Categories
Best Places to Work Employee Retention Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Software

Ninja Gig Explores the Best Source for Qualified Applicants

If you’ve been in HR long enough, you can remember the days when you would post a job application online, and before long, you would have an entire stack of resumes and qualified applicants to peruse. Today’s world is a little different, and when you add Covid-19 to the mix, hiring just got a lot harder and more complicated. 

So how can you find the best applicants online? Employee referrals.

Employee referrals are one of the best ways to find qualified candidates for your company. Yes, career sites and job boards will let you collect the largest number of resumes. Still, studies show that employee referrals will produce the highest number of qualified applicants, ultimately leading to long-term hires. 

Companies that institute referral programs have lower cost-per-hire rates than other recruiting sources. Additionally, it takes them less time to hire, and they have far higher long-term retention rates. 

Now, we’re not saying you shouldn’t post on job boards, because you can always find a qualified applicant. We’re merely saying that you shouldn’t overlook employee referrals or having an employee referral program in place.

Here are five tips we recommend to help you create and expand your employee referral program, especially on a limited budget.

  1. Talk to employees. If you don’t tell employees how important their referrals are, how will they know? The more you talk about it, the more it will trigger employees to act.
  2. Make referrals easy. If employees have to jump through hoops, they probably won’t act. Make it easy to refer employees by creating an online job posting through Ninja Gig, complete with a custom URL. Then share this with your employees via email, your company webpage and social media. The easier you make it for employees to share, the more apt they are to participate in an employee referral program.
  3. Don’t just tell them, show them. Sometimes employees don’t want to be inundated with long emails. Sometimes, creating a short video to show them how they can refer and get credit for their referrals is helpful. 
  4. Open Communication. Keep communication open and constant. Regularly remind employees about your referral program.
  5. Celebrate the wins! When employees participate in the referral program, and you hire their referral, make sure to thank them. Employees love recognition, so don’t let a valuable opportunity like this pass by unnoticed. 

When employees share job openings with their friends and those outside of work, they provide information about the company, the team and the job. These extra personal details let job candidates know more than just reading a simple job description; they have insight into the company and if their friends are happy working for you. When they commit to applying, they have made a thorough, well-informed decision about the job, which leads to increased employee satisfaction and higher long-term retention rates. 

Ninja Gig strives to make it easy for employers to post a job online and track job applicants using their innovative applicant tracking system. Unlike other expensive online job advertisements, Ninja Gig’s flat, low-rate fee allows companies to post UNLIMITED job applications online. Interested in learning more? Sign up today for a FREE Ninja Gig trial and experience job posting software made easy!

Categories
Best Places to Work Communication Coworkers Dealing with Bosses Employee Retention Hiring Tips Human Resources Morale National Trends Resumes Social Media Software Tips for Small Businesses

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.


Is your company looking for a top recruiting tool that includes an applicant tracking system? Look no further than Ninja Gig, which offers built-in legally compliant job applications online and helps create an automated hiring process for companies. Interested in trying Ninja Gig? Sign up today for a free trial and see how online recruitment can work for you!

Categories
Best Places to Work Communication Employee Retention Goals Human Resources Morale National Trends Software Tips for Small Businesses

How COVID-19 Alters PTO Policies

All businesses have felt the disastrous effects and fallout of COVID-19 on some level. More employees aren’t using their vacation time due to travel limitations, so what does this mean for employers?

Use It or Lose It Policies

While many employers have use it or lose it policies that worked well in the past, this may not be the case in 2020. Workers are likely banking large amounts of PTO, and if they’re forced to take that time off before the end of the year, you could find yourself short-staffed in December. 

Adjustments to PTO Policies

Employers should consider adjusting their PTO policies now to help prevent December from being a short-staffed month. Here are some helpful ideas.

  • Change PTO Policies – Instead of employees being faced with losing their time off, consider adjusting the policy now to allow a portion of PTO to carry over into 2021. 
  • Ask Employees to Use Time Off Now – Encourage employees to take time off instead of waiting in December to see if travel restrictions ease up. However, this can be a tricky situation, as employees might feel resentful, feeling forced to use their paid leave now. To help prevent this, convey to employees that you would like them to take leave now because many are stressed and overwhelmed by the world’s turn of events facing a pandemic. Encourage employees to embrace a “staycation” and turn off all their work – especially if they work remotely. 
  • Rethink Your PTO Policy – There is no better year than 2020 to re-examine your entire PTO policy. Some companies are abandoning the use it or lose it policy and allowing employees to have unlimited PTO (that does not pay out if they leave their job). This will enable employees to rollover any unused PTO to 2021 without worrying about everyone taking a December vacation. While many employers are cautious about unlimited PTO policies, studies show that very few employees take advantage of these policies. 

Ninja Gig can ease the burdens of hiring with our applicant tracking software. Affordable and easy to use, companies can quickly post legally compliant job applications online and track job applicants through the portal. We work to help create an automated hiring process for online recruitment that is easy to use and implement company-wide. Sign up for a free Ninja Gig trial today!

Categories
Business Books Communication Coworkers Dealing with Bosses Employee Retention Hiring Tips Human Resources Job Interviews Morale National Trends Nepotism Tips for Small Businesses Workplace Discrimination

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. 


Ninja Gig offers an innovative approach to applicant tracking system software. Our affordable, yet robust software makes it easy for human resources departments to quickly post legally compliant job applications online and track job applicants. An automated for online recruitment has never been so easy to implement and manage! Act now to sign up for a free Ninja Gig trial of our proprietary applicant tracking system!

Categories
Best Places to Work Communication Employee Retention Firing Employees Hiring Tips Human Resources National Trends Resumes Software Tips for Small Businesses Workplace Discrimination

What is Workplace Discrimination?

You can’t turn on the news or scroll through your newsfeed without reading about discrimination and racism. This two-part article focuses on combatting workplace discrimination, but first, we wanted to explain what exactly defines workplace discrimination. 

Discrimination is when a person or group is treated less favorably due to their personal characteristics or circumstances.

Some discrimination is direct, for example, not hiring someone because of their skin color or religious beliefs. 

Then there are types of discrimination that are indirect, such as imposing requirements that discriminate against certain groups. For example, you may have a policy that requires a specific dress code or hairstyle, but ultimately this could discriminate against certain groups.

Small business owners and employers have legal responsibilities under U.S. federal employment anti-discrimination laws. However, the laws companies are subject to depend on the size of their business.

  • 1 or more employees – Employers must provide equal pay for equal work to both male and female employees. 
  • 15 or more employees – You must comply with the aforementioned equal pay rule based on gender and race, color, religion, sex, national origin, genetic information, disability, sexual orientation and gender identity.
  • 20 or more employees – You must follow all the laws above, but you are also subject to not discriminating based on age. The age factor depends on each state, but with most states, it is 40 and over. 

It’s also important to note that companies may have specific state and local employment discrimination laws they are required to follow. 

Stay tuned for the second part of this article, where we’ll discuss workplace discrimination prevention techniques. 


Ninja Gig offers an applicant tracking system software like no other! Our robust online recruitment software creates an automated hiring process, making it easy for companies to quickly post legally compliant job applications online and track all their applicants in one simple online job application software portal. Act now and sign up today for a free Ninja Gig trial!

Categories
Best Places to Work Employee Retention Goals Hiring Tips Human Resources Morale National Trends Social Media Software Tips for Small Businesses Workplace Discrimination

Employment Law Liabilities Employers Face Post-Pandemic

COVID-19 has exposed employers and companies to an onslaught of legal litigation. Here are the top employment law liabilities employers face post-pandemic.

Wage and Hour Claims

With more employees working at home, many employers have abandoned their traditional time tracking methods. Employers should set clear expectations about regular check-ins and employee breaks to help prevent any issues. Employers may also be required to reimburse employees for some expenses related to telework, such as high-speed internet, cell phone or equipment costs.

Sick and Vacation Leave

Congress passed the Families First Coronavirus Response Act (FFCRA), imposing a federal paid sick time mandate. Employers with fewer than 500 employees must provide their employees with a specific amount of time off for reasons associated with COVID-19, such as they become ill, have to care for a child when their school has closed, etc. Many employers have already been reported for denying leave, requesting improper documentation, miscalculating employees’ pay and retaliating against them for taking leave. 

Workplace Safety

The Centers for Disease Control (CDC) and OSHA show that COVID-19 is a recordable illness, which means that employers face risks for failing to comply with reporting and recording requirements. Employers will face workers’ compensation claims if employees contract COVID-19 on the job. If state workers’ compensation does not cover claims, employers could be liable if they were negligent in enacting safety measures to mitigate employees’ exposure.

Discrimination Claims

As employers have employees begin returning to work, those with employees suffering from pre-existing conditions may be reluctant to return. Employers may be subject to discrimination under the Americans with Disabilities Act (ADA) if they unfairly deny an employee to work remotely with reasonable accommodation. If employees have been working remotely during the pandemic, this may make it even more difficult for employers to deny specific requests. 


Ninja Gig’s advanced applicant tracking system software provides a robust automated hiring process for online recruitment that makes it easy to post legally compliant job applications online and track job applicants. Sign up today for a free Ninja Gig trial and post jobs online today!

Categories
Best Places to Work Communication Coworkers Employee Retention Goals Human Resources Morale National Trends Software Tips for Small Businesses Working from Home

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.

Categories
Communication Employee Retention Hiring Tips Human Resources National Trends Social Media Software Tips for Small Businesses Working from Home

Top Qualities to Look for in Remote Workers

While excellent employees don’t always make great remote workers, management and HR must know how to interview potential applicants for todays’ budding remote workforce.

Here are some helpful tips when interviewing potential remote applicants.

  • Observe and Learn – How fast do they respond to your inquiries and emails?
  • Interview Questions – Ask about their remote work experience and what tools they use to manage their schedule.
  • Test Project – Whether you pay for a larger project or have applicants do a small unpaid project, give them a trial assignment to see how they work, if they can meet deadlines and what other team members think of their work.

Top Qualities

When interviewing remote workers, consider finding applicants with these skill sets.

  1. Self-Motivated
  2. Creative Troubleshooting Techniques
  3. Open Communicator
  4. Good Organizer
  5. Ability to Use Software Programs and Technology 

Interviewing remote workers is slightly different from onsite employees. No matter the difference, companies need skilled workers, and asking the right questions can help you find a remote applicant that works best for your team and company.

Ninja Gig allows employers and recruiters access to online job application software. We make it easy to post legally compliant job applications online for all types of jobs – remote, seasonal, part-time or full-time. Our applicant tracking system software is easy-to-use and simple to navigate, making it easy for HR departments to track job applicants. Sign up today for a free trial and experience our automated hiring process software.

Categories
Best Places to Work Communication Dealing with Bosses Employee Retention Goals Hiring Tips Human Resources Job Interviews National Trends Social Media Software Tips for Small Businesses Working from Home

Are Work-From-Home Positions The Future?

While Americans still wait to return to normalcy while practicing social distancing, many companies are reevaluating traditional onsite culture and propose a permanent shift to remote work.

For example, major employers such as Nationwide, Mondelez and Barclays are discussing reducing physical office space in favor of more remote work. Many companies are seeing the advantage of decreasing physical real estate space, which would save considerable overhead on expenses. 

More companies are seeing proof that employee productivity doesn’t suffer in a remote environment. Companies may not need their full staff to physically return to offices to accomplish their workloads. If the US is facing a global economic slump post-COVID, remote work can help many companies significantly cut costs to survive the difficult times that may lie ahead.

Nationwide Insurance announced a permanent transition to a hybrid-style work model. They will continue to operate their four corporate offices in Ohio, Des Moines, Scottsdale and San Antonio. The majority of their other locations around the US will have their employees continue working from home.

While this outcome could be detrimental for the commercial real estate industry, we could also see more expensive renovations to comply with social distancing. Property management firms are already anticipating having open layouts and new seating arrangements, which will be costly for renovation teams.


Ninja Gig is an easy-to-use online job posting software designed for employers and recruiters to post legally compliant job applications online quickly. Whether you need to post temporary, seasonal, part-time, full-time or remote job applications, our applicant tracking system software is simple to navigate, making it easy to track job applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your hiring process.

Categories
Best Places to Work Communication Dealing with Bosses Employee Retention Firing Employees Human Resources Morale National Trends Software Tips for Small Businesses Workplace Discrimination

How to Take a Kinder Approach to Firing Employees

As an HR professional, if you’ve ever had to fire someone, you know this is one of the hardest parts of the job. However, every good business leader knows that sometimes the best decision for a company is to dismiss an employee. In fact, according to a Harris poll, nearly 40 percent of Americans have lost their job before. 

Employees report that being treated with respect is something they need and want from their employer. In fact, employees say that appreciation and recognition, as well as the opportunity for development, learning and growth, are less important than their need for respect. 

Even if an employee isn’t working out, it’s essential to treat them with respect. Here are some tips for terminating an employee with integrity and compassion.

Opportunities for Improvement

Companies should have two different types of employee termination: attitude-based and performance-based. If an employee is failing to meet clear job criteria, management and HR must set employees up for success. Employees need to be aware of any performance issues, and management needs to help set expectations for a solution. 

Employees need a clear timeline to improve performance – between 30 to 90 days – and management should regularly check-in to gauge their performance. Break down goals into more manageable milestones. However, if an employee has shown no improvement by the end of the probationary period, it’s acceptable to have a hard termination conversation. 

If an employee has a poor attitude, this can quickly evolve into a toxic workplace for other employees. One bad employee that has a negative attitude can soon corrupt and poison an entire team. Management can still be respectful and say, “Is there something going on? When you act this way, your attitude impacts our entire company and your coworkers.” 

Consider Alternatives

If someone is unhappy, see if they would be happier somewhere else in the company. Sometimes an employee is burned out and would prefer a new career. If an employee has a strong skill set, this might be an excellent option. 

No matter what happens, HR and managers must document everything to ensure they are complying with termination laws. You may also have to prove later that employees weren’t working out, and other steps were taken before terminating their employment. Teach management to take detailed notes about problem employees, listing specific attitude or performance issues in writing. Remember to document all behavior and performance issues, as these are needed to help minimize potential legal risks.

Ensure Termination is Handled Correctly 

Before management fires an employee, make sure they consult with HR. A termination plan must be in place to help ensure that the company is following all procedures and legal requirements when terminating an employee. 

Be Transparent

If a company exhausts all their options, and they need to let an employee go, it’s best to be detailed and precise. Explain when they will receive their final paycheck, severance pay, returning company property and how benefits will be terminated. Stand firm and don’t give them the impression you may change your mind. Transparency is a critical component when it comes to terminating an employee.


Ninja Gig is an online job application software for employers and recruiters that makes it easy to post legally compliant job applications online. Whether you need to post seasonal employment applications or full-time jobs, Ninja Gig’s advanced applicant tracking system software makes it easy for HR departments to track job applicants. Sign up today for a free trial and try Ninja Gig’s automated job application software.