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Top Qualities to Look for in Remote Workers

While excellent employees don’t always make great remote workers, management and HR must know how to interview potential applicants for todays’ budding remote workforce.

Here are some helpful tips when interviewing potential remote applicants.

  • Observe and Learn – How fast do they respond to your inquiries and emails?
  • Interview Questions – Ask about their remote work experience and what tools they use to manage their schedule.
  • Test Project – Whether you pay for a larger project or have applicants do a small unpaid project, give them a trial assignment to see how they work, if they can meet deadlines and what other team members think of their work.

Top Qualities

When interviewing remote workers, consider finding applicants with these skill sets.

  1. Self-Motivated
  2. Creative Troubleshooting Techniques
  3. Open Communicator
  4. Good Organizer
  5. Ability to Use Software Programs and Technology 

Interviewing remote workers is slightly different from onsite employees. No matter the difference, companies need skilled workers, and asking the right questions can help you find a remote applicant that works best for your team and company.

Ninja Gig allows employers and recruiters access to online job application software. We make it easy to post legally compliant job applications for all types of jobs – remote, seasonal, part-time or full-time. Our applicant tracking system software is easy-to-use and simple to navigate, making it easy for HR departments to track applicants. Sign up today for a free trial and experience our automated hiring software.

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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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Social Media Screenings Gaining Popularity Among Employers

HR receives thousands of employment applications, but how do you narrow down the list of applicants once you’ve reviewed the necessary criteria? Turn to the world of social media. Whether it’s checking on current employees or screening potential applicants, social media is a powerful tool. 

Whether employers are looking for candidates that fit well into their culture and company or looking to verify if a resume is accurate, social media gives employers a glimpse into personal lives.

Social Media Channels

The main social media channels that employers check are Facebook, Twitter, Instagram and LinkedIn. Keep in mind that if you search for someone on LinkedIn and view their profile, the applicant or employee can see it. LinkedIn serves as a secondary resume for many applicants. 

On the flip side of things, if employers can’t find any social profiles for applicants, they may be less apt to hire them. Employers may assume that an applicant has erased all their profiles or hidden information on purpose, but this may not be the case. 

While some places say, it’s not ethical to check social media sites, for HR to overlook it is also negligent in today’s high-tech age. 

EEO Concerns

Equal Employment Opportunity concerns abound with social media profiles. Not everyone is on social media, especially age-protected groups or those that are socially disadvantaged. Social media should be used in conjunction with other recruiting approaches, not the only avenue. Additionally, don’t rely on just one form of social media, but check them all. If HR sees anything that influences their hiring decision, it should be printed out, and the reason for rejecting or firing the applicant needs to be documented. 

If you post jobs on social media, remember these are advertisements that must include EEO information as well as affirmative action taglines. The postings must also include all hiring documents that are required by federal and state law. 

Many employers may also be privy to race, approximate age, gender and more – including medical or family problems posted on social media.

So while social media is an integral part of today’s society, employers should proceed with caution to avoid violating any EEO rules or regulations about hiring or retaining employees.


Ninja Gig is a robust online job application software designed for recruiters and employers to post legally compliant job applications quickly. Ninja Gig is ideal for posting all types of jobs – seasonal, remote, part-time or full-time. Our applicant tracking system software is a superior tool for HR departments, as it helps easily track applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your company’s HR processes.

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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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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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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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A Business Guide to Surviving COVID-19

Throughout the nation, businesses of all sizes are struggling to reinvent themselves and survive during COVID-19. However, the real economic effects of this harmful virus will take years to understand fully. Businesses that employ fewer than 500 employees make up nearly 48 percent of the American workforce. Still, smaller companies are often more fragile financially, giving them little protection to weather this financial shock. 

Small businesses are the backbone of our nation’s economy, accounting for 43.5 percent of the U.S. gross domestic product (GDP). Small businesses must follow these recommendations to help navigate the effects of the current coronavirus crisis.

Make Plans, But Don’t Rush

Small businesses need to start making plans, but it’s essential they don’t rush everything, as this can cause mistakes. While you may feel pressured – and even tempted – to run out and make decisions immediately, you need to be well informed and seek the outside opinion of a third-party to help validate any decisions you make. For example, talk to a financial adviser, trusted friend, colleague or family member before making any quick decisions. 

Focus on making contingency plans and document the steps you need to take. For example:

  1. Call landlord to discuss lease terms
  2. Sign up for government grants
  3. Sign up for government or bank loans

Breaking down your ultimate goal – saving your business – into small, digestible steps will make it easier to execute your overall plan. 

Paycheck Protection Program 

The CARES Act Paycheck Protection Program (PPP) offers more than $349 billion in loan support, specifically for small businesses. This loan will be forgiven if all employees remain on the company’s payroll for eight weeks and the loan money is used for rent, mortgage interest, payroll and utilities.

Determine Customers’ Changing Needs

The entire world has been turned upside down due to COVID-19, and your customers’ lives are likely very different than they were a couple of months ago. In fact, some people’s lives will be forever changed by this pandemic. Your company’s long-term viability depends on you adapting to your customers’ needs when the pandemic is over. For example, retailers need to begin focusing on online experiences. People are creating new habits right now, and even when COVID passes, some new habits will remain. 

Consider how the post-COVID world will change your current business model, and consider bringing valuable customers into the planning process. While some people will have less money, many will be eager to get out in public again once it’s safe. Send surveys and reach out to customers to ask them what they look most forward to when the pandemic has passed. 

Analyze Numbers

To thrive in a post-pandemic world, you may need to reinvent your business and search for creative solutions. Analyze your cash flow, fixed expenses and then review what you can decrease to save valuable money. Sometimes cutting flexible costs early can ensure that you have enough funds to pay more necessary expenses in the near future. Analyze what expenses will accept delayed payments and prioritize what you need to pay.

Retain Good Employees

Good employees are your most valuable asset. Losing good employees during COVID can make it difficult to rebuild your company when the economy starts up again. Even if you’ve been forced to cut your labor costs during the COVID-19 crisis dramatically, you want to rehire your best employees when your company reopens. Focus on the long-term and remember that we are all humans dealing with this crisis. 

Ninja Gig offers a robust online job application software, making it straightforward and easy for recruiters and employers to post legally compliant job applications quickly. If your company needs assistance in hiring new employees when the economy opens up, try our highly advanced applicant tracking software system. Sign up today and try our free trial and experience the simplicity of automated hiring software.

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What Industries Will Flourish Post COVID-19

Over the last several months, Coronavirus has dominated the news, panicked the stock market and created murmurings of a recession. As the U.S. is forced to pull back from regular economic activity, hiring in the immediate future will be slower. Still, long-term a post-COVID-19 world will likely reshape our manufacturing industry. 

One important lesson learned from COVID-19 is having a dependence on a foreign country is not productive and can create hardship in difficult times. For example, China manufactures nearly 50 percent of all toys and appliances, 70 percent of shoes and 90% of some antibiotics

There are alternate manufacturing countries, such as Vietnam, India and Mexico, but they don’t have the ability or capacity to produce as much as China. Over the years, manufacturing costs in China have been increasing too. In light of recent world events, many companies will have little choice but to return manufacturing to the U.S. and produce goods at home, incorporating automation to help keep costs affordable.

Unfortunately, many of the fields with vast layoffs – particularly the restaurant and hospitality industries – don’t have the necessary skills to enter and transition to manufacturing quickly. Our shrinking – and aging – domestic manufacturing workforce, coupled with a declining birth rate, may pose future constraints on this market. Increasing the manufacturing labor workforce won’t be an easy task, and companies will likely have to educate employees, teaching them new skills to join this budding labor force. 

Ninja Gig features an online job application software that makes it simple for employers and recruiters to post legally compliant job applications. If you need assistance posting manufacturing jobs or other seasonal employment applications, try our advanced applicant tracking system software. Sign up today for a free trial and try our automated hiring software. 

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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.