Category Archives: Employee Retention

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!

Tips for Hiring Seasonal Employees

The holiday season is nearly upon us, and many companies are in full swing advertising, interviewing and hiring seasonal employees. If you have a seasonal business, here are some valuable tips to consider when investing in seasonal employees.

  • Evaluate – While some businesses, such as retail stores at Christmas or ski resorts in the winter, rely on hiring seasonal employees, it is best to evaluate the current staff before hiring additional employees. Analyze past trends and learn when you need to have seasonal employees start.
  • Comply – Comply with all country or state requirements for seasonal employees., which includes minimum wage, pay regulations for nights, weekends or overtime, health insurance requirements and labor regulations for teenagers between the ages of 14 and 17.

Here are some additional tips to follow when interviewing and hiring seasonal employees:

  1. Job Descriptions – Write specific job descriptions and clearly state that you are only recruiting for a seasonal position. In some cases, be sure to put the title of the job and then “Winter Seasonal” next to it in parenthesis. Also clearly state any requirements for the job, such as prior cashier experience, necessary ski instructor training, etc. If the position requires heavy lifting, clearly indicate the physical demands of the job. Being upfront will help you attract more qualified candidates’ resumes that clearly understand the requirements of the position.
  2. Advertise – There are a variety of job boards that have more seasonal job postings than others. For example, make sure to post the position on your company’s website and social media pages, but also explore Indeed, Monster, CareerBuilder and Snagajob. Other websites that are dedicated to seasonal employment postings include: CoolWorks, SeasonalJobs and BackdoorJobs.
  3. Evaluating Candidates – Consider evaluating candidates in groups initially, which will help if companies receive a lot of qualified resumes. Even though the position is seasonal, hire for both the cultural fit and qualifications, not solely based on skills.
  4. Retaining Employees – Something seasonal companies understand is that if an employee quits mid peak season, they have a significant gap in their workforce and it’s difficult to train someone for a job that only has a matter of weeks or months remaining. To help detour employees from leaving jobs early, consider offering end-of-season bonuses for employees that stayed on the entire season. Additionally, consider offering loyalty bonuses to returning staff to help offset training expenses the following year.
  5. Creative Benefits and Perks – Offering creative benefits, such as flexible schedules, can be desirable to prospective candidates.

Ninja Gig specializes in offering custom online job applications, which are ideal for seasonal employers this holiday season. These employment applications can highlight areas for candidates’ specific skills and qualifications, as well as having candidates acknowledge or answer any necessary questions. Additionally, employers can easily save resumes and applications to comply with all state and federal document retention regulations. Sign up for our 30-day free trial and find those seasonal candidates immediately!

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!

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 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!

Top 10 Employment Tips

Whether you’re looking to hire for part-time summer help or an executive for a corporation, there are 10 employment tips that everyone needs to be familiar with, follow and abide by.

  1. Hire qualified applicants, train them to improve their skills and discipline or fire for documented causes.
  2. Never try to avoid paying payroll taxes, completing new hire paperwork or classifying workers as temporary or contract labor to avoid paying unemployment. If you don’t want to pay these taxes or deal with this paperwork, hire employees through a temporary staffing agent so they can process this paperwork.
  3. When conducting the new hire employment process, have new employees sign all necessary paperwork. Some states require that new hires and even rehires be reported to the Attorney General’s New Hire Reporting office within 20 days.
  4. It’s important to maintain a safe, healthy workplace that complies with OSHA rules and regulations. It’s important to keep the hiring, evaluation, promotion, transfer, discipline and discharge of employees fair, consistent and job-related. It is illegal to retaliate against employees that report workplace discrimination, safety hazards or other employment law issues.
  5. Have wages in writing with employees. For any specific wage deductions that are not authorized by law or court ordered, it is best to get written authorization from employees.
  6. Unless an employee is clearly a salaried employee and not subject to overtime wages, always default to hourly wages to avoid potential legal issues.
  7. Never advance money or make a loan to an employee without a written receipt and signed repayment agreement.
  8. If changing any pay or benefits, provide the employee with as much notice in writing as possible.
  9. Treat employees fairly and consistently to help avoid unnecessary claims and lawsuits.
  10. If addressing an unemployment claim, file everything promptly, present detailed documentation about policies, warnings and other pertinent facts and provide testimony from firsthand witnesses, if necessary.

Ninja Gig offers the ease of using online employment applications to help facilitate hiring qualified applicants. These online job applications are easy to customize so companies can add any necessary legal language to make sure they comply with state and federal laws. If you are interested in trying out our software for free, sign up for a 30-day free trial today!

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.

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

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

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

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

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

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

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

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