Category Archives: Resumes

Interview Questions for a Movie Theater Manager

Most movie theater employees are teens with first-time jobs, which means it’s essential to have a responsible movie theater manager that has the necessary skills to lead and teach employees.

Below are some questions to consider incorporating into regular rotation when interviewing for a movie theater manager.

  • Can you work with budgets?
    •  What do you find is the most challenging part of the budgeting process?
  • Can you give an example and explain a time when you coached or mentored someone on the job?
    • Did it help boost the person’s skills or job knowledge?
  • Share an experience when you dealt with a difficult person or personality type, and what you did to handle and address the situation.
  • Describe successfully organizing a group of people to accomplish a specific task or goal.
  • Give me some examples of how you organize, plan and prioritize work on a daily basis.
  • Describe an instance when you did something “outside the box” that benefited your employer.
  • Tell me when you monitored or reviewed information and found a problem or discrepancy. How did you respond and what did you do?
  • Give an example when your advice facilitated an improvement for your company.
  • When setting expectations and monitoring subordinates performance, what do you find most useful?
  • Share a time when you successfully coordinated with others on a project.
    • Describe a time when that effort was not successful.
  • In your experience, what is the best way to help monitor the work of others?
  • Describe a time when you had to take corrective action with a subordinate.
  • What do you think is key to developing a good, solid team?
  • What do you think is essential when communicating with the public?
  • Describe a time when you remained calm and dealt with a high-stress situation.
  • Share a time when you took on additional challenges or responsibilities without being asked or directed.
  • Describe a time when you worked in a workplace that was rapidly changing. How did you deal with the change?
  • Share a time when you oversaw or managed the work of someone else. How did you motivate, direct and develop their work?
  • Discuss a time when you identified a problem and came up with a solution. Discuss your decision-making process and how you arrived at a conclusion.

Ninja Gig offers easy to customize online job applications, which makes it simple for movie theaters to advertise jobs and ask specific preliminary questions during the online employment application process. Sign up now for your free trial and see how Ninja Gig can bring streamline your online job applications.

How to Interview Teens

There are several types of jobs that are perfect for teens and with the upcoming holiday retail season right around the corner, there are many teens that might be looking for seasonal work.

Whether it’s hiring for fast food restaurants, movie theaters, Christmas tree farms, holiday light festivals or ski resorts, teens’ winter schedules make them an excellent fit for seasonal work.

Here are some great questions for managers to ask when interviewing teens for seasonal employment.

  • Why are you interested in this job?
  • When are you available to work winter break or after school hours during the school year?
  • When could you start?
  • How flexible is your schedule?
  • What days and hours are you available each day of the week?
  • Are you willing to work weekends?
  • Do you have any outside activities that might prevent you from working regularly?
  • Do you have plans during school break?
  • What are your long-term academic goals and current grades?
  • Why are you qualified for this position?
  • Do you have related work experience?
  • Tell me about any other jobs you have held and what did you like best and least about them?
    • What did you like best and least about your last job?
  • If your friends, teachers or counselor described you, what would they say?
  • Have you ever had any difficulties with a supervisor or teacher?
  • Tell me why reliability and punctuality are important traits in successful employees.
  • Why should we hire you?
  • Do you have any personal or work references?
  • Do you have any questions about the job?

Ninja Gig offers customizable online job applications, which makes it easy for employers to target teen demographics on social media channels and online, where teens will likely spend more time searching for seasonal jobs. Sign up now for your free trial and start getting your job applications in front of potential candidates today.

Hiring Seasonal Resort Nurses

As the ski season ramps up, so too does the need for seasonal resort nurses. Many of the big ski resort towns grow into a blossoming resort in the wintertime. As the slopes become packed with skiers and snowboarders, the hospitals near resorts see an overflow of emergencies, broken bones and head injuries. With so many seasonal patients, these resort-area hospitals need to hire additional resort nurses to ensure they have full staffing during the winter months.

Traveling nurses especially make the most of the ski season. Here is a list of the top five nursing ski destinations:

  1. Vail, Colorado
  2. Park City, Utah
  3. Killington, Vermont
  4. Aspen, Colorado
  5. Lake Tahoe, California/Nevada

Ninja Gig offers customizable online job applications, which means that you can ask the tough questions up front before committing to a lengthy interview process. Here are some excellent employment application questions to ask seasonal nurses on an online job application:

  • Why did you decide to become a nurse?
  • Write about a situation where you had to deal with a demanding, difficult patient and what you did.
  • Why are you applying for this job and why do you want to work at our hospital?
  • What made you choose your particular field of nursing?
  • What kinds of personality traits do you feel are necessary for nurses to have?
  • In your opinion, what are some of the most significant issues and challenges that nurses currently face? Why do you think you are qualified for the job?

Essay questions can be an insightful part of the initial interview process. When advertising for seasonal nurse positions, make sure to list out detailed requirements and education to help avoid unqualified nurses from applying. Additionally, since ski resorts are incredibly busy in the winter, it’s best to make sure applicants can work in a fast-paced hospital environment.

Sign up today for a free trial of our completely customizable applicant tracking system and see how quickly and efficiently you can take care of your hiring needs this season!

Tips for Hiring Seasonal Employees

The holiday season is nearly upon us, and many companies are in full swing advertising, interviewing and hiring seasonal employees. If you have a seasonal business, here are some valuable tips to consider when investing in seasonal employees.

  • Evaluate – While some businesses, such as retail stores at Christmas or ski resorts in the winter, rely on hiring seasonal employees, it is best to evaluate the current staff before hiring additional employees. Analyze past trends and learn when you need to have seasonal employees start.
  • Comply – Comply with all country or state requirements for seasonal employees., which includes minimum wage, pay regulations for nights, weekends or overtime, health insurance requirements and labor regulations for teenagers between the ages of 14 and 17.

Here are some additional tips to follow when interviewing and hiring seasonal employees:

  1. Job Descriptions – Write specific job descriptions and clearly state that you are only recruiting for a seasonal position. In some cases, be sure to put the title of the job and then “Winter Seasonal” next to it in parenthesis. Also clearly state any requirements for the job, such as prior cashier experience, necessary ski instructor training, etc. If the position requires heavy lifting, clearly indicate the physical demands of the job. Being upfront will help you attract more qualified candidates’ resumes that clearly understand the requirements of the position.
  2. Advertise – There are a variety of job boards that have more seasonal job postings than others. For example, make sure to post the position on your company’s website and social media pages, but also explore Indeed, Monster, CareerBuilder and Snagajob. Other websites that are dedicated to seasonal employment postings include: CoolWorks, SeasonalJobs and BackdoorJobs.
  3. Evaluating Candidates – Consider evaluating candidates in groups initially, which will help if companies receive a lot of qualified resumes. Even though the position is seasonal, hire for both the cultural fit and qualifications, not solely based on skills.
  4. Retaining Employees – Something seasonal companies understand is that if an employee quits mid peak season, they have a significant gap in their workforce and it’s difficult to train someone for a job that only has a matter of weeks or months remaining. To help detour employees from leaving jobs early, consider offering end-of-season bonuses for employees that stayed on the entire season. Additionally, consider offering loyalty bonuses to returning staff to help offset training expenses the following year.
  5. Creative Benefits and Perks – Offering creative benefits, such as flexible schedules, can be desirable to prospective candidates.

Ninja Gig specializes in offering custom online job applications, which are ideal for seasonal employers this holiday season. These employment applications can highlight areas for candidates’ specific skills and qualifications, as well as having candidates acknowledge or answer any necessary questions. Additionally, employers can easily save resumes and applications to comply with all state and federal document retention regulations. Sign up for our 30-day free trial and find those seasonal candidates immediately!

Five Tips for Hiring the Right Employee

Whether you’re a seasonal company gearing up for the winter holiday rush or you have some current positions open in your organization, hiring the right employee is critical to your success.

While you can’t please everyone in your company, you can do your best to mitigate poor hiring decisions and focus on deciphering what employee traits are valuable to your company so you can better facilitate the interview process.

Here are the top five things to consider when interviewing candidates:

  1. Career Commitment – If someone is committed to his or her career, this may signify loyalty. Employees that switch jobs or careers frequently in pursuits of higher salaries may not be the long-term employee your business desires. Heavily weigh the candidate’s previous job duration and make inquiries about why they keep switching jobs. It could be something out of their control – like layoffs – but if they’re always looking for something better that pays more, it may be best to consider another qualified candidate.
  2. Test Learning and Analytical Skills – Keep in mind that a resume may be impressive, but there are also a lot of companies and freelancers that specialize in writing resumes. Because resumes can contain lies, it’s best to use a variety of methodologies to analyze candidates’ skills.
  3. Compatibility Match – You may find an impressive, brilliant applicant, but if they aren’t compatible with your company’s culture, you’ll have personality clashes, which can lead to an unproductive, unhealthy work environment. If a candidate expresses that they have difficulty getting along with co-workers or bosses, it may be a red flag that they are not a good fit for your company.
  4. Improve Your Hiring Process – Companies that follow these hiring steps have more success with finding long-term employees:
    a. Avoid magic bullet or irrelevant questions and focus on the candidates’ knowledge, capabilities, confidence, skills and attitude.
    b. When advertising available positions, make sure to list all job requirements to minimize unqualified candidates applying for the job. For example, list specific responsibilities, experience, skills, knowledge and required education.
    c. Involve several people in the hiring evaluation process, because the more people that participate, the better chance your company can hire a good fit.
  5. Review Social Media – Looking at a candidates’ social media page may have some legal complications, but companies can weigh the pros and cons. Today, nearly 90% of companies recruit through social media platforms because having an online presence is so important in our business world.

Ninja Gig can help companies simplify their online job application process. Our fully customizable online employment applications are ideal for companies to use on their direct websites or social media pages. Sign up today for a free trial of our highly reviewed applicant tracking system!

Why More People Are Hiring House Cleaners

Fall is here, and the kids are back in school. There are a lot of stay-at-home moms that enter the workforce every fall when their kids are old enough to attend school.  Whether they find they need a house cleaner to keep up with their children’s after-school messes or they want to have a stable part-time house-cleaning job, the house cleaning industry is on the rise.

House cleaners are no longer for the wealthy or just for commercial office spaces. Today, house cleaning services are affordable, but to keep a good clientele, you’ll want to hire the best house cleaners.

Here are some great, basic interview questions:

  1. How long have you been cleaning houses?
  2. How many homes do you currently clean?
  3. Do you have any references?
  4. Will you supply your own cleaning supplies or will you use the ones we supply?
  5. Would you be willing to do a trial period of two to three cleanings so we can review your work?

Be upfront about the hourly salary you offer and detail your expectations for the position. If some people want their laundry cleaned, including sheets, towels, clothing, etc., make sure to offer your housekeepers more money for these tasks.

Additionally, make sure to get a background check on applicants before hiring them. Remember that you are responsible for placing people in your clients’ homes.

Ninja Gig can help your cleaning company attract the brightest talent. Our customizable employment applications make it simple to advertise your job openings online, through social media and even on job posting websites. You can easily review applications and sort through them to find qualified candidates.  Whether you are hiring for your cleaning company, or any other company, sign up now for a 30-day free trial and simplify your hiring processes!

How to Write Job Descriptions for Small Businesses

Many small businesses don’t have fully operational or staffed human resources departments. Hiring the wrong person for the job can be a very costly mistake and often, it’s one that small businesses just can’t afford.

Here’s how to successfully tackle writing job descriptions for small companies.

Do

  • Be Specific – Clearly state job requirements, qualifications and necessary skills, such as education, certifications and experience. If you’re not clear, you will attract unqualified candidates, and that also means that top talent will think you don’t have your act together and move on to greener job pastures.
  • Use Known Job Titles – If your company embraces creative titles, don’t list these in your advertising for new positions. Keep things simple and straightforward, so they’re understandable and easy to search for online. Use industry-specific job titles, such as keywords that people use when searching.
  • Simple Language – Avoid organization-specific terminology or industry jargon that can make job descriptions challenging to read and understand. Use headings, subheadings and bullet points to make things easier to read.
  • Market Your Company – Job descriptions should include something about your company, the industry, the job and the incentives you offer. Think of job postings as a marketing tool for your company. Additionally, since you’re a smaller employer, highlight the benefits of working for you. For example, if you have a great location that is within walking distance of public transportation and eateries, flaunt it! If you offer flex time, vacation time, profit sharing or stock options, advertise it! Unusual perks and benefits can make small companies very attractive to qualified candidates that want to leave the grind of conglomerate mega-giants.

Don’t

  • Feature Lengthy Requirements – If your job description reads like you’re in need of an advanced research scientist with an overwhelming array of credentials, chances are you’ll have a lot of qualified candidates view this as pretentious and nix applying for your job application altogether. (However, if you do need a research scientist, feel free to add in the lengthy requirements!)
  • Be Too Vague – Job postings should be both detailed and informative. If you don’t quite understand the position, seek out information to write a thorough and comprehensive job description, so everyone is on the same page. Having a detailed description will maximize everyone’s time – both yours and candidates – when trying to attract the right talent for the position.
  • Avoid Salary – To avoid a barrage of unqualified candidates, list the salary range for the job so you can weed out people that aren’t interested now.
  • Forget to Spell and Grammar Check – Nothing says unprofessional more than a typo. If you plan to critique applicants’ resumes for their spelling and grammar during the application process, hold yourself to the same standard.

Ninja Gig works with a variety of large and small businesses to create custom employment applications, which makes it easy to attract qualified candidates. These job applications are easy to customize, which means that you can advertise for open positions on your website, via email and on your social media channels. Interested in trying out our software for free?  Sign up now and see how great using Ninja Gig can be!

How Fast Food Restaurants Can Decrease Turnover Rates

You may think that fast food restaurants and high turnover rates are synonymous with one another, which is usually right. However, a few fast food restaurants are bucking this trend and changing their company cultures to ensure that they retain good talent longer.

Hire for Attitude, Train for Skill

Fast food restaurants can take a valuable tip from successful companies, such as Google, and hire employees with good attitudes. Employees that have good attitudes will help improve customers’ experiences, and they are more likely to be happy with themselves, which directly transfers over to work performance.

The primary demographic for fast-food restaurant employees are part-time people and teenagers. It’s easier to groom young employees that have an excellent attitude and train them with the skills they need to succeed in their jobs than it is to try to teach someone that is negative and doesn’t have the desire to succeed.

Opportunities for Improvement

It’s important that fast food restaurants train their employees, retrain them, provide them with certifications and then re-certification. For example, the most successful fast food restaurants that have low employee turnover invest in 100 to 120 hours of training and require certifications for each specific job before employees go on the line. Re-certification is essential – and easy to institute via random drawings and pop quizzes – because people get rusty and can get stuck in ruts. It’s best to keep people on their toes, so their knowledge is up-to-date.

Leaders are Teachers

It may seem silly, but there’s a lot of truth in having good leaders that are teachers. Some companies organize management to read a range of books each month. Management then meets to discuss these books, whether it’s classic literature or the latest business self-help guide. Leaders are teachers, and when a company recognizes them as coaches for the staff, they feel more motivated to do their jobs, and those under them feel and share that same enthusiasm.

Having a culture that treats management well will also help employees aspire to work their way up in a company and become management too.

Some companies wonder if it’s worth training fast food employees and investing valuable time, resources and money in them when most of them will not make a life-long career in the industry. However, consider this point. If you don’t invest in your employees, you will have a high turnover rate, which directly impacts customers’ and their experience with your restaurant.

 

Ninja Gig offers online job applications, which makes it easy for fast food restaurants to reach their target demographic – teens and young adults online and on social media channels. Most of today’s Millennials apply for jobs directly from their smartphones, which is why having customizable online employment applications is necessary for restaurants. Sign up now for a 30-day free trial of our software and make hiring painless!

How to Hire the Best Customer Service Representatives

One job that has one of the highest turnover rates is customer service representatives. Hiring an excellent customer service representative is not hard, but typically, someone who makes a good representative is born and not taught. This makes it critical for companies to have the necessary interview skills to spot an awesome employee in the making or a future dud that needs polite escorting to the door.

Here are some common traits that excellent customer service representative’s share.

  • Eye Contact – Customer service representatives sell the experience of a product or the company. No one wants to buy from someone that doesn’t maintain eye contact. Maintaining eye contact is a common sign of courtesy. This position fields complaints and concerns and customers need to have their feelings validated by having someone give them eye contact. If someone doesn’t maintain good eye contact during an interview, they won’t make a long-lasting customer service representative.
  • Upbeat Energy – Customer service representatives need to be upbeat and have positive energy. If customers are filing complaints, having someone that is upbeat and polite makes a significant difference. If you hire a customer service employee that is down on life and complains to customers, this will translate into bad experiences for customers. Good customer service representatives have a can-do attitude that lets customers know that no matter how bad their problem may seem, it’s fixable.
  • Empathy – Good customer service reps have one thing in common: they have empathetic voices. If someone has empathy and can diffuse customers by making them feel good, it will be a huge benefit to any corporation.
  • Smiling – Whether in person or over the phone, customer service reps need a smile in their voices. To hear whether a candidate has the skills it takes to shine over the phone, make sure to conduct a telephone interview as a hiring prerequisite.
  • Previous Experience – If someone has held several different short-term customer service representative jobs over the years, they may not be a good fit. Studies show that people that love working in a customer service environment will stick with a position for longer, which shows on resumes.

If companies hire the right customer service representative for their organization, they’ll have less turnover, which translates into substantial cost savings for employers.

Ninja Gig offers custom online job applications. These applications are ideal for companies that need to hire customer service representatives but don’t want to deal with the hassle of creating applications. Ninja Gig’s easy to use online employment applications are simple to customize, easy to save and archive, ensuring federal and state paperwork compliance. Sign up today for a 30-day free trial of our software and see how easy hiring can be!

Top 10 Employment Tips

Whether you’re looking to hire for part-time summer help or an executive for a corporation, there are 10 employment tips that everyone needs to be familiar with, follow and abide by.

  1. Hire qualified applicants, train them to improve their skills and discipline or fire for documented causes.
  2. Never try to avoid paying payroll taxes, completing new hire paperwork or classifying workers as temporary or contract labor to avoid paying unemployment. If you don’t want to pay these taxes or deal with this paperwork, hire employees through a temporary staffing agent so they can process this paperwork.
  3. When conducting the new hire employment process, have new employees sign all necessary paperwork. Some states require that new hires and even rehires be reported to the Attorney General’s New Hire Reporting office within 20 days.
  4. It’s important to maintain a safe, healthy workplace that complies with OSHA rules and regulations. It’s important to keep the hiring, evaluation, promotion, transfer, discipline and discharge of employees fair, consistent and job-related. It is illegal to retaliate against employees that report workplace discrimination, safety hazards or other employment law issues.
  5. Have wages in writing with employees. For any specific wage deductions that are not authorized by law or court ordered, it is best to get written authorization from employees.
  6. Unless an employee is clearly a salaried employee and not subject to overtime wages, always default to hourly wages to avoid potential legal issues.
  7. Never advance money or make a loan to an employee without a written receipt and signed repayment agreement.
  8. If changing any pay or benefits, provide the employee with as much notice in writing as possible.
  9. Treat employees fairly and consistently to help avoid unnecessary claims and lawsuits.
  10. If addressing an unemployment claim, file everything promptly, present detailed documentation about policies, warnings and other pertinent facts and provide testimony from firsthand witnesses, if necessary.

Ninja Gig offers the ease of using online employment applications to help facilitate hiring qualified applicants. These online job applications are easy to customize so companies can add any necessary legal language to make sure they comply with state and federal laws. If you are interested in trying out our software for free, sign up for a 30-day free trial today!