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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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When Should Employers Discuss Salary in Interviews?

Knowing when to discuss salary in an interview can be tricky, especially if applicants have expectations but don’t know how to bring it up. 

Here at Ninja Gig, we firmly believe that companies should discuss salary immediately, as this helps avoid attracting applicants that may not accept the salary you are offering. 

To help respect your valuable time and maximize the number of interested applicants you attract, we recommend the following tips.

Job Description and Application

Post the proposed hourly rate or salary range online in the job posting, which will help detour anyone that is not interested in the offered rate from applying. Companies will benefit because they’ll attract more applicants that are interested in the job. Additionally, go a step further and list all benefits, if any, you are offering. A transparent job posting helps to layout expectations and educates applicants about your company.

Initial Interview

Once companies weed through applications for qualified applicants, it’s important to discuss the salary at the end of the first initial interview. This reinforces the pay to make sure it’s within the acceptable amount for the applicant. If an applicant is not OK with the proposed rate, you can forgo wasting additional time and effort on the second or third rounds of interviews. 

To help avoid wasting your time as well as the applicant’s valuable time, discuss the salary range upfront. You can always refine that amount when you present an offer, but it’s best to know that both parties agree on the variable range. 


Ninja Gig’s online job application software makes it easy for employers to create legally compliant job applications that highlight benefits and salary range within the job description posting. If your company needs assistant with online recruitment and putting an advanced applicant tracking system in place, sign up today for a free trial and preview our automated 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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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 Your Employee Telling the Truth?

Managing a work environment is no simple task for HR employees. It’s a good assumption that most seasoned HR professionals and managers have heard every complaint, dispute, personal problem, sickness, theft and quite possibly more from employees.

While these are all sensitive issues in a work environment, how can you tell if an employee is in fact not telling the truth to reap inner-office sympathy, a day or two off work, or some of a company’s policy benefits? Short of being a mind reader, there are ways to detect that an employee is lying. An article published at www.experityhealth.com, reveled some unique indicators that just may end up revealing the whole truth and nothing but the truth.  

  • Reading Body Language

This is an interesting one. When a “suspected” employee is questioned about a certain situation, they may exhibit certain defensive or protective body language. This could include covering their mouth with their hands, avoiding eye contact, excessive fidgeting, or “shifting their body away from the questioner.”

  • Understanding Timelines

Resorting to a timeline of events is an effective method. While it all depends on the situation, many issues or concerns may include some sort of timeline. Guilty employees can get confused and lured into the truth if they explain times and dates out of order, are evasive about key details, or just have “a blank look” when asked about certain moments.

  • Change of Voice

Lying can be stressful even among the best of them. The fact that stress can cause the vocal cords to constrict, a lying employee’s voice may crack, have a higher or lower pitch, or they may start clearing their throat. 

Although, HR professionals are not expected to have the training of an interrogator for the FBI, they don’t need to. Yet, it’s important not to be naive and clearly understanding some of these signs. In the end, by setting an example and implementing the consequences will only provide for a more secure and honest work environment. 

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.

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How to Avoid a Confrontation during a Performance Review

Performance reviews. People love ‘em or hate ‘em. Regardless, they do have a place in any corporation to ensure development and growth, recognition, and even retention. However, not all performance reviews are positive experiences for managers and employees.

For instance, outside of job performance and growth, an employee may have some complaints about other staff members, the overall work environment or other concerns. So, managers should listen carefully, consider how to phrase their comments, be constructive, and provide suggestions on how the issue(s) can be resolved.

According to Hays Specialist Recruitment, there are certain steps managers can take to turn a potential confrontation into easy discussion with ample resolve.

Take “Issues” Head On 

Employees are often provided the chance to raise concerns about problems with other employees, complaints of being treated unfairly, or issues with heavy workloads, etc. If this happens, no matter how big or small the issue, Hays suggests that managers should be astute, take the issue head-on, and try to avoid the employee from dwelling too much on the problem at hand.

Find the Source of the Problem(s)

If some of the employee’s comments are surprising, it’s always best to ask them for some examples. It’s also important to read between the lines, and try to get to the source of the issue. Better yet, ask the employee to try and resolve the issue themselves before providing answers to their problems.

 

Resolve the Issue(s)

One key aspect to remember is it’s not always necessary to decide if the employee is right or wrong. Perhaps try to reach a solution that the employee is happy with. According to the University of Berkley Human Resources, “looking first for needs, rather than solutions, is a powerful tool for generating a win/win option.” This couldn’t further from the truth. Once you understand the advantages of their solutions, you better know their needs and how to meet them.

 

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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Rejecting a Candidate for a Role? Here’s How to do it the Right Way.

Although a relatively short process, rejecting a candidate from a role after a short while after interview takes some professionalism, courtesy, and diligence. A bad rejection method can result in a negative reputation about your company, its culture, and can even damage your company brand.

Remember, a candidate is part of your industry and word of mouth spreads quickly, especially if they didn’t take the rejection well. Plus, it’s always important to maintain a relationship with a skilled candidate for a future hire. Just because they were turned down for one role, doesn’t mean you can’t contact them in the future for a more suitable one.

So, when the time comes to reject a candidate be courteous, diplomatic, and responsive.

According to theundercoverrecruiter.com, when the call comes from a client or an executive naming their choice for a role, let the candidate (s) know as soon as possible. After all, it can be stressful process with hopes of a new role on the horizon. Informing them that they didn’t get the role means they can simply move on to other endeavors.  Also, in some cases, it’s more appropriate and professional to take a few minutes do it over the phone, especially if it was a long multi-interview process.  Be respectful, talk to them, and break the news in a gracious way.

Even though hiring managers receive dozens of resumes for one position, they should be as courteous as possible to all applicants before moving to the next round of interviews. This means reaching out those who were not selected. A common practice is a rejection email template. These not only save time, but it also lets the applicant know that they were not selected for the position.

In fact, according to a survey conducted by Indeed, “44 percent of candidates said they waited up to two weeks for a response, while 15 percent waited months. Additionally, “55 percent revealed the digital hiring process has made the experience more inefficient and their resume seems to disappear.”

Choosing your words carefully and being kind and considerate is always essential to ensure the applicant will still have a positive perception of your company. Indeed suggests some of the following tips to create an effective, yet positive rejection email template:

  • Be Polite
    First off, always being polite. Saying “thank-you for their interest in your company, the time they spent completing an application, and the efforts made for the interview (if applicable) is always important.  While courteous, it also demonstrates that you value an applicant’s time.

 

  • Make it More Personal
    It’s true that a rejection email template can be a little cold or too general. So, Indeed suggests including the applicant’s name, the title of position they applied, a note relating to a previous conversation, and mention a specific positive attributes (s) to their skills.

 

  • Suggest Applying for Another Role in the Company
    In the event a candidate was turned down for the desired role, yet they would have been a good fit for the company with their skills, let them know in a simple sentence. There are many reasons why an applicant doesn’t get hired. So, you may want to encourage them to apply for other opportunities in the future and keep their resume and contact information in your data base.

Rejecting an applicant doesn’t have to be a difficult or pessimistic experience. Regardless of the method you do choose, being courteous, diligent and professional is the best way to avoid any hardship or resentment towards you and your company.

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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Five Unique Questions that are Illegal to Ask in an Interview

There’s a long list of labor laws that hiring managers need abide by and the last thing you want to do is ask one that leads to discrimination. While recounting every labor regulation in the law book is hard for even the most ardent attorney, hiring managers and HR professionals need to be extra diligent when it comes asking certain specific questions during an interview.

According to Monster, there are a series of ones to avoid, which are considered discriminating (and vary from state to state). Asking about age, religion beliefs, nationality, or kids (or planning on having kids) are all well-known questions to avoid. Yet, there are a series of questions and topics that are lesser known. Here are just a few that are most likely illegal in every state:

  1. Bankruptcy Filing

Asking if a candidate has ever filed for bankruptcy is big a no-no, along with asking about loans, wage attachments, and overall financial status. However, you can ask for certain financial information related to benefits of compensation after they have been hired.

  1. Military Discharge Status

While it’s fine to ask if an applicant is a veteran or they have any job-related experience from the military, always avoid asking their discharge status.

  1. Asking About Nearest Relatives or Next of Kin

This is another question that is off limits, yet it’s legal to ask an applicant about a nearest relative or next of kin for emergency contacts once after they have been hired.

  1. History of Belonging to a Union

Raising a question about previous roles and affiliation within a union is another one to avoid. However, you can make reference about the union status of your workplace.

  1. Disabilities

Whether a disability is apparent or not, this is very much illegal  under The Americans with Disabilities Act (ADA), which “provides protections for disabled employees and job applicants.” When a candidate’s disability is obvious (or has disclosed their disability), it’s suggested to ask about any necessary (or reasonable) accommodations they may need for the position.

Interviewing can be a long process and it’s wise to make special note of the more unique questions. Even though you may not realize that some questions are in fact illegal, it’s always best to do further research to avoid any type of discrimination.

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 Red Flags to Look for when Interviewing an Applicant

Realizing an employee is not an ideal fit for your company or doesn’t perform up to certain standards – after they have been hired – is frustrating for any hiring manager. After all, the interview process can be long, often challenging, and provides added cost for your company.

Short of predicting the future with a crystal ball, the process of screening resumes and interviewing is crucial. While hiring managers or HR professionals can learn only so much from a candidate from resume and series of interviews, there are certain indicators to realize well before the interview is over.

Character goes a long way for a candidate, and even further for hiring managers. For instance, before the screening and interview process begins, thebalanacecareers.com suggests some key examples to follow to ensure not all is lost after a hire.

Make Sure Candidates are Familiar with Your Company

Enthusiasm is important in the eyes of hiring managers. So, the more a candidate understands a company’s service or product, the more it says about their preparedness, research skills and how enthusiastic they are for the position. In the event a candidate doesn’t demonstrate all that much knowledge, it simply reflects a lack of enthusiasm, and in turn, little interest in the goals a company wants to achieve.

Request Proof of Experience

This may seem like a no brainer, but according to the balanacecareers.com “nothing is more telling than candidate who can’t provide a detailed answer” of a previous role or accomplishments. A portfolio of work, documented success, specific procedures and responsibilities of a role should all presented and credible. So, it’s recommended to watch for vagueness, evasiveness, or not providing a credible answer at all.

They Don’t Take Responsibility for Past Actions or Mistakes

Not every candidate is perfect. Hiring managers know this. A sure fire red flag, according to thebalanacecareers.com, is when a candidate repeatedly blames coworkers and managers, limited resources, or team members for past mistakes (if requested by the hiring manager).

It can demonstrate how poorly they are at accepting responsibility or can’t effectively solve their own problems. In the event a candidate was fired in a past role, listen to their reasons. If they are blameless, couldn’t admit to errors, or seems they are evading the truth, it may be wise to simply pass on the candidate altogether.  It’s always best to ask for the truth. The right candidate will clearly admit to errors and explained how they resolved them.

 

It’s never easy to find an ideal employee. By following some simple guidelines and using common sense, screening and interviewing an employee will become easier, more efficient and time well spent.

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.