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Short Term vs. Long Term Hiring Strategies

Hiring can be a complicated process. Typically companies have immediate needs, and then they have long term goals to help them succeed in building a profitable future. Hiring is no exception, which is why companies should employ two main types of strategies: short term and long term. 

Short Term Hiring Strategies

Most employers classify short-term hiring strategies as those that fulfill an immediate need. This need may or may not exist long-term, but the current demand for a solution requires immediate hiring. Examples of this may include:

Seasonal Employees

Write job descriptions to source candidates that only want seasonal work. Giving preference to “same time, next year,” candidates can help reduce training requirements and also offers customers the opportunity to interact with familiar faces.

Temp-to-Hire

Evaluate potential employees through temporary work before extending a full-time offer that commits employers to benefits. This can save employers valuable time, money and the HR headaches of temporarily employing a lousy hire.

Long Term Hiring Strategies

Long-term hiring strategies are a critical component of a company’s success. Whether it’s replacing an employee or creating a new position, having a plan in place is necessary to building a strong company culture and foundation. 

Corporate Strategy

A long-term recruiting strategy should coincide with a company’s corporate strategy. Hiring employees that fit your company goals and culture are essential. Review your business strategies and plan and hire employees that match those long-term goals.

Company Brand

Having a strong company brand will not only help you create a long-term recruitment strategy, but it will have a direct impact on employee retention. When developing a company brand, consider the following:

  • What are the company’s core values?
  • What is the company’s structure?
  • How do you recognize or reward employees?
  • Do you offer career advancement?
  • What type of work/life balance do you offer employees?

Once you have created your corporate strategy, advertise it everywhere – from offer letters, marketing materials and welcome emails. 

Social Media

Using social media to foster a talented pool of potential job applicants is also critical. It’s more than just posting jobs; it’s about fostering engagement. Turn the people that like your page into those that want to work for you! 

Job Postings and Descriptions

Make sure that your corporate strategy and goals are on your website and that your career page highlights your company’s mission and culture. Job descriptions should be more than just bullet points and skills. They should reflect the company’s culture and brand while describing what the job actually entails. 

If you implement balanced short-term and long-term hiring and recruitment goals for your company, you’ll find it easier to maintain any job turnover and that you’ll attract some of the best, brightest talent around. 


Ninja Gig allows companies of all sizes to develop an automated hiring process for online recruitment. Our easy-to-use online job application software allows companies to create legally compliant job applications. Not only can companies accept job applications online, but our applicant tracking system makes it easy to evaluate talent, highlight promising applicants and contact them for interviews. If you want to learn more about Ninja Gig, sign up today for a free trial and experience how our advanced software can simplify your hiring process.

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More Employees Looking for New Jobs in 2020

The job market and economy are strong, which means that nearly 50 percent of employees are on the lookout for a better job with a more healthy work environment, better pay and benefits. 

The three main reasons that employees will be looking for new jobs this year include:

  1. Money
  2. Feeling undervalued and unappreciated
  3. Desire a better work-life balance

Unfortunately, for many employers, the best employees are usually the ones to quit first, which can be devastating in terms of turnover. 

Ninja Gig has compiled a list of additional reasons why people are on the hunt for new jobs this year.

  • Relationship with the Boss – This is not in a personal sense but in a lousy boss way. Many employees leave their jobs because their boss isn’t good at managing and makes their work-life chaotic and miserable.
  • Bored and Unchallenged – Bored Employees don’t engage with work. It’s best to give employees challenges to maintain their interest in the job and the company.
  • Relationships with Coworkers – When people spend more than 40 hours a week with the same people, toxic coworkers can quickly make a job miserable. Stay on the lookout for workplace bullies. On the flip side, employees that have friends at work often enjoy their work environment more and are willing to stay with a company longer.
  • Contributions – Employees want to feel that they help to contribute to a business’ success, which means that they need to feel connected to the bigger picture.
  • Autonomy and Independence – Businesses are responsible for creating a work environment that fosters autonomy and independence instead of controlling micromanagement.
  • Recognition – Employee recognition is a significant factor in employees’ overall happiness. 

By creating a positive company culture, businesses can work towards minimizing turnover this spring and summer.


Ninja Gig is an online job application software that allows employees to incorporate an automated hiring process for online recruitment and accept job applications online. Sign up today with Ninja Gig and receive a FREE trial.

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Showing Employee Appreciation

Instead of celebrating Employee Appreciation Day one day a year in March, more employers should learn to value their team and show appreciation for their hard work year-round. 

As we established last week in our article, Uncovering the Root Cause of Workplace Stress, it’s essential to create a psychologically and physically safe space for employees to help ensure they are happy to reduce overall turnover rates.

The following tips highlight the top six ways to appreciate employees throughout the year.

1. Ask Questions

It may seem silly, but just stopping to ask employees how they are doing and engaging in small talk can help break up the stress of important deadlines, strapping bandwidth and juggling multiple projects simultaneously. By incorporating caring, genuine conversations, you’ll enhance your relationships with employees at work.

2. Saying Thanks

Regularly thanking employees for their hard work, dedication and perseverance may seem obvious, but in today’s busy world, the small pleasantries are often overlooked and go unsaid. Instead of implying thanks, saying it has immediate benefits and helps employees see that their hard work is appreciated and positively contributes to the company’s overall success.

3. Checking In

Checking in on employees to see how their workload is, if they have any questions and if there is room for improvement gives them the sense of being heard and understood in today’s chaotic workplace. Engaging with employees on a deeper level helps build stronger relationships, which leads to deeper trust. 

4. Exploring Employees’ Strengths

When employees can showcase their strengths and work in those areas, their performance skyrockets, as they are more motivated to do better work. To help facilitate employees’ growth, identify the unique strengths that will allow them to build further skillsets going forward. By engaging employees and identifying their strengths, you can further boost their confidence and help them navigate their future career paths. 

5. Onboarding and Training

Proper onboarding and ongoing training for employees helps ensure they have the education and knowledge to do their job effectively. Training can significantly improve employee retention rates, setting the tone for employees’ careers at companies. 

6. Inclusivity

Having a diverse workforce helps foster creativity and innovative thinking. Encourage employees to connect on a personal level and not only focus on business conversations. Learn what causes stress and anxiety, as well as what brings employees joy and makes them feel valued. 

Spending eight to 10 hours a day with coworkers is a lot of time spent away from our families and personal obligations. By making our work hours fulfilling and meaningful, we can help to enrich the lives of those around us and foster a nurturing, healthy work environment.


Ninja Gig specializes in helping companies develop an automated hiring process. Sign up with Ninja Gig today for a free trial and see how your company can easily accept job applications online via the applicant tracking system, which is ideal for online recruitment.

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Uncovering the Root Cause of Workplace Stress

According to the American Institute of Stress, job stress is the primary source of stress for American adults, and it is progressively getting worse over the last several decades.

Long-term, increased stress can lead to all types of health conditions, including hypertension, heart attack, anxiety and sleep disorders. 

Americans are working longer and harder than ever before. A government report found that the number of hours worked increased by eight-percent in one generation by the late 1990s, which means that Americans went from working an average of 40 hours to 47 hours a week. Globally, Americans are different from other countries. While in 1995, workers in Japan worked more than Americans, now Americans put in an extra month more of work than the Japanese and an astounding three months more than those working in Germany. 

The Health Effects of Stress

Occupational stress can cause a variety of physical ailments, including:

  • 30 percent suffer from back pain
  • 28 percent complain of stress
  • 20 percent report feeling tired 
  • 13 percent suffer from headaches

Job Stress is Costly

According to the American Institute of Stress, job stress costs U.S. businesses more than $300 billion annually, which is primarily due to:

  • Absenteeism
  • Accidents
  • Employee turnover
  • Medical, legal and insurance-related costs
  • Poor productivity
  • Workers’ compensation claims

Common Causes of Workplace Stress

There are many reasons that workplace stress exists and occur on the job, such as:

  • Lack of clarity; unclear objectives
  • Insufficient employee support
  • Poor cohesion amongst teams and employees
  • Employees have little control over their work or experience micromanaging
  • Difficult or inflexible work hours
  • Psychological harassment
  • Poor management and lack of communication policies
  • Poor health and safety policies

Human resources departments should work to help companies minimize stressful environments, which can significantly boost employee satisfaction and retention rates.


Ninja Gig offers an automated hiring process for online recruitment. We feature legally compliant job applications via our online job application software, which makes it easy for HR departments to accept job applications online and track qualified applicants. Sign up for a free Ninja Gig trial today and simplify your recruitment process.

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Top Reasons Why Companies Outsource

Traditionally, outsourcing is defined as strategically utilizing outsourcing resources to perform job duties and activities that would traditionally be handled by internal resources and staff. 

Companies often contract major services from valued business partners that have areas of expertise or knowledge that may also come at a beneficial cost-saving to companies. 

Why Do Companies Outsource?

Many businesses choose to outsource certain functions. These are the seven most common reasons why companies outsource:

  1. Reducing and controlling overall operating costs
  2. Gaining access to unique expertise outside of the immediate organization
  3. Improving the company’s focus
  4. Freeing internal resources to do other types of work
  5. Maximizing the use of external resources
  6. Increasing efficiency or streamlining time-consuming tasks
  7. Sharing risks with a partnering company

The Downfalls of Outsourcing

Outsourcing isn’t always productive or positive. In fact, companies have to weigh the advantages or disadvantages of outsourcing, which can also prove to be challenging to manage. The following are the most significant reasons why outsourcing could prove costlier or fail. 

  1. Existing employees may feel threatened or as though they are disposable
  2. Staff redundancies
  3. Communication problems that relate to language or time zones
  4. Issues with service or product quality
  5. Loss of control over procedures and policies
  6. Data security threats

What Companies Outsource

Outsourcing gained rapid popularity in the 1990s when many companies began using it to help save money. Most jobs that were initially outsourced were customer service-related jobs, such as call centers. Today, outsourcing has rapidly grown, and now financial services, IT, retail services, manufacturing, pharmaceuticals, software and computer technology jobs are often outsourced by companies. 

How to Successfully Outsource

Thirty years ago, the most common reasons companies outsourced were to reduce their headcount and overall costs. Today, more companies outsource to help add value to in-house services, especially when they don’t have employees that specialize in certain areas of service. To successfully outsource, companies must:

  • Have a strategic plan and vision
  • Carefully select vendors
  • Clarify company objectives and goals
  • Structure vendor and subcontractor agreements
  • Practice relationship management
  • Have open communication with stakeholders about outsourcing
  • Pay attention to personnel issues that may arise
  • Have a short-term financial justification for outsourcing
  • Have the support and involvement from senior leadership

Avoiding Failed Outsourcing

Most outsourcing contracts are canceled or renegotiated within three years. It’s vital that companies and executive management work to help foster and support an ongoing relationship with outsourcing teams and companies to avoid this economic loss and the time spent finding new outsourcing options. 

Senior management should regularly meet with outsourcing teams to discuss expectations and identify and resolve any challenges or problems that arise during the working relationship. 

By implementing these strategies and focusing on the end goal, which is to produce better products or services for your customers, companies can have productive, long-term outsourcing relationships.

Ninja Gig helps companies accept job applications online via an automated hiring process. Whether your company wants to hire in-house or test the grounds with an outsourcing employment agreement, our advanced HR online recruitment system can successfully help you create legally compliant job applications. Sign up today for a free Ninja Gig trial and see how Ninja Gig can help improve your company’s hiring practices.

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Human Resources Compliance Roles

The function of Human Resources within companies is generally to help businesses identify, hire and retain qualified people. The government has several regulations and laws that govern organizations to ensure that they treat their employees fairly, and imposes costly fines and penalties for businesses that violate these conditions. Whether it’s the Fair Labor Standards Act or the Family and Medical Leave Act, HR departments must create and execute compliance.

What Goes Into HR Compliance?

For companies to be successful, they need to have HR compliance. HR can’t merely have compliance policies written, but needs to ensure that they are enforced and communicated throughout the organization by management. 

Once HR compliance is in place, leadership must take action to ensure that all employees understand these compliance issues. Businesses need to institute the following to help minimize legalities and maximize HR compliance.

  1. Hiring the Right Employees – Having the right employee talent in place is crucial for a company’s success. HR professionals must have the experience, skills and knowledge to avoid potential liabilities, which includes making sure that employees understand hiring practices, compensation, talent management, legal requirements, employee benefits or handling employee-related issues, 
  2. Education and Training – HR employees must understand regulatory and legal requirements, as well as employment law. Employees must undergo regular training and education since these requirements and regulations are everchanging. It’s also necessary that as laws change that any employee handbooks or company policies receive regular updates.
  3. Employee Handbook – Simply having an employee handbook isn’t enough, as it needs to be updated regularly to include any new legal policies or procedures.
  4. Schedule HR Compliance Audits – Most HR departments are overworked and understaffed. Non-compliance can be costly, putting companies at risk for hefty fines, penalties or even lawsuits. Conducting regularly scheduled HR compliance can help avoid legal liabilities.
  5. Open Communication – Regular and open communication is critical for compliance. All HR function leaders, including executives of companies, need to be up-to-date on the latest HR regulations and compliance risks, helping ensure there are internal checks and balances to avoid costly legal issues.

By implementing these necessary steps, companies can help ensure that HR functions work towards achieving their goals – assisting companies to avoid costly liabilities while maintaining a healthy, profitable organization.


Ninja Gig is an ideal solution for HR hiring and job advertising compliance. Incorporating a proven applicant tracking system that helps make online recruitment easy, Ninja Gig focuses on creating legally compliant job applications. HR teams can easily track and accept job applications online, which makes this automated hiring process easy to implement and incorporate into HR procedures. Companies that are interested in an easy, cost-effective applicant tracking system can sign up today for a free Ninja Gig trial. See how Ninja Gig can help automate and improve your company’s hiring practices.

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Company Diversification Strategies for 2020

Leveraging a market diversification strategy can help companies drive growth and survive an upcoming recession. 

What Exactly Is Market Diversification? 

Diversification is a corporate business strategy where a business can enter into a new industry or market, creating a new product for this market and further diversify their offerings. 

Popular Diversification Strategies

There are three significant types of diversification techniques that businesses can utilize when trying to expand their current market.

1. Concentric Diversification

Concentric diversification is when a company adds a similar service or product to their existing business model. A great example is Apple, which started building desktops, branched out to laptops and music devices, and is now a leading retailer for Smartphone devices with their popular iPhone.

2. Horizontal Diversification

A horizontal diversification model involves adding new, unrelated services or products and offering them to existing customers. For example, when Amazon.com acquired Whole Foods, this is a horizontal diversification strategy because they were able to offer existing customers organic food products.

3. Conglomerate Diversification

Conglomerate diversification is when a company adds new services or products that are entirely unrelated. A superb example is Disney that went from films to creating and operating entertainment parks. 

Companies usually diversify to help earn higher profits, but also to recession-proof their business model, as this can mitigate risks in the event of an industry downtown. 


If your company is looking to diversify and you are looking for executives or employees that specialize in a new product or service, consider listing your online job applications with Ninja Gig. Our easy to use applicant tracking system creates an automated hiring process for online recruitment. Sign up today for a free trial to see how Ninja Gig can help increase your job application exposure in today’s marketplace.

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Is an Employee Underperforming? Here’s What You Can Do

Having a one-on-one with an employee who is not meeting their expectations in their role can be a challenge among HR professionals and managers. Whether it addressed during a performance review or a separate meeting, it should hopefully serve as a productive means of improving their focus, skills and overall competence.

Being properly prepared with the specific details of their performance and expectations are essential to a productive meeting. The topic of conversation may not be the most optimistic at first, but by clearly understanding where an employee could improve and following certain guidelines, you can turn a negative situation hopefully into a positive one.  

  • Talk to the Them ASAP

It’s not difficult for any seasoned manager to recognize an employee is struggling in their role. The Society for Human Resource Management (SHRM) suggests its best to arrange a meeting with the employee much sooner than later. In some cases, an employee may be aware of their underperformance, and are possibly expecting such a meeting to take place. So, by delaying the meeting, they could possibly use that to their advantage and allege an unlawful action through a lawyer. In the event the discussion needs be delayed, document the planned meeting and include what is involved, and why it had to be postponed. 

  • Hear Them Out 

No one likes to hear bad news about their work performance. Nonetheless, they may have good reason for not meeting their responsibilities, and perhaps a sound solution can be made moving forward. So, be sure to hear them out or find the source of the problem.

  • Document Everything 

While it’s important to document why the meeting was postponed, it’s ten times as important to document everything that was discussed. In the event that the employee is terminated and a wrongful dismissal lawsuit results, you’ll have the meeting on company record. From using formal guidelines, stating company policies, and explaining expectations, to outlining consequences and getting a signature are just some of the aspects to document.

  • Be Clear on The Company’s Expectations

The SHRM also recommends that the employee is made aware of their expectations, clarify what the problems are, set specific objectives (that may involve some further training) and then arrange a date to discuss progress. On a final note, the meeting should conclude on a positive note, which may provide some added diligence to their role and overall performance. 

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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Are Your Employees Constantly Leaving? Enhance Your Retention Practices

Retention is always a hot topic among HR managers these days. As professionals are afforded many opportunities of where they want to work or establish a career, having top talent on your staff is one thing, keeping them part of your staff is certainly another.

Sapling, a provider of on-boarding and HR software, recently reported a series of best retention practices for HR professionals. While some points are common HR knowledge, others will be a great addition to your arsenal of retention tools.

Create New Hire Retention

Ever have a new employee leave shortly after they were hired? There are a few reasons why and “employees who experienced a poor on-boarding experience” is one of them.  Sapling states that creating an efficient on-boarding process right from when they are hired is essential to ensuring a new employee stays for a longer term. In fact, companies that have a proven on-boarding process improved their new hire retention by 82 percent.

 

Update Compensation Plans Regularly

It’s in anyone’s nature “to follow the money and benefits.” Sapling reported that a competitive compensation package is the most attractive factor when candidates are considering a new job. So, if your company isn’t adjusting or “sweetening the compensation plan” regularly, you could more than likely lose out on the talent you want.

 

Establish Career Paths and Development

It’s common for employees to “move on” for career advancement. So, it’s important to explain and demonstrate to employees that they may have an opportunity for growth in your company. As a HR professional, map out a career path and help them get there through employee development opportunities. This not only helps your company surpass a skills gap, but allows candidates to move into key leadership roles when they become available.

 

Reexamine Benefits and “Perks”

It was also revealed that employees “would switch to a job that allows them flextime, while 37 percent would switch to a job that allows them to work off-site at least part of the time.” In other words, (and it may vary from company to company) most people would appreciate a better work-life balance.

There’s enough competition just to find and hire a qualified employee with the ideal skill set. Retaining can them can almost be as difficult. This means reestablishing your best retention practices, and enhancing the employee experience in your organization.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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Three Basic HR Best Practises You Should Never Ignore

Human Resources may not be the easiest department to work for in a company. During any given week, HR professionals are often known to break the good news with the bad; hiring a key candidate or turning one down; organizing certain roles during restructuring;  all the while hiring, recruiting and retaining top talent.

Contrary to popular belief among employees (and even HR professionals), the bad doesn’t always outweigh the good, and best practices are constantly being established to ensure this.

In an article on recruiter.com, one best practice to always resort to is creating an employee feedback system. Feedback is an effective means of learning more about suggested changes. Perhaps start conducting what recruiter.com calls employee satisfaction services, or create feedback channels to stay current on certain issues within a company and employee’s concerns.

In the same article, it explained that HR professionals should implement special incentives or performance-based bonuses among employees. While a common practice, it always feels good to be rewarded for hard work and when accolades come down from upper management, it not only maintains good morale, but productivity as well.

The topic of recruiting practices can be discussed until eternity, and is a hot topic all its own. To offset some of the challenges of recruiting, creating and maintaining talent pools is essential for any HR pro.

Talent pools are basically a database of potential candidates to resort to in the time of hiring. According to Monster.com, talent pools are “a contingency plan and can result in reducing costs or time and productivity is not affected too much by a skills shortage. According to Monster.com, some effective ways of building a talent pool include:

  • Remember Previous Potential Applicants: Even though a previous candidate didn’t receive that final offer, it doesn’t mean their skills and qualifications are at a loss for future roles. File their resume (and any additional documents) and add them to “your pool” for reference down the road.
  • Network, Network, and Network:  Trade shows, industry conferences, association meetings, to name a few, are all effective ways of meeting and interacting with potential candidates for future hires. Ask for business cards, request a CV, or basic contact information (and adding separate notes) for your data base is a great way to increase references for the future.
  • Online Searches: This day and age networking is not limited to industry functions. Facebook, LinkedIn, MySpace and several social networking sites make it so simple to reach out to a potential candidate. This is also something to do when the time allows and always keep their details in a data base.

 

Most of all, Monster.com recommends to keep your talent pool small. It should only contain professionals who will make a difference to your company. Also, the more effort you take to create a solid talent pool, the less work will be required when it comes to the hiring process.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.