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The Age of the Gig Worker

Maybe some of you have heard of the “gig economy” and the “gig worker,” while others may be wondering if this is some computer storage solution. Once associated with musicians that played “gigs,” today’s gig economy is a rapidly growing segment of the worldwide labor market that often encompasses freelancers.

Modern Technology Fuels Gigs

Fueled by modern technology, many employees can now work remotely without having to show up at a traditional job site. 

Gig employment may include:

  • Driving for Uber or Lyft
  • Selling products or merchandise on eBay or Etsy
  • Working as a freelance web designer, writer, developer or even musician
  • Work for pay apps, such as TaskRabbit
  • Selling products such as Mary Kay or Pampered Chef 
  • Renting space in your home with Airbnb
  • Bloggers
  • Any task-based jobs

In the U.S. alone, nearly 25% of Americans over the age of 18 earn some form of income by working a gig. 

How the Gig Economy Works

A gig worker can opt for a certain number of hours or take on projects on a task-based system. Once the project is complete, they move on to work another gig. It might be another position or task within the same company, or it might be an entirely different company.

The shifts or projects that gig workers take on are flexible and very much unlike a traditional 9-to-5 job. Some people work side gigs after their full-time jobs, while other people work several gigs to make a full-time income. Usually, there are no set hours that define a gig worker’s schedule. Some opt to have more traditional schedules, while others prefer alternative, flexible scheduling. In all cases, gig workers are not traditional employees, but freelance, independent contractors. 


Ninja Gig offers online job application software that makes it easy for companies to attract gig talent. Easily create and accept job applications online. The automated hiring process and applicant tracking system makes it easy to correspond with and schedule interviews with freelance gig applicants. Sign up today and see how Ninja Gig can help your company attract top-rated freelancers.

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Uncovering the Root Cause of Workplace Stress

According to the American Institute of Stress, job stress is the primary source of stress for American adults, and it is progressively getting worse over the last several decades.

Long-term, increased stress can lead to all types of health conditions, including hypertension, heart attack, anxiety and sleep disorders. 

Americans are working longer and harder than ever before. A government report found that the number of hours worked increased by eight-percent in one generation by the late 1990s, which means that Americans went from working an average of 40 hours to 47 hours a week. Globally, Americans are different from other countries. While in 1995, workers in Japan worked more than Americans, now Americans put in an extra month more of work than the Japanese and an astounding three months more than those working in Germany. 

The Health Effects of Stress

Occupational stress can cause a variety of physical ailments, including:

  • 30 percent suffer from back pain
  • 28 percent complain of stress
  • 20 percent report feeling tired 
  • 13 percent suffer from headaches

Job Stress is Costly

According to the American Institute of Stress, job stress costs U.S. businesses more than $300 billion annually, which is primarily due to:

  • Absenteeism
  • Accidents
  • Employee turnover
  • Medical, legal and insurance-related costs
  • Poor productivity
  • Workers’ compensation claims

Common Causes of Workplace Stress

There are many reasons that workplace stress exists and occur on the job, such as:

  • Lack of clarity; unclear objectives
  • Insufficient employee support
  • Poor cohesion amongst teams and employees
  • Employees have little control over their work or experience micromanaging
  • Difficult or inflexible work hours
  • Psychological harassment
  • Poor management and lack of communication policies
  • Poor health and safety policies

Human resources departments should work to help companies minimize stressful environments, which can significantly boost employee satisfaction and retention rates.


Ninja Gig offers an automated hiring process for online recruitment. We feature legally compliant job applications via our online job application software, which makes it easy for HR departments to accept job applications online and track qualified applicants. Sign up for a free Ninja Gig trial today and simplify your recruitment process.

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Diversifying Your Workforce

Companies that have diversified workforces experience long-term value creation and increased profitability. Equality between genders also has room for improvement but has progressed significantly over the last 50 years. 

Why Does Diversification Matter?

When most people initially think about diversity in the workplace, they generally assume that this focuses only on gender and ethnicity. However, diversity comes in a plethora of forms, ranging from academic and professional backgrounds, varying socioeconomic classes, religious beliefs, sexual orientation and national origin to mental and physical abilities. 

Taking Action-Oriented Steps

To hire a diverse team that will benefit your business, you need to keep these six actionable steps in mind.

  1. Act – Whether you’re building a new company or a new team, keep diversity in mind from day one.
  2. Send the Right Signals – Pay attention to your vocabulary in job descriptions or on company websites. Use non-gender-specific descriptions, such as “they” over traditional “he” or “she.”
  3. Remove Bias Views – Avoid reviewing any applicant data that could form bias assumptions, such as age, gender, pictures or even names. Some companies also go so far as to utilize voice changing telephone features when conducting interviews so that all applicants sound more neutral.
  4. Diverse Talent – Instead of only recruiting top-rated college graduates from a select group of universities, focus on considering applicants that have real-world experience or attended alternative schools. 
  5. Offer Flexibility and Accommodate Needs – Whether you’re providing flexible work hours or letting employees periodically work remotely from home, it’s important to include all potential applicants in this process. Additionally, consider offering private rooms for nursing mothers, gender-neutral bathrooms and office decor that is non-offensive.
  6. Focus On Diversity at Every Level – Instead of trying to focus on achieving diversity globally, aspire to have diversity for every position within the company. 

Ninja Gig is an advocate for diversity within the workplace. Our online applicant tracking system makes it easy for companies to accept legally compliant job applications. If you’re interested in learning more about our online recruitment system, sign up today for a free Ninja Gig trial and see how we can help transform your company’s current hiring practices.

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Top Reasons Why Companies Outsource

Traditionally, outsourcing is defined as strategically utilizing outsourcing resources to perform job duties and activities that would traditionally be handled by internal resources and staff. 

Companies often contract major services from valued business partners that have areas of expertise or knowledge that may also come at a beneficial cost-saving to companies. 

Why Do Companies Outsource?

Many businesses choose to outsource certain functions. These are the seven most common reasons why companies outsource:

  1. Reducing and controlling overall operating costs
  2. Gaining access to unique expertise outside of the immediate organization
  3. Improving the company’s focus
  4. Freeing internal resources to do other types of work
  5. Maximizing the use of external resources
  6. Increasing efficiency or streamlining time-consuming tasks
  7. Sharing risks with a partnering company

The Downfalls of Outsourcing

Outsourcing isn’t always productive or positive. In fact, companies have to weigh the advantages or disadvantages of outsourcing, which can also prove to be challenging to manage. The following are the most significant reasons why outsourcing could prove costlier or fail. 

  1. Existing employees may feel threatened or as though they are disposable
  2. Staff redundancies
  3. Communication problems that relate to language or time zones
  4. Issues with service or product quality
  5. Loss of control over procedures and policies
  6. Data security threats

What Companies Outsource

Outsourcing gained rapid popularity in the 1990s when many companies began using it to help save money. Most jobs that were initially outsourced were customer service-related jobs, such as call centers. Today, outsourcing has rapidly grown, and now financial services, IT, retail services, manufacturing, pharmaceuticals, software and computer technology jobs are often outsourced by companies. 

How to Successfully Outsource

Thirty years ago, the most common reasons companies outsourced were to reduce their headcount and overall costs. Today, more companies outsource to help add value to in-house services, especially when they don’t have employees that specialize in certain areas of service. To successfully outsource, companies must:

  • Have a strategic plan and vision
  • Carefully select vendors
  • Clarify company objectives and goals
  • Structure vendor and subcontractor agreements
  • Practice relationship management
  • Have open communication with stakeholders about outsourcing
  • Pay attention to personnel issues that may arise
  • Have a short-term financial justification for outsourcing
  • Have the support and involvement from senior leadership

Avoiding Failed Outsourcing

Most outsourcing contracts are canceled or renegotiated within three years. It’s vital that companies and executive management work to help foster and support an ongoing relationship with outsourcing teams and companies to avoid this economic loss and the time spent finding new outsourcing options. 

Senior management should regularly meet with outsourcing teams to discuss expectations and identify and resolve any challenges or problems that arise during the working relationship. 

By implementing these strategies and focusing on the end goal, which is to produce better products or services for your customers, companies can have productive, long-term outsourcing relationships.

Ninja Gig helps companies accept job applications online via an automated hiring process. Whether your company wants to hire in-house or test the grounds with an outsourcing employment agreement, our advanced HR online recruitment system can successfully help you create legally compliant job applications. Sign up today for a free Ninja Gig trial and see how Ninja Gig can help improve your company’s hiring practices.

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Introducing the Gig Economy

Today’s hyper-connected world has made it possible for a new gig economy to emerge. A gig is a temporary work engagement, and our gig economy is altering how Americans view and perform work. Many companies are making it easy for workers to find temporary jobs – hence a gig – which can range from all types of work, such as editing a paper, writing a resume, fixing a leaky faucet or repairing a car. The difference between a gig and a traditional job is that it’s only temporary, and the worker is paid on a freelance basis for the project.

Who Makes Up The Gig Economy?

There are three main groups that main up today’s rising gig economy.

1. Technology Platform Companies

Technology platform companies have helped the gig economy expand significantly. These platform companies have direct transactions with the consumer and producer, offer flexible work schedules, provide online payments and feature online reviews and profiles, so it’s easier for both parties to enter into a gig arrangement.

2. Gig Workers

Gig workers generally have two main classifications, such as labor providers – which includes drivers or delivery people – and goods providers, such as artists or writers. 

3. Consumers

When consumers want less expensive services, temporary work arrangements become a more cost-effective solution for businesses. 


Ninja Gig is an online recruitment software that allows companies of all sizes to post gig job openings and accept job applications online. Online recruitment has never been easier, and our software has a built-in applicant tracking  system that makes it easy to post legally compliant job applications. If your business is looking to post gig jobs in 2020, sign up now for your free trial and start getting your online job applications in front of applicants today.

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Company Diversification Strategies for 2020

Leveraging a market diversification strategy can help companies drive growth and survive an upcoming recession. 

What Exactly Is Market Diversification? 

Diversification is a corporate business strategy where a business can enter into a new industry or market, creating a new product for this market and further diversify their offerings. 

Popular Diversification Strategies

There are three significant types of diversification techniques that businesses can utilize when trying to expand their current market.

1. Concentric Diversification

Concentric diversification is when a company adds a similar service or product to their existing business model. A great example is Apple, which started building desktops, branched out to laptops and music devices, and is now a leading retailer for Smartphone devices with their popular iPhone.

2. Horizontal Diversification

A horizontal diversification model involves adding new, unrelated services or products and offering them to existing customers. For example, when Amazon.com acquired Whole Foods, this is a horizontal diversification strategy because they were able to offer existing customers organic food products.

3. Conglomerate Diversification

Conglomerate diversification is when a company adds new services or products that are entirely unrelated. A superb example is Disney that went from films to creating and operating entertainment parks. 

Companies usually diversify to help earn higher profits, but also to recession-proof their business model, as this can mitigate risks in the event of an industry downtown. 


If your company is looking to diversify and you are looking for executives or employees that specialize in a new product or service, consider listing your online job applications with Ninja Gig. Our easy to use applicant tracking system creates an automated hiring process for online recruitment. Sign up today for a free trial to see how Ninja Gig can help increase your job application exposure in today’s marketplace.

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Three Best Practices HR Managers Should Implement into a Family Business

Working for a family business can have its shares of challenges. While it may be successful and maintain a solid reputation on the outside, it may not have the traditional structure, policies, or work environment as other corporations on the inside. 

Changing the ways of a corporation since “the father or grandfather” founded the business more than 40 years ago will not happen overnight, but it’s not entirely impossible – especially if it will benefit the company in the long term and resonates successfully to the “corporate family members or board.” Here are three key best practices to suggest if you land a HR management role at a family-run business.

  • Set a Professional Foundation.

According to jobstreet.com, certain family members – such as a son, daughter, or sister – may feel entitled to a more senior position within the company or some owners may expect that family members work twice as hard as regular employees. Both situations can potentially be unfavorable and have a negative impact on exit plans, so you need to ensure there’s a structured platform of professionalism. You should also try to prevent unprofessional behavior, tardiness or even favoritism, which can all be common. The result could be a positive one without any distinction between family members and non-family members, which can result in more objective and sound decision making. 

  • Implement Training Sessions

Jobstreet.com also suggests that you implement succession planning, talent management plus regular training among employees to not only grow but to ensure the company successfully moves forward. After all, it’s not uncommon for many family members to “grow up” within the family business and also have long-term, loyal employees. While they may be knowledgeable of operations, the industry and company structure, it’s vital for any company to change with trends and always implement best business practices.

  • Increase Retention Practices 

Walking into a family business may sometimes seem like stepping back in time. Its company policies may be redundant and expectations from employees may be old school. For instance, according to Boston Consulting Group (BCG), it’s not uncommon for company leaders of a family business to expect employees to work as hard and as long as they did earlier in their careers. So, it’s important to make them to realize that employees’ expectations have changed. Millennials even Generation Xers now seek a better work-life balance, comfortable work environments, career development, plus rewards and recognition for their work. Implementing benefits, holiday hours, vacation time, and bonus structures, to name a few incentives, will not only increase moral, but attract better talent and increase overall retention. 

There are countless of family businesses that are successful. While some have different policies and structures than other corporations, these are just a few of the best practices that HR managers should implement or strengthen to ensure company growth and a strong future. 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.

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Is Your Employee Telling the Truth?

Managing a work environment is no simple task for HR employees. It’s a good assumption that most seasoned HR professionals and managers have heard every complaint, dispute, personal problem, sickness, theft and quite possibly more from employees.

While these are all sensitive issues in a work environment, how can you tell if an employee is in fact not telling the truth to reap inner-office sympathy, a day or two off work, or some of a company’s policy benefits? Short of being a mind reader, there are ways to detect that an employee is lying. An article published at www.experityhealth.com, reveled some unique indicators that just may end up revealing the whole truth and nothing but the truth.  

  • Reading Body Language

This is an interesting one. When a “suspected” employee is questioned about a certain situation, they may exhibit certain defensive or protective body language. This could include covering their mouth with their hands, avoiding eye contact, excessive fidgeting, or “shifting their body away from the questioner.”

  • Understanding Timelines

Resorting to a timeline of events is an effective method. While it all depends on the situation, many issues or concerns may include some sort of timeline. Guilty employees can get confused and lured into the truth if they explain times and dates out of order, are evasive about key details, or just have “a blank look” when asked about certain moments.

  • Change of Voice

Lying can be stressful even among the best of them. The fact that stress can cause the vocal cords to constrict, a lying employee’s voice may crack, have a higher or lower pitch, or they may start clearing their throat. 

Although, HR professionals are not expected to have the training of an interrogator for the FBI, they don’t need to. Yet, it’s important not to be naive and clearly understanding some of these signs. In the end, by setting an example and implementing the consequences will only provide for a more secure and honest work environment. 

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.

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How to Deal with an Employee Who has a Negative Attitude

Employees with a negative attitude are never productive for any company. Not only are they difficult to work with, but their negative outlook can spread throughout the staff, affect moral and disrupt progress or success of a business. Also, over time, an employee’s negative behavior could mean the difference between gaining and losing a client or valuable employees. 

To ensure a harmonious work environment, HR managers should first recognize who the employee(s) are that have a negative attitude. An article on NaturalHR.com, explains that this may be more difficult than it seems but some sure signs include:

  • They always question management and constantly disapprove of decisions. 
  • Protesting against work volume, co-workers or the company.
  • Creating rivals between employees and management. 
  • Overstating mistakes by either the company or other employees.

If you recognize some of these characteristics, arrange a meeting with the employee. Before speaking to them, however, clearly recognize how their attitude is effecting the work environment. Are employees upset or discouraged? Are employees leaving for other opportunities? Is success or progress in the company being affected? Whatever the concerns, organize your thoughts and notes, and speak clearly about the issue(s) at hand and try the follow practices as suggested by Natural HR: 

  • Keep it professional. Don’t make it seem like it’s a personal attack. 
  • Be clear and relay examples of their bad/negative attitude and that it needs to change for the better. By being vague or evasive won’t necessarily address or solve the problem. 
  • Always listen to what the employee has and let them voice their concerns. There may be a root cause. 
  • Try not to point the finger directly at them. Rather than using “you have a bad attitude ” try explaining “we are seeing some negativity around the office because of your bad attitude.
  • While it’s important to be clear that their behavior has to change, try to conclude the meeting on a positive note, and how they can make a difference in the workplace. 

It’s never easy confronting an employee with issues that can have an effect on other staff and even a company. By following some of these steps, it can alleviate some problems and provide the chance for a more pleasant work space.  
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.

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Are Your Employees Constantly Leaving? Enhance Your Retention Practices

Retention is always a hot topic among HR managers these days. As professionals are afforded many opportunities of where they want to work or establish a career, having top talent on your staff is one thing, keeping them part of your staff is certainly another.

Sapling, a provider of on-boarding and HR software, recently reported a series of best retention practices for HR professionals. While some points are common HR knowledge, others will be a great addition to your arsenal of retention tools.

Create New Hire Retention

Ever have a new employee leave shortly after they were hired? There are a few reasons why and “employees who experienced a poor on-boarding experience” is one of them.  Sapling states that creating an efficient on-boarding process right from when they are hired is essential to ensuring a new employee stays for a longer term. In fact, companies that have a proven on-boarding process improved their new hire retention by 82 percent.

 

Update Compensation Plans Regularly

It’s in anyone’s nature “to follow the money and benefits.” Sapling reported that a competitive compensation package is the most attractive factor when candidates are considering a new job. So, if your company isn’t adjusting or “sweetening the compensation plan” regularly, you could more than likely lose out on the talent you want.

 

Establish Career Paths and Development

It’s common for employees to “move on” for career advancement. So, it’s important to explain and demonstrate to employees that they may have an opportunity for growth in your company. As a HR professional, map out a career path and help them get there through employee development opportunities. This not only helps your company surpass a skills gap, but allows candidates to move into key leadership roles when they become available.

 

Reexamine Benefits and “Perks”

It was also revealed that employees “would switch to a job that allows them flextime, while 37 percent would switch to a job that allows them to work off-site at least part of the time.” In other words, (and it may vary from company to company) most people would appreciate a better work-life balance.

There’s enough competition just to find and hire a qualified employee with the ideal skill set. Retaining can them can almost be as difficult. This means reestablishing your best retention practices, and enhancing the employee experience 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.