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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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Best Places to Work Communication Dealing with Bosses Employee Retention Firing Employees Human Resources Morale National Trends Software Tips for Small Businesses Workplace Discrimination

How to Take a Kinder Approach to Firing Employees

As an HR professional, if you’ve ever had to fire someone, you know this is one of the hardest parts of the job. However, every good business leader knows that sometimes the best decision for a company is to dismiss an employee. In fact, according to a Harris poll, nearly 40 percent of Americans have lost their job before. 

Employees report that being treated with respect is something they need and want from their employer. In fact, employees say that appreciation and recognition, as well as the opportunity for development, learning and growth, are less important than their need for respect. 

Even if an employee isn’t working out, it’s essential to treat them with respect. Here are some tips for terminating an employee with integrity and compassion.

Opportunities for Improvement

Companies should have two different types of employee termination: attitude-based and performance-based. If an employee is failing to meet clear job criteria, management and HR must set employees up for success. Employees need to be aware of any performance issues, and management needs to help set expectations for a solution. 

Employees need a clear timeline to improve performance – between 30 to 90 days – and management should regularly check-in to gauge their performance. Break down goals into more manageable milestones. However, if an employee has shown no improvement by the end of the probationary period, it’s acceptable to have a hard termination conversation. 

If an employee has a poor attitude, this can quickly evolve into a toxic workplace for other employees. One bad employee that has a negative attitude can soon corrupt and poison an entire team. Management can still be respectful and say, “Is there something going on? When you act this way, your attitude impacts our entire company and your coworkers.” 

Consider Alternatives

If someone is unhappy, see if they would be happier somewhere else in the company. Sometimes an employee is burned out and would prefer a new career. If an employee has a strong skill set, this might be an excellent option. 

No matter what happens, HR and managers must document everything to ensure they are complying with termination laws. You may also have to prove later that employees weren’t working out, and other steps were taken before terminating their employment. Teach management to take detailed notes about problem employees, listing specific attitude or performance issues in writing. Remember to document all behavior and performance issues, as these are needed to help minimize potential legal risks.

Ensure Termination is Handled Correctly 

Before management fires an employee, make sure they consult with HR. A termination plan must be in place to help ensure that the company is following all procedures and legal requirements when terminating an employee. 

Be Transparent

If a company exhausts all their options, and they need to let an employee go, it’s best to be detailed and precise. Explain when they will receive their final paycheck, severance pay, returning company property and how benefits will be terminated. Stand firm and don’t give them the impression you may change your mind. Transparency is a critical component when it comes to terminating an employee.


Ninja Gig is an online job application software for employers and recruiters that makes it easy to post legally compliant job applications. Whether you need to post seasonal employment applications or full-time jobs, 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 try Ninja Gig’s automated hiring software.

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Best Places to Work Communication Coworkers Dealing with Bosses Employee Retention Goals Hiring Tips Human Resources Job Interviews Morale National Trends Online Employment Applications Social Media Software Tips for Small Businesses Working from Home

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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Communication Employee Retention Firing Employees Goals Human Resources Morale National Trends Salary Social Media Tips for Small Businesses Working from Home

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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What Industries Will Flourish Post COVID-19

Over the last several months, Coronavirus has dominated the news, panicked the stock market and created murmurings of a recession. As the U.S. is forced to pull back from regular economic activity, hiring in the immediate future will be slower. Still, long-term a post-COVID-19 world will likely reshape our manufacturing industry. 

One important lesson learned from COVID-19 is having a dependence on a foreign country is not productive and can create hardship in difficult times. For example, China manufactures nearly 50 percent of all toys and appliances, 70 percent of shoes and 90% of some antibiotics

There are alternate manufacturing countries, such as Vietnam, India and Mexico, but they don’t have the ability or capacity to produce as much as China. Over the years, manufacturing costs in China have been increasing too. In light of recent world events, many companies will have little choice but to return manufacturing to the U.S. and produce goods at home, incorporating automation to help keep costs affordable.

Unfortunately, many of the fields with vast layoffs – particularly the restaurant and hospitality industries – don’t have the necessary skills to enter and transition to manufacturing quickly. Our shrinking – and aging – domestic manufacturing workforce, coupled with a declining birth rate, may pose future constraints on this market. Increasing the manufacturing labor workforce won’t be an easy task, and companies will likely have to educate employees, teaching them new skills to join this budding labor force. 

Ninja Gig features an online job application software that makes it simple for employers and recruiters to post legally compliant job applications. If you need assistance posting manufacturing jobs or other seasonal employment applications, try our advanced applicant tracking system software. Sign up today for a free trial and try our automated hiring software. 

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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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Best Places to Work Communication Employee Retention Goals Hiring Tips Human Resources Job Interviews Morale National Trends Online Employment Applications Social Media Software Tips for Small Businesses

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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Best Places to Work Communication Employee Retention Goals Human Resources Morale National Trends Tips for Small Businesses Workplace Discrimination

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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Best Places to Work Communication Coworkers Dealing with Bosses Employee Retention Goals Human Resources Morale National Trends Tips for Small Businesses

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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Communication Employee Retention Morale National Trends Tips for Small Businesses

Preparing for Coronavirus: Infectious-Disease Plans

As coronavirus (COVID-19) begins spreading throughout the United States, employers need to stay educated about how to prevent the spread of this deadly virus.

The U.S. Centers for Disease Control and Prevention (CDC) has issued travel warnings and encourages people to clean their hands often – washing them with soap and water for a minimum of 20 seconds. Additionally, people must use their sleeve or tissue to cover their nose and mouth when sneezing or coughing. 

Infectious-Disease Management Plans

If your business doesn’t have an infectious-disease management plan in place, now is the time to identify vulnerabilities in the event there is a significant outbreak. It’s not only essential that employers address this current outbreak, but experts are warning that if the coronavirus is not under control soon, it could return next winter even stronger.

An useful infectious-disease management plan addresses:

  • Employee travel restrictions
  • Provisions for employees traveling and unable to return home
  • Workplace safety precautions
  • Mandatory medical check-ups, medication and vaccinations
  • Mandatory reporting if an employee is exposed
  • Employee isolation or quarantine
  • Workplace shutdowns

Plans should include information for sick employees about staying home and telecommuting, if necessary. While the coronavirus hasn’t reached a pandemic, businesses should iron out these types of issues in advance.  

Even if you don’t have a specific plan related to infectious diseases, having a disaster-preparedness plan can also apply. As in the event of a hurricane or tornado, offices shut down. So too, would businesses if the coronavirus reaches a full pandemic level.

What Employers Can Do

Employers should stay up-to-date on the latest coronavirus information through the CDC website. While the coronavirus is still in its infancy stages, its spread is evitable.

Here are some recommended employer strategies:

  • Encourage sick employees to stay at home
  • Separate sick employees and provide face masks, if necessary
  • Post posters that encourage clean hand hygiene, staying home when sick and sneeze and cough etiquette
  • Provide no-touch disposal receptacles and tissues for employees
  • Regularly clean the workplace and workstations
  • Post and disseminate CDC coronavirus posters and fact sheets
  • Post the CDC’s “Stop the Spread of Germs” poster

While pharmaceutical companies are rushing to test medications to ease coronavirus symptoms, there is no cure or vaccine currently in place. 


Ninja Gig offers an automated hiring process and helps to simplify online recruitment. If a pandemic occurs, businesses can hire temporary remote workers by using our online job application software. We can help automate your HR systems, which makes it easy for companies to attract quality candidates so they can quickly apply. Sign up for a free Ninja Gig trial and begin automating your business’s hiring practices today.