Category Archives: Resumes

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!

How to Train Your Cleaning Service Employees – Part 2 of 2

Now that you’ve hired employees for your cleaning company, you need to spend the time to train them. When you properly train your employees, you automatically boost your employee retention rate because happy employees are likely to stay with companies longer.

  • Determine Learning Styles – Every person learns differently, which means that there is no one-size-fits-all approach to teaching. Some people are visual learners where as others are auditory learners and there is nothing wrong with either group. The best way to teach new employees is to utilize a variety of these methods, such as incorporating written and verbal instructions with demonstrations. See what works best and refine this method over time when teaching new employees.
  • Role Playing – To help train employees, utilize role-playing to practice and reinforce what is and is not acceptable on the job. Simulation is one of the most effective training techniques. This involves showing employees how to do a task and then allowing them to practice or repeat the task in a controlled, safe environment. If the job requires interpersonal skills, lead the employee through role-playing modules.
  • Be a Role Model – To be taken seriously, employers need to be good role models for their employees. Don’t take shortcuts or exhibit behaviors that you don’t want your employees to emulate. Role modeling is never a substitute for training, but merely reinforces the training you give your employees.
  • Training Opportunities – Always be on the lookout for new training opportunities to help boost your employees’ skills and performance levels.
  • Real-Life Scenarios – Whenever possible, use real-life training scenarios instead of hypothetical situations. However, it’s probably best to avoid letting your customers know if they are a training experience for your employees or organization.
  • Questions – Not all employees know how to ask questions, so make sure you anticipate in advance the types of questions that employees may have, not be comfortable asking and address them.
  • Feedback – Make sure that employees know you value their feedback. Let them know that you want to improve the training and techniques and that you open and appreciate the constructive information.

Ninja Gig offers the convenience of online employment applications. Online job hiring can be a daunting, overwhelming experience, but with Ninja Gig you can create a job application online that gets noticed by people looking or a job. Sign up now for a 30-day free trial of our easy to use application software and see how simple hiring can become.

How to Train Your Cleaning Service Employees – Part 1 of 2

Summertime is in full swing and chances are that your housecleaning company is in need of new hires. Perhaps you’re stumped writing help wanted ads, or you’re looking for a better way to attract prospective employees. Ninja Gig is here to offer you helpful tips on how to attract and train your cleaning service employees.

First, college students are great for summertime employees, and many may be willing to switch to evening or night shifts when school resumes in the fall. Additionally, if you can recruit college students part-time in their freshmen or sophomore years, you may be able to have part-time employees for the next four years of school, which is a bonus. Many mothers that have children are looking for part-time work year-round, which makes flexible residential cleaning shifts appealing.

You can also explore hiring temporary help or use an employment agency to find qualified employees. However, employment agencies may charge a substantial fee, which makes them less appealing for lower-wage jobs.

It’s vital that housecleaning companies are very particular about who they hire. Remember only to hire employees that you would trust in your home because your clients are trusting you to choose qualified people to clean their homes and offices.

When hiring applicants, make sure to use an online job application, which will simplify the process. Additionally, you can ask questions, request background check information and references via an online employment application. This will save you valuable time and money when advertising positions online and on your social media channels.

Stay tuned for Part 2 of this article, which will highlight training your new employees so you can rest assured that you are setting your employees up for long-term success, which is beneficial to your organization.

Ninja Gig offers an affordable solution for online job applications. You can easily customize these applications, and since most housekeeping jobs are applied for online, you’ll be staying with today’s modern times and attracting the talent you deserve in your organization. Sign up today for a free, no obligation 30-day trial of our applicant tracking system and see how easy receiving and managing employment applications online can be.

Tips for Interviewing and Hiring Cleaning Staff

If you have a cleaning company, chances are that you know the challenges of keeping and maintaining good housekeeping staff. Furthermore, you probably dread the interview process. If you fear a mountain of paper applications and what types of questions you can’t ask, Ninja Gig is here to help you simplify your interview process so you can find the right talent for your company.

Here are some examples of interview questions and how to phrase them.

  • Illegal: How many sick days did you take last year?
  • Legal: How many days of work did you miss last year?

 

  • Illegal: Do you have a vehicle?
  • Legal: How will you get to work?

 

  • Illegal: Have you ever been arrested?
  • Legal: Have you ever been convicted of theft or fraud?

 

Here are some different, yet insightful questions to ask when interviewing potential applicants.

  • What type of books do you like to read? – This question can help you gauge an applicant’s hobbies and social activities without directly asking.
  • What was the last movie you saw on TV or in the theater? – This gives insight into their personal preferences and hobbies. If they give details about the movie, it shows that they have comprehension skills that may prove valuable when taking directions.
  • Tell me about yourself. – This measures how well an applicant does when put on the spot as well as how detailed they are in answering the question. Avoidant personalities may try to ask, “What would you like to know?” but that is not the question in this exercise.
  • What types of clubs or activities did you do when you were younger? – Children that are involved in activities may grow up to have a better work ethic. In this exercise, you are looking for team sports or groups, such as 4-H Club, etc.

 

Other interview tips include:

  • Telephone Calls – Conduct the initial interview via telephone. This can help eliminate applicants before they even see you face-to-face. Remember that applicants need to earn interviews. Even a three-minute conversation may be enough to ensure that the conversation is understandable and that the applicant is serious about applying for the position.
  • Interviewing in Groups – One benefit to interviewing in groups is that you can conduct your initial interviews in one session, which is excellent for time management. Additionally, followers in groups will chime in, “That’s what I was going to say.” These activities can also establish leaders and followers when identifying potential applicants’ personality types.
  • Meals – Interviewing the final round of applicants over breakfast or lunch is also a good option because you can see their manners and etiquette firsthand.

 

By employing these helpful interview tips into your next recruitment session, you can easily identify qualified housecleaning candidates for your company.

 

Ninja Gig offers online job applications, which makes it easy to avoid a mountain of paper employment applications. Additionally, you can advertise for open housekeeping positions on your website or social media pages, while complying with all state and federal employment requirements. Sign up today for our 30-day free trial and see how easily you can improve your hiring processes.

Education Is Key: Modern Day Job Application Statistics

You want to hire the best, brightest talent available, which is why Ninja Gig has compiled some interesting statistics to help you find the best applicants for your organization.

  • 79% of job seekers are using social media to conduct a job search. For Millennials, this number increases to 86%.
  • Nearly 75% of people say their employer does not use social media to promote their brand or job openings.
  • 45% of job seekers use mobile devices to search for employment once daily.
  • Job seekers generally look at these five things when applying for a position: salary and compensation, career growth opportunities, work-life balance offerings, location and commute and company culture and values.
  • When advertising sales positions, 94% of sales professionals say that the offered base salary is more important than the commission structure.
  • Millennials cite these three important factors when applying for jobs: growth opportunities, retirement benefits and work culture.
  • 46% of Millennials left their last job because they felt there was no potential for career growth. This means that Millennials are more skeptical about employers’ claims about supporting advancement.
  • 64% of Millennials would be comfortable making $40,000 a year at a job they love than making upwards of $100,000 a year at a job they don’t find challenging. This means that 80% of Millennials look at a company’s culture fit and the people first, with career potential coming in second.
  • 69% of job seekers say that they would rather be unemployed than accept employment with a company that has a bad reputation. On the flip side, 84% of Millennials would leave their current job if a company with an excellent reputation offered them a position.
  • Companies that increase their employee engagement investments by as little as 10% can increase employee productivity by $2,400. Additionally, 70% of employees that do not have faith or confidence in their senior management do not fully engage at work.

Ninja Gig makes it easy for employers’ online job applications to get noticed on social media. Fully customizable, these job applications are a great way to comply with today’s necessary electronic recordkeeping requirements while making it quick and simple for applicants to apply for open positions.  Sign up for your 30-day free trial and see what our amazing software can do to help improve your hiring processes!

Screen Candidates Social Media May Lead to Discrimination Claims

It’s tempting and easy to take a job applicant’s data and quickly type in a search in social media programs, such as Facebook and Instagram. Employers can quickly get inside applicant’s uncensored heads and learn more about potential applicants. But is this type of screening legal?

There are two sides to this controversial topic.

Pros

Social media searches can be valuable due-diligence tools for pre-employment background screenings. Employers can verify if candidates deliver the same information online about previous employment, degrees, schools attended, etc. Candidates can also expose potential criminal activities, hate speech or derogatory comments about current or past employers. However, basing employment on social media that may not even be accurate has legal risks.

Cons

There is a lot of information available on social media, including a candidate’s race, color, national origin, religion, gender, disability, age and citizenship status. If you don’t hire a candidate and have knowledge of information that relates to one of these protected statuses, your company could find itself in very hot water.

Screening candidates based on these attributes is illegal under Title VII of the Civil Rights Act of 1964 and carries substantial penalties for employers.

Recommendations

If your company wants to use social media to help prescreen potential applicants, there are some general rules to follow. As always, before instituting any policies or changes regarding checking social media sites, it is best to speak with an attorney or in-house legal counsel.

  • Get consent from job applicants before searching or viewing any social media sites. This should be done only after a job offer is extended to avoid any potential issues that may arise under Title VII. Extend the offer and say it is contingent upon completion of a social media check.
  • Consider establishing standard screening practices to highlight and give a paper trail how hiring decisions are made objectively based only on job qualifications and the job descriptions. If the applicant does not meet the necessary criteria for the position, document this information about why the candidate did not move forward in the interview process.
  • Consider using a third party to perform social media checks. This is someone who does not make any hiring decisions and only makes job-related inquiries on sites after an offer has been extended.

Ninja Gig does not provide legal advice, which is why it is important to consult legal professionals about how to efficiently and legally conduct social media searches for potential employees during the pre-screening phase.

Ninja Gig offers online job applications, which are easy to customize, making them ideal for a wide range of industries, including restaurant, housekeeping, healthcare, technology, administration and much more.  Sign up today!