to get your content out to as many candidates as possible, you need to create content that the algorithms favor. And video posts can average 50%+ more reach than any other form of content!

Most companies simply post a boring “We’re Hiring” post with a plain text link to the opening. Not only can you reach more candidates with video, but you’ll also garner more applicants by sharing an engaging video that shows why your organization is a great place to work. The video does not have to be high-end (you can even shoot it on your phone) but it must be authentic and inspire candidates to want to apply.

Be sure to include a “Apply Now” link on the post to your beautiful Ninja Gig portal so candidates can easily swipe/tap/click their way to the application.

3. Embed a “We’re Hiring!” Link to Your Ninja Gig Portal in All Company Emails

Whether there are a handful of employees at your company or thousands, the reach from current staff adds up. Turn your entire workforce into a recruiting army by embedding the Ninja Gig links in all company email signatures. Use a tool like HubSpot’s or Gimmio to implement with ease.

4. Create a Social Media Post For Current Employees to Share

References are the most powerful recruitment tool, which is why most organizations offer referral bonuses to current employees. Use your employees’ motivation to land the bonus in your favor by creating a social media post that they can simply swipe and post to their personal accounts. Not only are you amplifying your reach for free by tapping into their personal networks, but the message itself means more when it comes via word of mouth from a current employee.

Use a tool like Canva or Pablo by Buffer to create a stunning visual that employees will be proud to share with their networks along with your company’s Ninja Gig link.

 

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

5 Qualities Companies Look For When Hiring

Job searching can be a lonely process. Rejections, ignored applications and long days of scrolling online job boards will make you feel like you need a vacation before you’re even hired.

But, job seekers take heed, there are specific qualities all companies look for in their new hires. Maybe you already possess some of them, maybe not, but all can be learned before you land your next opportunity.

Currently Employed
Let’s get this one out of the way first. While it is true that companies prefer to hire candidates currently employed elsewhere, you don’t necessarily need to hold official employment status to demonstrate this quality.

For example, if you’re currently unemployed and on the job hunt, consider taking an unpaid internship or volunteer position with a company. You’ll learn valuable skills and you can list it on your resume just like you would any other job. You’ll find that many hiring companies don’t care if you’re working for free; they may even applaud the go-getter initiative this displays.

Strong Work Ethic
It can be tempting to turn your resume into nothing more than a list of roles you’ve held. But companies want to know what you’ve accomplished, not just what seats you’ve occupied. Make sure you can demonstrate how your hard work has translated into tangible results and success for current/previous employers. If you can’t paint a picture in the employer’s mind of how hard you work, they’ll never know.

Loyal
Are you looking for your next temporary landing spot, or a long and fruitful career? While the modern world has reshaped what is considered an acceptable tenure with an employer (the average person now changes jobs an average of 12 times during his or her career), hiring managers are still on the lookout for someone who wants to grow with the company long-term. Make sure you can demonstrate why you are looking for growth opportunities.

Collaborative
Do you play well with others? There are very few jobs in the world where being a team player is not a prerequisite. When job-seeking, you should demonstrate that any prior success was due in large part to the team around you. Employers want to know that you will not cause any team dysfunction if they are to bring you on board, so do not leave it as an unknown question mark in their minds.

Culturally Balanced
While your strength as a candidate should depend first and foremost on your skill set, employers are also looking for certain cultural qualities to fit their company. Before getting too far along in the application process with any company, do your homework on what the culture is like there. A company’s website and their LinkedIn and Glassdoor pages are a great starting point to do a little reconnaissance. You don’t need to be a social butterfly, but companies want to know what type of person you are as a whole (you’ll be spending a lot of time together should they hire you), so share a little about what hobbies and interests pique your interest outside of work.

Ninja Gig makes hiring super simple for companies of all sizes.  Ready to simplify your hiring process and find great candidates?  Sign up now for a 30-day free trial and start accepting job applications online immediately!

 

The Latest in HR Trends

Every year seems to have a different focus on the HR industry, so what trends are going to be present throughout 2019? Ninja Gig weighs in with what they are seeing kick off this new year.

Personalization

In the past, many companies have focused on a “one-size-fits-all” approach to standardizing businesses. Employees have different work styles, and some employees work better in a collaborative work environment, while others prefer more isolation and silence. Tailoring specific office design settings to employees’ work styles helps to produce more productive employees and a personalized work environment.

Trust

Trust is a big one. Do people trust the companies that employ them? If not, then it makes it difficult for employees to be loyal and stay with a company long-term. I mean if someone doesn’t trust their employer, why do they still work there? If a company says they’re going to do something, they should try their best to do it. Broken promises and smoke and mirrors all contribute to a poor work environment, which leads to higher turnover rates.

Paternalism

While traditionally companies have been taught that leaders and managers should be good coaches, this isn’t necessarily true. In reality, many managers aren’t good, motivating coaches. It’s essential that managers undergo training to help them understand the process of becoming a good coach. If you invest in helping managers to become good coaches and teach them how to enjoy their jobs more, you’ll have long-term employees that are more productive and happy.

Doing Less

Management needs to make an impact by doing less because it produces more significant results in the workplace. If there are an overwhelming number of rules and regulations, work can feel more like going into court than a positive working environment.

Focusing on People

Sometimes it’s easy to get caught up in semantics, but in the end, all employees are people. Sometimes the expectations of the workforce can be too high. Understanding the psychology of people, what motivates them and how they are driven to succeed will significantly help to improve company performance.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Salary Calculators

In a market where there are more jobs than candidates, how does a company stay competitive with salaries?

In looking at several different salary calculators online, Ninja Gig has compiled a list of the top tools to use this year.

Indeed

Ninja Gig posts jobs to Indeed because it’s the largest online job posting site on the Internet. Indeed has an extensive database from which it pulls job ads, worker reports and employer information. Free to use, it gathers information from a number of organizations, which makes it a useful tool for analyzing competitors.

Salary.com

An exclusive employer-reported information site, the basic service for Salary.com is free, but subscriptions can vary from $29.95 to $1,200 a year, depending on several factors, including industry, company size and geographic location.

BLS Salary Survey

The federal Bureau of Labor Statistics (BLS) uses quarterly employer surveys that rely on geography, industry, organization size and job characteristics, to allow companies to analyze salaries. As a bonus, this is free because it’s a federal organization and receives funds from tax dollars.

PayScale

PayScale relies on employee-reported information that is regularly updated as more people visit their salary information. The first comparison report is complimentary, but after that, pricing varies on a case-by-case basis.

LinkedIn

LinkedIn Salary is a new feature that uses employer-reported data and is free to Premium subscribers. It allows for easy comparisons for salaries with similar titles in other companies.

Staying competitive on wages is an essential component to attracting high-quality candidates to your company. If companies offer salaries that are too low, you’ll miss out on quality candidates that won’t apply for fear of being unappreciated. On the flip side, if they’re too high it might seem too good to be true, and then you’re also leaving money on the table.

With Ninja Gig, companies can rest assured that their online employment applications make it in front of qualified candidates. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Employment Screening Trends

More employers are starting to use social media screening for applicants, combined with real-time employee monitoring. With more job openings than employees to fill positions, employers are beginning to consider applicants with criminal records.

Social Media

This year, more employers will use background check providers to search for candidates online and in their social media profiles. However, employers need to make sure these searches do not violate the Fair Credit Reporting Act or Equal Employment Opportunity Commission standards.

Additionally, many people post about problems with their jobs online, which can give employers insight into why applicants are really leaving their current positions. While many employers may think that they’re legally screening online for candidates, in many ways, it’s best to leave social media screening to background check companies to ensure there is no discrimination. If an employer makes a decision about an employee’s post that relates to race, color, religion, sex or national origin, that’s when legal problems abound. Companies that specialize in these types of checks won’t leak information about someone’s sexual orientation veteran status or race, which helps offer employers necessary protection should any discrimination claims arise.

Ongoing Monitoring

Continuous monitoring is also important and is rapidly becoming a new employer trend. Monitoring existing employees for illegal behavior is just as important after the hiring process. It can indicate illicit drug use, embezzlement or illegal activities. This also includes looking for court records, which is important for companies that rely on employees to drive for business. As long as new information notifies the employee that a full background check is triggered, it’s legal to have companies subscribe to services that provide ongoing monitoring.

Criminal Records

Many employers find a minimal difference in the quality between hiring applicants with and without criminal records. With the current labor shortage, many employers have turned to an underutilized source of labor: former inmates and ex-offenders, which compromise nearly 20 million Americans.

Criminal records, such as misdemeanors, or people that have served their time and are rehabilitated, can give people a second chance at a career or job. Industries that may consider hiring those with past criminal records include warehousing, transportation, construction, manufacturing, retail and call centers.

Ninja Gig makes it simple for companies to manage their online employment applications. Additionally, Ninja Gig posts to a range of job search sites, making sure that companies get the necessary exposure needed to help attract top quality candidates. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Employee Success: Why Everyone Wants to Work for Chick-Fil-A

Chick-Fil-A is one of the best fast food restaurants to work for according to their dedicated employees. How does a company create an environment that fosters team building and pride in what they produce? Let’s take a glimpse into the success behind Chick-Fil-A.

The Employees

Chick-Fil-A has a good policy to hire polite, intelligent and hard-working employees. When companies focus on recruiting quality talent, they tend to have employees that get along better and work well as a team. This can also foster long-term friendships, in addition to happier employees that enjoy their jobs. It’s about creating a sense of family on the job.

The Food

This one is more obvious. Why does someone want to work at Chick-Fil-A? Well, the food is a big reason! Not only do they give employees food discounts, but their food is really good! Delicious food, great friends – this combination begets a positive culture that attracts good people.

Customers

The company is big on delivering top-notch customer service and promotes kindness towards one another. Additionally, many Chick-Fil-A locations have regular customers, and when employees and customers enjoy the atmosphere, it creates a better, stress-free working environment.

Growth

The one thing about Chick-Fil-A is that they value their employees and want them to grow and succeed. That’s why the restaurant offers many opportunities for employees to test their leadership skills and earn valuable promotions. Whether an employee starts as shy and learns to find their voice as a team leader, or someone offers emotional support to help create a better team environment, the restaurant is all ears and eyes when it comes to fostering growth amongst its employees.

The Day-to-Day Work

While Chick-Fil-A is a very fast-paced environment, staying busy helps the time fly by. Additionally, the restaurant has different positions, which means that monotony and doing the same repetitive tasks day in and day out are eliminated, helping to keep employees interested and engaged in their work.

Sundays Off

Of course, having Sundays off also helps employees. It’s an excellent way to give everyone a break to focus on their homework, studying, church, families or just decompressing and enjoying a day away. And while many of us moan about not being able to get our Sunday Chick-Fil-A craving fix, the company respects their employees, which speaks volumes.

Do you have a small or large restaurant and are looking to create a great working environment to attract employees? Ninja Gig can help! Use our UNLIMITED online employment application software to advertise to teens and young adults on social media channels and websites. Sign up now for your free trial and start getting your online job applications in front of potential candidates now.

Top Recruiting Trends

The art of recruiting is taking a turn, and the focus is on treating candidates more like customers. Companies want to groom and entice applicants because studies show that our current job market is 90% candidate driven. This indicates that companies are not in charge of picking top talent, but good employees will choose the company where they want to work.

This year will see several new recruiting trends. To draw candidates to your organization, consider the following recruiting techniques.

Recruitment Marketing

Recruitment marketing helps companies nurture and attract employees by using recruiting tactics and methods. This includes companies following the latest market trends and being proactive to find solutions to overcome new employment challenges.

Inbound Recruiting

Inbound Recruiting involves a company taking a proactive and continual approach to help attract new candidates into choosing them as their next employer. The primary goal when utilizing inbound recruiting is to attract, convert and engage candidates. Many companies use social media to help accomplish these goals, which are excellent strategies long-term.

Employer Branding

Building an employer brand is an essential component in attracting top tier talent to an organization. Employer branding refers to several different aspects, including a company’s reputation, their overall popularity as an employer and how they value their employees. Research shows that nearly 75% of applicants research a company’s reputation before applying for a position. Companies that have poor reputations can often struggle to attract and retain quality candidates.

Social Recruiting

Social media channels are a popular way to boost job recruitment. This can include Facebook, LinkedIn, blogs, job boards, forums and websites. Staying up-to-date and advertising upcoming or open positions, and using a job management board such as Ninja Gig, are excellent recruiting strategies.

Employee Referrals

One of the best ways to find top talent is to have a company program that supports employee referrals. Employees that are referred to a company take the least amount of time to hire and usually will accept less money, especially if friends boast about a healthy work environment.

Need help managing online job applications to help boost your recruiting and employment process? If so, Ninja Gig’s unique job platform allows you to customize UNLIMITED online employment applications. Sign up now for your free trial and start getting your online job applications in front of potential candidates this year.