Category Archives: Dress for Success

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!

Five Tips for Hiring the Right Employee

Whether you’re a seasonal company gearing up for the winter holiday rush or you have some current positions open in your organization, hiring the right employee is critical to your success.

While you can’t please everyone in your company, you can do your best to mitigate poor hiring decisions and focus on deciphering what employee traits are valuable to your company so you can better facilitate the interview process.

Here are the top five things to consider when interviewing candidates:

  1. Career Commitment – If someone is committed to his or her career, this may signify loyalty. Employees that switch jobs or careers frequently in pursuits of higher salaries may not be the long-term employee your business desires. Heavily weigh the candidate’s previous job duration and make inquiries about why they keep switching jobs. It could be something out of their control – like layoffs – but if they’re always looking for something better that pays more, it may be best to consider another qualified candidate.
  2. Test Learning and Analytical Skills – Keep in mind that a resume may be impressive, but there are also a lot of companies and freelancers that specialize in writing resumes. Because resumes can contain lies, it’s best to use a variety of methodologies to analyze candidates’ skills.
  3. Compatibility Match – You may find an impressive, brilliant applicant, but if they aren’t compatible with your company’s culture, you’ll have personality clashes, which can lead to an unproductive, unhealthy work environment. If a candidate expresses that they have difficulty getting along with co-workers or bosses, it may be a red flag that they are not a good fit for your company.
  4. Improve Your Hiring Process – Companies that follow these hiring steps have more success with finding long-term employees:
    a. Avoid magic bullet or irrelevant questions and focus on the candidates’ knowledge, capabilities, confidence, skills and attitude.
    b. When advertising available positions, make sure to list all job requirements to minimize unqualified candidates applying for the job. For example, list specific responsibilities, experience, skills, knowledge and required education.
    c. Involve several people in the hiring evaluation process, because the more people that participate, the better chance your company can hire a good fit.
  5. Review Social Media – Looking at a candidates’ social media page may have some legal complications, but companies can weigh the pros and cons. Today, nearly 90% of companies recruit through social media platforms because having an online presence is so important in our business world.

Ninja Gig can help companies simplify their online job application process. Our fully customizable online employment applications are ideal for companies to use on their direct websites or social media pages. Sign up today for a free trial of our highly reviewed applicant tracking system!

Fall Employment Trends

Mid-August through October is the best season for hiring qualified employees. Once Thanksgiving hits, it is harder to hire employees during the winter months, unless you are only looking to fill seasonal positions.

Here are the five hottest jobs that are in demand this fall. If your company is looking to hire any of these positions in these categories, make sure they set themselves out from the crowd to attract the brightest talent.

  1. Fitness Trainer – Fitness is a booming industry trend. Health and wellness are hot-button topics and trainers can help people get back in shape, lose weight and also serve to educate clients about exercise and physical fitness. The U.S. Bureau of Labor and Statistics anticipants that the need for fitness trainers will increase by 8% by 2022.
  2. Occupational Therapist Assistant – Healthcare is a growing field, especially as Baby Boomers begin to age. Occupational Therapists work with licensed therapists to help patients recover from injury or illness. These assistants teach everyday skills, such as moving, eating, dressing, traveling and personal hygiene. Reports anticipant this profession will grow by 40% over the next four years.
  3. Personal Financial Advisor – For people with math skills, being a personal financial advisor may be just the career they want. Finance professionals help clients manage their money, advise them about their investments and help them plan their long-term retirement. This field is expected to increase by 30% by 2020.
  4. Computer Software Engineer – Both big companies and startups are looking for highly trained, qualified software engineers. Software engineers and developers design and refine computer programs, which is why their demand is expected to grow more than 17% in the next four years.
  5. Registered Nurse – There’s a major shortage of qualified nurses in the U.S. right now, and with a growing healthcare field, this is an excellent career for people that enjoy science and have the necessary empathy to work with ailing patients. The demand for this field will increase by 16% by 2020 and it won’t just stop at hospitals but will carry over into doctors’ offices, schools, agencies and clinics.

Ninja Gig offers fully customizable online employment applications, which can help to simplify the hiring process. No matter the position that is open in your company, you can easily tailor these online job applications for websites and social media. Sign up now for your free trial and take care of all your hiring needs.

How Fast Food Restaurants Can Decrease Turnover Rates

You may think that fast food restaurants and high turnover rates are synonymous with one another, which is usually right. However, a few fast food restaurants are bucking this trend and changing their company cultures to ensure that they retain good talent longer.

Hire for Attitude, Train for Skill

Fast food restaurants can take a valuable tip from successful companies, such as Google, and hire employees with good attitudes. Employees that have good attitudes will help improve customers’ experiences, and they are more likely to be happy with themselves, which directly transfers over to work performance.

The primary demographic for fast-food restaurant employees are part-time people and teenagers. It’s easier to groom young employees that have an excellent attitude and train them with the skills they need to succeed in their jobs than it is to try to teach someone that is negative and doesn’t have the desire to succeed.

Opportunities for Improvement

It’s important that fast food restaurants train their employees, retrain them, provide them with certifications and then re-certification. For example, the most successful fast food restaurants that have low employee turnover invest in 100 to 120 hours of training and require certifications for each specific job before employees go on the line. Re-certification is essential – and easy to institute via random drawings and pop quizzes – because people get rusty and can get stuck in ruts. It’s best to keep people on their toes, so their knowledge is up-to-date.

Leaders are Teachers

It may seem silly, but there’s a lot of truth in having good leaders that are teachers. Some companies organize management to read a range of books each month. Management then meets to discuss these books, whether it’s classic literature or the latest business self-help guide. Leaders are teachers, and when a company recognizes them as coaches for the staff, they feel more motivated to do their jobs, and those under them feel and share that same enthusiasm.

Having a culture that treats management well will also help employees aspire to work their way up in a company and become management too.

Some companies wonder if it’s worth training fast food employees and investing valuable time, resources and money in them when most of them will not make a life-long career in the industry. However, consider this point. If you don’t invest in your employees, you will have a high turnover rate, which directly impacts customers’ and their experience with your restaurant.

 

Ninja Gig offers online job applications, which makes it easy for fast food restaurants to reach their target demographic – teens and young adults online and on social media channels. Most of today’s Millennials apply for jobs directly from their smartphones, which is why having customizable online employment applications is necessary for restaurants. Sign up now for a 30-day free trial of our software and make hiring painless!

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!

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

Now that you’ve hired employees for your cleaning company, you need to spend the time to train them. When you properly train your employees, you automatically boost your employee retention rate because happy employees are likely to stay with companies longer.

  • Determine Learning Styles – Every person learns differently, which means that there is no one-size-fits-all approach to teaching. Some people are visual learners where as others are auditory learners and there is nothing wrong with either group. The best way to teach new employees is to utilize a variety of these methods, such as incorporating written and verbal instructions with demonstrations. See what works best and refine this method over time when teaching new employees.
  • Role Playing – To help train employees, utilize role-playing to practice and reinforce what is and is not acceptable on the job. Simulation is one of the most effective training techniques. This involves showing employees how to do a task and then allowing them to practice or repeat the task in a controlled, safe environment. If the job requires interpersonal skills, lead the employee through role-playing modules.
  • Be a Role Model – To be taken seriously, employers need to be good role models for their employees. Don’t take shortcuts or exhibit behaviors that you don’t want your employees to emulate. Role modeling is never a substitute for training, but merely reinforces the training you give your employees.
  • Training Opportunities – Always be on the lookout for new training opportunities to help boost your employees’ skills and performance levels.
  • Real-Life Scenarios – Whenever possible, use real-life training scenarios instead of hypothetical situations. However, it’s probably best to avoid letting your customers know if they are a training experience for your employees or organization.
  • Questions – Not all employees know how to ask questions, so make sure you anticipate in advance the types of questions that employees may have, not be comfortable asking and address them.
  • Feedback – Make sure that employees know you value their feedback. Let them know that you want to improve the training and techniques and that you open and appreciate the constructive information.

Ninja Gig offers the convenience of online employment applications. Online job hiring can be a daunting, overwhelming experience, but with Ninja Gig you can create a job application online that gets noticed by people looking or a job. Sign up now for a 30-day free trial of our easy to use application software and see how simple hiring can become.

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!

Developing a Competitive Pay Practice

In today’s competitive job market, candidates are well educated about salary rates based on their industry and location. For companies to stay competitive and attract the best and brightest talent, they need to stay a step ahead of their competition. Developing a solid, yet competitive pay practice that is based on accurate salary data is crucial.

Here are some tips to help your organization develop a competitive compensation strategy that attracts and retains employees.

  • Market Pulse – Wages declined in 2009 and 2010; however, many industries are seeing a steady increase in salaries. If your company has a compensation plan that is based on these declining years, it’s time to put together a new strategy or you risk, losing top employees to competitors.
  • Benchmark Positions – Engage in once-per-year salary benchmarking to identify employees that are at a higher risk of turnover. This will help employers find ways to reallocate their labor budget and make smart decisions before facing employee vacancies.
  • Compensation Plan – Developing a compensation plan is a cost-effective way to help companies structure their pay decisions in a way that aligns with company goals. While some companies skip this plan in favor of less structure and fewer rules, it can be their demise as top employees will eventually leave for better offers that come their way.
  • Pay Inequities – A formalized compensation plan helps companies identify internal pay inequities. A significant wage gap for employees that do the same position can increase company turnover, even contribute to overpayment and costly litigation expenses. Race and gender have no business influencing compensation.
  • Communicate – If you’ve gone through the process to create a detailed compensation plan, let your employees know. Compensation strategies exist to support your business goals. Communicate to employees and let them know that your company is investing in them and their talent. Employees appreciate feeling needed, and companies will see a measurable boost in employee morale.

Ninja Gig specializes in offering online job applications. These employment applications make it easy for employers to identify qualified candidates for their organization. Additionally, by eliminating much of the paper involved in the initial application process, employers can effectively store resumes in digital archives, complying with all government data regulations.  Sign up today for your 30-day free trial of our applicant tracking system, and start accepting job applications immediately!

Restaurant Recruitment Tips

Successful restaurateurs have key processes in place to help their business achieve consistency. The dilemma is that many of these processes revolve around recipes, cleanliness, food safety, customer greetings, etc. Some restaurants have policies for scheduling and conflict resolution tactics, which managers can implement. However, far too many restaurants do not have structured recruitment and hiring processes in place, which leads to bad hiring decisions, high turnover and an overall poor employment brand.

Restaurateurs can change their culture and implement effective recruiting practices, which will help build a strong brand.

  1. Attract the Right Candidates – Restaurants can easily tap into their customer base to discover potential candidates. They can utilize social media, online newspapers and even post “Now Hiring” notices in their restaurant. To attract several qualified candidates and make it easy for staff to conduct interviews, many restaurants set aside all-day interview sessions or even participate in local job fairs to talk to qualified culinary candidates. However, the drawback to open interviews is that restaurants spend a lot of time interviewing candidates that would not pass their basic screening process. While many restaurants use these techniques to solve high-volume hiring seasons, it does not always attract the best candidates. By leveraging employment application software for job applications, restaurants can narrow down their applicant pool and select only those that are qualified for positions. This time-savings approach allows restaurants to reduce costs associated with interviewing and hiring qualified candidates.
  2. Identifying the Best Applicants – Restaurants want to hire the best, brightest and most talented employees. Great staff results in better dining experiences for customers, which translates into more return business. Bad hires can leave lasting negative impressions on customers and cost restaurants revenue. Restaurants should require that applicants complete applications. Custom online job applications can pre-screen applicants while ensuring consistency in answers, give a glimpse into personality and aptitude.
  3. Evaluating Top Talent – Once a restaurant has a solid screening and interviewing process in place, they can focus on finding candidates that are good fits for their company culture and jobs. Equally crucial to skills is evaluating their communication styles, personalities and what motivates them to succeed. Developing a specific set of criteria that includes standardized interview questions will help management better select strong long-term candidates. Once management has found a reliable interview routine, it should be built into a repeatable system. Applicant Tracking Software is valuable, helping restaurants manage consistency during the interview process.

Ninja Gig can help your restaurant succeed and hire qualified employees. Our online employment applications make it easy for you to customize questions, advertise your open positions and attract qualified candidates.  Sign up today for a 30-day free trial!