Category Archives: Communication

3 Things to Know Before Hiring a Summer Intern

School is out. The days are long. And thousands of high school and college-age students are looking for summer internships.  If your company is looking to hire an intern, here’s what you need to know.

  1. Don’t Hire an Intern Just to Fetch Coffee

It can be tempting for a company to view an intern role as nothing more than inexpensive labor there to assist with grunt work and coffee runs. Don’t be one of these companies.

Your company culture should inspire internships that allow interns to make a dent while learning from your experienced staff. Many of us have bad memories of being interns for ungrateful organizations when we were younger, so have some empathy and create internship positions that matter. This will attract talented candidates hungry to prove their value, and word will quickly spread that your organization has the hottest internship position in town.

  1. Use the Intern Role to Fill Gaps in Your Organization

Is your marketing team swamped? Is accounting constantly playing catchup? Use an internship position strategically to help fill gaps in your organization.

Hiring an intern to pick up slack in the company is a quick and easy way to jolt bottom line performance. Let’s pretend your summer intern joins a team of five full-time staff and works 40 hours a week. The 40 hours the intern works were previously split among the full-time staff, meaning each staff member is getting 8 hours (40 ÷ 5) added back to their availability every week.

What would you get done with an entire day freed up each week?

  1. Use Your Intern as a Swiss Army Knife

Interns can bring new skill sets and fresh vantage points not found anywhere else in your organization. Don’t be afraid to unleash this fact to your advantage and craft a flexible job position. For example, maybe the new HR intern has been taking courses in videography and filming things in her leisure time. If you have a need for a new company video, let her help the marketing team. She might spot something they overlook.

Or maybe your new accounting intern is skilled in the latest social media tools and practices. Let him meet with the social media team for a day. These interactions can be mutually beneficial and they’ll lead to a more well-rounded internship experience.

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.

Is Unlimited Vacation a Good Idea?

Summer is the busiest travel season of the year. With kids on summer vacation and warm weather nationwide, hundreds of thousands of employees are taking time off to visit new places.

Despite so many people taking off work at once, the economy never collapses and organizations keep humming along. Which got us thinking about one of the newest crazes in company perks: unlimited vacation policies.

Are they a good idea? Or is the old model of 2-3 week restrictions still ideal? Read on to find out.

Pro #1: It Increases Employee Happiness

A 2017 report from Gallup showed that 53 percent of employees rank having a job that allows them greater work-life balance and personal well-being as “very important.” Giving employees complete flexibility over vacation schedules is the quickest way to appease this wish.

Con #1: Employees May Abuse the System…Or Get Abused by It

The verdict is still out on what type of companies truly benefit from unlimited vacation policies. Some employees can’t handle the unlimited time-off and abuse too much of a good thing. This leads to lost production hours for the company.

And on the flip side, many company cultures are so cutthroat that flex time is viewed as a weakness that sets careers back, so employees actually take less time off than they would if prescribed a set amount of days.

Pro #2: It Can Cut Costs

Traditional vacation policies result in accrued unused days off at the end of each year. And when an employee quits, gets laid off or retires, the company has to pay out these unused vacation days. Contrast this to companies with unlimited vacation policies that don’t have to carry any liability on their books for unused time off, and the difference is staggering. According to the U.S. Travel Association, this has the potential to save companies $1,898 per employee.

Con #2: Vacation Days Can No Longer Be Used as a Reward

Long-tenured employees may not take a liking to unlimited vacation policies. They spent years, and sometimes even decades, working hard to build up extra vacation days, and they viewed their surplus as a badge of honor. When the playing field is leveled and new employees are granted the same number of days off (unlimited) as everyone else, morale can take a hit.

And if companies can no longer offer an extra week of vacation in exchange for continued employment, there is one less negotiating chip on the table when an employee considers leaving for a new opportunity.

Pro #3: It Can Help Attract the Best Talent

According to a brand new survey from MetLife, the Los Angeles Times reports that unlimited vacation is now the #1 benefit workers want. Your company can use this insight to their advantage when recruiting talent. In fact, research from Glassdoor shows that nearly 80 percent of workers prefer additional benefits over income increases. That figure grows to 90 percent with millennials.

 

Con #3: You Have to Trust Employees to Manage Their Projects Accordingly

Offering unlimited vacation can backfire if you don’t have policies and procedures in place. Without structure, companies open themselves up to being burned during the busiest times of the year. When vacation days are capped, there is a safeguard in place to protect against people being out too often. Managers will need to communicate more heavily and set clearer expectations when the safeguard is removed.

 

 

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.

Fire Them Before You Hire Them: Why Your Hiring Team Should Perform Premortems

About to extend an offer to a candidate? Maybe you should fire them first.

Premortems—the hypothetical opposite of a postmortem—have been popularized in business media the past decade and a half. Made famous by Harvard Business Review (HBR) and Amazon, premortems are performed before a project starts and operate on the assumption that the project has failed. So, the purpose is to ask what did go wrong instead of what might go wrong.

The intention of this reframe is to get your mind thinking about concrete threats to success before the project begins, rather than trying to brainstorm hypotheticals from scratch. And studies show “prospective hindsight—imagining that an event has already occurred—increases the ability to correctly identify reasons for future outcomes by 30%” according to HBR.

But these exercises are typically performed in project management circles, not personnel or HR decisions.

Until now. Here’s why your company should perform a premortem firing before hiring your next candidate.

  1. Many people are reluctant to speak up with their reservations and true feelings during the hiring phase. A faux firing of candidates highlighting how and why they failed makes it safe for dissenters who otherwise may be too worried to speak up with doubts. After all, anything said in a premortem is entirely hypothetical.
  2. Engaging in a premortem firing session will bring creative ideas to the table. Maybe there is one area of doubt you are feeling about a candidate but you can’t find the words to articulate it. Having an entire team use their imaginations to find reasons why the candidate didn’t succeed will more fully flesh out your thoughts.
  3. You’ll make better hires and continually improve at it. If prospective hindsight increases our ability to correctly identify reasons for future outcomes by 30%, your team will weed out the wrong candidates with 30% more efficiency. Apply this to your next 10 hires and you can start to see how big of a difference this practice can make in your organization.

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.

Why Your Organization Needs to Create Employee Personas ASAP

Your marketing department has created detailed customer personas. They know your organization’s target audience better than they know themselves. They know exactly who they are marketing your product or service to, and, just as importantly, who they are not trying to reach.

This level of detail and clarity guides your organization’s communication strategy at the highest level and impacts the bottom line in the most profound ways. But unfortunately for the majority of companies, they don’t go to the same length internally when it’s time to hire.

And this is a shortcoming of the highest magnitude.

The standard practice for hiring companies is to create job postings stating what the open positions are, the requirements to be considered for the role, and the responsibilities expected on a daily basis. These job postings are necessary for organizing the scope of the search to one detailed page, but they are not enough on their own.

Your company’s hiring managers should also be armed with employee personas to guide their search; much like the marketing department has customer personas to guide every campaign. Here’s why this is important:

Ensure Cultural Fit
Skills and talents are obviously important in candidates, but so is their cultural fit in your organization. A highly talented but difficult to work with individual won’t add as much value to the team as you’re looking for. In fact, they could be a net-zero addition or even a detraction to the company.

This is why you need a clear persona in place that can provide guidance on the cultural aptitudes needed to fit within the organization. For example, is your company’s culture quirky, collaborative and close-knit? Put that down on paper as part of the persona. A reclusive, hyper-competitive person likely isn’t going to fit well here, regardless of how talented they are.

Separate Passions From Employment Record
It can be tempting to only rely on a candidate’s resume and cover letter, but many people aren’t truly passionate about what they’ve built their careers around. It’s possible to have a long resume without actually ever viewing a job as anything more than collecting a paycheck.

If it’s important to have a passionate workforce, make sure your employee personas capture this. For example, the persona could read “Our employees are passionate about XYZ and exemplify this even outside the workplace.” Not including passions in the persona will lead to an incomplete picture of your ideal hire, making it harder to peg the right person during the interview process.

Hire the Right Strengths, Not Just the Right Experience
Does your org chart operate with an employee strength tracking system in mind, such as CliftonStrengths? If so, include the exact metrics in your personas. Two candidates may have nearly identical resumes and experience, but their strengths could be total opposites. For example, if it’s important for a new hire to rate high in strategic thinking, you can use the strengths assessment to help determine this.

Hiring without employee personas is akin to playing billiards blindfolded. Sure, you know your way around the table well enough to hit a few good shots but the entire process is shrouded in mystery. Take the blindfold off. Get detailed.

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.

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.