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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 applicants. Sign up today for a free trial and experience Ninja Gig’s automated 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 application software designed for employers and recruiters to post legally compliant job applications 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 applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your hiring process.

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Social Media Screenings Gaining Popularity Among Employers

HR receives thousands of employment applications, but how do you narrow down the list of applicants once you’ve reviewed the necessary criteria? Turn to the world of social media. Whether it’s checking on current employees or screening potential applicants, social media is a powerful tool. 

Whether employers are looking for candidates that fit well into their culture and company or looking to verify if a resume is accurate, social media gives employers a glimpse into personal lives.

Social Media Channels

The main social media channels that employers check are Facebook, Twitter, Instagram and LinkedIn. Keep in mind that if you search for someone on LinkedIn and view their profile, the applicant or employee can see it. LinkedIn serves as a secondary resume for many applicants. 

On the flip side of things, if employers can’t find any social profiles for applicants, they may be less apt to hire them. Employers may assume that an applicant has erased all their profiles or hidden information on purpose, but this may not be the case. 

While some places say, it’s not ethical to check social media sites, for HR to overlook it is also negligent in today’s high-tech age. 

EEO Concerns

Equal Employment Opportunity concerns abound with social media profiles. Not everyone is on social media, especially age-protected groups or those that are socially disadvantaged. Social media should be used in conjunction with other recruiting approaches, not the only avenue. Additionally, don’t rely on just one form of social media, but check them all. If HR sees anything that influences their hiring decision, it should be printed out, and the reason for rejecting or firing the applicant needs to be documented. 

If you post jobs on social media, remember these are advertisements that must include EEO information as well as affirmative action taglines. The postings must also include all hiring documents that are required by federal and state law. 

Many employers may also be privy to race, approximate age, gender and more – including medical or family problems posted on social media.

So while social media is an integral part of today’s society, employers should proceed with caution to avoid violating any EEO rules or regulations about hiring or retaining employees.


Ninja Gig is a robust online job application software designed for recruiters and employers to post legally compliant job applications quickly. Ninja Gig is ideal for posting all types of jobs – seasonal, remote, part-time or full-time. Our applicant tracking system software is a superior tool for HR departments, as it helps easily track applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your company’s HR processes.

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Culture Pivot: Building a Remote Workforce

In today’s modern world, it’s becoming more and more common for companies to have remote workforces. Post-pandemic, more companies than ever will restructure their current operations model to allow employees to work from home. If your company is considering having a telecommuting workforce, consider these helpful suggestions.

Hiring Good Talent

Hiring talented employees helps make companies successful. Build a team that is passionate about their dreams, goals and jobs, and motivated by more than just their paychecks. Hardworking and ambitious virtual employees that maintain positive mindsets are essential to having a remote workforce.

Set Clear Expectations

Before hiring remote employees, set clear expectations about the delivery of work, available hours for scheduling and job-specific expectations. If you’re transparent upfront, you’ll be able to identify the correct applicants for the job quickly. 

Key Performance Indicators

Instituting key performance indicators (KPI) can help companies monitor and analyze the progress of their remote workforce. KPIs should align with companies’ quarterly and yearly goals, which helps easily track progress over time. Management should monitor their own KPIs, holding themselves to the same standards as their employees.

Focus on Communication

To replace a traditional workplace with a remote workforce, companies need to have effective communication. If all employees are onsite, it’s easy to walk to someone’s desk to get an answer, but having the proper digital tools in place to facilitate communication can significantly help. Software applications, such as Zoom and Slack, are great for remote employees. They can easily schedule appointments, share files, send instant messages, discuss tasks and even participate in video conferences.

Organized Task Hub

Employees need to be set up for success, not failure. Keeping track of tasks can be tedious and challenging, and things can be easily overlooked. It’s essential to create a central, organized hub that highlights all tasks, information and due dates. Popular project-management software platforms include Basecamp, Asana, Trello and Monday

Getting Started

While the idea of hiring a remote workforce and implementing these changes may seem overwhelming, more and more companies are beginning to make this switch. As more companies embrace a remote culture, look to successful organizations as guidance for how their remote business models work. Additionally, more employees view working remotely as an excellent job perk, helping them avoid sitting in traffic for hours each day. Productive employees are far more valuable than those that are overworked and overstressed.

Ninja Gig offers a highly effective applicant tracking system that allows you to accept job applications online. Our advanced system features an automated hiring process for online recruitment. You can quickly create legally compliant job applications to help you attract top candidates for your remote workforce. Sign up today, try our free trial and see how easy our automated hiring software is to use!

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A Business Guide to Surviving COVID-19

Throughout the nation, businesses of all sizes are struggling to reinvent themselves and survive during COVID-19. However, the real economic effects of this harmful virus will take years to understand fully. Businesses that employ fewer than 500 employees make up nearly 48 percent of the American workforce. Still, smaller companies are often more fragile financially, giving them little protection to weather this financial shock. 

Small businesses are the backbone of our nation’s economy, accounting for 43.5 percent of the U.S. gross domestic product (GDP). Small businesses must follow these recommendations to help navigate the effects of the current coronavirus crisis.

Make Plans, But Don’t Rush

Small businesses need to start making plans, but it’s essential they don’t rush everything, as this can cause mistakes. While you may feel pressured – and even tempted – to run out and make decisions immediately, you need to be well informed and seek the outside opinion of a third-party to help validate any decisions you make. For example, talk to a financial adviser, trusted friend, colleague or family member before making any quick decisions. 

Focus on making contingency plans and document the steps you need to take. For example:

  1. Call landlord to discuss lease terms
  2. Sign up for government grants
  3. Sign up for government or bank loans

Breaking down your ultimate goal – saving your business – into small, digestible steps will make it easier to execute your overall plan. 

Paycheck Protection Program 

The CARES Act Paycheck Protection Program (PPP) offers more than $349 billion in loan support, specifically for small businesses. This loan will be forgiven if all employees remain on the company’s payroll for eight weeks and the loan money is used for rent, mortgage interest, payroll and utilities.

Determine Customers’ Changing Needs

The entire world has been turned upside down due to COVID-19, and your customers’ lives are likely very different than they were a couple of months ago. In fact, some people’s lives will be forever changed by this pandemic. Your company’s long-term viability depends on you adapting to your customers’ needs when the pandemic is over. For example, retailers need to begin focusing on online experiences. People are creating new habits right now, and even when COVID passes, some new habits will remain. 

Consider how the post-COVID world will change your current business model, and consider bringing valuable customers into the planning process. While some people will have less money, many will be eager to get out in public again once it’s safe. Send surveys and reach out to customers to ask them what they look most forward to when the pandemic has passed. 

Analyze Numbers

To thrive in a post-pandemic world, you may need to reinvent your business and search for creative solutions. Analyze your cash flow, fixed expenses and then review what you can decrease to save valuable money. Sometimes cutting flexible costs early can ensure that you have enough funds to pay more necessary expenses in the near future. Analyze what expenses will accept delayed payments and prioritize what you need to pay.

Retain Good Employees

Good employees are your most valuable asset. Losing good employees during COVID can make it difficult to rebuild your company when the economy starts up again. Even if you’ve been forced to cut your labor costs during the COVID-19 crisis dramatically, you want to rehire your best employees when your company reopens. Focus on the long-term and remember that we are all humans dealing with this crisis. 

Ninja Gig offers a robust online job application software, making it straightforward and easy for recruiters and employers to post legally compliant job applications quickly. If your company needs assistance in hiring new employees when the economy opens up, try our highly advanced applicant tracking software system. Sign up today and try our free trial and experience the simplicity of automated hiring software.

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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.