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The Value of On-boarding

Did you know that the right onboarding team can help a company retain top talent? Yes, it’s true – and especially so in today’s remote work culture. 

No one wants to start a new job and then hear, “Oh, I didn’t realize you were starting today. I’m not sure how to get you set up.” When someone starts a new job, they’re pumped up, ready to tackle new challenges and feel a renewed, refreshed spirit to bring value to the company. If they encounter obstacles getting set up during the onboarding process, this can quickly take the wind out of their sails and leave them with a bad first impression.

Whether your current onboarding process involves lost paperwork, not getting technology set up or notifying current employees of a new hire, the onboarding process directly relates to a company’s culture.

Boost New Hire Satisfaction

According to Gartner, nearly 33% of new hires immediately become discouraged with their jobs if they run into a poor onboarding and training process. Furthermore, they will begin looking for new employment within six months. Additionally, for employees who stay, it takes nearly eight months for their productivity to reach acceptable levels. 

New hires learn about the company through the onboarding process. They learn the ins and outs, the office lingo, about important clients, the company’s organization and whom to contact if they have questions – all of which set new hires up for success. 

Provide a Team

Instead of giving new hires a single point of contact, give them an entire onboarding team, which also helps reduce friction if a new employee and mentor lack compatibility and have different working styles. 

Some companies, such as Zappos, have a month-long onboarding process, while Pinterest focuses on a week-long orientation that includes leadership talks, IT setup and more. 

By taking these steps, you can help ensure that all the effort you put into finding good new hires goes a long way, ultimately resulting in higher job satisfaction rates.


Is your company looking for a top recruiting tool that includes an applicant tracking system? Look no further than Ninja Gig, which offers built-in legally compliant job applications online and helps create an automated hiring process for companies. Interested in trying Ninja Gig? Sign up today for a free trial and see how online recruitment can work for you!

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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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How COVID-19 Alters PTO Policies

All businesses have felt the disastrous effects and fallout of COVID-19 on some level. More employees aren’t using their vacation time due to travel limitations, so what does this mean for employers?

Use It or Lose It Policies

While many employers have use it or lose it policies that worked well in the past, this may not be the case in 2020. Workers are likely banking large amounts of PTO, and if they’re forced to take that time off before the end of the year, you could find yourself short-staffed in December. 

Adjustments to PTO Policies

Employers should consider adjusting their PTO policies now to help prevent December from being a short-staffed month. Here are some helpful ideas.

  • Change PTO Policies – Instead of employees being faced with losing their time off, consider adjusting the policy now to allow a portion of PTO to carry over into 2021. 
  • Ask Employees to Use Time Off Now – Encourage employees to take time off instead of waiting in December to see if travel restrictions ease up. However, this can be a tricky situation, as employees might feel resentful, feeling forced to use their paid leave now. To help prevent this, convey to employees that you would like them to take leave now because many are stressed and overwhelmed by the world’s turn of events facing a pandemic. Encourage employees to embrace a “staycation” and turn off all their work – especially if they work remotely. 
  • Rethink Your PTO Policy – There is no better year than 2020 to re-examine your entire PTO policy. Some companies are abandoning the use it or lose it policy and allowing employees to have unlimited PTO (that does not pay out if they leave their job). This will enable employees to rollover any unused PTO to 2021 without worrying about everyone taking a December vacation. While many employers are cautious about unlimited PTO policies, studies show that very few employees take advantage of these policies. 

Ninja Gig can ease the burdens of hiring with our applicant tracking software. Affordable and easy to use, companies can quickly post legally compliant job applications online and track job applicants through the portal. We work to help create an automated hiring process for online recruitment that is easy to use and implement company-wide. Sign up for a free Ninja Gig trial today!

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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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Employment Law Liabilities Employers Face Post-Pandemic

COVID-19 has exposed employers and companies to an onslaught of legal litigation. Here are the top employment law liabilities employers face post-pandemic.

Wage and Hour Claims

With more employees working at home, many employers have abandoned their traditional time tracking methods. Employers should set clear expectations about regular check-ins and employee breaks to help prevent any issues. Employers may also be required to reimburse employees for some expenses related to telework, such as high-speed internet, cell phone or equipment costs.

Sick and Vacation Leave

Congress passed the Families First Coronavirus Response Act (FFCRA), imposing a federal paid sick time mandate. Employers with fewer than 500 employees must provide their employees with a specific amount of time off for reasons associated with COVID-19, such as they become ill, have to care for a child when their school has closed, etc. Many employers have already been reported for denying leave, requesting improper documentation, miscalculating employees’ pay and retaliating against them for taking leave. 

Workplace Safety

The Centers for Disease Control (CDC) and OSHA show that COVID-19 is a recordable illness, which means that employers face risks for failing to comply with reporting and recording requirements. Employers will face workers’ compensation claims if employees contract COVID-19 on the job. If state workers’ compensation does not cover claims, employers could be liable if they were negligent in enacting safety measures to mitigate employees’ exposure.

Discrimination Claims

As employers have employees begin returning to work, those with employees suffering from pre-existing conditions may be reluctant to return. Employers may be subject to discrimination under the Americans with Disabilities Act (ADA) if they unfairly deny an employee to work remotely with reasonable accommodation. If employees have been working remotely during the pandemic, this may make it even more difficult for employers to deny specific requests. 


Ninja Gig’s advanced applicant tracking system software provides a robust automated hiring process for online recruitment that makes it easy to post legally compliant job applications online and track job applicants. Sign up today for a free Ninja Gig trial and post jobs online today!

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Incorporating Transparency in Leadership

More people are looking for transparency in leadership in all walks of life, whether in politics or the workplace. Employees want to know who, what, when, where and why, primarily when decisions affect them. They want to trust that those making decisions are looking at the big picture and taking their interests into account. 

While the push for more transparency may cause leaders to feel stressed, they don’t need to vet or check every decision, as that is virtually impossible. 

Some decisions can be made with relatively little to no input, while other more important decisions may require extensive research, analysis, discussion and consideration. It’s also the areas in between that can draw even more criticism and create problems, so leaders should practice transparency to help maintain employees’ trust.

Leadership Transparency: Quick Case Study

With COVID-19, a lot of businesses are reducing hours or closing their doors. If executive leadership in a company determines the best financial course of action is to reduce employee work hours, this needs transparent implementation. 

What Happens with Top-Down Decisions That Lack Transparency

No matter how executives communicate their decision, it will be unpopular with employees. One person in a leadership position usually clearly communicates the decision to all employees, fending any questions that may arise, such as:

  • What was the decision involved in reducing hours?
  • How did leadership come to this decision?
  • Who was involved in deciding to reduce hours?

Do not blindside managers with public announcements. It damages the respect between managers and their employees. In turn, managers resent leadership for making quick decisions without receiving any input from them. It makes managers feel set up to fail because their teams stop having faith in them and lose all trust. All too soon, employee morale tanks and leadership is left wondering why. It’s simple: because the decision blindsided everyone.

Implementing Transparency

There’s a better way to deliver bad news to managers and employees to avoid these issues. A strong, positive culture that revolves around leadership and having effective communication is a necessary foundation for growing and maintaining a company. 

Here are the top two ways to successfully implement transparency at work.

  1. Frequent Sharing – The right frequency of sharing sensitive information to ensure that employees are aware of any ongoing issues and any emerging issues. It doesn’t mean notifying employees about every single decision, but it’s best to avoid blindsiding them with major decisions that they didn’t foresee possibly coming. Keeping people in the loop can make a huge difference in how employees react to the news.
  2. Feedback – Simply sharing a one-way street, also doesn’t make employees feel better about decisions, so it’s vital to collect and listen to employees to gain more clarity and understanding. Constructive feedback and discussion can often highlight new perspectives or even reveal alternative options that might work better for the company in the short and long-term. Few things in the workplace destroy employee morale more than not considering their feedback. 

Having a good company culture that revolves around transparency can help benefit companies in our current COVID-19 world and post-pandemic. Use this opportunity to create a healthy workplace culture where employees feel valued.


Ninja Gig offers a comprehensive applicant tracking system that provides an innovative automated online recruitment process. Our easy-to-use software makes it simple to post a job online within minutes. If your company is looking to hire employees, Ninja Gig’s software will track job applicants. Sign up today for a free trial and experience Ninja Gig’s proprietary job posting software.

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How to Engage With Remote Employees

With more employees than ever before working from home due to Coronavirus, the workforce sees some significant changes. For some people, working from home is nothing new, and yet for others, this is uncharted territory. 

At first, working from home can feel exciting and new, but over time, some employees may feel distanced, causing them to disengage, which, in turn, decreases productivity. 

Managers need to help motivate remote employees, especially during pandemic times. Here are five ways employers can help drive a remote workforce.

Communication is Key

Remote employees can often feel that they are left out, which is why managers must communicate with their teams daily. Holding daily check-ins and asking employees if there is anything you can do to help boost their performance is critical. Additionally, managers need to quickly communicate important company news to remote teams to ensure they are in the loop. 

Communication is a two-way street. Managers need to listen to any concerns that may arise, especially if employees feel anxious or overwhelmed about workplace events in today’s pandemic era. Monitoring and evaluating how to mitigate employees’ feelings is necessary, especially if employees feel isolated during these uncertain times. Assure them we are all in this together.

Setting Clear Expectations

Remember that COVID-19 has forced many people to work remotely, meaning it wasn’t their choice. Communicating and setting clear expectations about remote work requirements will help set your employees up for success. For example, if employees need to be available during set hours, communicate this to them. If you need a daily report of what they have worked on, ask them. 

It is important to remember that not all employees may have access to an ideal telecommuting setup, especially if schools and daycares are closed. Be patient and understanding, and encourage them to take paid time off if needed to tend to any critical personal responsibilities. 

Recognizing Achievements and Good Work

Recognize and reward employees that work hard. Incentivize telecommuting productivity and highlight employees’ dedication. Some great examples of ways to recognize achievements while telecommuting include: 

  • Sending out company-wide or teamwide emails
  • Offering rewards to those employees that go above and beyond
  • Sending electronic gift certificates
  • Ordering dinner from a local restaurant delivery service and having it delivered to their home

Recognition doesn’t need to be over the top to be effective. Sometimes just an email or a personal call saying thank you makes employees feel valued.

Encouraging a Healthy Work/Life Balance

Remote employees may find it challenging to establish a healthy work/life balance when their home suddenly turns into their office. Not all employees have physical separation from their personal and workspaces, making them feel as though they are working 24/7, eventually leading to burnout. 

Communicate to employees the importance of a healthy work/life balance, including giving them valuable tips, such as turning off their computer during non-working hours. 

Collaborative Culture

Employees tend to enjoy their jobs more when they feel as though they are part of a team. It can be hard for people to feel like they are part of a team if they work solo from home. Make sure to implement instant chat programs, such as Slack, and hold video conferences to help employees feel like they are part of collaborative company culture.


Ninja Gig offers an advanced applicant tracking system software that makes it easy for HR departments to track job applicants. Our innovative online recruitment system makes it easy for HR teams to post remote jobs with legally compliant job applications online. Sign up today for a free trial and experience Ninja Gig’s automated online job application software.

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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 job applicants. Sign up today for a free trial and experience Ninja Gig’s automated online recruitment hiring software.

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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 online. 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 job applicants. Sign up today for a free trial and try Ninja Gig’s automated job application software.

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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!