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Interviewing Made Easy: How to Make Remote Candidates Feel Special

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

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

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

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

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

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

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Simplify Your Hiring Process

Simplify Your Hiring Process

While COVID-19 has upended the job market, companies are having more difficulty than ever finding qualified long-term applicants. A simplified yet strategic hiring process can help.

Ninja Gig has compiled created a step-by-step guide to help HR departments navigate this daunting process.

Step 1: Identify the Need

Make sure you need the position. Create a clear list of responsibilities and tasks for the job, including skills and requirements that are essential and preferable. This first step is also the opportunity to determine:

  • Is the role part-time or full-time?
  • The number of hours per week.
  • Is the position is best outsourced or remote?
  • How much revenue should this job offer?

Step 2: Budget for Advertising

Hiring can be expensive. It’s best to set limits upfront and determine the best online job posting tactics. Online job boards can range from $25 per post to upwards of $5,000 per month. That’s why Ninja Gig has focused on developing an all-inclusive applicant tracking system with a low, flat-rate fee for unlimited job applications online. If you’re using online recruitment for an executive position, recruiting agencies can cost an average of $20,000, depending on the volume and industry. You may also have employee referral bonuses or incentives, travel expenses and paid test projects. Remember to factor everything into your overall budget.

Step 3: Plan

Companies must have a comprehensive idea of what the job entails before posting online and interviewing candidates. Sit down with management and review the following:

  • Hiring timeline
  • Hiring team members
  • Candidate screening criteria
  • Interview questions
  • Follow up and survey with candidates

Step 4: Job Description

Job descriptions serve double-duty, as they can attract qualified candidates and serve as a guide for job hires’ duties. A great job description includes:

  • Compensation
  • Opportunities for learning and professional growth
  • Timelines for candidates accomplishments within the first six months and their first year
  • Consider replacing the traditional responsibilities section with an impact section
  • Includes who the position reports to and if they interact with customers
  • List annual meetings or other company-related activities

Step 5: Promoting Jobs

Once you’ve got your job description in hand, you’re ready to promote it online. We recommend that when you sign up for Ninja Gig, you create a website portal with your custom URL. You can then use this to link on your company website, specialty job boards, social media channels, job fairs and industry publications. Remember, the added benefit of Ninja Gig is that we push your job posting to other job posting sites, such as Indeed, Zip Recruiter, Google Jobs, and more. To learn more about employee referrals, see our latest article, Ninja Gig Explores the Best Source for Qualified Applicants.

Step 6: Screen Applicants

There are several parts to screening applicants. Initially, we recommend a quick video chat or phone call to learn more about them. Here are some tips for this screening phase:

  • Have the candidates share some of their life stories.
  • Ask them to discuss past experiences in detail.
  • Make sure they meet the job criteria by asking specific job-related questions.
  • Ask candidates if they have any questions.

Some employers have paid test projects or personality tests to narrow down the applicant pool after the initial screening. 

Once you have narrowed down the applicant pool, you can work towards in-depth interviews, which are usually conducted in person. If the position is remote, schedule a longer video interview. 

Step 7: Background, Reference Checks, Offer

Once you’ve decided on an applicant, make sure to conduct any necessary background and reference checks before extending a written job offer. Learn more about what should be included in a job offer
Sign up today for a FREE TRIAL and see how Ninja Gig can help transform your online recruitment process.

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Best Places to Work Employee Retention Hiring Tips Human Resources Job Interviews National Trends Online Employment Applications Software

Ninja Gig Explores the Best Source for Qualified Applicants

If you’ve been in HR long enough, you can remember the days when you would post a job application online, and before long, you would have an entire stack of resumes and qualified applicants to peruse. Today’s world is a little different, and when you add Covid-19 to the mix, hiring just got a lot harder and more complicated. 

So how can you find the best applicants online? Employee referrals.

Employee referrals are one of the best ways to find qualified candidates for your company. Yes, career sites and job boards will let you collect the largest number of resumes. Still, studies show that employee referrals will produce the highest number of qualified applicants, ultimately leading to long-term hires. 

Companies that institute referral programs have lower cost-per-hire rates than other recruiting sources. Additionally, it takes them less time to hire, and they have far higher long-term retention rates. 

Now, we’re not saying you shouldn’t post on job boards, because you can always find a qualified applicant. We’re merely saying that you shouldn’t overlook employee referrals or having an employee referral program in place.

Here are five tips we recommend to help you create and expand your employee referral program, especially on a limited budget.

  1. Talk to employees. If you don’t tell employees how important their referrals are, how will they know? The more you talk about it, the more it will trigger employees to act.
  2. Make referrals easy. If employees have to jump through hoops, they probably won’t act. Make it easy to refer employees by creating an online job posting through Ninja Gig, complete with a custom URL. Then share this with your employees via email, your company webpage and social media. The easier you make it for employees to share, the more apt they are to participate in an employee referral program.
  3. Don’t just tell them, show them. Sometimes employees don’t want to be inundated with long emails. Sometimes, creating a short video to show them how they can refer and get credit for their referrals is helpful. 
  4. Open Communication. Keep communication open and constant. Regularly remind employees about your referral program.
  5. Celebrate the wins! When employees participate in the referral program, and you hire their referral, make sure to thank them. Employees love recognition, so don’t let a valuable opportunity like this pass by unnoticed. 

When employees share job openings with their friends and those outside of work, they provide information about the company, the team and the job. These extra personal details let job candidates know more than just reading a simple job description; they have insight into the company and if their friends are happy working for you. When they commit to applying, they have made a thorough, well-informed decision about the job, which leads to increased employee satisfaction and higher long-term retention rates. 

Ninja Gig strives to make it easy for employers to post a job online and track job applicants using their innovative applicant tracking system. Unlike other expensive online job advertisements, Ninja Gig’s flat, low-rate fee allows companies to post UNLIMITED job applications online. Interested in learning more? Sign up today for a FREE Ninja Gig trial and experience job posting software made easy!

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Don’t Overlook This Source for Qualified Candidates

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

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

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

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

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

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

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


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

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Preventing Discrimination in the Workplace

In our previous article, we discussed what workplace discrimination is. But what can leadership and management do to help prevent workplace discrimination from occurring in companies?

Establishing a plan to help prevent workplace discrimination from happening is vital to a company’s success to help facilitate a positive culture and employee morale. 

Develop Policies

Developing a clearly-written anti-discrimination policy is essential. This information is part of the employee handbook. Every employee handbook should have a clear policy about discrimination, and upon hire, employees should receive a copy and sign an acknowledgment form. The policy should be broad, covering a range of potential discrimination types, outlining how discrimination complaints are filed, submitted, handled and resolved.

The Discrimination policy should clearly state:

  • Discrimination based on race, color, religion, national origin, sex (including sexual orientation, gender identity or pregnancy) disability, age or genetic information is strictly illegal. There is a zero-tolerance policy for discrimination. Provide examples and definitions of prohibited conduct. 
  • Provide reasonable accommodations to employees or applicants that require religious or medical exemptions, as required by law.
  • Clearly state how employees can report discrimination.
  • The policy should say that employees will not be punished for reporting or participating in discrimination claims.
  • Protect the identity of employees that report discrimination, to the extent possible.
  • Provide employees with prompt, thorough and impartial complaint investigations. 
  • Describe the consequences for employees that violate the non-discrimination policy. 
  • Research all federal, state and local discrimination laws to ensure these are all covered in companies’ handbook policies.

Consistent Processes to Resolve Complaints

If complaints arise, it’s vital to resolve them quickly and effectively. Workplace discrimination can lead to legal issues and cause employees to lose trust in their employers. Consistently address and resolve issues, highlighting that the company expects everyone to receive fair and equal treatment. Establish a process that fits your company’s size, resources and overall structure to make sure that you can successfully resolve complaints.

Educate Employees

Merely giving employees copies of a handbook and going through the onboarding process doesn’t constitute educating them about discrimination. In fact, some states require that companies regularly provide anti-discrimination training programs. Whether or not you’re required to do so by law, it’s best that companies are proactive in educating employees about discrimination. Employees need to be aware of the policies and procedures in place, how to report allegations and what falls into the zero-tolerance category for discrimination. 

Companies should also conduct separate training for management and supervisory personnel to quickly identify potential discrimination claims and fight to address them immediately. 


Ninja Gig offers an innovative approach to applicant tracking system software. Our affordable, yet robust software makes it easy for human resources departments to quickly post legally compliant job applications online and track job applicants. An automated for online recruitment has never been so easy to implement and manage! Act now to sign up for a free Ninja Gig trial of our proprietary applicant tracking system!

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10 Tips for Hiring Employees

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

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

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

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

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Interview Questions for a Remote Workforce

We are beginning to realize that COVID-19 isn’t going anywhere soon, which has forced many employers to rethink their current physical office space and workforce situation. 

Whether employers are seasoned at hiring remote employees or are exploring this option for the first time, Ninja Gig has compiled a list of top-rated remote interview questions for human resource professionals. 

Many employers are using online video conferencing software, such as Zoom, FaceTime or Skype, to set up meetings to interview candidates. This, in itself, will help assess the candidate’s basic understanding of technology.

Here are some excellent interview questions we recommend asking remote candidates. 

Interview Questions

  1. Have you ever worked remotely? If so, what necessary changes did you make to adapt to working at home?
  2. What do you enjoy about working from home? What do you find most challenging?
  3. When working at home, how do you organize your day?
  4. In a remote setting, how do you communicate with your manager and coworkers?
  5. What recommendations do you have for team collaboration?
  6. Give some examples of how you have handled the stress of COVID-19.
  7. What life lessons have the pandemic taught you?
  8. Would you be willing to work in an office again if remote work is no longer needed in the future?

Ninja Gig is an innovative applicant tracking system that helps human resources departments create an automated hiring process. This easy-to-use job application software makes it simple to post legally compliant job applications online. Whether your company is looking to hire remote or on-site employees, Ninja Gig’s advanced online job listing software makes it easy to track job applicants. Sign up today for a free trial and experience Ninja Gig for yourself!

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Are Work-From-Home Positions The Future?

While Americans still wait to return to normalcy while practicing social distancing, many companies are reevaluating traditional onsite culture and propose a permanent shift to remote work.

For example, major employers such as Nationwide, Mondelez and Barclays are discussing reducing physical office space in favor of more remote work. Many companies are seeing the advantage of decreasing physical real estate space, which would save considerable overhead on expenses. 

More companies are seeing proof that employee productivity doesn’t suffer in a remote environment. Companies may not need their full staff to physically return to offices to accomplish their workloads. If the US is facing a global economic slump post-COVID, remote work can help many companies significantly cut costs to survive the difficult times that may lie ahead.

Nationwide Insurance announced a permanent transition to a hybrid-style work model. They will continue to operate their four corporate offices in Ohio, Des Moines, Scottsdale and San Antonio. The majority of their other locations around the US will have their employees continue working from home.

While this outcome could be detrimental for the commercial real estate industry, we could also see more expensive renovations to comply with social distancing. Property management firms are already anticipating having open layouts and new seating arrangements, which will be costly for renovation teams.


Ninja Gig is an easy-to-use online job posting software designed for employers and recruiters to post legally compliant job applications online quickly. Whether you need to post temporary, seasonal, part-time, full-time or remote job applications, our applicant tracking system software is simple to navigate, making it easy to track job applicants. Sign up today for a free Ninja Gig trial and experience our automated hiring software to simplify your hiring process.

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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 online 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 job 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 online to help you attract top candidates for your remote workforce. Sign up today, try our free trial and see how easy our automated job application software is to use!