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Why Some Employers Should Accept Job Applications, Even If They Aren’t Hiring

Whether you have a job opening or not, you might find that you occasionally receive unsolicited resumes from applicants. For some employers, this may raise issues for record retention and unlawful discrimination, but for others, having a supply of resumes on hand can be a lifesaver. 

Many industries benefit from having an open-ended supply of resumes on file. This is particularly true for industries that have entry-level jobs and higher turnover rates, such as restaurants and fast-food chains. This allows them to quickly fill open positions while avoiding the hassle and expense of advertising. Even if a company has highly skilled positions, niche jobs sometimes require keeping possible resumes on hand, as this can help eliminate months of advertising to find qualified applicants. 

However, it is important to note there are some legal issues with accepting unsolicited applications and resumes.

  • Record Retention – State and federal employment laws require employers to retain all resumes or applications for a minimum of one year, sometimes longer. If an employer reviews unsolicited resumes and applications, regulations define that as being considered for employment, which means they must be retained according to employment laws.
  • Unlawful Discrimination – Accepting and reviewing unsolicited resumes and applications could potentially expose the employer to unlawful discrimination claims. Government regulations require that employers conduct any recruitment and hiring in nondiscriminatory ways when it comes to protected classes, such as gender, age and disability. Having an inconsistent company policy of not accepting or accepting unsolicited resumes may make the employer liable for discriminating against protected classes. 
  • Affirmative Action – Federal contractors that are subject to affirmative action obligations are required to capture all applicant demographic data. If there is no clear policy in place, this data may be overlooked, subjecting employers to violations.

The bottom line is that unsolicited resumes benefit many companies, while they may be a liability to others. Consult with your legal department or review state and federal guidelines to help make an educated and informed decision about this practice.


Ninja Gig offers a convenient solution for employers that are looking for job application software. With our advanced automated hiring process, you can easily accept job applications online and retain them in our system. You can also make sure that you offer legally compliant job applications. If you want to learn more about our online recruitment software, sign up today for our exclusive, free trial. Let Ninja Gig help you transform your hiring practices!

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Showing Employee Appreciation

Instead of celebrating Employee Appreciation Day one day a year in March, more employers should learn to value their team and show appreciation for their hard work year-round. 

As we established last week in our article, Uncovering the Root Cause of Workplace Stress, it’s essential to create a psychologically and physically safe space for employees to help ensure they are happy to reduce overall turnover rates.

The following tips highlight the top six ways to appreciate employees throughout the year.

1. Ask Questions

It may seem silly, but just stopping to ask employees how they are doing and engaging in small talk can help break up the stress of important deadlines, strapping bandwidth and juggling multiple projects simultaneously. By incorporating caring, genuine conversations, you’ll enhance your relationships with employees at work.

2. Saying Thanks

Regularly thanking employees for their hard work, dedication and perseverance may seem obvious, but in today’s busy world, the small pleasantries are often overlooked and go unsaid. Instead of implying thanks, saying it has immediate benefits and helps employees see that their hard work is appreciated and positively contributes to the company’s overall success.

3. Checking In

Checking in on employees to see how their workload is, if they have any questions and if there is room for improvement gives them the sense of being heard and understood in today’s chaotic workplace. Engaging with employees on a deeper level helps build stronger relationships, which leads to deeper trust. 

4. Exploring Employees’ Strengths

When employees can showcase their strengths and work in those areas, their performance skyrockets, as they are more motivated to do better work. To help facilitate employees’ growth, identify the unique strengths that will allow them to build further skillsets going forward. By engaging employees and identifying their strengths, you can further boost their confidence and help them navigate their future career paths. 

5. Onboarding and Training

Proper onboarding and ongoing training for employees helps ensure they have the education and knowledge to do their job effectively. Training can significantly improve employee retention rates, setting the tone for employees’ careers at companies. 

6. Inclusivity

Having a diverse workforce helps foster creativity and innovative thinking. Encourage employees to connect on a personal level and not only focus on business conversations. Learn what causes stress and anxiety, as well as what brings employees joy and makes them feel valued. 

Spending eight to 10 hours a day with coworkers is a lot of time spent away from our families and personal obligations. By making our work hours fulfilling and meaningful, we can help to enrich the lives of those around us and foster a nurturing, healthy work environment.


Ninja Gig specializes in helping companies develop an automated hiring process. Sign up with Ninja Gig today for a free trial and see how your company can easily accept job applications online via the applicant tracking system, which is ideal for online recruitment.

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Diversifying Your Workforce

Companies that have diversified workforces experience long-term value creation and increased profitability. Equality between genders also has room for improvement but has progressed significantly over the last 50 years. 

Why Does Diversification Matter?

When most people initially think about diversity in the workplace, they generally assume that this focuses only on gender and ethnicity. However, diversity comes in a plethora of forms, ranging from academic and professional backgrounds, varying socioeconomic classes, religious beliefs, sexual orientation and national origin to mental and physical abilities. 

Taking Action-Oriented Steps

To hire a diverse team that will benefit your business, you need to keep these six actionable steps in mind.

  1. Act – Whether you’re building a new company or a new team, keep diversity in mind from day one.
  2. Send the Right Signals – Pay attention to your vocabulary in job descriptions or on company websites. Use non-gender-specific descriptions, such as “they” over traditional “he” or “she.”
  3. Remove Bias Views – Avoid reviewing any applicant data that could form bias assumptions, such as age, gender, pictures or even names. Some companies also go so far as to utilize voice changing telephone features when conducting interviews so that all applicants sound more neutral.
  4. Diverse Talent – Instead of only recruiting top-rated college graduates from a select group of universities, focus on considering applicants that have real-world experience or attended alternative schools. 
  5. Offer Flexibility and Accommodate Needs – Whether you’re providing flexible work hours or letting employees periodically work remotely from home, it’s important to include all potential applicants in this process. Additionally, consider offering private rooms for nursing mothers, gender-neutral bathrooms and office decor that is non-offensive.
  6. Focus On Diversity at Every Level – Instead of trying to focus on achieving diversity globally, aspire to have diversity for every position within the company. 

Ninja Gig is an advocate for diversity within the workplace. Our online applicant tracking system makes it easy for companies to accept legally compliant job applications. If you’re interested in learning more about our online recruitment system, sign up today for a free Ninja Gig trial and see how we can help transform your company’s current hiring practices.

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Four Workplace Trends That Positively Change Performance

Workplace performance can be influenced by external factors and even society’s changing ideologies. Gallup’s State of the American Workforce report shows that when employees are positively engaged at work, their profitability increased by 21 percent; however, only 51 percent of employees report being actually engaged at work. The following workplace tech trends will help positively change employees’ work environments, thus increasing their overall performance and profitability.

Prioritizing Workplace Safety

The #metoo movement has helped to address the issues of workplace safety and harassment. Employees that witness harassment are more likely to begin searching for new employment. How well a company responds to misconduct, including harassment and discrimination, is essential, which is why employers need to facilitate more open lines of communication.

Collaboration

Open employment engagement is important, especially as more jobs focus on computer work and being behind a desk. Whether it’s using Google Docs or Slack, incorporating collaborative techniques can help boost employee productivity dramatically. 

Work-Life Balance

Studies show that three out of four employees have a difficult time balancing their family work and other personal obligations. Furthermore, more employers are offering flexible working schedules and arrangements to help employees better balance and manage their time. Employees that can have more flexible work arrangements are more satisfied with their overall work culture. 

Technology to Support Inclusion and Diversity

By building a work environment that embraces inclusion and diversity, you can help encourage employees to produce new, innovative ideas. Different experiences and backgrounds unique shape us, which helps create a multi-talented team.


Ninja Gig helps to automate HR systems, including focusing on an applicant tracking system for online recruitment. Making it easy to accept job applications online, Ninja Gig also makes it easy for applicants to apply quickly. Sign up today for a free Ninja Gig trial and see how it can help improve and automate your business’s hiring practices.

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Company Diversification Strategies for 2020

Leveraging a market diversification strategy can help companies drive growth and survive an upcoming recession. 

What Exactly Is Market Diversification? 

Diversification is a corporate business strategy where a business can enter into a new industry or market, creating a new product for this market and further diversify their offerings. 

Popular Diversification Strategies

There are three significant types of diversification techniques that businesses can utilize when trying to expand their current market.

1. Concentric Diversification

Concentric diversification is when a company adds a similar service or product to their existing business model. A great example is Apple, which started building desktops, branched out to laptops and music devices, and is now a leading retailer for Smartphone devices with their popular iPhone.

2. Horizontal Diversification

A horizontal diversification model involves adding new, unrelated services or products and offering them to existing customers. For example, when Amazon.com acquired Whole Foods, this is a horizontal diversification strategy because they were able to offer existing customers organic food products.

3. Conglomerate Diversification

Conglomerate diversification is when a company adds new services or products that are entirely unrelated. A superb example is Disney that went from films to creating and operating entertainment parks. 

Companies usually diversify to help earn higher profits, but also to recession-proof their business model, as this can mitigate risks in the event of an industry downtown. 


If your company is looking to diversify and you are looking for executives or employees that specialize in a new product or service, consider listing your online job applications with Ninja Gig. Our easy to use applicant tracking system creates an automated hiring process for online recruitment. Sign up today for a free trial to see how Ninja Gig can help increase your job application exposure in today’s marketplace.

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2020 Hiring Trends

Human resources and recruiting are always evolving, and with a new decade upon us, these industries are preparing for shifting changes. While we can’t look into the future, there are some trends that these industries are preparing for and anticipating seeing this upcoming year.

Culture Will Become a Top Priority

Today’s world continues to focus on increasing corporate accountability and having business transparency. A company’s culture has a major impact on their ability to effectively recruit and retain top-tier talent. When interviewed, more and more employees will choose a healthy, positive company culture over higher salaries. Additionally, since applicants can quickly search online and scour social media platforms, they can quickly learn more about a company’s culture before they apply for jobs. Both research and studies show that company culture helps to drive businesses, as those with great cultures attract more talent, perform better financially and have more satisfied customers.

Many leading companies are emphasizing employees. Gone are the days when businesses only focus on shareholders. Without happy employees, suppliers, customers and the communities where they do business, companies will falter. Unlike the days where employees focused on the dot-com dot-gone perks, such as ping pong tables and air hockey, today’s employees desire quality senior leadership, a clear mission statement and career opportunities. 

Bracing for a Potential Recession

While the U.S. is currently experiencing one of the most prolonged periods of economic growth in our history, what goes up, always comes back down. Many warning signs indicate that a recession could be just around the corner. The yield curve, which is one of the most solid predictors of a potential recession, suggests that a downturn is likely very soon. Additionally, the pace of job gains is another factor, and our employment pace has decreased from over 220,000 each month in 2018 to just over 165,000 in 2019. Forward-thinking companies are already developing recession-proof strategies to limit their losses. 

While many employers mistakenly assume that hiring is easier in a recession, the truth is that they usually are flooded with low-quality applicants applying. Companies then face hiring recruiters to find higher qualified candidates. 

Both short and long-term, employer branding will play a critical role in helping companies stand out among the competition for job applicants. It’s essential to remember that company brands can withstand recessions, but if a company loses its image, it can take years, if not decades, to earn that back. It’s important to focus on preserving a company culture to weather a recession successfully,

Mobile Job Search

With the number of smartphones increasing year after year, more people are searching for jobs on their mobile devices. The World Advertising Research Center estimates that within the next five years, more than 75 percent of people will access the internet via a mobile device. Unfortunately, most companies have not created a truly mobile job application experience. Companies must focus on improving their mobile-friendly sites so that it’s easier to accept job applications online. 
Ninja Gig helps companies of all sizes accept job applications online via an advanced, easy to use applicant tracking system. You can also participate in online recruitment and have a more automated hiring process. When companies sign up with Ninja Gig, it’s easy to promote their jobs, and it’s also simpler for applicants to apply quickly. Sign up today for your free trial and help make sure that your online job applications are getting in front of qualified applicants.

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Three Best Practices HR Managers Should Implement into a Family Business

Working for a family business can have its shares of challenges. While it may be successful and maintain a solid reputation on the outside, it may not have the traditional structure, policies, or work environment as other corporations on the inside. 

Changing the ways of a corporation since “the father or grandfather” founded the business more than 40 years ago will not happen overnight, but it’s not entirely impossible – especially if it will benefit the company in the long term and resonates successfully to the “corporate family members or board.” Here are three key best practices to suggest if you land a HR management role at a family-run business.

  • Set a Professional Foundation.

According to jobstreet.com, certain family members – such as a son, daughter, or sister – may feel entitled to a more senior position within the company or some owners may expect that family members work twice as hard as regular employees. Both situations can potentially be unfavorable and have a negative impact on exit plans, so you need to ensure there’s a structured platform of professionalism. You should also try to prevent unprofessional behavior, tardiness or even favoritism, which can all be common. The result could be a positive one without any distinction between family members and non-family members, which can result in more objective and sound decision making. 

  • Implement Training Sessions

Jobstreet.com also suggests that you implement succession planning, talent management plus regular training among employees to not only grow but to ensure the company successfully moves forward. After all, it’s not uncommon for many family members to “grow up” within the family business and also have long-term, loyal employees. While they may be knowledgeable of operations, the industry and company structure, it’s vital for any company to change with trends and always implement best business practices.

  • Increase Retention Practices 

Walking into a family business may sometimes seem like stepping back in time. Its company policies may be redundant and expectations from employees may be old school. For instance, according to Boston Consulting Group (BCG), it’s not uncommon for company leaders of a family business to expect employees to work as hard and as long as they did earlier in their careers. So, it’s important to make them to realize that employees’ expectations have changed. Millennials even Generation Xers now seek a better work-life balance, comfortable work environments, career development, plus rewards and recognition for their work. Implementing benefits, holiday hours, vacation time, and bonus structures, to name a few incentives, will not only increase moral, but attract better talent and increase overall retention. 

There are countless of family businesses that are successful. While some have different policies and structures than other corporations, these are just a few of the best practices that HR managers should implement or strengthen to ensure company growth and a strong future. 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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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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Are Office Politics Dominating Your Work Environment? Here’s How to Manage Them.

According to collinsdictionary.com, office politics are defined as the ways that power is shared in an organization or workplace, and the ways that it is affected by the personal relationships between the people who work there.”

Office politics is common in any company. Nonetheless, they can ruin productivity, reduce morale, and cause much wasted time, effort, and even good talent. Competition for advancement, striving for constant attention (and the boss’s ear) and the need to always get “your own way,” are not all, but some of the root causes.

Let’s be honest. Office politics can get down, right nasty.

A national survey of more than 1,000 office employees conducted by Bridge by Instructure, Inc., a talent management software suite for businesses, reported “over half believed engaging in workplace politics is an important factor in receiving a promotion.”

While this may be true in some cases, it also means other employees with talent could be disregarded for their efforts and not given the rewards they deserve.

So, what can hiring managers or managers do about this? A lot.

Find the Source

Office politics can arise where competition is fierce. As a result, it’s important to determine who the employee (or sometimes employees) is that is causing the politics in the first place.

It’s not hard to spot. As a manager, try to recognize those superiors who play favorites or those employees who thrive on gossip beyond the water cooler chit chat. In fact, www.mindtools.com suggests to see who gets along with who; which employee(s) find it more difficult to interact with others; determine in-groups, out-groups or cliques; or if interoffice connections are based on respect, friendships, or even romances.

In the event the workplace does get heated (as it often can with office politics) it’ll be easier to determine the source, and find a temporary solution for the problem. Unfortunately, office politics never really go away.

Strive for Open Communication

Communication in the workplace is essential for productivity, growth, and success. It’s also reduces the chances of politics, according to The Management Study Guide. They recommend employees should not play with words and always pass on the information in its desired form. Plus communicate via texts, emails, or various work management software to avoid confusion is also a good idea. From a manager’s perspective, request to be cc’d or bcc’d on any communication to avoid any miscommunication or problems down the road.

 

Promote Transparency and Team Work

A productive workplace is often a happy workplace. As a manager, encourage transparency at all levels so employees are clear of company goals. Policies should also be same for everyone. The Management Study Guide suggests team work should be promoted to not only strengthen bonds amongst employees, but develop stronger relationships.

While there are many methods for managers to combat politics, it just takes a few basic management skills. Once the politics are reduced, you can feel good about managing a sound, creative and productive work environment.

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 Avoid a Confrontation during a Performance Review

Performance reviews. People love ‘em or hate ‘em. Regardless, they do have a place in any corporation to ensure development and growth, recognition, and even retention. However, not all performance reviews are positive experiences for managers and employees.

For instance, outside of job performance and growth, an employee may have some complaints about other staff members, the overall work environment or other concerns. So, managers should listen carefully, consider how to phrase their comments, be constructive, and provide suggestions on how the issue(s) can be resolved.

According to Hays Specialist Recruitment, there are certain steps managers can take to turn a potential confrontation into easy discussion with ample resolve.

Take “Issues” Head On 

Employees are often provided the chance to raise concerns about problems with other employees, complaints of being treated unfairly, or issues with heavy workloads, etc. If this happens, no matter how big or small the issue, Hays suggests that managers should be astute, take the issue head-on, and try to avoid the employee from dwelling too much on the problem at hand.

Find the Source of the Problem(s)

If some of the employee’s comments are surprising, it’s always best to ask them for some examples. It’s also important to read between the lines, and try to get to the source of the issue. Better yet, ask the employee to try and resolve the issue themselves before providing answers to their problems.

 

Resolve the Issue(s)

One key aspect to remember is it’s not always necessary to decide if the employee is right or wrong. Perhaps try to reach a solution that the employee is happy with. According to the University of Berkley Human Resources, “looking first for needs, rather than solutions, is a powerful tool for generating a win/win option.” This couldn’t further from the truth. Once you understand the advantages of their solutions, you better know their needs and how to meet them.

 

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.