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The Value of On-boarding

Did you know that the right onboarding team can help a company retain top talent? Yes, it’s true – and especially so in today’s remote work culture. 

No one wants to start a new job and then hear, “Oh, I didn’t realize you were starting today. I’m not sure how to get you set up.” When someone starts a new job, they’re pumped up, ready to tackle new challenges and feel a renewed, refreshed spirit to bring value to the company. If they encounter obstacles getting set up during the onboarding process, this can quickly take the wind out of their sails and leave them with a bad first impression.

Whether your current onboarding process involves lost paperwork, not getting technology set up or notifying current employees of a new hire, the onboarding process directly relates to a company’s culture.

Boost New Hire Satisfaction

According to Gartner, nearly 33% of new hires immediately become discouraged with their jobs if they run into a poor onboarding and training process. Furthermore, they will begin looking for new employment within six months. Additionally, for employees who stay, it takes nearly eight months for their productivity to reach acceptable levels. 

New hires learn about the company through the onboarding process. They learn the ins and outs, the office lingo, about important clients, the company’s organization and whom to contact if they have questions – all of which set new hires up for success. 

Provide a Team

Instead of giving new hires a single point of contact, give them an entire onboarding team, which also helps reduce friction if a new employee and mentor lack compatibility and have different working styles. 

Some companies, such as Zappos, have a month-long onboarding process, while Pinterest focuses on a week-long orientation that includes leadership talks, IT setup and more. 

By taking these steps, you can help ensure that all the effort you put into finding good new hires goes a long way, ultimately resulting in higher job satisfaction rates.


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Preventing Discrimination in the Workplace

In our previous article, we discussed what workplace discrimination is. But what can leadership and management do to help prevent workplace discrimination from occurring in companies?

Establishing a plan to help prevent workplace discrimination from happening is vital to a company’s success to help facilitate a positive culture and employee morale. 

Develop Policies

Developing a clearly-written anti-discrimination policy is essential. This information is part of the employee handbook. Every employee handbook should have a clear policy about discrimination, and upon hire, employees should receive a copy and sign an acknowledgment form. The policy should be broad, covering a range of potential discrimination types, outlining how discrimination complaints are filed, submitted, handled and resolved.

The Discrimination policy should clearly state:

  • Discrimination based on race, color, religion, national origin, sex (including sexual orientation, gender identity or pregnancy) disability, age or genetic information is strictly illegal. There is a zero-tolerance policy for discrimination. Provide examples and definitions of prohibited conduct. 
  • Provide reasonable accommodations to employees or applicants that require religious or medical exemptions, as required by law.
  • Clearly state how employees can report discrimination.
  • The policy should say that employees will not be punished for reporting or participating in discrimination claims.
  • Protect the identity of employees that report discrimination, to the extent possible.
  • Provide employees with prompt, thorough and impartial complaint investigations. 
  • Describe the consequences for employees that violate the non-discrimination policy. 
  • Research all federal, state and local discrimination laws to ensure these are all covered in companies’ handbook policies.

Consistent Processes to Resolve Complaints

If complaints arise, it’s vital to resolve them quickly and effectively. Workplace discrimination can lead to legal issues and cause employees to lose trust in their employers. Consistently address and resolve issues, highlighting that the company expects everyone to receive fair and equal treatment. Establish a process that fits your company’s size, resources and overall structure to make sure that you can successfully resolve complaints.

Educate Employees

Merely giving employees copies of a handbook and going through the onboarding process doesn’t constitute educating them about discrimination. In fact, some states require that companies regularly provide anti-discrimination training programs. Whether or not you’re required to do so by law, it’s best that companies are proactive in educating employees about discrimination. Employees need to be aware of the policies and procedures in place, how to report allegations and what falls into the zero-tolerance category for discrimination. 

Companies should also conduct separate training for management and supervisory personnel to quickly identify potential discrimination claims and fight to address them immediately. 


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Incorporating Transparency in Leadership

More people are looking for transparency in leadership in all walks of life, whether in politics or the workplace. Employees want to know who, what, when, where and why, primarily when decisions affect them. They want to trust that those making decisions are looking at the big picture and taking their interests into account. 

While the push for more transparency may cause leaders to feel stressed, they don’t need to vet or check every decision, as that is virtually impossible. 

Some decisions can be made with relatively little to no input, while other more important decisions may require extensive research, analysis, discussion and consideration. It’s also the areas in between that can draw even more criticism and create problems, so leaders should practice transparency to help maintain employees’ trust.

Leadership Transparency: Quick Case Study

With COVID-19, a lot of businesses are reducing hours or closing their doors. If executive leadership in a company determines the best financial course of action is to reduce employee work hours, this needs transparent implementation. 

What Happens with Top-Down Decisions That Lack Transparency

No matter how executives communicate their decision, it will be unpopular with employees. One person in a leadership position usually clearly communicates the decision to all employees, fending any questions that may arise, such as:

  • What was the decision involved in reducing hours?
  • How did leadership come to this decision?
  • Who was involved in deciding to reduce hours?

Do not blindside managers with public announcements. It damages the respect between managers and their employees. In turn, managers resent leadership for making quick decisions without receiving any input from them. It makes managers feel set up to fail because their teams stop having faith in them and lose all trust. All too soon, employee morale tanks and leadership is left wondering why. It’s simple: because the decision blindsided everyone.

Implementing Transparency

There’s a better way to deliver bad news to managers and employees to avoid these issues. A strong, positive culture that revolves around leadership and having effective communication is a necessary foundation for growing and maintaining a company. 

Here are the top two ways to successfully implement transparency at work.

  1. Frequent Sharing – The right frequency of sharing sensitive information to ensure that employees are aware of any ongoing issues and any emerging issues. It doesn’t mean notifying employees about every single decision, but it’s best to avoid blindsiding them with major decisions that they didn’t foresee possibly coming. Keeping people in the loop can make a huge difference in how employees react to the news.
  2. Feedback – Simply sharing a one-way street, also doesn’t make employees feel better about decisions, so it’s vital to collect and listen to employees to gain more clarity and understanding. Constructive feedback and discussion can often highlight new perspectives or even reveal alternative options that might work better for the company in the short and long-term. Few things in the workplace destroy employee morale more than not considering their feedback. 

Having a good company culture that revolves around transparency can help benefit companies in our current COVID-19 world and post-pandemic. Use this opportunity to create a healthy workplace culture where employees feel valued.


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How to Engage With Remote Employees

With more employees than ever before working from home due to Coronavirus, the workforce sees some significant changes. For some people, working from home is nothing new, and yet for others, this is uncharted territory. 

At first, working from home can feel exciting and new, but over time, some employees may feel distanced, causing them to disengage, which, in turn, decreases productivity. 

Managers need to help motivate remote employees, especially during pandemic times. Here are five ways employers can help drive a remote workforce.

Communication is Key

Remote employees can often feel that they are left out, which is why managers must communicate with their teams daily. Holding daily check-ins and asking employees if there is anything you can do to help boost their performance is critical. Additionally, managers need to quickly communicate important company news to remote teams to ensure they are in the loop. 

Communication is a two-way street. Managers need to listen to any concerns that may arise, especially if employees feel anxious or overwhelmed about workplace events in today’s pandemic era. Monitoring and evaluating how to mitigate employees’ feelings is necessary, especially if employees feel isolated during these uncertain times. Assure them we are all in this together.

Setting Clear Expectations

Remember that COVID-19 has forced many people to work remotely, meaning it wasn’t their choice. Communicating and setting clear expectations about remote work requirements will help set your employees up for success. For example, if employees need to be available during set hours, communicate this to them. If you need a daily report of what they have worked on, ask them. 

It is important to remember that not all employees may have access to an ideal telecommuting setup, especially if schools and daycares are closed. Be patient and understanding, and encourage them to take paid time off if needed to tend to any critical personal responsibilities. 

Recognizing Achievements and Good Work

Recognize and reward employees that work hard. Incentivize telecommuting productivity and highlight employees’ dedication. Some great examples of ways to recognize achievements while telecommuting include: 

  • Sending out company-wide or teamwide emails
  • Offering rewards to those employees that go above and beyond
  • Sending electronic gift certificates
  • Ordering dinner from a local restaurant delivery service and having it delivered to their home

Recognition doesn’t need to be over the top to be effective. Sometimes just an email or a personal call saying thank you makes employees feel valued.

Encouraging a Healthy Work/Life Balance

Remote employees may find it challenging to establish a healthy work/life balance when their home suddenly turns into their office. Not all employees have physical separation from their personal and workspaces, making them feel as though they are working 24/7, eventually leading to burnout. 

Communicate to employees the importance of a healthy work/life balance, including giving them valuable tips, such as turning off their computer during non-working hours. 

Collaborative Culture

Employees tend to enjoy their jobs more when they feel as though they are part of a team. It can be hard for people to feel like they are part of a team if they work solo from home. Make sure to implement instant chat programs, such as Slack, and hold video conferences to help employees feel like they are part of collaborative company culture.


Ninja Gig offers an advanced applicant tracking system software that makes it easy for HR departments to track job applicants. Our innovative online recruitment system makes it easy for HR teams to post remote jobs with legally compliant job applications online. Sign up today for a free trial and experience Ninja Gig’s automated online job application 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 online to help you attract top candidates for your remote workforce. Sign up today, try our free trial and see how easy our automated job application software is to use!

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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 with an online job posting.

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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 online via our online job application software, which makes it easy for HR departments to accept job applications online and track job applicants. Sign up for a free Ninja Gig trial today and simplify your online 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 online. 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. Ninja Gig is one of the best employer job posting sites!

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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 and applicant tracking system can successfully help you create legally compliant job applications online. 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 advertisements in front of applicants today.