Category Archives: Social Media

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.

Ninja Gig can make hiring seasonal employees effortless and painless. Sign up now for your free trial and customize your online job applications to save you valuable time by including sections for resumes, references, background check information and even an area for brief essay questions.

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.

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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!

Why More People Are Hiring House Cleaners

Fall is here, and the kids are back in school. There are a lot of stay-at-home moms that enter the workforce every fall when their kids are old enough to attend school.  Whether they find they need a house cleaner to keep up with their children’s after-school messes or they want to have a stable part-time house-cleaning job, the house cleaning industry is on the rise.

House cleaners are no longer for the wealthy or just for commercial office spaces. Today, house cleaning services are affordable, but to keep a good clientele, you’ll want to hire the best house cleaners.

Here are some great, basic interview questions:

  1. How long have you been cleaning houses?
  2. How many homes do you currently clean?
  3. Do you have any references?
  4. Will you supply your own cleaning supplies or will you use the ones we supply?
  5. Would you be willing to do a trial period of two to three cleanings so we can review your work?

Be upfront about the hourly salary you offer and detail your expectations for the position. If some people want their laundry cleaned, including sheets, towels, clothing, etc., make sure to offer your housekeepers more money for these tasks.

Additionally, make sure to get a background check on applicants before hiring them. Remember that you are responsible for placing people in your clients’ homes.

Ninja Gig can help your cleaning company attract the brightest talent. Our customizable employment applications make it simple to advertise your job openings online, through social media and even on job posting websites. You can easily review applications and sort through them to find qualified candidates.  Whether you are hiring for your cleaning company, or any other company, sign up now for a 30-day free trial and simplify your hiring processes!

How to Write Job Descriptions for Small Businesses

Many small businesses don’t have fully operational or staffed human resources departments. Hiring the wrong person for the job can be a very costly mistake and often, it’s one that small businesses just can’t afford.

Here’s how to successfully tackle writing job descriptions for small companies.

Do

  • Be Specific – Clearly state job requirements, qualifications and necessary skills, such as education, certifications and experience. If you’re not clear, you will attract unqualified candidates, and that also means that top talent will think you don’t have your act together and move on to greener job pastures.
  • Use Known Job Titles – If your company embraces creative titles, don’t list these in your advertising for new positions. Keep things simple and straightforward, so they’re understandable and easy to search for online. Use industry-specific job titles, such as keywords that people use when searching.
  • Simple Language – Avoid organization-specific terminology or industry jargon that can make job descriptions challenging to read and understand. Use headings, subheadings and bullet points to make things easier to read.
  • Market Your Company – Job descriptions should include something about your company, the industry, the job and the incentives you offer. Think of job postings as a marketing tool for your company. Additionally, since you’re a smaller employer, highlight the benefits of working for you. For example, if you have a great location that is within walking distance of public transportation and eateries, flaunt it! If you offer flex time, vacation time, profit sharing or stock options, advertise it! Unusual perks and benefits can make small companies very attractive to qualified candidates that want to leave the grind of conglomerate mega-giants.

Don’t

  • Feature Lengthy Requirements – If your job description reads like you’re in need of an advanced research scientist with an overwhelming array of credentials, chances are you’ll have a lot of qualified candidates view this as pretentious and nix applying for your job application altogether. (However, if you do need a research scientist, feel free to add in the lengthy requirements!)
  • Be Too Vague – Job postings should be both detailed and informative. If you don’t quite understand the position, seek out information to write a thorough and comprehensive job description, so everyone is on the same page. Having a detailed description will maximize everyone’s time – both yours and candidates – when trying to attract the right talent for the position.
  • Avoid Salary – To avoid a barrage of unqualified candidates, list the salary range for the job so you can weed out people that aren’t interested now.
  • Forget to Spell and Grammar Check – Nothing says unprofessional more than a typo. If you plan to critique applicants’ resumes for their spelling and grammar during the application process, hold yourself to the same standard.

Ninja Gig works with a variety of large and small businesses to create custom employment applications, which makes it easy to attract qualified candidates. These job applications are easy to customize, which means that you can advertise for open positions on your website, via email and on your social media channels. Interested in trying out our software for free?  Sign up now and see how great using Ninja Gig can be!

How Fast Food Restaurants Can Decrease Turnover Rates

You may think that fast food restaurants and high turnover rates are synonymous with one another, which is usually right. However, a few fast food restaurants are bucking this trend and changing their company cultures to ensure that they retain good talent longer.

Hire for Attitude, Train for Skill

Fast food restaurants can take a valuable tip from successful companies, such as Google, and hire employees with good attitudes. Employees that have good attitudes will help improve customers’ experiences, and they are more likely to be happy with themselves, which directly transfers over to work performance.

The primary demographic for fast-food restaurant employees are part-time people and teenagers. It’s easier to groom young employees that have an excellent attitude and train them with the skills they need to succeed in their jobs than it is to try to teach someone that is negative and doesn’t have the desire to succeed.

Opportunities for Improvement

It’s important that fast food restaurants train their employees, retrain them, provide them with certifications and then re-certification. For example, the most successful fast food restaurants that have low employee turnover invest in 100 to 120 hours of training and require certifications for each specific job before employees go on the line. Re-certification is essential – and easy to institute via random drawings and pop quizzes – because people get rusty and can get stuck in ruts. It’s best to keep people on their toes, so their knowledge is up-to-date.

Leaders are Teachers

It may seem silly, but there’s a lot of truth in having good leaders that are teachers. Some companies organize management to read a range of books each month. Management then meets to discuss these books, whether it’s classic literature or the latest business self-help guide. Leaders are teachers, and when a company recognizes them as coaches for the staff, they feel more motivated to do their jobs, and those under them feel and share that same enthusiasm.

Having a culture that treats management well will also help employees aspire to work their way up in a company and become management too.

Some companies wonder if it’s worth training fast food employees and investing valuable time, resources and money in them when most of them will not make a life-long career in the industry. However, consider this point. If you don’t invest in your employees, you will have a high turnover rate, which directly impacts customers’ and their experience with your restaurant.

 

Ninja Gig offers online job applications, which makes it easy for fast food restaurants to reach their target demographic – teens and young adults online and on social media channels. Most of today’s Millennials apply for jobs directly from their smartphones, which is why having customizable online employment applications is necessary for restaurants. Sign up now for a 30-day free trial of our software and make hiring painless!

How to Hire the Best Customer Service Representatives

One job that has one of the highest turnover rates is customer service representatives. Hiring an excellent customer service representative is not hard, but typically, someone who makes a good representative is born and not taught. This makes it critical for companies to have the necessary interview skills to spot an awesome employee in the making or a future dud that needs polite escorting to the door.

Here are some common traits that excellent customer service representative’s share.

  • Eye Contact – Customer service representatives sell the experience of a product or the company. No one wants to buy from someone that doesn’t maintain eye contact. Maintaining eye contact is a common sign of courtesy. This position fields complaints and concerns and customers need to have their feelings validated by having someone give them eye contact. If someone doesn’t maintain good eye contact during an interview, they won’t make a long-lasting customer service representative.
  • Upbeat Energy – Customer service representatives need to be upbeat and have positive energy. If customers are filing complaints, having someone that is upbeat and polite makes a significant difference. If you hire a customer service employee that is down on life and complains to customers, this will translate into bad experiences for customers. Good customer service representatives have a can-do attitude that lets customers know that no matter how bad their problem may seem, it’s fixable.
  • Empathy – Good customer service reps have one thing in common: they have empathetic voices. If someone has empathy and can diffuse customers by making them feel good, it will be a huge benefit to any corporation.
  • Smiling – Whether in person or over the phone, customer service reps need a smile in their voices. To hear whether a candidate has the skills it takes to shine over the phone, make sure to conduct a telephone interview as a hiring prerequisite.
  • Previous Experience – If someone has held several different short-term customer service representative jobs over the years, they may not be a good fit. Studies show that people that love working in a customer service environment will stick with a position for longer, which shows on resumes.

If companies hire the right customer service representative for their organization, they’ll have less turnover, which translates into substantial cost savings for employers.

Ninja Gig offers custom online job applications. These applications are ideal for companies that need to hire customer service representatives but don’t want to deal with the hassle of creating applications. Ninja Gig’s easy to use online employment applications are simple to customize, easy to save and archive, ensuring federal and state paperwork compliance. Sign up today for a 30-day free trial of our software and see how easy hiring can be!

Hiring the Right Nurse for Your Practice

Nurses are on the front line of providing medical care and are often the first and last points of contact. This is why it is important that medical practices and facilities hire the right nurse to ensure quality patient care.

Here are essential tips to ensure that your facility hires the right nurse.

Hire the nurse that is the right fit for your team. Consider the dynamics of the current nursing staff. If you already have several big personalities, consider balancing this with someone who is quieter and more reserved. If you have a team of serious nurses, a bubbly or lighthearted personality might clash with this personality type. You want your nursing staff to work together, but also nurses that bring unique perspectives to their jobs.

Determine nurses character using behavioral questions. While it’s necessary to hire nurses that are highly skilled and educated on paper, it’s equally important to hire nurses that are quick-thinking, collaborative and compassionate towards patients. Using behavioral interview questions, ask prospective nurses how they handled their most recent emergency situation or even how they have dealt with co-worker conflict in the past.

Let nursing candidates ask questions. You want to make sure that the nursing position is a good fit for both the nurse and practice. Make sure that nursing candidates get enough time to ask their questions about the job. If candidates leave interviews feeling overwhelmed, they may not remain interested in the position. On the flip side, if a nurse asks more questions about specific skills for the job rather than focusing on patient load, this may be because he/she needs more experience.

Hire candidates that share the practice’s values. Despite a candidate’s certifications and experience, you need to ensure that a nurse shares your practice’s values. If a nurse is more concerned about promotions and being a supervisor rather than the position she is applying for, this may indicate that he/she is not a good team player and is only looking out for self-promotion.

Hire based on facility needs. Rural and urban area hospitals have very different needs. Urban hospitals typically offer more high-stress situations, requiring nursing staff to be quick and resourceful. Some nurses prefer a high volume caseload, while others prefer to take more time with individual patients. Assess what nursing candidates are looking for because sometimes jobs just aren’t good fits.

When hiring for your practice, it’s important to take your time interviewing qualified applicants to find the right nurse for the position. A qualified nurse is well-rounded and can handle difficult personalities and take charge when needed, but also excels at being a team player.

Ninja Gig offers online job applications. These custom employment applications make it easy for medical facilities to tailor applications to nurses, which in turn helps attract more qualified nursing candidates. Sign up today for a 30-day free trial!

How to Train Your Cleaning Service Employees – Part 2 of 2

Now that you’ve hired employees for your cleaning company, you need to spend the time to train them. When you properly train your employees, you automatically boost your employee retention rate because happy employees are likely to stay with companies longer.

  • Determine Learning Styles – Every person learns differently, which means that there is no one-size-fits-all approach to teaching. Some people are visual learners where as others are auditory learners and there is nothing wrong with either group. The best way to teach new employees is to utilize a variety of these methods, such as incorporating written and verbal instructions with demonstrations. See what works best and refine this method over time when teaching new employees.
  • Role Playing – To help train employees, utilize role-playing to practice and reinforce what is and is not acceptable on the job. Simulation is one of the most effective training techniques. This involves showing employees how to do a task and then allowing them to practice or repeat the task in a controlled, safe environment. If the job requires interpersonal skills, lead the employee through role-playing modules.
  • Be a Role Model – To be taken seriously, employers need to be good role models for their employees. Don’t take shortcuts or exhibit behaviors that you don’t want your employees to emulate. Role modeling is never a substitute for training, but merely reinforces the training you give your employees.
  • Training Opportunities – Always be on the lookout for new training opportunities to help boost your employees’ skills and performance levels.
  • Real-Life Scenarios – Whenever possible, use real-life training scenarios instead of hypothetical situations. However, it’s probably best to avoid letting your customers know if they are a training experience for your employees or organization.
  • Questions – Not all employees know how to ask questions, so make sure you anticipate in advance the types of questions that employees may have, not be comfortable asking and address them.
  • Feedback – Make sure that employees know you value their feedback. Let them know that you want to improve the training and techniques and that you open and appreciate the constructive information.

Ninja Gig offers the convenience of online employment applications. Online job hiring can be a daunting, overwhelming experience, but with Ninja Gig you can create a job application online that gets noticed by people looking or a job. Sign up now for a 30-day free trial of our easy to use application software and see how simple hiring can become.