Category Archives: Coworkers

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.

Employee Success: Why Everyone Wants to Work for Chick-Fil-A

Chick-Fil-A is one of the best fast food restaurants to work for according to their dedicated employees. How does a company create an environment that fosters team building and pride in what they produce? Let’s take a glimpse into the success behind Chick-Fil-A.

The Employees

Chick-Fil-A has a good policy to hire polite, intelligent and hard-working employees. When companies focus on recruiting quality talent, they tend to have employees that get along better and work well as a team. This can also foster long-term friendships, in addition to happier employees that enjoy their jobs. It’s about creating a sense of family on the job.

The Food

This one is more obvious. Why does someone want to work at Chick-Fil-A? Well, the food is a big reason! Not only do they give employees food discounts, but their food is really good! Delicious food, great friends – this combination begets a positive culture that attracts good people.

Customers

The company is big on delivering top-notch customer service and promotes kindness towards one another. Additionally, many Chick-Fil-A locations have regular customers, and when employees and customers enjoy the atmosphere, it creates a better, stress-free working environment.

Growth

The one thing about Chick-Fil-A is that they value their employees and want them to grow and succeed. That’s why the restaurant offers many opportunities for employees to test their leadership skills and earn valuable promotions. Whether an employee starts as shy and learns to find their voice as a team leader, or someone offers emotional support to help create a better team environment, the restaurant is all ears and eyes when it comes to fostering growth amongst its employees.

The Day-to-Day Work

While Chick-Fil-A is a very fast-paced environment, staying busy helps the time fly by. Additionally, the restaurant has different positions, which means that monotony and doing the same repetitive tasks day in and day out are eliminated, helping to keep employees interested and engaged in their work.

Sundays Off

Of course, having Sundays off also helps employees. It’s an excellent way to give everyone a break to focus on their homework, studying, church, families or just decompressing and enjoying a day away. And while many of us moan about not being able to get our Sunday Chick-Fil-A craving fix, the company respects their employees, which speaks volumes.

Do you have a small or large restaurant and are looking to create a great working environment to attract employees? Ninja Gig can help! Use our UNLIMITED online employment application software to advertise to teens and young adults on social media channels and websites. Sign up now for your free trial and start getting your online job applications in front of potential candidates now.

What to Know When Hiring Teens for Restaurant Jobs

The U.S. Department of Labor has a Wage and Hour Division that provides advice and guidance to employers so they can comply with child labor provisions. Many young adults and teens have part-time jobs, but it’s important that employers comply with federal regulations.

Many teens have part-time restaurant jobs. Here are some questions that restaurants need to consider when hiring young adults under the age of 18. If you answer yes to any of these questions, you may be out of compliance.

  1. Will they operate or clean power-driven meat processing machines and slicers?
  2. Will they clean or operate any power-driven equipment, such as bakery machines or dough mixers?
  3. Will they operate, load or unload any compactors or balers?
  4. Will they drive any type of motor vehicle on the job?

Here are some questions that employers need to consider that relate to hiring minors.

Do any workers 16 and younger do any of the following?

  1. Cook? If yes, 14 and 15-year-olds may not cook over an open flame, but only over an electric or gas grill. They may not use pressurized fryers.
  2. Bake? Minors 16 and younger may not perform any baking duties, including weighing, mixing or assembling ingredients or operating convection or pizza ovens.
  3. Handle hot grease or oil or clean cooking equipment? If yes, 14 and 15-year-olds may do these tasks, but they cannot repair power-driven equipment. They may only perform these cleaning tasks if the equipment or liquids are below 100°F.
  4. Load or unload items from a conveyor or truck? If yes, 14 and 15-year-olds may not load or unload items from trucks, tanks, railroad cars, conveyors, boats, planes or any other types of transportation. They may, however, load into motor vehicles items that are light, non-power-driven and are personal related items, such as jackets for job sites.
  5. Working inside a meat cooler or freezer? 14 and 15-years-olds may not work in meat coolers or freezers, but they may momentarily retrieve items from them.
  6. Operate power-driven equipment? Minors may not operate, adjust, setup, repair or clean any power-driven equipment, which may include bread slicers, bagel slicers, lawnmowers, golf carts, trimmers, weed-whackers, etc. They may operate vacuum cleaners, basic office machinery, and devices that relate to serving food, such as dishwashers, popcorn poppers, toasters, coffee grinders and milkshake blenders.
  7. Work on or from ladders? Minors may not perform any work that requires scaffolds, ladders or window washing that requires working from windowsills.
  8. Work during school hours? Minors cannot work during school hours, which are determined by public schools in the area. Even if the minor is homeschooled or attends private school, they cannot be employed during the times when public school is in session. Outside of school hours is acceptable and is defined as before or after those hours, summer vacations, holidays, Saturdays or Sundays. They however, cannot be employed before 7:00 AM on any day.

The U.S. Department has many more requirements that restaurants must comply with when hiring minors and children under the age of 18 to work part-time. An excellent reference, complete with specific tests and requirements is located at https://www.youthrules.gov/for-employers/compliance/restaurant/

 

Ninja Gig is a convenient way to offer online employment applications to help reach teens, especially on social media sites. Most of today’s youth have Smartphones and having online job applications is a great way for restaurants to reach part-time workers.  Sign up now for a 30-day free trial of our applicant tracking system, and see just how easy our software makes the process.

How to Create a Dynamic Work Schedule

Movie theaters, restaurants and other hourly positions, need to have management create a dynamic work schedule so that companies run flawlessly and efficiently. Without having open communication, work schedules can easily fall apart, leaving companies scattered, unorganized and scrambling to fill shifts.

Here are some excellent tips for creating a work schedule for hourly shifts.

Advance Scheduling

Employees have schedules outside of work, and it’s hard for people to find out their work schedule just hours or a day or two in advance. That’s why it’s essential to schedule shifts in advance so employees can plan. Emergencies happen, such as illness and deaths, but having a schedule published in advance can help minimize shift cancellations and streamline communication among the team.

Know Your Team

If you have team members that prefer morning shifts and others that prefer late night shifts, try to accommodate team members’ preferences and strengths. Not everyone is suited for the busy morning shift, and the same can be true for the late night hustle and bustle.

Respect Requests

Whether someone has a doctor’s appointment, needs to be at the bus stop by a particular time or prefers not to work on Sundays for religious reasons, it’s important to attempt to accommodate these types of requests when scheduling shifts. Request that employees submit their vacation requests as far in advance as possible to help accommodate any necessary requests. There may be times when employers cannot honor these requests, such as during busy holiday seasons, but it’s important to attempt to try to work around employees’ schedules as much as possible.

Shift Swapping

Having a policy that permits shift swapping is a great way to make sure that shifts are covered in advance and at the last minute. Have a clear process about shift-swapping in place to help avoid confusion, so all shifts are covered in advance. If employers don’t spell out a policy, they likely won’t know when employees change their shift schedules, which can cause abundant confusion and strife.

Busy Times

Customer demands play a central role in how employers schedule employees. Maybe weekends are peak busy times, which means that business may need to schedule extra employees for those shift schedules. When businesses identify busy times, it’s important to relay this to the employees, so they know that all extra shifts during peak hours need coverage.

Ninja Gig offers an excellent solution for businesses looking to use online job applications to attract the best, brightest talent. Many movie theaters and restaurants can advertise online job applications on websites and via social media. Sign up now for your free trial and see how Ninja Gig can help you streamline your online employment application process.

Interview Questions for a Movie Theater Manager

Most movie theater employees are teens with first-time jobs, which means it’s essential to have a responsible movie theater manager that has the necessary skills to lead and teach employees.

Below are some questions to consider incorporating into regular rotation when interviewing for a movie theater manager.

  • Can you work with budgets?
    •  What do you find is the most challenging part of the budgeting process?
  • Can you give an example and explain a time when you coached or mentored someone on the job?
    • Did it help boost the person’s skills or job knowledge?
  • Share an experience when you dealt with a difficult person or personality type, and what you did to handle and address the situation.
  • Describe successfully organizing a group of people to accomplish a specific task or goal.
  • Give me some examples of how you organize, plan and prioritize work on a daily basis.
  • Describe an instance when you did something “outside the box” that benefited your employer.
  • Tell me when you monitored or reviewed information and found a problem or discrepancy. How did you respond and what did you do?
  • Give an example when your advice facilitated an improvement for your company.
  • When setting expectations and monitoring subordinates performance, what do you find most useful?
  • Share a time when you successfully coordinated with others on a project.
    • Describe a time when that effort was not successful.
  • In your experience, what is the best way to help monitor the work of others?
  • Describe a time when you had to take corrective action with a subordinate.
  • What do you think is key to developing a good, solid team?
  • What do you think is essential when communicating with the public?
  • Describe a time when you remained calm and dealt with a high-stress situation.
  • Share a time when you took on additional challenges or responsibilities without being asked or directed.
  • Describe a time when you worked in a workplace that was rapidly changing. How did you deal with the change?
  • Share a time when you oversaw or managed the work of someone else. How did you motivate, direct and develop their work?
  • Discuss a time when you identified a problem and came up with a solution. Discuss your decision-making process and how you arrived at a conclusion.

Ninja Gig offers easy to customize online job applications, which makes it simple for movie theaters to advertise jobs and ask specific preliminary questions during the online employment application process. Sign up now for your free trial and see how Ninja Gig can bring streamline your online job applications.

Hiring Seasonal Resort Nurses

As the ski season ramps up, so too does the need for seasonal resort nurses. Many of the big ski resort towns grow into a blossoming resort in the wintertime. As the slopes become packed with skiers and snowboarders, the hospitals near resorts see an overflow of emergencies, broken bones and head injuries. With so many seasonal patients, these resort-area hospitals need to hire additional resort nurses to ensure they have full staffing during the winter months.

Traveling nurses especially make the most of the ski season. Here is a list of the top five nursing ski destinations:

  1. Vail, Colorado
  2. Park City, Utah
  3. Killington, Vermont
  4. Aspen, Colorado
  5. Lake Tahoe, California/Nevada

Ninja Gig offers customizable online job applications, which means that you can ask the tough questions up front before committing to a lengthy interview process. Here are some excellent employment application questions to ask seasonal nurses on an online job application:

  • Why did you decide to become a nurse?
  • Write about a situation where you had to deal with a demanding, difficult patient and what you did.
  • Why are you applying for this job and why do you want to work at our hospital?
  • What made you choose your particular field of nursing?
  • What kinds of personality traits do you feel are necessary for nurses to have?
  • In your opinion, what are some of the most significant issues and challenges that nurses currently face? Why do you think you are qualified for the job?

Essay questions can be an insightful part of the initial interview process. When advertising for seasonal nurse positions, make sure to list out detailed requirements and education to help avoid unqualified nurses from applying. Additionally, since ski resorts are incredibly busy in the winter, it’s best to make sure applicants can work in a fast-paced hospital environment.

Sign up today for a free trial of our completely customizable applicant tracking system and see how quickly and efficiently you can take care of your hiring needs this season!

Tips for Hiring Seasonal Restaurant Staff

The holidays are just around the corner, and if you’re like many restaurants, you may find an increased need for seasonal restaurant employees, which can be especially true for ski resorts or restaurants close to retail shopping establishments.

Here are some helpful tips for hiring seasonal restaurant staff:

  1. Last Year’s Staff – Check and see if your seasonal staff from last year has availability to help this upcoming holiday season. By reaching out to employees you have hired in the past, you can help reduce your overhead and training expenses. Refresher courses are far easier than starting from scratch and teaching employees everything. Encourage employees to return next season and stay in touch with them throughout the year.
  2. Promote to Schools – Many colleges offer their students up to four weeks off in the wintertime, and a seasonal job may fit in perfectly with their schedules. Additionally, college students typically don’t demand high salaries and find minimum wage acceptable.
  3. Train Staff – Train all of your seasonal staff at the same time to help reduce the number of company training sessions. Consider instituting a simplified iPad-based point of sale (POS) systems, which require less training than traditional POS systems.
  4. Local Laws and Regulations – Always pay attention to and follow local laws and regulations that relate to hiring seasonal employees. Under federal law, part-time employees still receive some benefits, such as workers’ compensation and social security. Some states also mandate that part-time employees receive unemployment benefits, which may depend on the length and duration of the seasonal employment.

Ninja Gig offers custom online employment applications, which makes it easy for employers to advertise seasonal and part-time positions on their websites and social media pages. Some studies show that nearly 79% of Americans use online information and job applications to apply for jobs. Sign up today for our 30-day free trial and start filling those positions quickly!

How to Hire the Best Customer Service Representatives

One job that has one of the highest turnover rates is customer service representatives. Hiring an excellent customer service representative is not hard, but typically, someone who makes a good representative is born and not taught. This makes it critical for companies to have the necessary interview skills to spot an awesome employee in the making or a future dud that needs polite escorting to the door.

Here are some common traits that excellent customer service representative’s share.

  • Eye Contact – Customer service representatives sell the experience of a product or the company. No one wants to buy from someone that doesn’t maintain eye contact. Maintaining eye contact is a common sign of courtesy. This position fields complaints and concerns and customers need to have their feelings validated by having someone give them eye contact. If someone doesn’t maintain good eye contact during an interview, they won’t make a long-lasting customer service representative.
  • Upbeat Energy – Customer service representatives need to be upbeat and have positive energy. If customers are filing complaints, having someone that is upbeat and polite makes a significant difference. If you hire a customer service employee that is down on life and complains to customers, this will translate into bad experiences for customers. Good customer service representatives have a can-do attitude that lets customers know that no matter how bad their problem may seem, it’s fixable.
  • Empathy – Good customer service reps have one thing in common: they have empathetic voices. If someone has empathy and can diffuse customers by making them feel good, it will be a huge benefit to any corporation.
  • Smiling – Whether in person or over the phone, customer service reps need a smile in their voices. To hear whether a candidate has the skills it takes to shine over the phone, make sure to conduct a telephone interview as a hiring prerequisite.
  • Previous Experience – If someone has held several different short-term customer service representative jobs over the years, they may not be a good fit. Studies show that people that love working in a customer service environment will stick with a position for longer, which shows on resumes.

If companies hire the right customer service representative for their organization, they’ll have less turnover, which translates into substantial cost savings for employers.

Ninja Gig offers custom online job applications. These applications are ideal for companies that need to hire customer service representatives but don’t want to deal with the hassle of creating applications. Ninja Gig’s easy to use online employment applications are simple to customize, easy to save and archive, ensuring federal and state paperwork compliance. Sign up today for a 30-day free trial of our software and see how easy hiring can be!

Hiring the Right Nurse for Your Practice

Nurses are on the front line of providing medical care and are often the first and last points of contact. This is why it is important that medical practices and facilities hire the right nurse to ensure quality patient care.

Here are essential tips to ensure that your facility hires the right nurse.

Hire the nurse that is the right fit for your team. Consider the dynamics of the current nursing staff. If you already have several big personalities, consider balancing this with someone who is quieter and more reserved. If you have a team of serious nurses, a bubbly or lighthearted personality might clash with this personality type. You want your nursing staff to work together, but also nurses that bring unique perspectives to their jobs.

Determine nurses character using behavioral questions. While it’s necessary to hire nurses that are highly skilled and educated on paper, it’s equally important to hire nurses that are quick-thinking, collaborative and compassionate towards patients. Using behavioral interview questions, ask prospective nurses how they handled their most recent emergency situation or even how they have dealt with co-worker conflict in the past.

Let nursing candidates ask questions. You want to make sure that the nursing position is a good fit for both the nurse and practice. Make sure that nursing candidates get enough time to ask their questions about the job. If candidates leave interviews feeling overwhelmed, they may not remain interested in the position. On the flip side, if a nurse asks more questions about specific skills for the job rather than focusing on patient load, this may be because he/she needs more experience.

Hire candidates that share the practice’s values. Despite a candidate’s certifications and experience, you need to ensure that a nurse shares your practice’s values. If a nurse is more concerned about promotions and being a supervisor rather than the position she is applying for, this may indicate that he/she is not a good team player and is only looking out for self-promotion.

Hire based on facility needs. Rural and urban area hospitals have very different needs. Urban hospitals typically offer more high-stress situations, requiring nursing staff to be quick and resourceful. Some nurses prefer a high volume caseload, while others prefer to take more time with individual patients. Assess what nursing candidates are looking for because sometimes jobs just aren’t good fits.

When hiring for your practice, it’s important to take your time interviewing qualified applicants to find the right nurse for the position. A qualified nurse is well-rounded and can handle difficult personalities and take charge when needed, but also excels at being a team player.

Ninja Gig offers online job applications. These custom employment applications make it easy for medical facilities to tailor applications to nurses, which in turn helps attract more qualified nursing candidates. Sign up today for a 30-day free trial!

How to Earn Employee’s Respect

Building respect is a two-way street – and one that both employees and employers need to reciprocate. Long ago, it was thought that respect was something subordinate employees were forced to give their supervisors. However, respect is a valuable – and necessary – way for employers to help build rapport in the workplace.

How can companies build employee respect? Ninja Gig will walk you through five essential tips.

  1. Authenticity – Practice being an authentic reflection of the company’s principles and values, while simultaneously having transparency and promoting justice.
  2. Ownership – Make employees understand that management values and deeply respects their thoughts and opinions. By doing this, employees tend to take a form of “ownership” and pride in the company.
  3. Potential – Develop employees’ potential and invest in helping them become better employees. By helping employees develop and achieve their performance goals, they will respect companies more and become more dedicated employees.
  4. Energy – Focus on creating an energized work culture that is positive, with energy that focuses on winning versus defending.
  5. Sacrifices – If sacrifices need to be made to contribute to the majority’s success, these options need to be weighed and tough decisions made.

Earning employee respect is the key to empowering employees. Employees that report feeling respected at work have higher satisfaction rates with their jobs, which equates to long-term retention and less turnover.

Ninja Gig offers the ease of online employment applications. Companies can easily comply with state and federal guidelines regarding maintaining job applications, while also being able to advertise on social media, the internet and other modern-day job sites to help attract the best, most qualified applicants for the job. Sign up now for a free 30-day trial and streamline your hiring processes!