Category Archives: Social Media

Three Great Ways to Find Top Talent for Your Company

There are many benefits of hiring top talent. Productivity, meeting company objectives, increased motivation among co-workers…the list of incentives go on. While attracting top talent to your team is one thing, finding an employee with the talent you require is certainly another.

There are presently many employment opportunities across all spectrums of the workforce in the U.S. However, finding ideal candidates with the same drive for success can often be time consuming and present all sorts of challenges. As there are many hiring methods used by hiring managers and HR professionals, here are three great starting points to begin your search of finding top talent for your company.

  1. Network, Network …and Network

Attending trade shows, conferences or other industry-related events overtime can no doubt lead to developing a plethora of contacts and potential great hires. According to Fundera.com networking is a “tried-and-true-way” to seek out new employees. It also allows you to recognize the hiring atmosphere of an industry, establish stronger rapport with potential candidates and even recognize skill sets and experience more easily.

Networking is not just limited to industry-related events. Online business and employment-oriented services such as LinkedIn are great ways to source talent. Many offer a bevy of features including customized profile searches, the ability to connect with contacts directly related to your industry and allow you to join professional groups with like minded industry peers.

  1. Get Creative with Job Postings

Any industry has its own required skill sets, specific roles and terminology. Fundera.com suggests that by including your business’s personality and values through job postings candidates can more easily understand if they would be a good fit within the company’s culture and/or the specified role.

Also, be very specific – rather than vague – in a job description. By including distinctive terminology, responsibilities and/or criteria only experienced employees would understand, it allows you to see if a potential candidate identifies with the role, if they understand the responsibilities, and have the desired experience.

 

  1. Persistence and more Persistence

For some hiring managers and HR professionals, finding top talent is like finding a needle in a haystack. According to LinkedIn, thousands of resumes are posted on popular online job sites every day like Indeed.com. While this may result in searching through many profiles and online resumes, chances of success are far greater if this is a consistent practice.

It also means each new search presents new opportunities to find top talent. However, as not all employees are the same to all employers, searches can be simplified by using effective keywords or utilizing functions such as custom-tailored, daily Resume Alerts.

 

Finding an employee may not be difficult, but finding one with the talent you need might be. While there are many tried-and-true methods among HR professionals and hiring managers, these are just a few starting points that may lead to finding that top talent your company requires for long term success.

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.

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.

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.

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.

3 Things to Know Before Hiring a Summer Intern

School is out. The days are long. And thousands of high school and college-age students are looking for summer internships.  If your company is looking to hire an intern, here’s what you need to know.

  1. Don’t Hire an Intern Just to Fetch Coffee

It can be tempting for a company to view an intern role as nothing more than inexpensive labor there to assist with grunt work and coffee runs. Don’t be one of these companies.

Your company culture should inspire internships that allow interns to make a dent while learning from your experienced staff. Many of us have bad memories of being interns for ungrateful organizations when we were younger, so have some empathy and create internship positions that matter. This will attract talented candidates hungry to prove their value, and word will quickly spread that your organization has the hottest internship position in town.

  1. Use the Intern Role to Fill Gaps in Your Organization

Is your marketing team swamped? Is accounting constantly playing catchup? Use an internship position strategically to help fill gaps in your organization.

Hiring an intern to pick up slack in the company is a quick and easy way to jolt bottom line performance. Let’s pretend your summer intern joins a team of five full-time staff and works 40 hours a week. The 40 hours the intern works were previously split among the full-time staff, meaning each staff member is getting 8 hours (40 ÷ 5) added back to their availability every week.

What would you get done with an entire day freed up each week?

  1. Use Your Intern as a Swiss Army Knife

Interns can bring new skill sets and fresh vantage points not found anywhere else in your organization. Don’t be afraid to unleash this fact to your advantage and craft a flexible job position. For example, maybe the new HR intern has been taking courses in videography and filming things in her leisure time. If you have a need for a new company video, let her help the marketing team. She might spot something they overlook.

Or maybe your new accounting intern is skilled in the latest social media tools and practices. Let him meet with the social media team for a day. These interactions can be mutually beneficial and they’ll lead to a more well-rounded internship experience.

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.

Fire Them Before You Hire Them: Why Your Hiring Team Should Perform Premortems

About to extend an offer to a candidate? Maybe you should fire them first.

Premortems—the hypothetical opposite of a postmortem—have been popularized in business media the past decade and a half. Made famous by Harvard Business Review (HBR) and Amazon, premortems are performed before a project starts and operate on the assumption that the project has failed. So, the purpose is to ask what did go wrong instead of what might go wrong.

The intention of this reframe is to get your mind thinking about concrete threats to success before the project begins, rather than trying to brainstorm hypotheticals from scratch. And studies show “prospective hindsight—imagining that an event has already occurred—increases the ability to correctly identify reasons for future outcomes by 30%” according to HBR.

But these exercises are typically performed in project management circles, not personnel or HR decisions.

Until now. Here’s why your company should perform a premortem firing before hiring your next candidate.

  1. Many people are reluctant to speak up with their reservations and true feelings during the hiring phase. A faux firing of candidates highlighting how and why they failed makes it safe for dissenters who otherwise may be too worried to speak up with doubts. After all, anything said in a premortem is entirely hypothetical.
  2. Engaging in a premortem firing session will bring creative ideas to the table. Maybe there is one area of doubt you are feeling about a candidate but you can’t find the words to articulate it. Having an entire team use their imaginations to find reasons why the candidate didn’t succeed will more fully flesh out your thoughts.
  3. You’ll make better hires and continually improve at it. If prospective hindsight increases our ability to correctly identify reasons for future outcomes by 30%, your team will weed out the wrong candidates with 30% more efficiency. Apply this to your next 10 hires and you can start to see how big of a difference this practice can make 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.

Are Your Job Descriptions Meaningful Enough?

Spend five minutes browsing any job board in the world.

I’ll wait.

Notice anything? It’s almost as if there were one person—or robot—out there writing every job description for every company.

They’re all painfully dry and repetitive.

Why?

Shouldn’t companies be more excited and proud of their openings? Most of these descriptions make it sound like they’re trying to lure someone from a job they’re unhappy with into one that they’ll eventually feel the same way about in a year.

And this is a big miss.

Companies should invest in writing more meaningful job openings and descriptions. Jazz them up. Get people excited for the opportunity to apply! If that means hiring a copywriter, so be it.

In today’s climate, candidates no longer want to simply settle for a paycheck. Millennials and Gen Z are looking for meaning. For a chance to be a part of something bigger than themselves.

If your company has a unique product or mission, own it! Write your job descriptions with your company’s own unique tone of voice. Don’t settle for the repetitive droning you’ve seen everywhere else all your life.

Writing job descriptions that stand out will do the following:

● Generate more candidates.
● Create a more competitive applicant field. Rather than receiving generic, form cover letters and resumes, applicants will take the time to try and impress you. They’ll tailor their resume for your eyes only. They’ll write individualized and engaging cover letters. They’ll reveal themselves more fully all because they want to impress you more than anything in the world.
● Subliminally communicate your company’s culture. If your company is a quirky and fun place to work, writing your job descriptions in a matching tone of voice will help weed out people turned off by such cultures, saving you precious time having to do this yourself during the hiring process.

Don’t be afraid to turn job descriptions into creative writing projects. You’ll strengthen your applicant field and make your company stand out amidst a sea of sameness.

And you’ll have more fun along the way.

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.