Category Archives: Resumes

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.

How to Win the Resume Game

Ahh the resume. The single document at the heart of the job search. Never has writing one page caused so much strife. From the infinite layout possibilities, to the key information you need to decide to include or not, it can be overwhelming for stressed job seekers.

But fret no more, we’re here to teach you how to write a resume with ease. In fact, when following these tips, most of the writing will be done for you before you even begin.

Tip 1: Reframe Your Entire Approach

As a job seeker, you need to find a job. Sometimes in a hurry. But if you approach your job search merely through the lens of your needs, you are already putting yourself at a disadvantage.

Instead, you should focus on the hiring manager’s need to find the right person. Reframing your search in this way will help you write a resume tailored to your audience.

 

Tip 2: Write a New Resume For Each Application

It’s tempting to think of a resume as a static, “one size fits all” document. This is how most job seekers approach their resumes. And it’s why over 80% of resumes get ignored.

Instead of writing a single resume and blasting it out to anyone and everyone, tweak each version according to the needs of the job posting. Think of your resume as akin to an audition tape; an actor would never submit a comedy sample to film directors seeking to fill a serious role, so why would you submit the same resume to dozens of companies all seeking different skills and experiences?

 

Tip 3: Use the Job Posting to Write Each Version of Your Resume

Ok, tip number two sounds like a lot of work. But here’s the thing: tweaking your resume dozens of times per day is actually quite easy when you let the job description write it for you.

To get considered for an interview, your resume needs to match the requirements and skills listed in the job description. Busy hiring managers will only have enough time to skim all the resumes they receive for matches to the job description. So you should rewrite your resume using the same words used in the job posting, word for word. This doesn’t mean you should say something about yourself if it’s not true, but it does mean you should describe yourself verbatim to the company’s description. Write “good written and verbal communication skills,” not “I’m a good writer and I communicate well with colleagues.” Write “possess strong leadership skills,” not “proven leader.”

 

Tip 4: Trim the Fat

It’s tempting to list EVERYTHING you’ve ever done on your resume. We think this depth will be viewed favorably by companies, but, in reality, it often leads to resumes landing in the rejection pile. Because your resume needs to focus on what you can do for them, not on why their job opening works for you, you need to write a hyper-focused resume that only contains relevant information for your audience.

If you worked as a marketer for the first five years of your career before becoming an IT professional, your next application for an IT opening doesn’t need to include five bullet points on what you accomplished in marketing. The hiring manager simpy won’t care because it has no bearing on whether you have the skills and experiences necessary to become their next IT wizard. Feel free to keep the job on the resume in order to fill any voids in your timeline, but it can just be a single line. Save the precious space to expand upon your success in IT.

The job search is hard enough. Don’t let a weak resume stand in your way. Follow these four tips and watch the interview invites roll in.

 

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.

Explode Your Recruiting Reach With These 4 Hacks

Spend some time on any job site on the internet and you’ll quickly notice something: big companies are spending a fortune to promote their openings.

But what are you, as a small business, to do? You’ll never have the same recruiting budget as the big boys, but that doesn’t mean you can’t achieve the same reach to find employees. We’ve compiled our top hacks for exploding your reach with Ninja Gig using free (or low cost) online tools and social media best practices.

Read on to learn how to reach more candidates starting right now!

 

1. Build a direct link on your homepage

The first tip is the easiest. After you’ve created your Ninja Gig portal and chosen your custom domain name (yourcompany.ninjagig.com), you’ll be ready to promote the link anywhere and everywhere. But too many companies forget to start with the low-hanging fruit first.

So, start at home–literally. Your organization’s homepage is the most widely visited page on your site, so why would you bury your job openings on another page? You can provide potential candidates with an easy apply through the Ninja Gig link as soon as they land on your site.

2. Create a Social Media Video with Link

All the major social media platforms use algorithms to determine reach. Which means that in order to get your content out to as many candidates as possible, you need to create content that the algorithms favor. And video posts can average 50%+ more reach than any other form of content!

Most companies simply post a boring “We’re Hiring” post with a plain text link to the opening. Not only can you reach more candidates with video, but you’ll also garner more applicants by sharing an engaging video that shows why your organization is a great place to work. The video does not have to be high-end (you can even shoot it on your phone) but it must be authentic and inspire candidates to want to apply.

Be sure to include a “Apply Now” link on the post to your beautiful Ninja Gig portal so candidates can easily swipe/tap/click their way to the application.

3. Embed a “We’re Hiring!” Link to Your Ninja Gig Portal in All Company Emails

Whether there are a handful of employees at your company or thousands, the reach from current staff adds up. Turn your entire workforce into a recruiting army by embedding the Ninja Gig links in all company email signatures. Use a tool like HubSpot’s or Gimmio to implement with ease.

4. Create a Social Media Post For Current Employees to Share

References are the most powerful recruitment tool, which is why most organizations offer referral bonuses to current employees. Use your employees’ motivation to land the bonus in your favor by creating a social media post that they can simply swipe and post to their personal accounts. Not only are you amplifying your reach for free by tapping into their personal networks, but the message itself means more when it comes via word of mouth from a current employee.

Use a tool like Canva or Pablo by Buffer to create a stunning visual that employees will be proud to share with their networks along with your company’s Ninja Gig link.

 

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.

Employee Success: Why Everyone Wants to Work for Chick-Fil-A

Chick-Fil-A is one of the best fast food restaurants to work for according to their dedicated employees. How does a company create an environment that fosters team building and pride in what they produce? Let’s take a glimpse into the success behind Chick-Fil-A.

The Employees

Chick-Fil-A has a good policy to hire polite, intelligent and hard-working employees. When companies focus on recruiting quality talent, they tend to have employees that get along better and work well as a team. This can also foster long-term friendships, in addition to happier employees that enjoy their jobs. It’s about creating a sense of family on the job.

The Food

This one is more obvious. Why does someone want to work at Chick-Fil-A? Well, the food is a big reason! Not only do they give employees food discounts, but their food is really good! Delicious food, great friends – this combination begets a positive culture that attracts good people.

Customers

The company is big on delivering top-notch customer service and promotes kindness towards one another. Additionally, many Chick-Fil-A locations have regular customers, and when employees and customers enjoy the atmosphere, it creates a better, stress-free working environment.

Growth

The one thing about Chick-Fil-A is that they value their employees and want them to grow and succeed. That’s why the restaurant offers many opportunities for employees to test their leadership skills and earn valuable promotions. Whether an employee starts as shy and learns to find their voice as a team leader, or someone offers emotional support to help create a better team environment, the restaurant is all ears and eyes when it comes to fostering growth amongst its employees.

The Day-to-Day Work

While Chick-Fil-A is a very fast-paced environment, staying busy helps the time fly by. Additionally, the restaurant has different positions, which means that monotony and doing the same repetitive tasks day in and day out are eliminated, helping to keep employees interested and engaged in their work.

Sundays Off

Of course, having Sundays off also helps employees. It’s an excellent way to give everyone a break to focus on their homework, studying, church, families or just decompressing and enjoying a day away. And while many of us moan about not being able to get our Sunday Chick-Fil-A craving fix, the company respects their employees, which speaks volumes.

Do you have a small or large restaurant and are looking to create a great working environment to attract employees? Ninja Gig can help! Use our UNLIMITED online employment application software to advertise to teens and young adults on social media channels and websites. Sign up now for your free trial and start getting your online job applications in front of potential candidates now.

Top Recruiting Trends

The art of recruiting is taking a turn, and the focus is on treating candidates more like customers. Companies want to groom and entice applicants because studies show that our current job market is 90% candidate driven. This indicates that companies are not in charge of picking top talent, but good employees will choose the company where they want to work.

This year will see several new recruiting trends. To draw candidates to your organization, consider the following recruiting techniques.

Recruitment Marketing

Recruitment marketing helps companies nurture and attract employees by using recruiting tactics and methods. This includes companies following the latest market trends and being proactive to find solutions to overcome new employment challenges.

Inbound Recruiting

Inbound Recruiting involves a company taking a proactive and continual approach to help attract new candidates into choosing them as their next employer. The primary goal when utilizing inbound recruiting is to attract, convert and engage candidates. Many companies use social media to help accomplish these goals, which are excellent strategies long-term.

Employer Branding

Building an employer brand is an essential component in attracting top tier talent to an organization. Employer branding refers to several different aspects, including a company’s reputation, their overall popularity as an employer and how they value their employees. Research shows that nearly 75% of applicants research a company’s reputation before applying for a position. Companies that have poor reputations can often struggle to attract and retain quality candidates.

Social Recruiting

Social media channels are a popular way to boost job recruitment. This can include Facebook, LinkedIn, blogs, job boards, forums and websites. Staying up-to-date and advertising upcoming or open positions, and using a job management board such as Ninja Gig, are excellent recruiting strategies.

Employee Referrals

One of the best ways to find top talent is to have a company program that supports employee referrals. Employees that are referred to a company take the least amount of time to hire and usually will accept less money, especially if friends boast about a healthy work environment.

Need help managing online job applications to help boost your recruiting and employment process? If so, Ninja Gig’s unique job platform allows you to customize UNLIMITED online employment applications. Sign up now for your free trial and start getting your online job applications in front of potential candidates this year.

2019 Workplace Trends

As 2019 gains full speed ahead, some new workplace trends will be popping up in companies across America. We want to highlight a couple of these important trends that will define the workplace over the coming several months.

Centralized Communication

Workplaces need a form of centralized communication to ensure that all employees are on the same page. While some companies have tried instant messaging to help curtail overflowing inboxes, reports show that employees feel pressure to respond to instant messages immediately. This also decreases overall productivity and may lead to employees having difficulty concentrating on tasks. While instant messages and other chat applications will not disappear, we anticipate they will take a backseat, and we will see a shift in overall communication within companies.

Work-Life Balance

With the advent of technology and digital tools, many employees can work remotely and set their schedules. However, the push for work-life balance will be a central theme for employees. Companies need to let their teams know that work-life balance is a priority to them to help boost employee morale. In fact, work-life balance comes in third when employees consider essential job security components, with salary and job security coming in first and second. Companies need to set clear expectations and boundaries, and not expect employees to be readily available for work around the clock to help accomplish this goal.

Fast Paced Environments

Just because employees want a better work-life balance does not mean that the pace at which companies expect their employees to work will slow down. In fact, with today’s collaborative work management platforms, templates, automation and other technology, employees can accomplish more in less time. This year will not be about robots and automation replacing employees, but about how these technological advancements can help improve workflow and increase business productivity.

Mentorships

While we focus so much on technology, the human element of business is not forgotten. Young millennials in the workforce define their success by rapidly growing their careers. However, employees that stay with companies long-term have mentors to help them successfully build their jobs. Businesses that pair up younger employees with experienced workers can help to implement a retention strategy that boosts morale and personal growth.

Gender Equality

A hot button topic last year, gender equality will continue to define workplace culture and personal interactions in 2019. One study conducted by Ernst and Young shows that increasing women in leadership positions by 30% helps to boost company profitability by as much as 15%. We anticipate that 2019 will make more headway implementing requirements and mandates to ensure that gender equality becomes an integral part of company culture.

 

Is your company interested in staying on top of the latest hiring trends for 2019? Ninja Gig offers custom employment applications so you can advertise that your company promotes work-life balance, mentorships, open communication and gender equality. For a flat monthly fee, you can use Ninja Gig to customize UNLIMITED online job applications. Sign up now for your free trial and start getting your online job applications in front of potential candidates this year.

What to Know When Hiring Teens for Restaurant Jobs

The U.S. Department of Labor has a Wage and Hour Division that provides advice and guidance to employers so they can comply with child labor provisions. Many young adults and teens have part-time jobs, but it’s important that employers comply with federal regulations.

Many teens have part-time restaurant jobs. Here are some questions that restaurants need to consider when hiring young adults under the age of 18. If you answer yes to any of these questions, you may be out of compliance.

  1. Will they operate or clean power-driven meat processing machines and slicers?
  2. Will they clean or operate any power-driven equipment, such as bakery machines or dough mixers?
  3. Will they operate, load or unload any compactors or balers?
  4. Will they drive any type of motor vehicle on the job?

Here are some questions that employers need to consider that relate to hiring minors.

Do any workers 16 and younger do any of the following?

  1. Cook? If yes, 14 and 15-year-olds may not cook over an open flame, but only over an electric or gas grill. They may not use pressurized fryers.
  2. Bake? Minors 16 and younger may not perform any baking duties, including weighing, mixing or assembling ingredients or operating convection or pizza ovens.
  3. Handle hot grease or oil or clean cooking equipment? If yes, 14 and 15-year-olds may do these tasks, but they cannot repair power-driven equipment. They may only perform these cleaning tasks if the equipment or liquids are below 100°F.
  4. Load or unload items from a conveyor or truck? If yes, 14 and 15-year-olds may not load or unload items from trucks, tanks, railroad cars, conveyors, boats, planes or any other types of transportation. They may, however, load into motor vehicles items that are light, non-power-driven and are personal related items, such as jackets for job sites.
  5. Working inside a meat cooler or freezer? 14 and 15-years-olds may not work in meat coolers or freezers, but they may momentarily retrieve items from them.
  6. Operate power-driven equipment? Minors may not operate, adjust, setup, repair or clean any power-driven equipment, which may include bread slicers, bagel slicers, lawnmowers, golf carts, trimmers, weed-whackers, etc. They may operate vacuum cleaners, basic office machinery, and devices that relate to serving food, such as dishwashers, popcorn poppers, toasters, coffee grinders and milkshake blenders.
  7. Work on or from ladders? Minors may not perform any work that requires scaffolds, ladders or window washing that requires working from windowsills.
  8. Work during school hours? Minors cannot work during school hours, which are determined by public schools in the area. Even if the minor is homeschooled or attends private school, they cannot be employed during the times when public school is in session. Outside of school hours is acceptable and is defined as before or after those hours, summer vacations, holidays, Saturdays or Sundays. They however, cannot be employed before 7:00 AM on any day.

The U.S. Department has many more requirements that restaurants must comply with when hiring minors and children under the age of 18 to work part-time. An excellent reference, complete with specific tests and requirements is located at https://www.youthrules.gov/for-employers/compliance/restaurant/

 

Ninja Gig is a convenient way to offer online employment applications to help reach teens, especially on social media sites. Most of today’s youth have Smartphones and having online job applications is a great way for restaurants to reach part-time workers.  Sign up now for a 30-day free trial of our applicant tracking system, and see just how easy our software makes the process.

How Small Companies Can Attract Top Talent

Big business, such as Amazon, Microsoft and Google woo job candidates with remarkable benefits, perks and brand-name recognition. How can smaller employees compete with corporations for top talent?

 

Instead of having corporation envy, let’s consider all the things that small businesses have that corporations don’t, which will help you put together a plan of attack to recruit the top talent for your organization.

  • Small business is less bureaucratic than corporations, which means there’s more one-on-one interaction with management.
  • Employees have broader job descriptions in small organizations because larger companies define roles that are more specialized.
  • Entrepreneurs treat employees as if they’re an extension of a large family, instead of just a documented number.
  • Flexibility is paramount in small companies, which is something that some employees strongly desire.
  • Smaller companies can tailor positions to candidate’s strengths, especially if they see the potential for growth in someone.

When posting positions, appeal to these traits to attract people that want to work for smaller companies.

  1. Executives will want equity in exchange for the risk of coming on board a smaller company. Consider profit and revenue sharing plans.
  2. For mid-level management, explain that the company has staying power and they have more ability to influence their team.
  3. Entry-level workers will want an opportunity for growth.
  4. Remember to highlight how individual employee’s skills contribute to the success of the business overall.

Ninja Gig makes it easy for companies of all sizes to manage their online job applications. A unique feature of Ninja Gig is that companies can sign up and pause their contract at any time, which makes it an ideal advertising vessel for small companies to use to post online employment applications. Don’t wait, sign up now for your free trial and get your online job applications in front of potential candidates now.

Improve Your Recruiting Process NOW

It’s a New Year, which means it’s an ideal time to evaluate your current recruiting process. Many companies struggle to find qualified candidates and then retain them, and while some of this is attributed to a buzzing job market, there are ways companies can improve their chances of keeping candidates long-term.

Job Postings

Your job posting is the first step in the recruiting process. Companies need to explain the position to attract qualified candidates. Instead of only listing experience, training and education, highlight day-to-day activities of the positions, including setting forth 90-day goals for new hires. This will help attract and retain the right fit for the position. Instead of being vague, include the exact types of experience needed to grow in the job successfully.

Get Several Opinions

Instead of only relying on one opinion for a candidate, ask several different key players in the company to weigh in. First, ask them to review the job description and when interviewing the top candidates, ask them to actively participate. The more opinions, the better able each person can under the candidate and see if they are a match for the position.

Test Candidates

Instead of only relying on resumes, test candidates for technical skills. For example, if interviewing for a copywriter, ask them to write a press release or article about a specific topic or if the test is for a salesperson, set up a quick mock sales call. If the test is spontaneous, you can easily see and measure who responds quickly, and who delivers under real-world pressure.

Consistency

Every candidate needs to experience the same recruiting process to avoid discrimination claims. While candidates can undergo different phases of the recruiting process, like only conducting tests or in-person interviews for highly qualified applicants, it’s best to make sure that everyone goes through the process. For example, one applicant shouldn’t have an in-person interview that focuses on work-related questions, while another focuses on personal questions. Consistency is critical when trying to find the right fit for your company.

Growth and Development

It is essential to be open-minded during the recruiting process, as someone can look excellent on paper, but another candidate could have the potential for more growth and development, which would make them a more viable long-term candidate.

 

Ninja Gig can help your business grow by attracting the best talent for your organization. If you’re looking to hire and implement a thorough recruiting process, check out Ninja Gig’s customizable online employment applications. For an all-inclusive flat monthly fee, you can use Ninja Gig to customize unlimited online job applications, which makes it easy to post on popular job boards, on websites and social media sites. Sign up now for your free trial and start getting your online job applications in front of potential candidates now.