Most movie theater employees are teens with first-time jobs, which means it’s essential to have a responsible movie theater manager that has the necessary skills to lead and teach employees.
Below are some questions to consider incorporating into regular rotation when interviewing for a movie theater manager.
Can you work with budgets?
What do you find is the most challenging part of the budgeting process?
Can you give an example and explain a time when you coached or mentored someone on the job?
Did it help boost the person’s skills or job knowledge?
Share an experience when you dealt with a difficult person or personality type, and what you did to handle and address the situation.
Describe successfully organizing a group of people to accomplish a specific task or goal.
Give me some examples of how you organize, plan and prioritize work on a daily basis.
Describe an instance when you did something “outside the box” that benefited your employer.
Tell me when you monitored or reviewed information and found a problem or discrepancy. How did you respond and what did you do?
Give an example when your advice facilitated an improvement for your company.
When setting expectations and monitoring subordinates performance, what do you find most useful?
Share a time when you successfully coordinated with others on a project.
Describe a time when that effort was not successful.
In your experience, what is the best way to help monitor the work of others?
Describe a time when you had to take corrective action with a subordinate.
What do you think is key to developing a good, solid team?
What do you think is essential when communicating with the public?
Describe a time when you remained calm and dealt with a high-stress situation.
Share a time when you took on additional challenges or responsibilities without being asked or directed.
Describe a time when you worked in a workplace that was rapidly changing. How did you deal with the change?
Share a time when you oversaw or managed the work of someone else. How did you motivate, direct and develop their work?
Discuss a time when you identified a problem and came up with a solution. Discuss your decision-making process and how you arrived at a conclusion.
Ninja Gig offers easy to customize online job applications, which makes it simple for movie theaters to advertise jobs and ask specific preliminary questions during the online employment application process. Sign up now for your free trial and see how Ninja Gig can bring streamline your online job applications.
There are several types of jobs that are perfect for teens and with the upcoming holiday retail season right around the corner, there are many teens that might be looking for seasonal work.
Whether it’s hiring for fast food restaurants, movie theaters, Christmas tree farms, holiday light festivals or ski resorts, teens’ winter schedules make them an excellent fit for seasonal work.
Here are some great questions for managers to ask when interviewing teens for seasonal employment.
Why are you interested in this job?
When are you available to work winter break or after school hours during the school year?
When could you start?
How flexible is your schedule?
What days and hours are you available each day of the week?
Are you willing to work weekends?
Do you have any outside activities that might prevent you from working regularly?
Do you have plans during school break?
What are your long-term academic goals and current grades?
Why are you qualified for this position?
Do you have related work experience?
Tell me about any other jobs you have held and what did you like best and least about them?
What did you like best and least about your last job?
If your friends, teachers or counselor described you, what would they say?
Have you ever had any difficulties with a supervisor or teacher?
Tell me why reliability and punctuality are important traits in successful employees.
Why should we hire you?
Do you have any personal or work references?
Do you have any questions about the job?
Ninja Gig offers customizable online job applications, which makes it easy for employers to target teen demographics on social media channels and online, where teens will likely spend more time searching for seasonal jobs. Sign up now for your free trial and start getting your job applications in front of potential candidates today.
As the ski season ramps up, so too does the need for seasonal resort nurses. Many of the big ski resort towns grow into a blossoming resort in the wintertime. As the slopes become packed with skiers and snowboarders, the hospitals near resorts see an overflow of emergencies, broken bones and head injuries. With so many seasonal patients, these resort-area hospitals need to hire additional resort nurses to ensure they have full staffing during the winter months.
Traveling nurses especially make the most of the ski season. Here is a list of the top five nursing ski destinations:
Park City, Utah
Lake Tahoe, California/Nevada
Ninja Gig offers customizable online job applications, which means that you can ask the tough questions up front before committing to a lengthy interview process. Here are some excellent employment application questions to ask seasonal nurses on an online job application:
Why did you decide to become a nurse?
Write about a situation where you had to deal with a demanding, difficult patient and what you did.
Why are you applying for this job and why do you want to work at our hospital?
What made you choose your particular field of nursing?
What kinds of personality traits do you feel are necessary for nurses to have?
In your opinion, what are some of the most significant issues and challenges that nurses currently face? Why do you think you are qualified for the job?
Essay questions can be an insightful part of the initial interview process. When advertising for seasonal nurse positions, make sure to list out detailed requirements and education to help avoid unqualified nurses from applying. Additionally, since ski resorts are incredibly busy in the winter, it’s best to make sure applicants can work in a fast-paced hospital environment.
Sign up today for a free trial of our completely customizable applicant tracking system and see how quickly and efficiently you can take care of your hiring needs this season!
The holidays are just around the corner, and if you’re like many restaurants, you may find an increased need for seasonal restaurant employees, which can be especially true for ski resorts or restaurants close to retail shopping establishments.
Here are some helpful tips for hiring seasonal restaurant staff:
Last Year’s Staff – Check and see if your seasonal staff from last year has availability to help this upcoming holiday season. By reaching out to employees you have hired in the past, you can help reduce your overhead and training expenses. Refresher courses are far easier than starting from scratch and teaching employees everything. Encourage employees to return next season and stay in touch with them throughout the year.
Promote to Schools – Many colleges offer their students up to four weeks off in the wintertime, and a seasonal job may fit in perfectly with their schedules. Additionally, college students typically don’t demand high salaries and find minimum wage acceptable.
Train Staff – Train all of your seasonal staff at the same time to help reduce the number of company training sessions. Consider instituting a simplified iPad-based point of sale (POS) systems, which require less training than traditional POS systems.
Local Laws and Regulations – Always pay attention to and follow local laws and regulations that relate to hiring seasonal employees. Under federal law, part-time employees still receive some benefits, such as workers’ compensation and social security. Some states also mandate that part-time employees receive unemployment benefits, which may depend on the length and duration of the seasonal employment.
Ninja Gig offers custom online employment applications, which makes it easy for employers to advertise seasonal and part-time positions on their websites and social media pages. Some studies show that nearly 79% of Americans use online information and job applications to apply for jobs. Sign up today for our 30-day free trial and start filling those positions quickly!
The holiday season is nearly upon us, and many companies are in full swing advertising, interviewing and hiring seasonal employees. If you have a seasonal business, here are some valuable tips to consider when investing in seasonal employees.
Evaluate – While some businesses, such as retail stores at Christmas or ski resorts in the winter, rely on hiring seasonal employees, it is best to evaluate the current staff before hiring additional employees. Analyze past trends and learn when you need to have seasonal employees start.
Comply – Comply with all country or state requirements for seasonal employees., which includes minimum wage, pay regulations for nights, weekends or overtime, health insurance requirements and labor regulations for teenagers between the ages of 14 and 17.
Here are some additional tips to follow when interviewing and hiring seasonal employees:
Job Descriptions – Write specific job descriptions and clearly state that you are only recruiting for a seasonal position. In some cases, be sure to put the title of the job and then “Winter Seasonal” next to it in parenthesis. Also clearly state any requirements for the job, such as prior cashier experience, necessary ski instructor training, etc. If the position requires heavy lifting, clearly indicate the physical demands of the job. Being upfront will help you attract more qualified candidates’ resumes that clearly understand the requirements of the position.
Advertise – There are a variety of job boards that have more seasonal job postings than others. For example, make sure to post the position on your company’s website and social media pages, but also explore Indeed, Monster, CareerBuilder and Snagajob. Other websites that are dedicated to seasonal employment postings include: CoolWorks, SeasonalJobs and BackdoorJobs.
Evaluating Candidates – Consider evaluating candidates in groups initially, which will help if companies receive a lot of qualified resumes. Even though the position is seasonal, hire for both the cultural fit and qualifications, not solely based on skills.
Retaining Employees – Something seasonal companies understand is that if an employee quits mid peak season, they have a significant gap in their workforce and it’s difficult to train someone for a job that only has a matter of weeks or months remaining. To help detour employees from leaving jobs early, consider offering end-of-season bonuses for employees that stayed on the entire season. Additionally, consider offering loyalty bonuses to returning staff to help offset training expenses the following year.
Creative Benefits and Perks – Offering creative benefits, such as flexible schedules, can be desirable to prospective candidates.
Ninja Gig specializes in offering custom online job applications, which are ideal for seasonal employers this holiday season. These employment applications can highlight areas for candidates’ specific skills and qualifications, as well as having candidates acknowledge or answer any necessary questions. Additionally, employers can easily save resumes and applications to comply with all state and federal document retention regulations. Sign up for our 30-day free trial and find those seasonal candidates immediately!
Whether you’re a seasonal company gearing up for the winter holiday rush or you have some current positions open in your organization, hiring the right employee is critical to your success.
While you can’t please everyone in your company, you can do your best to mitigate poor hiring decisions and focus on deciphering what employee traits are valuable to your company so you can better facilitate the interview process.
Here are the top five things to consider when interviewing candidates:
Career Commitment – If someone is committed to his or her career, this may signify loyalty. Employees that switch jobs or careers frequently in pursuits of higher salaries may not be the long-term employee your business desires. Heavily weigh the candidate’s previous job duration and make inquiries about why they keep switching jobs. It could be something out of their control – like layoffs – but if they’re always looking for something better that pays more, it may be best to consider another qualified candidate.
Test Learning and Analytical Skills – Keep in mind that a resume may be impressive, but there are also a lot of companies and freelancers that specialize in writing resumes. Because resumes can contain lies, it’s best to use a variety of methodologies to analyze candidates’ skills.
Compatibility Match – You may find an impressive, brilliant applicant, but if they aren’t compatible with your company’s culture, you’ll have personality clashes, which can lead to an unproductive, unhealthy work environment. If a candidate expresses that they have difficulty getting along with co-workers or bosses, it may be a red flag that they are not a good fit for your company.
Improve Your Hiring Process – Companies that follow these hiring steps have more success with finding long-term employees:
a. Avoid magic bullet or irrelevant questions and focus on the candidates’ knowledge, capabilities, confidence, skills and attitude.
b. When advertising available positions, make sure to list all job requirements to minimize unqualified candidates applying for the job. For example, list specific responsibilities, experience, skills, knowledge and required education.
c. Involve several people in the hiring evaluation process, because the more people that participate, the better chance your company can hire a good fit.
Review Social Media – Looking at a candidates’ social media page may have some legal complications, but companies can weigh the pros and cons. Today, nearly 90% of companies recruit through social media platforms because having an online presence is so important in our business world.
Ninja Gig can help companies simplify their online job application process. Our fully customizable online employment applications are ideal for companies to use on their direct websites or social media pages. Sign up today for a free trial of our highly reviewed applicant tracking system!
One popular trend is using assessments during the interview process to find the best employee for the position and work environment. Applicants can look impressive on paper, but hiring someone that is the right fit for the job is essential to reducing overhead costs associated with advertising and turnover. Companies also want to find employees that are a positive, beneficial influence on the overall work environment.
Assessments are an excellent way to assess applicants’ abilities and personalities. While traditional high school ACT and SAT tests examine intellect, today’s workplace assessments are designed to measure soft skills, intelligence and even personality traits.
Some employers give assessments before interviews, while others narrow down the applicant pool and conduct evaluations after the initial interviews, focusing on just a few candidates that may be a good fit for the position.
There are dozens of different assessments online, and it is best to select the right one for the particular skill set your company needs. Here are some things to consider when choosing an assessment tool:
What do you want to test? If you’re going to screen candidates for personality, intelligence and reasoning, most recruiting assessment tools will work well. However, if you want to test applicants for particular roles or skills, you need to look into a specialized assessment, such as typing tests or code evaluation platforms.
Select designs that appeal to candidates. Select the right style of test that reflects your employer brand. Tests that are long, tedious and difficult to understand can undermine the positive impression you want for your company.
Look for assessments that offer the right types of reports. Think about what your company wants from an assessment. Do you want something that will test candidates, evaluate their answers and then present the results, or do you need something that has more extensive reporting, analytics and career recommendations?
Consider your companies’ needs when selecting an assessment company, so you don’t waste potential employee’s time, and your HR department can focus on hiring the best candidates for the job.
Ninja Gig offers online job applications, which makes it convenient and easy for employers to advertise open positions online. Most job seekers prefer to complete online employment applications, whether it’s from a desktop, tablet or smartphone. Sign up today for a 30-day free trial!
Mid-August through October is the best season for hiring qualified employees. Once Thanksgiving hits, it is harder to hire employees during the winter months, unless you are only looking to fill seasonal positions.
Here are the five hottest jobs that are in demand this fall. If your company is looking to hire any of these positions in these categories, make sure they set themselves out from the crowd to attract the brightest talent.
Fitness Trainer – Fitness is a booming industry trend. Health and wellness are hot-button topics and trainers can help people get back in shape, lose weight and also serve to educate clients about exercise and physical fitness. The U.S. Bureau of Labor and Statistics anticipants that the need for fitness trainers will increase by 8% by 2022.
Occupational Therapist Assistant – Healthcare is a growing field, especially as Baby Boomers begin to age. Occupational Therapists work with licensed therapists to help patients recover from injury or illness. These assistants teach everyday skills, such as moving, eating, dressing, traveling and personal hygiene. Reports anticipant this profession will grow by 40% over the next four years.
Personal Financial Advisor – For people with math skills, being a personal financial advisor may be just the career they want. Finance professionals help clients manage their money, advise them about their investments and help them plan their long-term retirement. This field is expected to increase by 30% by 2020.
Computer Software Engineer – Both big companies and startups are looking for highly trained, qualified software engineers. Software engineers and developers design and refine computer programs, which is why their demand is expected to grow more than 17% in the next four years.
Registered Nurse – There’s a major shortage of qualified nurses in the U.S. right now, and with a growing healthcare field, this is an excellent career for people that enjoy science and have the necessary empathy to work with ailing patients. The demand for this field will increase by 16% by 2020 and it won’t just stop at hospitals but will carry over into doctors’ offices, schools, agencies and clinics.
Ninja Gig offers fully customizable online employment applications, which can help to simplify the hiring process. No matter the position that is open in your company, you can easily tailor these online job applications for websites and social media. Sign up now for your free trial and take care of all your hiring needs.
Fall is here, and the kids are back in school. There are a lot of stay-at-home moms that enter the workforce every fall when their kids are old enough to attend school. Whether they find they need a house cleaner to keep up with their children’s after-school messes or they want to have a stable part-time house-cleaning job, the house cleaning industry is on the rise.
House cleaners are no longer for the wealthy or just for commercial office spaces. Today, house cleaning services are affordable, but to keep a good clientele, you’ll want to hire the best house cleaners.
Here are some great, basic interview questions:
How long have you been cleaning houses?
How many homes do you currently clean?
Do you have any references?
Will you supply your own cleaning supplies or will you use the ones we supply?
Would you be willing to do a trial period of two to three cleanings so we can review your work?
Be upfront about the hourly salary you offer and detail your expectations for the position. If some people want their laundry cleaned, including sheets, towels, clothing, etc., make sure to offer your housekeepers more money for these tasks.
Additionally, make sure to get a background check on applicants before hiring them. Remember that you are responsible for placing people in your clients’ homes.
Ninja Gig can help your cleaning company attract the brightest talent. Our customizable employment applications make it simple to advertise your job openings online, through social media and even on job posting websites. You can easily review applications and sort through them to find qualified candidates. Whether you are hiring for your cleaning company, or any other company, sign up now for a 30-day free trial and simplify your hiring processes!
Many small businesses don’t have fully operational or staffed human resources departments. Hiring the wrong person for the job can be a very costly mistake and often, it’s one that small businesses just can’t afford.
Here’s how to successfully tackle writing job descriptions for small companies.
Be Specific – Clearly state job requirements, qualifications and necessary skills, such as education, certifications and experience. If you’re not clear, you will attract unqualified candidates, and that also means that top talent will think you don’t have your act together and move on to greener job pastures.
Use Known Job Titles – If your company embraces creative titles, don’t list these in your advertising for new positions. Keep things simple and straightforward, so they’re understandable and easy to search for online. Use industry-specific job titles, such as keywords that people use when searching.
Simple Language – Avoid organization-specific terminology or industry jargon that can make job descriptions challenging to read and understand. Use headings, subheadings and bullet points to make things easier to read.
Market Your Company – Job descriptions should include something about your company, the industry, the job and the incentives you offer. Think of job postings as a marketing tool for your company. Additionally, since you’re a smaller employer, highlight the benefits of working for you. For example, if you have a great location that is within walking distance of public transportation and eateries, flaunt it! If you offer flex time, vacation time, profit sharing or stock options, advertise it! Unusual perks and benefits can make small companies very attractive to qualified candidates that want to leave the grind of conglomerate mega-giants.
Feature Lengthy Requirements – If your job description reads like you’re in need of an advanced research scientist with an overwhelming array of credentials, chances are you’ll have a lot of qualified candidates view this as pretentious and nix applying for your job application altogether. (However, if you do need a research scientist, feel free to add in the lengthy requirements!)
Be Too Vague – Job postings should be both detailed and informative. If you don’t quite understand the position, seek out information to write a thorough and comprehensive job description, so everyone is on the same page. Having a detailed description will maximize everyone’s time – both yours and candidates – when trying to attract the right talent for the position.
Avoid Salary – To avoid a barrage of unqualified candidates, list the salary range for the job so you can weed out people that aren’t interested now.
Forget to Spell and Grammar Check – Nothing says unprofessional more than a typo. If you plan to critique applicants’ resumes for their spelling and grammar during the application process, hold yourself to the same standard.
Ninja Gig works with a variety of large and small businesses to create custom employment applications, which makes it easy to attract qualified candidates. These job applications are easy to customize, which means that you can advertise for open positions on your website, via email and on your social media channels. Interested in trying out our software for free? Sign up now and see how great using Ninja Gig can be!