Category Archives: Coworkers

How to Train Your Cleaning Service Employees – Part 1 of 2

Summertime is in full swing and chances are that your housecleaning company is in need of new hires. Perhaps you’re stumped writing help wanted ads, or you’re looking for a better way to attract prospective employees. Ninja Gig is here to offer you helpful tips on how to attract and train your cleaning service employees.

First, college students are great for summertime employees, and many may be willing to switch to evening or night shifts when school resumes in the fall. Additionally, if you can recruit college students part-time in their freshmen or sophomore years, you may be able to have part-time employees for the next four years of school, which is a bonus. Many mothers that have children are looking for part-time work year-round, which makes flexible residential cleaning shifts appealing.

You can also explore hiring temporary help or use an employment agency to find qualified employees. However, employment agencies may charge a substantial fee, which makes them less appealing for lower-wage jobs.

It’s vital that housecleaning companies are very particular about who they hire. Remember only to hire employees that you would trust in your home because your clients are trusting you to choose qualified people to clean their homes and offices.

When hiring applicants, make sure to use an online job application, which will simplify the process. Additionally, you can ask questions, request background check information and references via an online employment application. This will save you valuable time and money when advertising positions online and on your social media channels.

Stay tuned for Part 2 of this article, which will highlight training your new employees so you can rest assured that you are setting your employees up for long-term success, which is beneficial to your organization.

Ninja Gig offers an affordable solution for online job applications. You can easily customize these applications, and since most housekeeping jobs are applied for online, you’ll be staying with today’s modern times and attracting the talent you deserve in your organization. Sign up today for a free, no obligation 30-day trial of our applicant tracking system and see how easy receiving and managing employment applications online can be.

Is legal weed making it difficult for restaurants to retain employees?

Colorado has a food crisis. It’s not a food or crop shortage, but an employment scarcity. Local restaurants are having a difficult time hiring and retaining restaurant staff, and the reason is clear: pot shops pay double the hourly wage to care for marijuana plants.

While the government doesn’t have hard data and facts to back up Colorado’s claims, many in the Centennial State strongly believe that the reason Denver’s restaurant owners and chefs are having a difficult time hiring is that legal weed is a culprit in their lack of rising restaurant talent.

Marijuana growers pay entry-level employees between $12 to $15 an hour to cut, trim and care for their plants. That compares to a mere average $12.83 an hour line and prep cooks receive, which is still above Colorado’s minimum wage. Kitchen work does have physical demands and often requires constant juggling acts and multi-tasking in windowless, 90-degree rooms.

Instead, pot growers allow their employees to sit indoors in air-conditioned spaces while listening to music. Additionally, employees that are speedy and trim the pot plants in a timely fashion can earn upwards of $20 per hour.

As the need for legal weed grows in Colorado, restaurateurs are feeling the biting heat in their kitchens – delaying openings because they can’t find enough people to man the kitchens.

The National Restaurant Association confirms that prep cooks, line cooks and dishwashers are among the most challenging restaurant positions to fill. At the same time, Colorado is one of the top growing states for restaurant and food service positions over the next 10 years.

Servers that work at higher-end restaurants can make well above minimum wage, but because line and prep cooks don’t usually share in these profits, it’s leaving them longing for higher salaries and cashier jobs.

In 2010 alone, Colorado restaurants reported more than $8 billion sales with that number climbing to  $12 billion in 2017. This gave Colorado’s restaurants one of the highest year-over-year increases in the entire U.S.

While Colorado is seeing a massive housing boom and thousands of people are rushing to the state, it doesn’t appear they are going to work in the kitchens. Denver’s turnover rates are above the national average, which hovers at 28.4% and Denver is at 33.8% for kitchen staff. Whether this is just because of inexperienced or new personnel not working out or more people are embarking on pot growing careers, is speculation.

One way that Colorado restaurants can attract and retain top kitchen talent is to pay more than minimum wage. Additionally, offering on-the-job training is a great way to support employees having a long-term restaurant career.

If your restaurant is looking to hire top kitchen talent, consider using Ninja Gig’s online job application. Online employment applications streamline efficiencies and allow interested personnel to apply via your website or social media pages. Additionally, once they submit the information you can easily retain resumes and stay in compliance with federal and state laws.  Ready to give it a try?  Sign up for our 30-day free trial today!

Education Is Key: Modern Day Job Application Statistics

You want to hire the best, brightest talent available, which is why Ninja Gig has compiled some interesting statistics to help you find the best applicants for your organization.

  • 79% of job seekers are using social media to conduct a job search. For Millennials, this number increases to 86%.
  • Nearly 75% of people say their employer does not use social media to promote their brand or job openings.
  • 45% of job seekers use mobile devices to search for employment once daily.
  • Job seekers generally look at these five things when applying for a position: salary and compensation, career growth opportunities, work-life balance offerings, location and commute and company culture and values.
  • When advertising sales positions, 94% of sales professionals say that the offered base salary is more important than the commission structure.
  • Millennials cite these three important factors when applying for jobs: growth opportunities, retirement benefits and work culture.
  • 46% of Millennials left their last job because they felt there was no potential for career growth. This means that Millennials are more skeptical about employers’ claims about supporting advancement.
  • 64% of Millennials would be comfortable making $40,000 a year at a job they love than making upwards of $100,000 a year at a job they don’t find challenging. This means that 80% of Millennials look at a company’s culture fit and the people first, with career potential coming in second.
  • 69% of job seekers say that they would rather be unemployed than accept employment with a company that has a bad reputation. On the flip side, 84% of Millennials would leave their current job if a company with an excellent reputation offered them a position.
  • Companies that increase their employee engagement investments by as little as 10% can increase employee productivity by $2,400. Additionally, 70% of employees that do not have faith or confidence in their senior management do not fully engage at work.

Ninja Gig makes it easy for employers’ online job applications to get noticed on social media. Fully customizable, these job applications are a great way to comply with today’s necessary electronic recordkeeping requirements while making it quick and simple for applicants to apply for open positions.  Sign up for your 30-day free trial and see what our amazing software can do to help improve your hiring processes!

Double Check Yourself: Do your words detour female candidate?

Research shows that if companies use the wrong words in a job description, it may detour highly qualified female candidates from applying.

It’s important that companies write job descriptions and applications in a gender-neutral tone. For example, remove all feminine or masculine vocabulary to help increase the likelihood of qualified men and women applying for positions.

For example, studies show that male applicants prefer applications that use the word “exhaustive,” while female applicants respond better to the phrase “loves learning.” Additionally, men are more likely to apply with stereotypical phrases such as “competitive salary” or “best of the best.”

Additional words that may turn off female applicants include:

  • Ambitious
  • Analytical
  • Assertive
  • Autonomous
  • Boastful
  • Chairman
  • Dominate
  • Foosball
  • Ninja
  • Hierarchical
  • Rigid
  • Stock options
  • Strong
  • Takes risks
  • Workforce

While it’s acceptable to use some masculine-skewed terms in a job description, it’s important that companies balance these out with gender-neutral or feminine terms.

It’s not that one term can necessarily turn women off from applying to jobs. It’s when companies scatter several of these hot-button words and terms into a description that it may raise subconscious red flags to women not to apply.

On the flip side, these are words that may help attract more female applicants.

  • Adaptable
  • Choose
  • Collaborate
  • Creative
  • Curious
  • Excellent
  • Flexible schedule
  • Multitaking
  • Health
  • Imaginative
  • Intuitive
  • Plans for the future
  • Resilient
  • Self-aware
  • Socially responsible
  • Thoughtful
  • Trustworthy
  • Up-to-date
  • Wellness program

It’s important that companies use gender-neutral words when creating job descriptions. While solving the gender diversity puzzle is not straightforward or simple, this small step can help companies potentially attract better-qualified candidates.

Ninja Gig offers online job applications that are easy to customize so your organization can focus on gender-neutral wording.  Ready to start?  Sign up for your free trial now and see how easy our software is to use!

Workplace Bullies

You cannot turn on the news without hearing about a school shooting, bombing or violent act. Many of these relate to bullies. But, what can your company do in today’s world to help protect employees from the mental and emotional, and even physical threats of violence perpetrated by bullies?

First, it’s important to recognize the signs of a bully early-on, such as during the interview process. Workplace bullying is responsible for a wide myriad of effects on companies, including:

 

  • Reduced efficiency, productivity and profitability
  • Higher rates of absenteeism, sick time and employee turnover
  • Decreased loyalty and morale
  • Increased costs for recruiting and retraining new hires
  • Workers comp claims
  • Negative effects on the company’s reputation
  • Time spent dealing with bullies
  • Potential fines by government entities, such as occupational health laws
  • Legal costs from employees
  • Increases to worker’s comp and insurance premiums for turnover

 

When interviewing candidates, look for the signs of these types of bullies.

 

  • The Screamer – If someone is loud, obnoxious and abusive in an attempt to humiliate and berate people, chances are they expect to rule through fear.
  • The Snake – The passive-aggressive employee that pretends to be friends with a coworker to gain information and then turns around to purposefully destroy his/her reputation or take credit for work.
  • The Critic – The critic is someone who constantly criticizes people to tear down their confidence. The criticism is often unwarranted, as they just want to break someone down.
  • The Class Clown – The attention seeker needs to be the center of attention at all times. They will flatter their bosses, be helpful to their peers, but if co-workers don’t give them the amount of attention they desire, things can quickly get ugly.
  • The Gatekeeper – This is someone that thinks their position is so important that they can deny other employees the necessary resources, information or time to effectively do their jobs.
  • The Know-It-All – Gurus likes to consider themselves superior to other employees. They can’t understand how their hurtful actions affect others and don’t want to accept responsibility for their actions. They don’t like to follow the same rules as other employees, thinking they are above them.
  • The Wannabe – Employees that typically aren’t very good at their jobs, but loves to complain about everyone else. They want everything to be done their way, even if there is a better way to accomplish a task. They go to great lengths to oppose other employee’s ideas and hate changes in the workplace.
  • The Sociopath – The charming, intelligent, charismatic and well-spoken employee that has no empathy for other employees and loves to manipulate everyone around him/her.

 

Look out for problems that may point to these types of bullying personalities in interviews. Selecting a good team that is bully-free will help companies succeed.

 

Ninja Gig offers online job applications to a wide variety of companies. See how online applications can help your company effectively attract talented employees while helping comply with government regulations.  Sign up now for our free trial, and see how easy it can be to accept job applications online and weed out those bullies!

Addressing Sexual Harassment

Right now, our nation is being slammed by daily reports of companies and individuals that are receiving new sexual harassment claims. Thanks to Harvey Weinstein blowing the lid off the top of the entertainment industry’s harassment scandal, victims everywhere are making a stand, demanding to be heard.

Here’s what HR departments can do to help protect companies against harassment claims and to minimize the potential for employees becoming harassment victims.

  1. Hold a Team Meeting – A powerful way to send the message that workplace harassment is not acceptable is to hold a company meeting. Employers need to express that if anyone feels uncomfortable, threatened or demeaned, they need to report this to their supervisor and HR department. Create an open space, so employees know and understand that you have a zero-tolerance policy for harassment and you want it reported immediately. Emphasize that both sexual harassment and assault are criminal offenses and no matter someone’s position in a company, there is no tolerance for this type of criminal behavior.
  2. Shared Definitions – Create definitions of what defines harassment. Many studies show that when harassment is precisely defined, more people will report these criminal incidents. This helps in two ways:
    1. Employees are better able to understand and recognize harassment, which allows them to report any workplace violations.
    2. Employees have greater ownership of the company culture, which makes them feel more positively towards their work environments.
  3. Confidential Reporting System – It’s important to have a confidential reporting system in place so that employees can feel free to report harassment without fear of retaliation. Trauma effects every person differently, which is why it’s essential that a workplace environment offers a confidential reporting system.
  4. Shared Accountability – Every individual in a company needs to be held accountable for their actions, whether it’s the president or a mail clerk. An organization should emphasize a culture where no harassment is tolerated and that all colleagues, managers or executives are called out for their poor behavior.
  5. Cultural Impact – It’s crucial that companies regularly reinforce the zero violence and harassment policy. Here are some practical ways to do this:
    1. Explain – All employees and managers should have a clear understanding of how sexual harassment and assault issues are prioritized by the company, what their roles are in implementing policies and protocols, exactly what accountability for these illegal actions entails and what channels will support victims.
    2. Reinforce – Regularly reinforce a company’s zero harassment policy through newsletters, annual reports, social media, board meetings and one-on-one supervision.
    3. Pulse – Stay up-to-date on what is going on in the office as fear of retaliation can prevent employees from providing feedback. Regularly check-in with employees, conduct performance reviews and send out anonymous culture surveys.

Ninja Gig supports your position to hire the best candidates for your company to help create a zero-tolerance harassment workplace. To attract the best, brightest and most talented candidates for your company, consider using online job applications. These employment applications are easy to customize, which means that HR departments can tailor them to specific job profiles.  Sign up today for a 30-day free trial of this amazing software!

Biggest HR Challenges

Today’s companies face ever-evolving workforce threats – ranging from cyber breaches, workplace violence to mental health issues and employee well-being – today’s HR professionals must comply with a myriad of laws.

Here are some of the top HR challenges that companies face in 2018.

  1. Harassment – Courtesy of Harvey Weinstein, harassment has plagued America in both the entertainment, political and media industries over the last several months. Employers must have zero tolerance harassment policies, which are in print to protect employees.
  2. Drug Testing and Substance Abuse – Opioid addiction dominated the headlines in 2017. Managing and addressing drug use and testing is a challenging issue many employers face. Employers should implement a drug-free workplace, putting policies in effect that prohibits the use of drugs on work premises and during work hours.
  3. Employee Handbooks – An employee handbook should contain workplace policies, the employer’s mission and goals, and information about discrimination, harassment, leave and paid time off and employee benefits. Handbooks should remain up-to-date at all times, being closely monitored for changes to federal, state and local laws.
  4. Well-Being and Mental Health – To ensure that workers are productive and have low absenteeism rates, physical and mental health needs to be addressed by companies. It is important that HR professionals employ sensitivity, as well as FMLA and ADA rules when it comes to dealing with physical or mental ailments. Employers may also wish to add substance abuse services and behavioral health treatments that extend beyond what medical insurance plans may cover.
  5. Workplace Violence – In a day and age where mass shootings, terrorist attacks and bomb threats are becoming all too common, employers should implement a safety plan to help protect the workplace should one of these unfortunate incidents occur. Additionally, consider requiring background checks on applicants, implementing a zero-tolerance workplace violence policy and not allowing weapons on the premises.
  6. Recruiting – Employment numbers are low, which means that it is an employee’s market for job hunting. This is putting the burden on employers to attract and find the best talent for their organizations. Use online job applications to help manage and organize information for candidates. Additionally, companies can easily post their job openings online and on social media outlets, creating personal job applications that match the skill sets of an ideal candidate.
  7. Cyber Breaches – 2017 saw some major data breaches. As cloud-based systems become more popular, companies will need to ensure that private and confidential information is protected in the event a cyber breach occurs.

Ninja Gig offers customizable online job applications. Sign up today for a 30-day free trial and see how much easier your recruitment efforts can be!

How AI Can Work for Your Company

In the face of Stephen Hawking’s untimely death, Artificial Intelligence has dominated the headlines. Some people, such as Hawking, believed that AI had a destructive potential, while proponents say that it helps provide automation for jobs.

Here are the top ways your company can explore integrating AI into daily tasks and how to effectively address employees’ concerns about this hot-button topic.

  •  Complement, Not Replace – Encourage employees to understand that AI can complement the workforce, not replace their positions.  AI technologies are relatively limited, but AI can work alongside employees to improve communication channels, helping direct calls to appropriate departments and decreasing wait times. This will help boost overall satisfaction scores. One such company is China Merchants Bank. They used AI to replace the front-line support, allowing their staff to focus on more substantial, complex problems.
  • Educate – Educate your employees about the benefits of AI. Within the next five years, AI technology will grow leaps and bounds, and it’s essential that companies and employees recognize the benefits of this strategic opportunity. Look for areas within an organization that can benefit by incorporating AI.
  • Jobs to Manage AI – In the face of adding AI for repetitive or straightforward tasks, companies will need to create a department and positions to oversee AI. AI isn’t foolproof, which is why human interaction is still essential. AI can help replace lower-level tasks in many day-to-day operations while freeing up employees to perform more complicated tasks that require monitoring.
  • Human Touch – As AI evolves and makes a place in our workforce, human resources departments should strive to keep a human touch to companies. Human Resources skills are by nature analytical, which means that an emotional component is essential to maintaining a smooth-running organization.

If your company is looking to incorporate AI technology and needs to create an AI department or hire higher-level employees to handle more analytical tasks, consider using online job applications to help sort through and catalog qualified candidates. Ninja Gig offers the convenience of online employment applications, which dramatically cuts down on paper and the time spent by Human Resources departments finding potential candidates.  Sign up now for a 30-day free trial, and start accepting job applications immediately!

Why Millennials Hate Performance Reviews

The latest surveys show that today’s modern Millennials detest annual performance reviews. These traditional types of yearly reports can be detrimental to your future workforce. Millennials are defined as those born after 1982, and they are the future of our great corporations.

Why They’re Bad

Here are the top reasons why Millennials want companies to reconsider traditional reviews.

  • Undermine Confidence – Studies show that over 60% of Millennials feel “blindsided” by annual performance reviews. Going one step further, nearly 75% say they were unaware of how their peers and managers felt about their performance. Since these types of discussions generally only focus on the negative and not the positive, almost 50% say that traditional reviews make them feel as though they can’t do anything right.
  • Anxiety and Mistrust – Infrequent performance reviews can be overwhelming, and since it takes one year of data and compiles it into a one-hour discussion, many employees do not trust the accuracy of these reviews. Nearly 25% of Millennial employees have reported calling in sick with anxiety about their upcoming reviews. Almost 60% say that their managers are not prepared to provide helpful feedback during these discussions. Lowers Morale – Because poor performance reviews can negatively affect morale, surveys show that these are the results of holding these traditional meetings.
    • Approximately 25% start looking for a new job
    • 35% of employees begin complaining to coworkers
    • 15% of employees cry or swear

So, what can your company do to institute more helpful feedback that attracts talented young Millennials?

Instead of only holding a review annually, Millennials report that more frequent performance reviews would improve their professional development and growth. Nearly 85% of Millennial employees would prefer these highlights in more frequent reviews.

  • 40% would like to see more specific feedback instead of vague performance results that don’t give them information about how to improve their current performance.
  • 32% don’t like having a one-sided review and would prefer it includes open dialogue.
  • 32% believe that annual reviews are detrimental because they replace regular, ongoing feedback.
  • 31% feel that the feedback they receive is unfair.

Try to implement more regular feedback instead of only relying on annual reviews. This will help you attract and retain more qualified, happy employees. After all, employees that enjoy their jobs are more apt to stay longer and produce better results.

Ninja Gig offers the convenience of fully customizable online job applications. You can create a job questionnaire that allows you to attract the best, brightest candidates. After all, most Millennials report that they only job hunt online.

Strategies to Help Your Team Avoid Disaster

Everyone preaches about how teamwork can help companies excel, but while professional athletic teams can rely on teamwork to score a goal or a point, many companies cannot lead their employees to successful team endeavors.

So how can human resources departments help lead their company team to success?

  • Avoid Individual Tasks, Assign Collective Goals – We’ve all been in meetings where the big boss assigns a project and then looks around and expects everyone to magically work together. Instead of expecting your team to divvy up tasks, try open communication. Assign each teammate their own responsibility, while making them all accountable for the final project. This gives room for people to cooperate, but not for one person to avoid tasks and fail the group.
  • Encourage Mutual Respect – Successful teams all  have one common element – they encourage respect, recognizing members’ strengths. Instead of viewing everyone as threats, team members treat one another as though they are assets. Consider having your company implement a peer recognition program. This helps team members acknowledge individual capabilities, while simultaneously contributing to overall team success.
  • Celebrating Winning – Don’t single out one member from a team, but instead reward and recognize everyone equally. Whether it’s a company-wide shout out for recognition, a lunch, happy hour or a gift, make sure to treat everyone equally.

Ninja Gig offers online job applications. These types of applications are easy to customize, which makes it simple for human resources departments to find the most qualified applicants for companies.  Ready to start accepting job applications online?  Sign up today for a 30-day free trial of this exciting applicant tracking system.