Category Archives: Social Media

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.

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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/

 

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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.

Most in Demand Jobs for 2019

The latest list of in-demand jobs for 2019 is here! Here are some of the top highlights and jobs that will dominate the workforce this year and into the next several years.

  1. Home Health Aides – With an aging baby boomer population, it’s becoming more important for home health care. Whether someone is disabled, cognitively impaired or chronically ill, home health aides can assist in allowing people to stay in the comforts of their homes, bathing and dressing clients and even do light errands or housekeeping.
  2. Medical Assistants – The healthcare industry is one of the fastest growing job markets, and experts anticipate that by 2024, medical assistants will grow by 138,900 jobs. Medical assistants are responsible for examining and treating patients that are under a physician’s care, which may include interviewing patients, getting their vitals and documenting information.
  3. Computer Systems Analyst – In our computer and technology filled age, it’s no wonder that IT jobs are still among the fastest growing industries. Computer system analysts are responsible for researching, analyzing and modifying any necessary programming systems, which may include debugging or offering support for companies’ computer systems. This position may also help assist technical writers in writing manuals for installation and operating systems.
  4. Medical Secretaries – Different from medical assistants, medical secretaries provide pre-authorization and certifications from insurance companies for patients, support clinic staff and provide patients with information about procedure costs. They may also type dictation notes, screen callers, answer telephones, greet visitors and relay messages.
  5. Software Developers – Software developers help to design, create and develop software applications, which is a significant market for computers and phone apps. This position usually requires a degree and related area experience.
  6. Market Research Analysts and Marketing Specialists – These careers are increasing in demand because they help analyze and evaluate programs or products to see if there is a market share. It also requires pouring over data to understand customer trends.
  7. Nursing – This field includes nursing assistants, licensed practical nurses, licensed vocational nurses and registered nurses. Nursing as a whole is an expanding profession, especially with Baby Boomers needing age-related care. The only position that doesn’t require a degree and advanced training is nursing assistants. The remaining fields require an associate’s or bachelor’s degree.
  8. Restaurant Cook – The market expects to see 158,900 new jobs for restaurant cooks by 2024 alone! The restaurant business continues to boom, especially with apps such as Yelp, Open Table, GrubHub and Uber Eats gaining traction in the marketplace.
  9. Electrician – As we invent new electrical equipment, electricians are in increasing demand. Electricians are responsible for installing, repairing, inspecting and maintaining electronic systems, electrical, circuits and related equipment.
  10. Construction Laborer – Constructor laborers perform repairs and maintenance for carpentry, plumbing, painting, machine servicing, plastering, electrical and even vehicle servicing.

To help your company stay on top of the latest hiring trends, you want to attract the best and brightest talent for the position. Ninja Gig specializes in custom online employment applications. For a flat monthly rate, you can use Ninja Gig and customize UNLIMITED online job applications. Sign up now for your free trial and start getting your online job applications in front of potential candidates in this New Year.

AI Overhaul: The Pizza Hut Experiment

Fast food chains around the world are keeping a close eye on Pizza Hut’s grand Artificial Intelligence (AI) experiment. Earlier this year, Pizza Hut entered into a strategic shakeup that has the potential to shatter traditional fast food chains.

Moving AI front and center in Pizza Hut’s operations, the mega-giant is putting together a customer-first approach that has boosted their revenues 8% from last year.

Focusing on a customer-driven strategy, Pizza Hut wants to deliver three major elements to customers: speed, taste and ease of access. Pizza Hut is using new delivery algorithms and even easy ordering apps that use Alexa and Messenger instead of requiring people to call into traditional stores.

Their desire to further explore AI has led Pizza Hut to team up with Toyota to pioneer the way for self-driving pizza cars. In fact, the driverless vehicle could be used as early as 2020 to deliver and even cook pizzas, making customers happier and delivering food even faster.

Pizza Hut isn’t alone. The fast-food industry is poised to benefit from AI in more ways than previously thought. More fast food companies are investing in automation, AI technologies and analytics, especially as these technologies become more affordable.

Last year, CaliBurger purchased Flippy, a burger-flipping robot. They are testing Flippy to see if they can further expand the robot’s abilities in other restaurants over the upcoming years.

While automation technology is increasing, wages are decreasing. AI technology threatens nearly 50% of current jobs in the US alone. Since fast food companies rely on producing food quickly and generally focus on reducing labor costs, they can benefit most from AI technologies. Experts agree that this upcoming year will be exciting to watch and learn from when it comes to integrating AI into the restaurant industry.

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Tips for Hiring Seasonal Employees

The busy holiday rush is just around the corner, and many companies are scrambling to hire seasonal or contract employees. Often this last minute hiring frenzy is stressful and daunting.

Here are some tips to help companies survive this busy time of year:

  • Concise Job Description – When creating a job description for seasonal work, accurately describe the duties and clearly state that the position is seasonal, part-time or contract.
  • Social Media – Having a strong social media presence that is supportive of employees and defines a company’s culture is also essential when trying to attract the best talent. Keep in mind that seasonal positions can help determine an employee’s work habits and value, and could lead to more long-term opportunities for advancement. Today’s teens continuously check their social media pages, which makes it an ideal application to post job openings.
  • Employee Referrals – Implement an employee referral program to help incentivize current employees to help refer potential applicants for seasonal and full-time positions. Whether it’s offering a cash bonus or a gift card reward, employers can disperse the referral incentives after the new hire finishes the season.
  • Job Fair – Job fairs are a great way to find seasonal employees and give employers the opportunity to meet many prospective applicants and communicate with them in a short time frame. If participating in a job fair, begin planning advertising approximately two weeks in advance to maximize the reach and exposure.
  • Vet Candidates – Once companies have a good pool of solid candidates, review each applicant’s resume, references and conduct a background check, if necessary. Remember to ask questions during the interview that focus on different scenarios or situations to find out how the applicants react under pressure.

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Interview Questions for a Movie Theater Manager

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

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

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

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

How to Interview Teens

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

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

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

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

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

Five Tips for Hiring the Right Employee

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

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

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

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

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