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.
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 team members
Candidate screening criteria
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:
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.
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.
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.
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.
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.
Open Communication. Keep communication open and constant. Regularly remind employees about your referral program.
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!
As a company, it’s important to find ways to make your company and the culture better. Not only will this help you to attract more qualified candidates, but it will also help improve your overall long-term retention rates. When companies aim to grow and improve, it shows employees that they’re appreciated and valued.
Determining key areas to change within a company can be a challenging process. To help determine where your company needs to change, Ninja Gig has compiled a list of questions for companies to not only ask management but their current employees.
Offer – What does your company have to offer? What are your top five selling points that make your company stand out from the competition?
Competitor – Now, consider your competitor’s top five selling points. What makes them more attractive than your company to job seekers?
Negatives – It’s always hard for someone to read negative feedback, but we can’t improve without this.
What are five negatives that employees complain about or drive job seekers to pursue employment with the competition?
What are five negatives of a job seeker looking for employment with the competition?
Stand Out – Now, sit back and compare your company’s positives and negatives with your competitors. How can you stand out? Can you introduce new, innovative and different experiences to motivate current employees and attract talented job seekers? Can you eliminate the negatives within your company to help promote long-term employee retention rates?
Ninja Gig is an innovative applicant tracking system that seeks to make online recruitment easier for companies. Our online job application software makes it easy to advertise job online, track job applicants and hire your company’s best applicants. Sign up today for a FREE Ninja Gig trial and start getting your online job advertisements in front of the most qualified candidates.
Modern-day hiring techniques cross over with marketing, so it’s essential to optimize your job descriptions for keyword searches.
We know this may sound a little weird because HR professionals typically aren’t SEO experts, but just because you post your job online, doesn’t mean it’s getting in front of the qualified applicants you need.
Keyword research may sound daunting, but we’ll break it down into several steps to create the best, optimized job descriptions to help you stand out among the competition.
List of Keywords – Read through your job description and compile a list of job titles, duties and skills that best describe the job, including variations of phrases and search terms.
Research – Go to job boards, and search using those keywords and keyword phrases, reading through competitor’s job advertisements. If you see any keywords they use, consider incorporating those into your job description too.
Review – Go back through past applicants’ resumes and see how job searchers list their qualifications, paying attention to any repetitive keywords that stand out.
Rank by Popularity – Use an SEO research tool to rank keywords according to popularity.
Optimize – Go back to the job description and incorporate naturally flowing keywords.
Remember to incorporate the keywords naturally, so they make sense in a sentence, avoiding overstuffing them.
Over time, you’ll be able to compare what keywords do and don’t work in job descriptions. Just remember to use keywords that job searchers would organically type into a search engine to find jobs.
Ninja Gig is a secure online recruiting platform that allows you to post your job ads one time, and it will automatically disseminate them to all the big job search engines, including a job posting on Indeed. We offer a built-in portal that allows you to quickly review resumes, track job applicants and rank them by qualifications. If you’re interested in trying Ninja Gig for your companysign up today for a free trial and see what our robust online job application software and applicant tracking system can do for you!
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!
COVID-19 has left many companies struggling and feeling the economic pain of slow growth. Other industries, such as telecommunications and pharmaceuticals, are experiencing growth rates not anticipated to happen for several more years.
HR departments and hiring managers have to hire without using traditional in-person interview methods to help meet the changing economic demands. Additionally, they face restrictions on gatherings, business mixers and canceled career fairs. So, what should businesses do?
Ninja Gig has rounded up the top places to find exceptional new hires during COVID-19.
Online Career Fairs
Maybe you wouldn’t typically join a career fair, but today’s virtual versions are great for attracting work from home employees and fostering a remote work culture. Create videos that help your company explain the culture, the positions you’re hiring for and remember to highlight an overview of the company.
Make it easy and straightforward for visitors to ask your hiring team questions. Consider using a free video-conferencing platform and phone number to contact you for a more personalized one-on-one conversation.
Job Boards and Social Media Sites
Post jobs online, on job boards and social media sites. Including details, such as “remote work available,” can also help attract a broader range of talent. Additionally, check out jobseeker groups online, as many talented employees have lost their jobs due to the pandemic and are actively looking online, including on LinkedIn. Update your social sites’ profiles to include that you’re hiring and include a direct link.
Companies should keep a list of prior applicants, and sometimes you’ll find a fantastic candidate who isn’t a good fit for the current job opening, but might be for something in the future. Reach out and see if past applicants are still interested in work, and as a bonus, if you’ve already interviewed them in-person in the past, you won’t feel the pressure of scheduling several video meetings.
Ask team members to recommend friends for positions and offer an employee incentive program bonus for every candidate that gets hired. If employees have previously worked with someone, they will likely recommend someone with good work ethics that will fit in well with your company culture.
In some industries, online competitions are a great way to attract talent. For example, some writers will have online short stories contests, engineers have coding challenges and social media gurus might have caption contests. Friendly competitions are a great way to tap into a creative pool of applicants that enjoy working and are up for a good challenge!
Ninja Gig is a comprehensive applicant tracking system for online recruitment that helps Human Resources departments develop an automated hiring process. Our easy-to-use software makes it simple to post legally compliant job applications online. Sign up today for a free Ninja Gig trial and start getting your job postings on Indeed noticed today!
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.
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!
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.
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.
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!