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Are Your Employees Constantly Leaving? Enhance Your Retention Practices

Retention is always a hot topic among HR managers these days. As professionals are afforded many opportunities of where they want to work or establish a career, having top talent on your staff is one thing, keeping them part of your staff is certainly another.

Sapling, a provider of on-boarding and HR software, recently reported a series of best retention practices for HR professionals. While some points are common HR knowledge, others will be a great addition to your arsenal of retention tools.

Create New Hire Retention

Ever have a new employee leave shortly after they were hired? There are a few reasons why and “employees who experienced a poor on-boarding experience” is one of them.  Sapling states that creating an efficient on-boarding process right from when they are hired is essential to ensuring a new employee stays for a longer term. In fact, companies that have a proven on-boarding process improved their new hire retention by 82 percent.

 

Update Compensation Plans Regularly

It’s in anyone’s nature “to follow the money and benefits.” Sapling reported that a competitive compensation package is the most attractive factor when candidates are considering a new job. So, if your company isn’t adjusting or “sweetening the compensation plan” regularly, you could more than likely lose out on the talent you want.

 

Establish Career Paths and Development

It’s common for employees to “move on” for career advancement. So, it’s important to explain and demonstrate to employees that they may have an opportunity for growth in your company. As a HR professional, map out a career path and help them get there through employee development opportunities. This not only helps your company surpass a skills gap, but allows candidates to move into key leadership roles when they become available.

 

Reexamine Benefits and “Perks”

It was also revealed that employees “would switch to a job that allows them flextime, while 37 percent would switch to a job that allows them to work off-site at least part of the time.” In other words, (and it may vary from company to company) most people would appreciate a better work-life balance.

There’s enough competition just to find and hire a qualified employee with the ideal skill set. Retaining can them can almost be as difficult. This means reestablishing your best retention practices, and enhancing the employee experience in your organization.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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Three Basic HR Best Practises You Should Never Ignore

Human Resources may not be the easiest department to work for in a company. During any given week, HR professionals are often known to break the good news with the bad; hiring a key candidate or turning one down; organizing certain roles during restructuring;  all the while hiring, recruiting and retaining top talent.

Contrary to popular belief among employees (and even HR professionals), the bad doesn’t always outweigh the good, and best practices are constantly being established to ensure this.

In an article on recruiter.com, one best practice to always resort to is creating an employee feedback system. Feedback is an effective means of learning more about suggested changes. Perhaps start conducting what recruiter.com calls employee satisfaction services, or create feedback channels to stay current on certain issues within a company and employee’s concerns.

In the same article, it explained that HR professionals should implement special incentives or performance-based bonuses among employees. While a common practice, it always feels good to be rewarded for hard work and when accolades come down from upper management, it not only maintains good morale, but productivity as well.

The topic of recruiting practices can be discussed until eternity, and is a hot topic all its own. To offset some of the challenges of recruiting, creating and maintaining talent pools is essential for any HR pro.

Talent pools are basically a database of potential candidates to resort to in the time of hiring. According to Monster.com, talent pools are “a contingency plan and can result in reducing costs or time and productivity is not affected too much by a skills shortage. According to Monster.com, some effective ways of building a talent pool include:

  • Remember Previous Potential Applicants: Even though a previous candidate didn’t receive that final offer, it doesn’t mean their skills and qualifications are at a loss for future roles. File their resume (and any additional documents) and add them to “your pool” for reference down the road.
  • Network, Network, and Network:  Trade shows, industry conferences, association meetings, to name a few, are all effective ways of meeting and interacting with potential candidates for future hires. Ask for business cards, request a CV, or basic contact information (and adding separate notes) for your data base is a great way to increase references for the future.
  • Online Searches: This day and age networking is not limited to industry functions. Facebook, LinkedIn, MySpace and several social networking sites make it so simple to reach out to a potential candidate. This is also something to do when the time allows and always keep their details in a data base.

 

Most of all, Monster.com recommends to keep your talent pool small. It should only contain professionals who will make a difference to your company. Also, the more effort you take to create a solid talent pool, the less work will be required when it comes to the hiring process.

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.

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How to Offset Some Challenges of Remote Employees

In an age of remote technology and cloud companies, it only seems natural that companies are hiring more remote contractors or employees.  While the thought of working from home may be a dream-job for many employees, with additional benefits for companies and employers, it’s still a relatively new concept that can present some challenges for managers and employers.

From securing a successful hire to ensuring productivity is always consistent, here are few key solutions to make the telecommuting concept work for your company.

1. Look for Experience and “Avoid a Gamble” When Hiring

Trust just might be one of the most important elements to recognize when hiring a remote employee. For instance, during the interview, positive answers to questions like “have you worked remotely before” or “how effective are your time management skills in a remote setting” may not be sufficient enough.

So, by taking a closer look at a candidate’s past roles, experience, and achievements can all help determine their work habits and how effective they can be out of the office. It’s even more positive if they accomplished certain goals in a remote setting. All of these aspects can result in an understanding that they’ll be responsible, won’t take advantage of their independence, and will be productive.

2. The Employer Must Clearly Understand the Job Role

This may sound like a no brainer, but knowing exactly what it takes to complete an assignment is vital to ensure productivity from a remote employee. It can also provide the employer with a clearer understanding of their skillset. For example, if a project is taking too long to complete or assignments are constantly late, they may not be qualified for the position; are not managing their time properly; or they are taking advantage of their independence.

3.       Create Meetings for Idea Sharing
According to workopils.com, employers should arrange random group chats about ongoing projects or company objectives to encourage idea sharing and creativity, which is essentially in lieu of those random chats in an office setting. Many companies use Skype, one of the many group chat apps, or even the age-old teleconferences to hold these sessions. As a result, it’s not only productive, but it further helps meet deadlines and company goals.

According to an article in recuiterbox.com, it’s often best to avoid an employee who wants the position based on the sole fact that it’s a remote position (even though they may have the qualifications).  It’s always best to determine why the candidate initially applied for the role, what interests them about the opportunity, and what ideas they can bring to the table to achieve your company’s goal.

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.

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Bullying in the Workplace and What Employers Can Do About It

Bullying was at one time just an issue in school yards and classrooms. Yet, in recent years, bullying in the workplace has become a major concern among employees, managers and/or supervisors. While having a tough, demanding boss is one thing, bullying is something different altogether. It can essentially undermine an employees’ performance, greatly affect their overall attitude and cause unnecessary stress.

According to The Washington State Department of Labor and Industries, bullying in the workplace is not illegal in the U.S. unless it involves various forms of illegal harassment. The result of bullying is extensive and can even be the potential source of physical and mental health problems. So, what can employers do about bullying and how can they prevent it in their workplace?

Here are a few actions employers can take to fight against this age-old behavior in efforts to prevent it:

1. Identify Bullying

Unlike the school yard tormentor, bullying in the workplace goes way beyond stealing lunch money. The Washington State Department of Labor and Industries also states that bullying involves many behavioral patterns towards an employee(s) including (but not limited to):

  • Being shouted and sworn at or humiliated.
  • Deliberately excluded or isolated
  • Excessive mentoring and micro-management
  • Deliberately singling out an employee for no apparent reason

 2. Educate Managers, Supervisors and Directors

Employers or human resource professionals may want to implement a zero-tolerance anti-bullying program (or policy) to ensure senior staff is aware of bullying and that they are provided with proper training on how to get involved constructively. In fact, The Washington State Department of Labor and Industries states that bullying will less likely take place if a company takes a strong stand and the tormentor is likely to be accountable for their actions.

 3. Reporting and Investigating Bullying

Employers can also encourage staff to report any incidents. Although no employee wants to be known as a “snitch or a tattle-tale,” reporting about bullying should be handled quietly and confidentially with assurance that there won’t be any further consequences in the workplace.

On a final note, according to the Washington State Department of Labor and Industries, if an employer, supervisor or manager doesn’t take action against bullying in the workplace, then they are accepting a share of the responsibility for future abuses.

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.

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

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

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

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

1. They Can Bring Value to Your Company

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

2. Smooth Transition

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

3. Cost Savings

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

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

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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Why You Should Your Company Use Independent Contractors?

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

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

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

Cost savings

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

 Flexibility

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

Specific skillsets

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

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

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

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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Three Basic Labour Laws to Know Before Hiring a Youth

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

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

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

How many hours can youths work?

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

 

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

 

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

Youth Employment Wages

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

 

What Type of Businesses Can Youths Work For?

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

 

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

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

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

 

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

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

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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.

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How Ninja Gig Streamlines Your Hiring Process

As a business owner or HR professional, there’s not a better feeling in the world than hiring a talented candidate who propels your organization to the next level.  But as anyone who has ever hired people knows, the process of getting there is never easy.

Until now that is. Thanks to Ninja Gig’s hiring software made easy, you can streamline your hiring process from the start. Here’s how.

 

  • Ninja Gig Removes the Technical Hurdles

 

Ninja Gig’s software is extremely easy to use. As part of your registration, you will automatically get your own Ninja Gig portal. We let you choose your own domain name (yourcompany.ninjagig.com) and you will use that link to point applicants in the right direction.

And we didn’t stop there!

We enabled our software to make accepting employment applications from a mobile device a piece of cake. While some job portals are nightmares to use on mobile devices, your mobile visitors will automatically be redirected to a mobile-friendly website and still enjoy your fully-functional employment application.

 

 

  • It Slashes Your Pre-Screening and Review Time

 

In traditional recruiting there simply aren’t enough hours in the day to review and pre-interview every candidate that crosses your desk. So we created the tools to fix this dilemma.

  • Create custom questions on the application to save you time on the phone later. It takes a lot of time to both schedule and take screening calls with applicants. What if you could combine the application and the screening questions into one step? With Ninja Gig you can add unlimited, customizable screening questions directly into the application. By utilizing this tool on the application, some of our customers have slashed the review and pre-interview time for an applicant from roughly an hour per applicant to only a few minutes.
  • Do away with the time-consuming paperwork. Hiring teams can rank applicants directly in the Ninja Gig portal, saving time when it comes to deciding who to invite to an interview. There’s also an electronic auto-save feature and we offer automatic downloads of each applicant and resume, so you can spend more time hiring and less time dealing with physical paperwork.  

 

 

  • Post Once, Ninja Gig Does the Rest for You

 

There are too many job boards out there to manage posting on them all. With Ninja Gig your jobs are automatically published to many job boards, including Indeed, Google Jobs, Zip Recruiter, and more.

You can turn this feature on and off at will, per job. Not only does this integration save you money on additional advertising costs, but it also saves you a ton of time, as you only have to create your jobs in one place and we do the rest!

 

 

  • Bilingual Applications

 

The world is getting increasingly global. As diversity grows in the workplace, organizations need to be prepared to respond with more diverse hiring processes. With your Ninja Gig website you can easily translate all applications into Spanish, opening the door to many more potential applicants without having to spend the time working on translations.

And no need to stop at Spanish! If you require additional language support, we are happy to add those other languages thanks to Google Translate.

 

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.

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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.