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The Age of the Gig Worker

Maybe some of you have heard of the “gig economy” and the “gig worker,” while others may be wondering if this is some computer storage solution. Once associated with musicians that played “gigs,” today’s gig economy is a rapidly growing segment of the worldwide labor market that often encompasses freelancers.

Modern Technology Fuels Gigs

Fueled by modern technology, many employees can now work remotely without having to show up at a traditional job site. 

Gig employment may include:

  • Driving for Uber or Lyft
  • Selling products or merchandise on eBay or Etsy
  • Working as a freelance web designer, writer, developer or even musician
  • Work for pay apps, such as TaskRabbit
  • Selling products such as Mary Kay or Pampered Chef 
  • Renting space in your home with Airbnb
  • Bloggers
  • Any task-based jobs

In the U.S. alone, nearly 25% of Americans over the age of 18 earn some form of income by working a gig. 

How the Gig Economy Works

A gig worker can opt for a certain number of hours or take on projects on a task-based system. Once the project is complete, they move on to work another gig. It might be another position or task within the same company, or it might be an entirely different company.

The shifts or projects that gig workers take on are flexible and very much unlike a traditional 9-to-5 job. Some people work side gigs after their full-time jobs, while other people work several gigs to make a full-time income. Usually, there are no set hours that define a gig worker’s schedule. Some opt to have more traditional schedules, while others prefer alternative, flexible scheduling. In all cases, gig workers are not traditional employees, but freelance, independent contractors. 


Ninja Gig offers online job application software that makes it easy for companies to attract gig talent. Easily create and accept job applications online. The automated hiring process and applicant tracking system makes it easy to correspond with and schedule interviews with freelance gig applicants. Sign up today and see how Ninja Gig can help your company attract top-rated freelancers.

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Short Term vs. Long Term Hiring Strategies

Hiring can be a complicated process. Typically companies have immediate needs, and then they have long term goals to help them succeed in building a profitable future. Hiring is no exception, which is why companies should employ two main types of strategies: short term and long term. 

Short Term Hiring Strategies

Most employers classify short-term hiring strategies as those that fulfill an immediate need. This need may or may not exist long-term, but the current demand for a solution requires immediate hiring. Examples of this may include:

Seasonal Employees

Write job descriptions to source candidates that only want seasonal work. Giving preference to “same time, next year,” candidates can help reduce training requirements and also offers customers the opportunity to interact with familiar faces.

Temp-to-Hire

Evaluate potential employees through temporary work before extending a full-time offer that commits employers to benefits. This can save employers valuable time, money and the HR headaches of temporarily employing a lousy hire.

Long Term Hiring Strategies

Long-term hiring strategies are a critical component of a company’s success. Whether it’s replacing an employee or creating a new position, having a plan in place is necessary to building a strong company culture and foundation. 

Corporate Strategy

A long-term recruiting strategy should coincide with a company’s corporate strategy. Hiring employees that fit your company goals and culture are essential. Review your business strategies and plan and hire employees that match those long-term goals.

Company Brand

Having a strong company brand will not only help you create a long-term recruitment strategy, but it will have a direct impact on employee retention. When developing a company brand, consider the following:

  • What are the company’s core values?
  • What is the company’s structure?
  • How do you recognize or reward employees?
  • Do you offer career advancement?
  • What type of work/life balance do you offer employees?

Once you have created your corporate strategy, advertise it everywhere – from offer letters, marketing materials and welcome emails. 

Social Media

Using social media to foster a talented pool of potential job applicants is also critical. It’s more than just posting jobs; it’s about fostering engagement. Turn the people that like your page into those that want to work for you! 

Job Postings and Descriptions

Make sure that your corporate strategy and goals are on your website and that your career page highlights your company’s mission and culture. Job descriptions should be more than just bullet points and skills. They should reflect the company’s culture and brand while describing what the job actually entails. 

If you implement balanced short-term and long-term hiring and recruitment goals for your company, you’ll find it easier to maintain any job turnover and that you’ll attract some of the best, brightest talent around. 


Ninja Gig allows companies of all sizes to develop an automated hiring process for online recruitment. Our easy-to-use online job application software allows companies to create legally compliant job applications. Not only can companies accept job applications online, but our applicant tracking system makes it easy to evaluate talent, highlight promising applicants and contact them for interviews. If you want to learn more about Ninja Gig, sign up today for a free trial and experience how our advanced software can simplify your hiring process.

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When Should Employers Discuss Salary in Interviews?

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

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

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

Job Description and Application

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

Initial Interview

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

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


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

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Why Some Employers Should Accept Job Applications, Even If They Aren’t Hiring

Whether you have a job opening or not, you might find that you occasionally receive unsolicited resumes from applicants. For some employers, this may raise issues for record retention and unlawful discrimination, but for others, having a supply of resumes on hand can be a lifesaver. 

Many industries benefit from having an open-ended supply of resumes on file. This is particularly true for industries that have entry-level jobs and higher turnover rates, such as restaurants and fast-food chains. This allows them to quickly fill open positions while avoiding the hassle and expense of advertising. Even if a company has highly skilled positions, niche jobs sometimes require keeping possible resumes on hand, as this can help eliminate months of advertising to find qualified applicants. 

However, it is important to note there are some legal issues with accepting unsolicited applications and resumes.

  • Record Retention – State and federal employment laws require employers to retain all resumes or applications for a minimum of one year, sometimes longer. If an employer reviews unsolicited resumes and applications, regulations define that as being considered for employment, which means they must be retained according to employment laws.
  • Unlawful Discrimination – Accepting and reviewing unsolicited resumes and applications could potentially expose the employer to unlawful discrimination claims. Government regulations require that employers conduct any recruitment and hiring in nondiscriminatory ways when it comes to protected classes, such as gender, age and disability. Having an inconsistent company policy of not accepting or accepting unsolicited resumes may make the employer liable for discriminating against protected classes. 
  • Affirmative Action – Federal contractors that are subject to affirmative action obligations are required to capture all applicant demographic data. If there is no clear policy in place, this data may be overlooked, subjecting employers to violations.

The bottom line is that unsolicited resumes benefit many companies, while they may be a liability to others. Consult with your legal department or review state and federal guidelines to help make an educated and informed decision about this practice.


Ninja Gig offers a convenient solution for employers that are looking for job application software. With our advanced automated hiring process, you can easily accept job applications online and retain them in our system. You can also make sure that you offer legally compliant job applications. If you want to learn more about our online recruitment software, sign up today for our exclusive, free trial. Let Ninja Gig help you transform your hiring practices!

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More Employees Looking for New Jobs in 2020

The job market and economy are strong, which means that nearly 50 percent of employees are on the lookout for a better job with a more healthy work environment, better pay and benefits. 

The three main reasons that employees will be looking for new jobs this year include:

  1. Money
  2. Feeling undervalued and unappreciated
  3. Desire a better work-life balance

Unfortunately, for many employers, the best employees are usually the ones to quit first, which can be devastating in terms of turnover. 

Ninja Gig has compiled a list of additional reasons why people are on the hunt for new jobs this year.

  • Relationship with the Boss – This is not in a personal sense but in a lousy boss way. Many employees leave their jobs because their boss isn’t good at managing and makes their work-life chaotic and miserable.
  • Bored and Unchallenged – Bored Employees don’t engage with work. It’s best to give employees challenges to maintain their interest in the job and the company.
  • Relationships with Coworkers – When people spend more than 40 hours a week with the same people, toxic coworkers can quickly make a job miserable. Stay on the lookout for workplace bullies. On the flip side, employees that have friends at work often enjoy their work environment more and are willing to stay with a company longer.
  • Contributions – Employees want to feel that they help to contribute to a business’ success, which means that they need to feel connected to the bigger picture.
  • Autonomy and Independence – Businesses are responsible for creating a work environment that fosters autonomy and independence instead of controlling micromanagement.
  • Recognition – Employee recognition is a significant factor in employees’ overall happiness. 

By creating a positive company culture, businesses can work towards minimizing turnover this spring and summer.


Ninja Gig is an online job application software that allows employees to incorporate an automated hiring process for online recruitment and accept job applications online. Sign up today with Ninja Gig and receive a FREE trial.

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Top Reasons Why Companies Outsource

Traditionally, outsourcing is defined as strategically utilizing outsourcing resources to perform job duties and activities that would traditionally be handled by internal resources and staff. 

Companies often contract major services from valued business partners that have areas of expertise or knowledge that may also come at a beneficial cost-saving to companies. 

Why Do Companies Outsource?

Many businesses choose to outsource certain functions. These are the seven most common reasons why companies outsource:

  1. Reducing and controlling overall operating costs
  2. Gaining access to unique expertise outside of the immediate organization
  3. Improving the company’s focus
  4. Freeing internal resources to do other types of work
  5. Maximizing the use of external resources
  6. Increasing efficiency or streamlining time-consuming tasks
  7. Sharing risks with a partnering company

The Downfalls of Outsourcing

Outsourcing isn’t always productive or positive. In fact, companies have to weigh the advantages or disadvantages of outsourcing, which can also prove to be challenging to manage. The following are the most significant reasons why outsourcing could prove costlier or fail. 

  1. Existing employees may feel threatened or as though they are disposable
  2. Staff redundancies
  3. Communication problems that relate to language or time zones
  4. Issues with service or product quality
  5. Loss of control over procedures and policies
  6. Data security threats

What Companies Outsource

Outsourcing gained rapid popularity in the 1990s when many companies began using it to help save money. Most jobs that were initially outsourced were customer service-related jobs, such as call centers. Today, outsourcing has rapidly grown, and now financial services, IT, retail services, manufacturing, pharmaceuticals, software and computer technology jobs are often outsourced by companies. 

How to Successfully Outsource

Thirty years ago, the most common reasons companies outsourced were to reduce their headcount and overall costs. Today, more companies outsource to help add value to in-house services, especially when they don’t have employees that specialize in certain areas of service. To successfully outsource, companies must:

  • Have a strategic plan and vision
  • Carefully select vendors
  • Clarify company objectives and goals
  • Structure vendor and subcontractor agreements
  • Practice relationship management
  • Have open communication with stakeholders about outsourcing
  • Pay attention to personnel issues that may arise
  • Have a short-term financial justification for outsourcing
  • Have the support and involvement from senior leadership

Avoiding Failed Outsourcing

Most outsourcing contracts are canceled or renegotiated within three years. It’s vital that companies and executive management work to help foster and support an ongoing relationship with outsourcing teams and companies to avoid this economic loss and the time spent finding new outsourcing options. 

Senior management should regularly meet with outsourcing teams to discuss expectations and identify and resolve any challenges or problems that arise during the working relationship. 

By implementing these strategies and focusing on the end goal, which is to produce better products or services for your customers, companies can have productive, long-term outsourcing relationships.

Ninja Gig helps companies accept job applications online via an automated hiring process. Whether your company wants to hire in-house or test the grounds with an outsourcing employment agreement, our advanced HR online recruitment system can successfully help you create legally compliant job applications. Sign up today for a free Ninja Gig trial and see how Ninja Gig can help improve your company’s hiring practices.

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Introducing the Gig Economy

Today’s hyper-connected world has made it possible for a new gig economy to emerge. A gig is a temporary work engagement, and our gig economy is altering how Americans view and perform work. Many companies are making it easy for workers to find temporary jobs – hence a gig – which can range from all types of work, such as editing a paper, writing a resume, fixing a leaky faucet or repairing a car. The difference between a gig and a traditional job is that it’s only temporary, and the worker is paid on a freelance basis for the project.

Who Makes Up The Gig Economy?

There are three main groups that main up today’s rising gig economy.

1. Technology Platform Companies

Technology platform companies have helped the gig economy expand significantly. These platform companies have direct transactions with the consumer and producer, offer flexible work schedules, provide online payments and feature online reviews and profiles, so it’s easier for both parties to enter into a gig arrangement.

2. Gig Workers

Gig workers generally have two main classifications, such as labor providers – which includes drivers or delivery people – and goods providers, such as artists or writers. 

3. Consumers

When consumers want less expensive services, temporary work arrangements become a more cost-effective solution for businesses. 


Ninja Gig is an online recruitment software that allows companies of all sizes to post gig job openings and accept job applications online. Online recruitment has never been easier, and our software has a built-in applicant tracking  system that makes it easy to post legally compliant job applications. If your business is looking to post gig jobs in 2020, sign up now for your free trial and start getting your online job applications in front of applicants today.

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How Automation Will Transform the HR Industry in 2020

Attention-grabbing headlines, such as “Robots conduct job interviews,” sparks panic in today’s job seekers. Artificial intelligence (AI) is on the rise, and we are moving towards a more automated hiring process and future, which is destined to transform the workplace. 

HR needs to stay one step ahead, and leverage automation to further streamline tasks, freeing up valuable time for strategic thinking and product creation. Whether using automation for payroll, time tracking or an online applicant tracking system, today’s automated technologies can help improve outcomes, reduce redundancy and minimize human errors.  

The following offer some great starting points for businesses in 2020.

Performance Management

While large corporations employ more standardized tracking processes, many small and medium-sized companies often have informal processes, which means that the conversations only occur after employees miss performance benchmarks. Some companies don’t have any formal benchmarks, which makes it challenging to objectively assess performance, including what employees may need additional support or training. If managers could receive automatic alerts as soon as employees falter, they could better reach out and help them get back on track quickly. Having automated performance management would minimize potential losses when it comes to employee turnover.

Onboarding

An employee’s first day of work sets the tone for their experience. Many companies don’t have organized onboarding experiences, which means that sometimes employees show up, and they don’t have email credentials, much less a desk or computer. Worse, their new team is in meetings all day, which leaves them sitting there and fending for themselves while trying to track down equipment and get trained. 

To help make sure that employees have a more positive onboarding experience, standardize this process. For example, once a candidate is hired, an offer letter should be automatically sent to the candidate. Once they e-sign, it can trigger HR and the IT team. The IT team can then work on creating network credentials, an email address and setting up a computer for the new hire. The HR team can then send out a welcome kit, and send calendar invites for their first day of work, including any calls or meetings they will need to attend. By automating the onboarding process, companies are setting employees up for success. 

Offboarding

Just as the onboarding process with new employees should be seamless, so too should their last day. A positive exit interview will help set the tone for former employees if they refer people or even if they want to return to work at a later time.

Similar to onboarding, offboarding involves a different set of documents, such as transition paperwork, final meetings and an exit interview. Based on when an employee leaves, it can trigger actionable items for both HR and IT, such as removing network credentials, archiving emails, and changing employee’s benefit status. 


Ninja Gig works with companies of all sizes, allowing them to create the first step in an automated hiring process, which starts with accepting job applications. Online recruitment has never been more straightforward, and when you sign up with Ninja Gig, it’s easy to promote jobs and even easier for qualified applicants to apply. Sign up now for your free trial and start getting your online job applications in front of applicants today.

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Three Basic HR Best Practises You Should Never Ignore

Human Resources may not be the easiest department to work for in a company. During any given week, HR professionals are often known to break the good news with the bad; hiring a key candidate or turning one down; organizing certain roles during restructuring;  all the while hiring, recruiting and retaining top talent.

Contrary to popular belief among employees (and even HR professionals), the bad doesn’t always outweigh the good, and best practices are constantly being established to ensure this.

In an article on recruiter.com, one best practice to always resort to is creating an employee feedback system. Feedback is an effective means of learning more about suggested changes. Perhaps start conducting what recruiter.com calls employee satisfaction services, or create feedback channels to stay current on certain issues within a company and employee’s concerns.

In the same article, it explained that HR professionals should implement special incentives or performance-based bonuses among employees. While a common practice, it always feels good to be rewarded for hard work and when accolades come down from upper management, it not only maintains good morale, but productivity as well.

The topic of recruiting practices can be discussed until eternity, and is a hot topic all its own. To offset some of the challenges of recruiting, creating and maintaining talent pools is essential for any HR pro.

Talent pools are basically a database of potential candidates to resort to in the time of hiring. According to Monster.com, talent pools are “a contingency plan and can result in reducing costs or time and productivity is not affected too much by a skills shortage. According to Monster.com, some effective ways of building a talent pool include:

  • Remember Previous Potential Applicants: Even though a previous candidate didn’t receive that final offer, it doesn’t mean their skills and qualifications are at a loss for future roles. File their resume (and any additional documents) and add them to “your pool” for reference down the road.
  • Network, Network, and Network:  Trade shows, industry conferences, association meetings, to name a few, are all effective ways of meeting and interacting with potential candidates for future hires. Ask for business cards, request a CV, or basic contact information (and adding separate notes) for your data base is a great way to increase references for the future.
  • Online Searches: This day and age networking is not limited to industry functions. Facebook, LinkedIn, MySpace and several social networking sites make it so simple to reach out to a potential candidate. This is also something to do when the time allows and always keep their details in a data base.

 

Most of all, Monster.com recommends to keep your talent pool small. It should only contain professionals who will make a difference to your company. Also, the more effort you take to create a solid talent pool, the less work will be required when it comes to the hiring process.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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How to Avoid a Confrontation during a Performance Review

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

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

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

Take “Issues” Head On 

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

Find the Source of the Problem(s)

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

 

Resolve the Issue(s)

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

 

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.