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Interviewing Made Easy: How to Make Remote Candidates Feel Special

The candidate interview experience is an essential component of the interview process that helps define what candidates think about your company. The candidate experience begins when you post your job application online into the interview and through the onboarding process.

If your company is spread out, fully remote due to COVID-19 or has locations across the world, it can be challenging to build rapport with qualified candidates. 

Here are Ninja Gig’s top tips to help ensure that remote candidates have a great experience with your company during the entire interview process.

  • Stand out from the crowd with a compelling job description
  • Tell job seekers about your company and list your values in the online job posting
  • Consider adding interviewer bios and videos to your site with a link so they can learn more before applying
  • When communicating with applicants, add pertinent company information to your emails
  • Connect through video
  • Ask questions that acknowledge candidates and let them share about themselves
  • Treat candidates like customers
  • Always personalize communication with applicants
  • Say thank you
  • Always compensate for screening tasks
  • Provide constructive feedback if you turn down applicants

These simple yet effective techniques can help companies find the right remote candidates for their organization.

Ninja Gig offers a comprehensive applicant tracking system for online recruitment. Our job posting software makes it easy to track job applicants online. Interested in learning how Ninja Gig can help your HR systems and team? Sign up today for our FREE TRIAL. 

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How to Find Great New Hires During the COVID-19 Pandemic

COVID-19 has left many companies struggling and feeling the economic pain of slow growth. Other industries, such as telecommunications and pharmaceuticals, are experiencing growth rates not anticipated to happen for several more years. 

HR departments and hiring managers have to hire without using traditional in-person interview methods to help meet the changing economic demands. Additionally, they face restrictions on gatherings, business mixers and canceled career fairs. So, what should businesses do?

Ninja Gig has rounded up the top places to find exceptional new hires during COVID-19.

Online Career Fairs

Maybe you wouldn’t typically join a career fair, but today’s virtual versions are great for attracting work from home employees and fostering a remote work culture. Create videos that help your company explain the culture, the positions you’re hiring for and remember to highlight an overview of the company.

Make it easy and straightforward for visitors to ask your hiring team questions. Consider using a free video-conferencing platform and phone number to contact you for a more personalized one-on-one conversation.

Job Boards and Social Media Sites

Post jobs online, on job boards and social media sites. Including details, such as “remote work available,” can also help attract a broader range of talent. Additionally, check out jobseeker groups online, as many talented employees have lost their jobs due to the pandemic and are actively looking online, including on LinkedIn. Update your social sites’ profiles to include that you’re hiring and include a direct link. 

Prior Applicants

Companies should keep a list of prior applicants, and sometimes you’ll find a fantastic candidate who isn’t a good fit for the current job opening, but might be for something in the future. Reach out and see if past applicants are still interested in work, and as a bonus, if you’ve already interviewed them in-person in the past, you won’t feel the pressure of scheduling several video meetings.

Recommendations

Ask team members to recommend friends for positions and offer an employee incentive program bonus for every candidate that gets hired. If employees have previously worked with someone, they will likely recommend someone with good work ethics that will fit in well with your company culture.

Competitions

In some industries, online competitions are a great way to attract talent. For example, some writers will have online short stories contests, engineers have coding challenges and social media gurus might have caption contests. Friendly competitions are a great way to tap into a creative pool of applicants that enjoy working and are up for a good challenge!


Ninja Gig is a comprehensive applicant tracking system for online recruitment that helps Human Resources departments develop an automated hiring process. Our easy-to-use software makes it simple to post legally compliant job applications online. Sign up today for a free Ninja Gig trial and start getting your job postings on Indeed noticed today!

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Don’t Overlook This Source for Qualified Candidates

One of the major problems companies make when looking for qualified candidates is spending their efforts in the wrong places. 

Yes, posting jobs on websites is critical to getting jobs in front of candidates, but you might also be attracting the wrong candidates for some jobs. Just because your company receives a flood of job applications doesn’t necessarily mean the applicants are qualified for the position. 

One of the significant pitfalls companies make is overlooking their website and social media pages to advertise open positions. Consider this: there’s a qualified applicant that has been targeting your company and is very interesting in working for YOU. Job boards make it challenging for applicants to filter by company, especially if you are placing blind ads. If an applicant is following your social media pages and regularly checking your company’s site, they won’t know when you have a job posting. 

What’s important to understand is that there are applicants that research companies and target them as potential employers. If an applicant knows about your company and invests in following you online, they’ve already shown brand loyalty, which is a rare commodity in today’s job market. 

While Human Resources departments should also focus their efforts on job boards because it does get their name out in front of other people, it’s important that companies also implement the following when posting jobs.

  • Make it easy to locate the career or jobs portion of your company website
  • Connect your social media accounts to your company career sites, such as Facebook and LinkedIn
  • Always ask for employee referrals

If you want to make it easy for candidates to apply through the same portal, link the job application on your company site to Ninja Gig, which makes it simple for HR professionals to organize qualified candidates.


Ninja Gig offers a complete applicant tracking system that helps create an automated hiring process. Focusing on easy-to-use software, Ninja Gig makes it easy for human resources departments to post legally compliant job applications online and quickly track job applicants. Sign up today for a free trial and experience Ninja Gig.

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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!

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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!

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Incorporating Transparency in Leadership

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

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

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

Leadership Transparency: Quick Case Study

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

What Happens with Top-Down Decisions That Lack Transparency

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

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

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

Implementing Transparency

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

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

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

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


Ninja Gig offers a comprehensive applicant tracking system that provides an innovative automated online recruitment process. Our easy-to-use software makes it simple to post a job online within minutes. If your company is looking to hire employees, Ninja Gig’s software will track job applicants. Sign up today for a free trial and experience Ninja Gig’s proprietary job posting software.

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10 Tips for Hiring Employees

Whether you’re hiring onsite or remote employees, hiring the right employee can be challenging. Hiring the wrong employee can be costly, time-consuming and contribute to a negative work environment.

Ninja Gig has compiled the top 10 things HR departments can do to hire the right employee for your organization.

  1. Define the job before hiring an employee. No one wants to interview for a job that isn’t defined. Lack of structure and organization means you could be turning away rockstar employees that see you as unorganized. 
  2. Have an employee recruiting strategy in place. Meet with the hiring manager and teams to help define the role before interviewing applicants.
  3. Checklists for new hires. Streamline the hiring process by having a list that keeps everyone organized and on the same page.
  4. Recruit the right candidates. Develop long-term relationships with potential candidates so that if employment opportunities arise, you can quickly recruit from a large pool.
  5. Review applications and credentials. Have a well-written job description and screen all applicants for the skills, qualifications, experience and characteristics your company needs to fill the role.
  6. Prescreen all candidates. Candidates may look good on paper, but prescreening over the phone will help identify if their qualifications are a good fit. Prescreen for salary expectations too. 
  7. Ask insightful job interview questions. Put together a list of interview questions that can help separate great candidates from below average. 
  8. Always check backgrounds and references. Verify that the applicant has excellent credentials, skills and the necessary experience to succeed. Background checks should include work references, employment references, criminal history and educational credentials.
  9. Factor in considerations. The person you choose should complement the team and bring new skills to the table. 
  10. Extending a job offer. Send a job letter that specifies salary, conditions of their hire and any verbal agreements about benefits.

Ninja Gig is an applicant tracking system for online recruitment. The software is easy-to-use and makes it simple to create a legally compliant job posting. Additionally, Ninja Gig’s advanced applicant tracking system software makes it easy for HR departments to track job applicants and identify the most qualified candidates. Sign up today for a free trial and try Ninja Gig’s automated online job posting software.

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How to Engage With Remote Employees

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

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

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

Communication is Key

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

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

Setting Clear Expectations

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

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

Recognizing Achievements and Good Work

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

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

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

Encouraging a Healthy Work/Life Balance

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

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

Collaborative Culture

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


Ninja Gig offers an advanced applicant tracking system software that makes it easy for HR departments to track job applicants. Our innovative online recruitment system makes it easy for HR teams to post remote jobs with legally compliant job applications online. Sign up today for a free trial and experience Ninja Gig’s automated online job application software.

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Human Resources Can Help Drive Sales

While many companies look at human resources departments as overhead support, they are critical to helping companies succeed. Human resources can improve business’ returns on their ongoing investments – their employees.

Attracting Talent

Human resources departments need to understand how sales departments are structured, what they are selling and to whom they are selling it to so they can assess the position and help find the best candidates for the sales team.

Sometimes it’s not enough to simply find someone that fits the job. HR professionals can help find a candidate that fits the company, whether it’s someone on-site, remote or available to work on weekends.

Onboarding

Having a seamless onboarding process usually takes several days to weeks. To help save time, have new hires fill out all their paperwork in advance, which helps to reduce overhead time and allows them to start their sales training immediately. 

Family-Friendly Environments

Instead of only focusing on sales numbers, create a family-friendly company culture. You may not have as many sales, but you’ll retain far more employees. Competitive companies that set higher sales goals and don’t focus on a family-friendly environment often experience double-digit sales employee turnover. Unfortunately, we all know that employee turnover affects bottom-line profits. 

Hiring Efforts

While many human resources departments and companies tend to focus on extremes, such as attracting top performers, we tend to overlook that most people are average performers. Focus on attracting average to above-average performers, instead of wasting valuable time trying only to recruit the top tier. By incentivizing middle performers, you can help them become top performers.

Given the right resources, human resources departments can help sales teams find the best candidates to boost their revenue and become a long-term team player. 


Given the right resources, human resources departments can help sales teams find the best candidates to boost their revenue and become a long-term team player. 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 experience Ninja Gig’s automated online recruitment hiring software.

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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.