Category Archives: Online Employment Applications

Three Great Ways to Find Top Talent for Your Company

There are many benefits of hiring top talent. Productivity, meeting company objectives, increased motivation among co-workers…the list of incentives go on. While attracting top talent to your team is one thing, finding an employee with the talent you require is certainly another.

There are presently many employment opportunities across all spectrums of the workforce in the U.S. However, finding ideal candidates with the same drive for success can often be time consuming and present all sorts of challenges. As there are many hiring methods used by hiring managers and HR professionals, here are three great starting points to begin your search of finding top talent for your company.

  1. Network, Network …and Network

Attending trade shows, conferences or other industry-related events overtime can no doubt lead to developing a plethora of contacts and potential great hires. According to Fundera.com networking is a “tried-and-true-way” to seek out new employees. It also allows you to recognize the hiring atmosphere of an industry, establish stronger rapport with potential candidates and even recognize skill sets and experience more easily.

Networking is not just limited to industry-related events. Online business and employment-oriented services such as LinkedIn are great ways to source talent. Many offer a bevy of features including customized profile searches, the ability to connect with contacts directly related to your industry and allow you to join professional groups with like minded industry peers.

  1. Get Creative with Job Postings

Any industry has its own required skill sets, specific roles and terminology. Fundera.com suggests that by including your business’s personality and values through job postings candidates can more easily understand if they would be a good fit within the company’s culture and/or the specified role.

Also, be very specific – rather than vague – in a job description. By including distinctive terminology, responsibilities and/or criteria only experienced employees would understand, it allows you to see if a potential candidate identifies with the role, if they understand the responsibilities, and have the desired experience.

 

  1. Persistence and more Persistence

For some hiring managers and HR professionals, finding top talent is like finding a needle in a haystack. According to LinkedIn, thousands of resumes are posted on popular online job sites every day like Indeed.com. While this may result in searching through many profiles and online resumes, chances of success are far greater if this is a consistent practice.

It also means each new search presents new opportunities to find top talent. However, as not all employees are the same to all employers, searches can be simplified by using effective keywords or utilizing functions such as custom-tailored, daily Resume Alerts.

 

Finding an employee may not be difficult, but finding one with the talent you need might be. While there are many tried-and-true methods among HR professionals and hiring managers, these are just a few starting points that may lead to finding that top talent your company requires for long term success.

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.

Three Reasons Why You Should You Hire a Summer Intern Full-Time

With a robust economy, low unemployment rate and manufacturing at a steady pace, it’s no surprise the National Association of Colleges and Employers (NACE), reported that employers projected to hire 3.4 percent more interns in 2017 than 2016. In fact, 2017 was the first year since 2013 employers revealed positive hiring projections for interns, co-ops, and full-time, entry-level hires.

The association also stated that over the last several years, most membership-employers with internship (75.2 percent) and co-op (65.9 percent) programs said the primary focus of internship programs is to recruit college graduates for full-time positions.

Summer internship programs are beneficial for the employer and intern. The employer receives added assistance with daily work tasks while the intern gains much-needed work experience. It’s often easy to spot the talent of a summer intern during a summer program, yet why should a company offer a full-time position?

1. They Can Bring Value to Your Company

Many summer interns are keen and enthusiastic. Consistently devising fresh ideas and concepts for projects on an ongoing basis is a sure sign of potential future development and progress. Plus, they developed experience within a corporation over the course of an internship, and can further build on their ideas and quite possibly bring something new and exciting to the table for the long term.

2. Smooth Transition

Hiring and training new employees takes time. It can be frustrating for an employer to make the time and effort with on-the-job-training only to realize the employee becomes unhappy in their role or the employer is disappointed with their performance. Summer interns, however, have already grown into a role, their work habits are recognized, and are well-acquainted with other employees and/or clients. Plus, they are current with company operations and upcoming or ongoing projects.

3. Cost Savings

In simple terms, hiring and training a new employee means revenue for a company. According to a report from the Society for Human Resource Management, the average cost-per-hire is approximately $4,129, while the average time it takes to fill a given position is 42 days. Whereas, an intern is already present in their given role and an investment has already been made in their training.

Offering a summer intern full-time employment has several more benefits and is an effective way to develop a great team and grow a company. Even if there are no immediate openings for another team member, it’s always wise to leave the door open for a summer intern in the event of future hires.

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.

Why You Should Your Company Use Independent Contractors?

As the hiring of contract employees is on the rise among corporations, are the days of the golden handshake, class A office space, and water cooler gossip a thing of the past? Not quite and there’s no need to worry about losing your cozy, corner office just yet.

Even though full-time still reigns supreme among America’s employed, the US Bureau of Labor Statistics reported in May 2017 that of the four alternate work arrangements, independent contract employment accounts for a leading 6.7 percent for total employment. On-call workers were a distant 1.7 percent, temp agencies were 0.9 percent and contract firms had a total 0.6 percent.

The big question is: why is contract employment so popular? You might be surprised with the many reasons, and just as many of the benefits. Here are four of them:

Cost savings

According to Nolo.com, having a full-time employee increases payroll expenses. Benefits, dedicated office space, plus contributions to social security, unemployment compensation insurance, etc. can inflate a business’s payroll by approximately 20 to 30 percent. Whereas recruiting a contract employee eliminates most – if not all – of these expenses.

 Flexibility

Nolo.com also states that many businesses experience fluctuating work flow levels throughout the year. Rather than pay a full-time salary (or salaries) – even during less busier times – the cost of a contractor is discontinued when the project is completed. Additionally, any legal compensation in the event of layoffs is – in most cases – usually not required for contractors.

Specific skillsets

It’s common knowledge that “bringing someone in” for a project will be trained specifically for a particular project. This eliminates time, effort and costs in training. Plus, having “a hired gun” for a specific project allows existing full-time employees to concentrate on other business growth.

There’s always a good time to hire an independent contractor

In a recent article from The Balance Small Business, hiring an independent contractor is ideal for when a large project is not part of a core business, which in turn, allows the opportunity for a company to generate revenue from another business sector. Additionally, the project can be executed by a professional with little supervision. Also, as contract employment is sometimes only for short periods, the project will be completed and scheduled in an allotted set period of time.

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.

Three Basic Labour Laws to Know Before Hiring a Youth

Part-time employment for youths is a win-win situation. It’s cost effective and productive for a business while providing an opportunity for youths to develop certain skill sets and work habits in “the real world” after school hours.

However, as an employer, before you start hiring and scheduling hours, there are several laws and regulations in accordance to The Fair Labor Standards Act (FLSA) that you are required to know and abide by. While understanding the basic laws of hiring of youths is just a starting point, having a clear understanding will make the hiring process easier and make your employee’s experience more efficient.

Here are just three of the basic laws set out by The Fair Labor Standards Act (FLSA) to get you started:

How many hours can youths work?

According to The Fair Labor Standards Act (FLSA) the minimum age for youths to work is 14 with the basic minimum age being 16. In fact, Youth Rules! – a division of The U.S. Department of Labor – states that youths of aged 14 or 15 are limited to hours they are allowed to work. For example, youths may are not permitted to work:

 

  • Outside of school hours.
  • More than three hours on a school day (including Fridays).
  • More than 18 hours per week during the school year.
  • More than eight hours per day when school is not in session
  • More than 40 hours per week when school is not in session
  • Before 7 a.m. or after 7 pm on any day (hours are extended to 9 pm from June 1 to Labor Day)

 

However, while a little restricted for employers, there are no limited work hours for those aged 16 to 17 and can perform “any job that has not been declared hazardous by the Secretary of Labor.” Plus, once a youth reaches 18, “they are no longer subject to the federal child labor provisions.”

Youth Employment Wages

According to the FLSA, the federal minimum wage is $7.25/hour. Yet, for those under 20 years-old (and are eligible to be paid the minimum wage), an employer is entitled to pay as low as $4.25 per hour for the first 90 consecutive calendar days of employment. Following the 90 days, they are then required to pay the full minimum wage.

 

What Type of Businesses Can Youths Work For?

Other than the agricultural space, which entails a whole other set of labor laws and regulations, there are several kinds of employment available (non-manufacturing and non-hazardous jobs) including:

 

  • Various businesses in the retail space
  • Computer programming, tutoring, or the entertainment industry (singing, playing an instrument, etc)
  • Delivery services
  • Yard work (not including the use of power-driven mowers or similar equipment)
  • Loading or unloading objects at worksite including rakes, hand-held clippers, and shovels
  • Gas stations or car detail services.
  • Select restaurant jobs (such as washing dishes, cleaning equipment and limited cooking tasks)

Further, 14 and 15-year-olds who meet certain requirements can perform limited tasks in sawmills and woodshops, while 15-year-olds under certain requirements can work as a lifeguard at public pools or water parks.

By reviewing all the laws and regulations in accordance to the FLSA and that’s outlined by Youth Rules!, you are ensured that you’re meeting the required laws and regulations. Plus, you’re providing a lawful business place for you and your employees!

 

As youth labor laws may vary from state to state, its best to review the limitations and allowances for your area. For more details visit the US Department of Labor at https://www.dol.gov or Youth Rules! at https://www.youthrules.gov.

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.

3 Things to Know Before Hiring a Summer Intern

School is out. The days are long. And thousands of high school and college-age students are looking for summer internships.  If your company is looking to hire an intern, here’s what you need to know.

  1. Don’t Hire an Intern Just to Fetch Coffee

It can be tempting for a company to view an intern role as nothing more than inexpensive labor there to assist with grunt work and coffee runs. Don’t be one of these companies.

Your company culture should inspire internships that allow interns to make a dent while learning from your experienced staff. Many of us have bad memories of being interns for ungrateful organizations when we were younger, so have some empathy and create internship positions that matter. This will attract talented candidates hungry to prove their value, and word will quickly spread that your organization has the hottest internship position in town.

  1. Use the Intern Role to Fill Gaps in Your Organization

Is your marketing team swamped? Is accounting constantly playing catchup? Use an internship position strategically to help fill gaps in your organization.

Hiring an intern to pick up slack in the company is a quick and easy way to jolt bottom line performance. Let’s pretend your summer intern joins a team of five full-time staff and works 40 hours a week. The 40 hours the intern works were previously split among the full-time staff, meaning each staff member is getting 8 hours (40 ÷ 5) added back to their availability every week.

What would you get done with an entire day freed up each week?

  1. Use Your Intern as a Swiss Army Knife

Interns can bring new skill sets and fresh vantage points not found anywhere else in your organization. Don’t be afraid to unleash this fact to your advantage and craft a flexible job position. For example, maybe the new HR intern has been taking courses in videography and filming things in her leisure time. If you have a need for a new company video, let her help the marketing team. She might spot something they overlook.

Or maybe your new accounting intern is skilled in the latest social media tools and practices. Let him meet with the social media team for a day. These interactions can be mutually beneficial and they’ll lead to a more well-rounded internship experience.

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.

Fire Them Before You Hire Them: Why Your Hiring Team Should Perform Premortems

About to extend an offer to a candidate? Maybe you should fire them first.

Premortems—the hypothetical opposite of a postmortem—have been popularized in business media the past decade and a half. Made famous by Harvard Business Review (HBR) and Amazon, premortems are performed before a project starts and operate on the assumption that the project has failed. So, the purpose is to ask what did go wrong instead of what might go wrong.

The intention of this reframe is to get your mind thinking about concrete threats to success before the project begins, rather than trying to brainstorm hypotheticals from scratch. And studies show “prospective hindsight—imagining that an event has already occurred—increases the ability to correctly identify reasons for future outcomes by 30%” according to HBR.

But these exercises are typically performed in project management circles, not personnel or HR decisions.

Until now. Here’s why your company should perform a premortem firing before hiring your next candidate.

  1. Many people are reluctant to speak up with their reservations and true feelings during the hiring phase. A faux firing of candidates highlighting how and why they failed makes it safe for dissenters who otherwise may be too worried to speak up with doubts. After all, anything said in a premortem is entirely hypothetical.
  2. Engaging in a premortem firing session will bring creative ideas to the table. Maybe there is one area of doubt you are feeling about a candidate but you can’t find the words to articulate it. Having an entire team use their imaginations to find reasons why the candidate didn’t succeed will more fully flesh out your thoughts.
  3. You’ll make better hires and continually improve at it. If prospective hindsight increases our ability to correctly identify reasons for future outcomes by 30%, your team will weed out the wrong candidates with 30% more efficiency. Apply this to your next 10 hires and you can start to see how big of a difference this practice can make in your organization.

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.

Are Your Job Descriptions Meaningful Enough?

Spend five minutes browsing any job board in the world.

I’ll wait.

Notice anything? It’s almost as if there were one person—or robot—out there writing every job description for every company.

They’re all painfully dry and repetitive.

Why?

Shouldn’t companies be more excited and proud of their openings? Most of these descriptions make it sound like they’re trying to lure someone from a job they’re unhappy with into one that they’ll eventually feel the same way about in a year.

And this is a big miss.

Companies should invest in writing more meaningful job openings and descriptions. Jazz them up. Get people excited for the opportunity to apply! If that means hiring a copywriter, so be it.

In today’s climate, candidates no longer want to simply settle for a paycheck. Millennials and Gen Z are looking for meaning. For a chance to be a part of something bigger than themselves.

If your company has a unique product or mission, own it! Write your job descriptions with your company’s own unique tone of voice. Don’t settle for the repetitive droning you’ve seen everywhere else all your life.

Writing job descriptions that stand out will do the following:

● Generate more candidates.
● Create a more competitive applicant field. Rather than receiving generic, form cover letters and resumes, applicants will take the time to try and impress you. They’ll tailor their resume for your eyes only. They’ll write individualized and engaging cover letters. They’ll reveal themselves more fully all because they want to impress you more than anything in the world.
● Subliminally communicate your company’s culture. If your company is a quirky and fun place to work, writing your job descriptions in a matching tone of voice will help weed out people turned off by such cultures, saving you precious time having to do this yourself during the hiring process.

Don’t be afraid to turn job descriptions into creative writing projects. You’ll strengthen your applicant field and make your company stand out amidst a sea of sameness.

And you’ll have more fun along the way.

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.

3 Hiring Mistakes You Must Avoid

What’s the number one warning issued to growing companies by business owners, CEO’s, and managers the world over?

Hire carefully.

It’s been said that one bad hire added to a small or growing team can be enough to sink the ship. If not handled smartly, hiring could be the kiss of death for your organization. So to help you stay safe from this pitfall, we have uncovered the three biggest mistakes to avoid.

  1. Not Assessing Strengths During the Interview Process

It is entirely possible to have two candidates with nearly identical resumes and experiences who have wildly different strengths and weaknesses. And unfortunately it is extremely difficult to get to the bottom of this with cliche interview questions like “what are your biggest strengths/weaknesses?”

Instead, incorporate a strengths assessment into the hiring process. These tests have been scientifically validated over many decades, making them a more reliable and quantifiable indicator than an interviewer’s notes. There are a ton of strengths assessment tests available online for little to no cost, so the barrier to implementing this step immediately is virtually nonexistent.

  1. Hiring Too Fast

Slow. Your. Role.

Growing companies are eager to add to their workforce so they can continue growing. But if you’re hiring too fast you’re bound to make mistakes and add a few bad apples to the team. Make sure, no matter how tempting to complete the hire and move on, you do your due diligence. This means going beyond reference and background checks. Screen their social media profiles, have them meet the people they’d be working with, give them test projects or even hire for a 30 day trial period before offering a full-time job.

The costs of bad hires are simply too high to risk moving fast.

  1. Poorly Written Job Descriptions

If your job description is written haphazardly or someone in HR is responsible for drafting one outside of their expertise, you are bound to attract the wrong applicants. Too many companies don’t think about this, so they end up with an HR professional writing job descriptions and screening applicants without any domain knowledge. For example, if you’re hiring a Public Relations and Social Media Marketing Specialist, you better have someone from PR and Marketing owning the search in its entirety. Otherwise, how is an HR professional supposed to know the lingo, skills and experiences that actually matter?

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.

Individualize Your Hiring Process With Ninja Gig

Your organization is unique. It’s different than the competition. Shouldn’t your hiring process reflect this?

Unfortunately for many HR professionals and business owners, the start of their hiring process looks exactly like the competition’s in the eyes of the applicants. And if making a great first impression is the first step to landing a great candidate, it’s time to differentiate your process.

Read on to learn how Ninja Gig makes it easy to create an individualized hiring process with customized tools to meet your needs.

Create Your Own Website Portal with a Custom URL

When you register with Ninja Gig you will automatically get your own Ninja Gig portal. You choose your own domain name (yourcompany.ninjagig.com) and you will use that link to point applicants in the right direction.

The simplicity of a ninjagig.com domain name makes remembering much easier for your applicants!

Create One-of-a-Kind Application Templates

You’re free to choose to use our default application template if you’d like, but to truly create an individualized hiring process we recommend making your own.

We don’t limit the number of questions you can add to your templates, so you can go into as much detail as you’d like. And unlike other software options out there, we do not limit the number of fields or text characters you can use, so you’re free to let your company’s tone of voice shine!

Manage Everything From One Easy to Use Dashboard

Creating an individualized hiring process doesn’t have to come with more administrative effort. After you’ve created your own website portal with a custom URL, we make it easy to manage all of your applications and job postings while tracking applicants.

Each Ninja Gig user is given a secure login where you can review and organize everything on our software. You can edit and refine all your customized materials in just a few seconds.

Wondering what your peers are saying about Ninja Gig? Check out the testimonials they’ve given here.  

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.

Pros and Cons of Working From Home

We’ve all heard the cliches about what it’s like to work from home. You wear pajamas, sit on the couch and watch TV while periodically checking your email to make sure your boss isn’t pestering you.

While the pantless, pejorative view of working from home may ring true for some, let’s take a look at the real pros and cons of substituting your kitchen for the conference room.

PROS

  1.   No commute. A recent survey result taken across 28 major U.S. cities found that 23% of workers have quit a job because of a bad commute. That means nearly 1 in 4 Americans are leaving their employers because they’re working too far from their home.

    But when you work from home this is never an issue! Not only does this add up to more “you time” in your day (the average American spends over 4.3 hours per week commuting to and from work) but it also saves you a lot of money on car maintenance and gas.

  1.   More freedom. When you don’t have to report to an office everyday, you have more freedom to choose your work environment. Many people with “work from home” jobs opt for a nearby coffee shop or outdoor cafe instead. The flexibility of working remotely frequently means you can get your work done anywhere with an internet connection. Which, in 2019, is just about anywhere.

  2. Peace and quiet. While the jury is still out on open office environments, one thing is clear about working alone from home: it’s quieter.

    For those who do their best work in a quiet setting without distraction, you can’t beat home sweet home. Offices mean sharing the space with others, and because you can’t control what other people do (or how often they interrupt your work to talk about the latest Game of Thrones episode) it can be hard to work a day without being interrupted at least a couple of times.

    And because it takes nearly 24 minutes to fully recover from an interruption, your productivity can skyrocket when left to your own devices in the confines of your home.

 

CONS

  1.   It can be lonely. The flip side of the “peace and quiet” coin is that it can get too quiet for some. Having other people around to bounce ideas off or collaborate on projects together can be stimulating. And if you’re the type of person who thrives on human interaction and watercooler talk, working from home may be too isolating.

  2.   You are ALWAYS bringing work home with you. Out of sight, out of mind can be a beautiful thing. The physical separation of the home–a place for relaxation and rejuvenation–and the office creates a mental separation as well. When the line blurs and your home becomes your office it can be more difficult to recharge at night because your work is never fully out of sight.

  3. There’s less structure. If you’re the type of person who needs a boss or colleagues to keep you motivated and on track, working from home may not be for you. Instead of reporting to the same cubicle or desk at the same time everyday, you’ll have to decide for yourself when, how and where you do your best work. Without others around to reinforce your behavior, it’s up to you to create good habits and routines.

 

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.