Ninja Gig Blog – Page 2 – HR musings for your entertainment and benefit

Three Red Flags to Look for when Interviewing an Applicant

Post author By ben
Post date November 5, 2019

Realizing an employee is not an ideal fit for your company or doesn’t perform up to certain standards – after they have been hired – is frustrating for any hiring manager. After all, the interview process can be long, often challenging, and provides added cost for your company.

Short of predicting the future with a crystal ball, the process of screening resumes and interviewing is crucial. While hiring managers or HR professionals can learn only so much from a candidate from resume and series of interviews, there are certain indicators to realize well before the interview is over.

Character goes a long way for a candidate, and even further for hiring managers. For instance, before the screening and interview process begins, thebalanacecareers.com suggests some key examples to follow to ensure not all is lost after a hire.

Make Sure Candidates are Familiar with Your Company

Enthusiasm is important in the eyes of hiring managers. So, the more a candidate understands a company’s service or product, the more it says about their preparedness, research skills and how enthusiastic they are for the position. In the event a candidate doesn’t demonstrate all that much knowledge, it simply reflects a lack of enthusiasm, and in turn, little interest in the goals a company wants to achieve.

Request Proof of Experience

This may seem like a no brainer, but according to the balanacecareers.com “nothing is more telling than candidate who can’t provide a detailed answer” of a previous role or accomplishments. A portfolio of work, documented success, specific procedures and responsibilities of a role should all presented and credible. So, it’s recommended to watch for vagueness, evasiveness, or not providing a credible answer at all.

They Don’t Take Responsibility for Past Actions or Mistakes

Not every candidate is perfect. Hiring managers know this. A sure fire red flag, according to thebalanacecareers.com, is when a candidate repeatedly blames coworkers and managers, limited resources, or team members for past mistakes (if requested by the hiring manager).

It can demonstrate how poorly they are at accepting responsibility or can’t effectively solve their own problems. In the event a candidate was fired in a past role, listen to their reasons. If they are blameless, couldn’t admit to errors, or seems they are evading the truth, it may be wise to simply pass on the candidate altogether. It’s always best to ask for the truth. The right candidate will clearly admit to errors and explained how they resolved them.

It’s never easy to find an ideal employee. By following some simple guidelines and using common sense, screening and interviewing an employee will become easier, more efficient and time well spent.

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 Increase the Impact of Your Company’s Exhibit at Job Fairs

Post author By ben
Post date October 29, 2019

How you present your company at job fairs is essential to attracting potential new talent. In most cases, it all starts with your company’s exhibit on the showroom floor. After all, next to having a show-stopping booth that’s appealing, inviting, and one that will capture attention in the matter of seconds, creating a first impression is king. Plus, it could mean the difference between attracting the talent that you need or having them simply walk by your floor space.
There are many concepts, designs, and marketing materials you can use to ramp up your company’s presence. If you and your team feel your exhibit needs a serious face lift for this year’s run of job fairs, read on.

According to trade-showadvisor.com, it pertinent to first define and clarify what it is your company wants to achieve and what kind of image or marketing message you want to communicate. As a result, your exhibit should reflect that image and/or message. This will not only make it more appealing, but it can more effectively showcase what it is your company can offer. In fact, this can be achieved in many simple ways – all at a cost that won’t break the bank or your budget.

Show Your Company Brand…Clearly

Graphics or banners are nothing new of course, but your company’s branding should be large, clear, inviting – and easy to see amongst a field of the other exhibitors (which could also include your competition). Most printing or graphic shops can customize what it is you require and at reasonable value.

Lighting

One of the most important appointments to consider is your exhibit’s lighting. You don’t need to be an interior designer or an electrician for that matter to create a nice, well-illuminated exhibit. According to trade-showadvisor.com, creative lighting for any exhibit can have outstanding results. For starts, it can emphasize certain focal points of your booth, create a stronger impression of your company, and even offer a warm, inviting atmosphere. Various lighting options are available to meet your specific needs and objectives.

Flooring

When you consider that exhibit hall flooring is nothing but cold, grey, concrete, having custom flooring is a valuable accessory, and for many reasons. It can be as simple as floor mats and area rugs or as enticing as interlocking tiles, modular flooring, or carpeting with your company’s logo (with the latter sending a strong message of professionalism and character). In fact, trade-showadvisor.com suggests that by going the extra mile with a custom trade show floor is a great impression and can play a key role in attracting visitors.

Exhibit Fixtures

According to trade-showadvisor.com, fixtures such as literature racks, table coverings, or display cabinets can also enhance an exhibit’s appearance. They should be designed and arranged so they have the most impact and they can even better help your staff assist with visitors.

Enhancing your exhibit for the 2019/2020 job fair season doesn’t have to be difficult or have all the bells and whistles. By adhering to some of these guidelines to create a clean, inviting, and well-thought exhibit, just might produce the results and prospects your company is looking for.

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Why Employers Should Consider Hiring College Grads

Post author By ben
Post date October 22, 2019

There’s always a certain risk when hiring any employee, regardless of his or her experience. Sure, there might be a greater chance to take with a less-experienced, college grad over a more experienced candidate. Yet, while it all depends on the role, there are substantial benefits in considering those who are fresh out of school and they shouldn’t be entirely disregarded during the hiring process.

The number of college grads looking for their first career job is vast. According to the National Center for Education Statistics, hundreds of thousands graduates graduate every year, ready to take on a new, challenging role in their field of study.

So, should they be considered for a job in your company? Certainly. Here are some reasons why.

Motivation and Dedication

As thousands of grads look for a job in their field every year, achieving an entry-level role can be competitive. According to LinkedIn, this can be a strong motivator to learn, be motivated and develop a deep commitment to a company. An added benefit is that managers can train new grads more easily to company policy and best practices, without dealing with prior work habits they developed from a previous employer.

Grads Have More Experience Than You Think

Even though a college grad may have little professional experience and training may be inevitable, it’s important to realize they have something to offer many companies. This includes being current with the latest software systems, best practices, and even industry trends, regardless of the field. While this may not be equivalent to say, 10 years of experience, a company can save costs, time and effort in training. College grads can even be a great source of new information and bring insightful, fresh ideas to the table.
Develop Talent for the Long-Term

According to LinkedIn, a college grad’s commitment to performance, development and advancement has many benefits for a company. This is good news for college grads as companies recognize these characteristics as valuable qualities. Also, by allowing those to learn and grow into their role could potentially mean future advancement and success – not only for the grad but for a company as well.

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Should You Use Online Tools to Better Understand Job Applicants?

Post author By ben
Post date October 15, 2019

With all the latest developments in digital recruiting tools, are the days of sifting through resumes, conducting interviews, then making a final offer to a candidate over?
Not quite, but the times and hiring practices are certainly a’ changing.

So, with a plethora of new recruiting tools available to help provide a more selective and efficient hiring process, it never hurts to try new methods. Here a few online tools suggested from Hire by Google to help you better screen candidates and provide a more streamlined approach for your next hire.
1. JobPal
AI or artificial intelligence-powered chatbot-based systems are growing in popularity among hiring managers, especially when it comes to sourcing, screening and nurturing candidates. Tools such JobPal addresses simple questions from potential candidates, collects and screens resumes, recommends qualified candidates, and even schedules interviews. It also can also work across a variety of platforms to include your company’s website, Facebook Messenger, and Skype.

2. Maya
Imagine a tool than can ask an applicant questions right after they’ve applied for a job and move the potential ones through your hiring process? Maya and its AI tech can do this and a lot more. It can also request information about experience, previous or current roles, and even specific questions on topics and skills related to the job description.

3. Interview Mocha
Testing skill sets is common for any job candidate. It affords the ability to better examine knowledge and overall qualifications. With its vast range of functions, Interview Mocha has more than 1,000 tests available that cover many industries. Hiring managers or HR professionals can also customize and add questions or even develop new tests altogether with help from its support team.

4. My Ally’s AI assistant
This tool is like having recruiting coordinator, while not actually having one. This smart-assistant tool, again, utilizes AI tech that’s designed to schedule interviews, book conference spaces, reschedule meetings all via email, texting or online chat.

These are just a few of the digital recruiting tools available and are all certainly worthwhile to check out and try. While they cannot replace a face-to-face interview, they can potentially save time, effort, and provide more efficiency to your hiring process.

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How to Offset Some Challenges of Remote Employees

Post author By ben
Post date October 8, 2019

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

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

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

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

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

2. The Employer Must Clearly Understand the Job Role

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

3. Create Meetings for Idea Sharing

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

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

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How Managers Can Reduce Stress in the Workplace

Post author By ben
Post date October 1, 2019

Managing stress among staff is not an easy task for employers. Tight deadlines, adhering to strict budgets or difficulties between co-workers are just a few of the origins of stress in the workplace. Yet, just as there is no one cause, there’s no one solution either.

According to a report, Reducing Stress by the University of Washington with data sourced from The National Institute for Occupational Safety and Health (NIOSH), there are a series of methods employers can utilize to reduce stress for its employees and create a happier work environment. Here are three of their key finds:

Revise or Create Workplace Policies and Best Practices

The report states that heavy workloads that aren’t achievable can create all sorts of stress. So, by properly assessing an employee’s workload, managing their workflow, and ensuring their responsibilities are reasonable given their skill set are just a few methods that can alleviate stress. In fact, the report suggests employers or managers to:

Provide the chance for an employee (when possible) to have more control over their work pace.
Engage leadership to employees, as well as middle managers and supervisors.
Ensure employees use vacation time to “disconnect” from their work environment.
Create a zero-tolerance policy for harassment.
Arrange training for employees and managers regarding resolution issues after a conflict arises.

Create Support…and more Support

Taking on the blunt a project, picking up the slack of poor performers, or just having too much work or responsibility is a common cause of stress. To alleviate it, the report suggests introducing workplace wellness programs such as walking groups or physical activity challenges as they “have concurrent benefits of increasing physical activity, social interaction, and team-building.” As a result, these activities can all help an employee realize that co-workers or managers do care. In turn, when they see the added support, they are more productive. Additionally, stress can be reduced when an employee is recognized for achievements with verbal comments, monetary rewards, or even written acknowledgements.

Increase Communication

If all else fails, communication is always best. According to the report, getting employees involved in open discussions of work-related stresses can be very effective as it can result in achieving a better understanding of the employee’s concerns and causes of stress.

Recognizing and reducing stress in the workplace is an essential task for any employer, director, or manager/supervisor. It not only helps create a more harmonious work environment, but can increases productivity to effectively move forward and meet company goals.

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Why Your Company Should Consider Referrals

Post author By ben
Post date September 24, 2019

In an age where online job postings are king, the age-old “referral method” is overshadowed as a means of finding that right candidate for a role. In fact, more often than not, existing employees can potentially be that key link to a successful hire, providing HR professionals with an efficient process of filling an available opening.

There’s no doubt that the standard hiring process is a tried-and-true practice with great results. However, in an article on Jobvite.com, organizations that use employee referral programs for potential new hires – as well as those using ATS software – reported “that these employees draw a higher volume of high-quality candidates.” Plus, the potential hires are more likely to be a better fit for a company than non-referral candidates.

According to LinkedIn, hiring a referral is also a method that can provide several benefits to a company as a whole including:

Time Savings: In a study conducted by the Society for Human Resource Management, the average time it takes to fill a given position is 42 days. A referral can offset this time considerably as the whole process of creating a job posting, screening resumes, and conducting interviews for a shortlist of candidates is often eliminated.

Offsetting Internal Costs: There are always several costs that can be endured during the hiring process. Staffing agencies, online Job boards/fairs, advertising, candidate travel fees, background checks, and drug testing are just a few of them. In fact, according to the same study by The Society for Human Resource Management, the average cost-per-hire is approximately $4,129. While it may still take some time and effort when considering a referral, much of these resources – and the costs that go along with them – are often not required.

Higher Employee Retention: According to an additional article on Jobvite.com, companies experienced a 46 percent retention rate after one year compared to 33 percent from career sites and 22 percent from job boards. Additionally, employee referrals resulted in a 45 percent retention rate after two years; more than 20 percent from job boards after two years; and 14 percent after three years.

Although the conventional hiring process is still a great way for companies to fill a position with highly experienced candidate, a referral is just one efficient method to consider when trying to hire the right employee for your team and company.

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

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Three Great Ways to Find Top Talent for Your Company

Post author By ben
Post date September 17, 2019

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.

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.

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.

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.

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Consider These Steps when Terminating an Employee

Post author By ben
Post date September 10, 2019

Terminating an employee is never easy. It is a difficult situation for both the employee and the employer. There’s some criteria to consider when terminating an employee. Yet, despite the grounds, legalities, etc., there are certain criteria to consider that can make the process less strenuous for both parties.

1. Get to the Point

Terminating an employee is always disheartening. It’s best to arrange a meeting with the employee as quickly as possible and inform them right away. Employees easily detect bad news and it’s best to be clear and direct as possible. In fact, according to an article in the Harvard Business Review, by announcing the termination immediately, the employer will get the individual’s attention about what’s coming next. Additionally, it’s suggested to inform the employee directly, then state the reasons(s) clearly so they understand it’s a firm decision that has been determined prior to the meeting.

2. Listen to the Employee

As it’s not difficult to predict the reaction of an employee getting terminated, The Harvard Business Review also suggests that by taking time, seeing their reaction, and listening to what they have to say makes it much easier to clarify the reasons of their dismissal. Plus, rushing through the meeting may seem insensitive, callous and may create unnecessary irritated emotions.

3. Be Organized to Avoid Future Repercussions

Always have the proper documents completed, including a written notice of termination (or similar documents) and details on severance (if applicable). Geneviève Desmarais, the Assistant Vice-President of Legal Affairs for The Business Development Bank of Canada suggests that when an employee disputes their termination, it’s due to the lack of back-up documentation to support it. It then “becomes a question of ‘he said, she said’ and the burden lies on the employer to demonstrate the termination was made for a just and sufficient cause, and was properly conducted.”

Some employees may be surprised by being let go, while others may have predicted their termination by realizing their lack of performance or behavior. Regardless, showing courtesy, respect and overall professionalism can help make the process less strenuous and smoother for both the employee and employer.

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Bullying in the Workplace and What Employers Can Do About It

Post author By ben
Post date September 3, 2019

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.