Category Archives: Resumes

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!

Double Check Yourself: Do your words detour female candidate?

Research shows that if companies use the wrong words in a job description, it may detour highly qualified female candidates from applying.

It’s important that companies write job descriptions and applications in a gender-neutral tone. For example, remove all feminine or masculine vocabulary to help increase the likelihood of qualified men and women applying for positions.

For example, studies show that male applicants prefer applications that use the word “exhaustive,” while female applicants respond better to the phrase “loves learning.” Additionally, men are more likely to apply with stereotypical phrases such as “competitive salary” or “best of the best.”

Additional words that may turn off female applicants include:

  • Ambitious
  • Analytical
  • Assertive
  • Autonomous
  • Boastful
  • Chairman
  • Dominate
  • Foosball
  • Ninja
  • Hierarchical
  • Rigid
  • Stock options
  • Strong
  • Takes risks
  • Workforce

While it’s acceptable to use some masculine-skewed terms in a job description, it’s important that companies balance these out with gender-neutral or feminine terms.

It’s not that one term can necessarily turn women off from applying to jobs. It’s when companies scatter several of these hot-button words and terms into a description that it may raise subconscious red flags to women not to apply.

On the flip side, these are words that may help attract more female applicants.

  • Adaptable
  • Choose
  • Collaborate
  • Creative
  • Curious
  • Excellent
  • Flexible schedule
  • Multitaking
  • Health
  • Imaginative
  • Intuitive
  • Plans for the future
  • Resilient
  • Self-aware
  • Socially responsible
  • Thoughtful
  • Trustworthy
  • Up-to-date
  • Wellness program

It’s important that companies use gender-neutral words when creating job descriptions. While solving the gender diversity puzzle is not straightforward or simple, this small step can help companies potentially attract better-qualified candidates.

Ninja Gig offers online job applications that are easy to customize so your organization can focus on gender-neutral wording.  Ready to start?  Sign up for your free trial now and see how easy our software is to use!

Is your job application process turning away qualified candidates?

If job applicants face the challenge of using out-of-date online job application interfaces that are difficult to navigate and require a lot of information, they may forgo applying and move onto the next opportunity. This means that you could be missing out on qualified candidates for your organization.

To ensure that you’re not turning off potential applicants, you need to have an efficient online job application process that is mobile friendly.

If you don’t know if your website has a friendly job application process, check out your site analytics to see the percentage of applicants abandon the application process before reaching the “apply” point. This is the same concept that retailers use when reviewing “abandoned shopping cart” statistics.

Other issues can also turn off applicants, which we highlight below.

  • A lengthy pre-interview process is a turn off for job seekers. If applicants have already undergone a detailed, time-consuming application process, they are less likely to want to go through documentation requests, personality tests or cultural-fit assessments, prescreening interviews with external recruiters and phone interviews with internal recruiters.
  • Unprofessional behavior during interviews, including unfriendly staff are turn offs to potential applicants. While it’s important for companies to balance their negotiator face during interviews, appearing less than friendly will steer qualified applicants away from companies.
  • Post interviews also give employers the opportunity to make a lasting negative impression. If companies fail to follow up, applicants will remember this in the future, avoid applying and also spread the word amongst their friends.
  • Discrepancies among interviewers about the job’s duties are also cause for alarm with potential candidates. This raises red flags that perhaps the company doesn’t operate as well – and as seamlessly – as they should.
  • A long hiring process that is too drawn out is also a turn-off, as strong candidates will probably have other opportunities arise, which they will pursue.

Ninja Gig offers online job applications that are quick and – which means that qualified applicants won’t abandon your site frustrated and not applying for open positions. Because open position translates to higher overhead costs, it’s important to use a job application provider that has experience understanding the importance of keeping applications simple and easy to use.  Sign up today for a 30-day free trial and start accepting employment applications immediately!

Reshaping Negotiations: How Salary History Bans Affect Your Company

Many state and local legislatures are creating a new ban: one that prohibits employers from asking candidates about their past pay. This will forever change salary negotiations.

For as long as companies and applicants can remember, the most common initial hiring question is past salary. These numbers gave companies insight into determining who made more than the position offered, helping eliminate them from further screening, and offering less money to those candidates that have lower salary histories.

However, policymakers are rethinking this question, believing that it may be helping perpetuate both gender and racial disparities that are present in today’s compensation scale.

Even in 2018, the gender pay gap remains wide, with women only earning around 80 centers to men’s one dollar. Of these women, Black and Latinas see the most significant discrepancy, making approximately 55 to 60 cents for every dollar earned by white men.

This has prompted several states, including New York and California, to move towards banning salary questions in the interview process.

The reviews on whether this will help narrow the gap and create equal pay are mixed. Some companies say that it will improve, while others say that it will have minimum impact on pay equity.

While more states and localities are joining the nationwide trend to ban salary questions, it’s a good time for companies to reevaluate their practice of inquiring about candidates past pay. Consider revisiting company compensation strategies and hiring practices. Rely on the market data to help set the pay rates for positions, which gives companies time to focus on the candidate’s qualifications.

Fines for violating this law vary. For example, Delaware’s law outlines civil penalties that may go up to $10,000 for each offense. New York City is proposing stricter penalties that may go up to $250,000.

To help make sure that your company complies with changing times, check to see if your state or local district has enacted any laws that pertain to restricting questions about salary history. It’s always important that Human Resources departments and company managers know the law.

If your state prohibits discussing salary histories, make sure to update all paperwork that may ask these types of questions.

Here’s a quick list of states that have or are going to be instituting salary history bans: California, Delaware, Massachusetts, Oregon, Puerto Rico, New York City and San Francisco.

Ninja Gig offers affordable solutions for traditional job applications. With their online employment applications, employers can quickly alter forms to best apply to local and state laws.  Sign up now to start accepting job applications online immediately!

Restaurant Recruitment Tips

Successful restaurateurs have key processes in place to help their business achieve consistency. The dilemma is that many of these processes revolve around recipes, cleanliness, food safety, customer greetings, etc. Some restaurants have policies for scheduling and conflict resolution tactics, which managers can implement. However, far too many restaurants do not have structured recruitment and hiring processes in place, which leads to bad hiring decisions, high turnover and an overall poor employment brand.

Restaurateurs can change their culture and implement effective recruiting practices, which will help build a strong brand.

  1. Attract the Right Candidates – Restaurants can easily tap into their customer base to discover potential candidates. They can utilize social media, online newspapers and even post “Now Hiring” notices in their restaurant. To attract several qualified candidates and make it easy for staff to conduct interviews, many restaurants set aside all-day interview sessions or even participate in local job fairs to talk to qualified culinary candidates. However, the drawback to open interviews is that restaurants spend a lot of time interviewing candidates that would not pass their basic screening process. While many restaurants use these techniques to solve high-volume hiring seasons, it does not always attract the best candidates. By leveraging employment application software for job applications, restaurants can narrow down their applicant pool and select only those that are qualified for positions. This time-savings approach allows restaurants to reduce costs associated with interviewing and hiring qualified candidates.
  2. Identifying the Best Applicants – Restaurants want to hire the best, brightest and most talented employees. Great staff results in better dining experiences for customers, which translates into more return business. Bad hires can leave lasting negative impressions on customers and cost restaurants revenue. Restaurants should require that applicants complete applications. Custom online job applications can pre-screen applicants while ensuring consistency in answers, give a glimpse into personality and aptitude.
  3. Evaluating Top Talent – Once a restaurant has a solid screening and interviewing process in place, they can focus on finding candidates that are good fits for their company culture and jobs. Equally crucial to skills is evaluating their communication styles, personalities and what motivates them to succeed. Developing a specific set of criteria that includes standardized interview questions will help management better select strong long-term candidates. Once management has found a reliable interview routine, it should be built into a repeatable system. Applicant Tracking Software is valuable, helping restaurants manage consistency during the interview process.

Ninja Gig can help your restaurant succeed and hire qualified employees. Our online employment applications make it easy for you to customize questions, advertise your open positions and attract qualified candidates.  Sign up today for a 30-day free trial!

HR Spring Cleaning

Ever wonder what should and shouldn’t be kept in employee personnel files? Ninja Gig will give you the low-down on how to spring clean your HR department.

What should be in personnel files?

Personnel files should contain objective information that relates to hiring, promotions, demotions, compensation, discipline or employee discharge. Type of documents that should appear in employment files include, but are not limited to:

  • Employment Application
  • Resume
  • Offer letters
  • Performance reviews
  • Disciplinary notices
  • Resignation/Termination letters
  • Compensation and deductions
  • Non-Compete or Confidentiality Agreements
  • Handbook acknowledgements
  • Attendance records
  • Vacation and personal leave
  • Changes in name, address, telephone or contact information
  • Emergency contacts
  • Beneficiaries for insurance policies
  • Training records

What should not be in personnel files?

Subjective information should never be in personnel files. This includes:

  • Notes about the employee during interviews or on their employment applications
  • Letters of recommendation or reference checks
  • Documents about employee criminal investigations
  • Credit reports
  • I-9 Forms
  • Medical files or anything relating to a medical condition
  • Photos of the employee or even copies of his/her driver’s license

Where should employers keep personnel files?

Personnel files should remain with Human Resources departments, but if companies are too small to have an entire department, they should reside with the employee’s manager. Personnel files should always be stored in a locked room or cabinet.

Who has access to personnel files?

Only the immediate supervisor and human resources’ department should have access to employees’ personnel files. While not required, it’s a good idea for companies to have a system in place that tracks every time a personnel file is viewed by whom.

Where should I-9 Forms be stored?

A separate I-9 folder for each employee is not necessary. Many companies have two binders – one for current employees’ I-9 forms and one for past employees. According to the Immigration Reform and Control Act (IRCA), employers must retain I-9 forms for a minimum of three (3) years from the date of hire or one (1) year after the employee’s date of employment ends, whichever is later.

How is medical information stored?

Medical information, such as worker’s compensation issues, disability issues, sick leave or FMLA should be stored separately in a locked drawer and have limited access.

Ninja Gig offers customizable online employment applications. These applications are easy to store digitally online, so companies can recall the information when needed, reducing the amount of paper filing. These online job applications also help companies target experienced candidates.  Sign up now for a no-obligation, free trial of our amazing software.

Policies for Employee Resignations

A common question that some employers have is once an employee resigns and if they leave under less than ideal circumstances, can you request that current employees not socialize with them?

While you can’t ask employees not to socialize with former employees, it is a good idea to institute some policies that pertain to employee resignations.

  1. Guest Policy – A good general policy for businesses, work environments require some structure. Consider implementing a policy about guests visiting. This can include friends, family and former employees.
  2. Avoid Choosing Sides – Whether an employee leaves involuntarily or voluntarily, they can still maintain friendships within the company. Take the high road and don’t make employees choose between their jobs and the company and a former co-worker. Employees need to be treated as adults and held accountable for maintaining a professional behavior.
  3. Follow-Up – If an employee doesn’t show up or call, try reaching out. While you can interpret this as a resignation, they could have also been involved in an accident or had an emergency arise.
  4. Well Wishing – If an employee resigns, always wish them well. Even if the employee had a terrible work ethic and was not a good fit for the company, it’s still best to exercise dignity and respect in these situations.
  5. Discuss Goals – If an employee gives his two-week notice to resign, take that time to discuss current projects and transitions. You want to make sure that the transition is as smooth as possible for the company.
  6. Offboarding – Always answer questions about what happens to employee’s benefits if they are leaving. They may have questions about their medical, vacation balance and 401(k), etc.
  7. Exit Interview – Conduct an exit interview. Whether your organization conducts them before or after the employee leaves, encourage open conversation and honesty to facilitate a better, improved work environment for current and future employees.
  8. Workload Discussions – Look into how the company will absorb the workload if you don’t hire a replacement before the employee departs. Whether companies pay additional overtime to current employees, hire a freelancer or temp or look at other options, it’s important to explore these early on.
  9. Employment Attorney – Never hesitate to contact legal counsel if you have any questions about how to handle employee resignations.

Ninja Gig offers the convenience of online job applications, which makes it simple for employers to comply with necessary paperwork regulations, while also hiring the most qualified applicants for their organization.  Sign up today for a 30-day free trial!