As the demand for nurses continues to grow, it’s vital that your organization find a skilled nurse that has staying power, especially since the industry sees a high turnover rate due to stress.
The cost of hiring a new nurse can be between $50,000 to $60,000, so it’s important that you qualify nurses in their interviews, which helps increase the chances that you’ll hire the right nurse for the job.
Here are five essential interview areas to focus on when interviewing nurses.
Non-Clinical Behaviors – Instead of only focusing on clinical behaviors, when interviewing nurses, focus on both technical and soft skills. Nurses can be great on machines but cannot multitask or work well in fast-paced environments.
List Qualities – Every nursing environment is different so hiring managers need to be aware of what types of skills are needed for every treatment position. To help find the right candidate, ask other nurses to list the specific skills that make someone an excellent candidate. This can help you compile a list of specific skills and behavior-based questions.
Behavioral Questions – Make sure that you ask the right questions and then listen to the answers. Make sure to ask questions where you can hear the candidate’s perspective on what gives them the greatest job satisfaction. For example, “Tell me about a work experience where you were productive, satisfied and energized. What were you doing?” If the applicant says that they helped teach and educate patients about diabetes or they say they improved workflow by incorporating new technology software, you’ll have a better idea where the applicant fits into your organization.
Awkward Silences – One of the biggest mistakes hiring managers make is speaking too soon to fill the silence. Make sure you give candidates enough time to answer questions, especially giving them extra time to think through difficult or challenging questions. Sometimes it’s best just to sit and wait for an answer. Don’t fall for superficial answers. If you don’t feel as though you’ve received enough information, say that you understand it’s a difficult question, but you have no problem giving them a minute or two to think of a more detailed answer.
Don’t Rush – Rushing to hire a nurse is never a solution. Take the time to find the right person for the job. Finding the right nurse is more effective than having a revolving door of nurses.
To easily manage applicants, consider using an online job application. These types of applications make it easy to search for candidates with specific job skills. Additionally, you can archive job applications, so your organization complies with paperwork requirements. Ninja Gig makes hiring online a breeze. Sign up today for a 30-day free trial and see how easy it can be to hire using online employment applications.
Ninja Gig knows how important your restaurant is to you and we want to help you make 2018 the best year to date.
We have compiled a list of trends that are anticipated to shape and define restaurants this year.
Asian Island Cuisine – Momentum is building around Filipino foods and restaurants that incorporate Indonesian and Malaysian influences will be popular. Sour, bitter and aromatic flavor profiles are emerging, and Filipino adobo and bagoong will jump on the scene and become as popular as sambal and kaffir lime. If you want to take advantage of this trend and incorporate more Asian influences into your restaurant cuisine, reach out to local cooking schools and see what students specialize in Asian cooking.
Gut-Friendly Foods – Allergen-free foods are popular, but more gut-friendly menu items will be showing up on menus. Probiotic, prebiotic and anti-inflammatory ingredients such as aloe, flaxseed, turmeric and skyr improve digestion and chefs are pairing these delightful ingredients with sweet, savory, tangy and smoky options that deliver complex tastes. If you’re looking for a chef that understands nutrition and will cater to your customers, consider advertising for chefs or cooks that have experience working with food allergies and nutrition.
Off-Premises – As more restaurants and grocery stores offer delivery services, you should anticipate ramping up your delivery and takeout menus, hiring the necessary personnel to make sure that customers receive their meals piping hot and on time.
Personalized Service – Data is driving our futures. More customers will become comfortable sharing their personal information if it means that they receive more customized menu choices, faster ordering times and quicker service.
Baby Boomers – Previous years saw restaurants catering to Millennials, but we think that trend is on the downside. Restaurants will once again begin catering to Baby Boomers. Additionally, people age 55 and older are among the fastest growing employment group according to the labor forces. Restaurants shouldn’t be afraid to tap into an older employee group.
Skills – More restaurants will be offering transferrable skills to their regular training. This includes safe-space communication, business 101, emotional intelligence and other tools that help educate restaurant staff.
Federal and Local Governments Labor Issues – Be prepared for state and federal governments to play tug of war over the restaurant industry, which has in year’s past been dominated by minimum wage employees. The only certainty is that state and federal governments will fight over immigration raids and minimum wage statutes.
Ninja Gig specializes in offering custom online job applications for the restaurant industry. If your company needs a better way to track job applications and qualified applicants, sign up today for a 30-day free trial and see how easy your job can become!
Ninja Gig has heard your questions, and we are here to give you answers. We compiled a list of our top questions, so you have more information about incorporating online job applications into your business.
Why do I need online job applications?
Online job applications are no longer a luxury but an employer necessity. They help reduce HR overhead, make it easier to find qualified applicants and also allow you to comply with necessary paperwork requirements.
What features does Ninja Gig include?
When you sign up for an account, here’s a list of the great features you get access to:
A personal NinjaGig.com website portal
Unlimited job postings
Unlimited receipt of employment applications
Customizable employment applications with no limits on length or fields
QR Code so applicants can easily scan the application
A TinyURL link to your website
A completely secure login where you can review, organize and manage all job openings and applications
Why is Ninja Gig only $39 a month?
Our competition charges more, but we believe in offering our software at an affordable price. That’s why Ninja Gig is perfect for all types of industries, whether you’re a Fortune 500 company or a small family owned diner. We also offer a free trial, and you can view an account demo here.
Do you offer job board integration?
Ninja Gig strives to make your job as easy as possible because we know HR departments have more important and pressing matters than uploading jobs to different boards. We automatically publish your jobs to the top boards, which includes Indeed, GlassDoor, SimplyHired, USAJobs and more. If you don’t want the job to go out to all the boards, simply turn off this feature on each job posting. Integrating job board posts will save you valuable time and money.
Does an online application mean applicants can’t upload resumes and cover letters?
Applicants can absolutely upload resumes and cover letters. When an applicant uses this option, you are emailed the application, and the resume and cover letter are attached. You can also easily view these attachments in your NinjaGig portal.
Ninja Gig offers a 30-day free trial to give you a chance to get to know the software and make sure it is the right fit for your organization and hiring needs. Ready to get started? Sign up today for a 30-day free trial and start accepting job applications online immediately. The process is simple, and you can be up in minutes!
If your business needs to hire a good janitor that represents your company, you’ve come to the right place. First impressions are important, especially for your customers. If your place of work is dirty or you have an unfriendly cleaning staff, customers won’t want to return.
Recruiting for cleaning staff used to be as easy as placing an ad in the paper and waiting for interested applicants to apply. Not anymore. Today’s recruitment process has evolved significantly over the years. To attract the best and most talented cleaning crew, you’ll need to attend job fairs, reach out to community agencies, colleges and even local churches. Developing and maintaining relationships will help send more qualified candidates your way.
Online job postings are the most popular way to advertise for cleaning positions. Whether you’re posting on Craigslist, LinkedIn, Facebook or Twitter, it’s important to not only attract the best cleaning candidates, but also a management team that is capable of motivating and producing the results you need – a clean office.
Saving every resume from an applicant is important. Not only does the government require you comply with paperwork retention policies, but having resumes saved online makes it easier for you to search for keywords and skills, helping you find the right candidate for the job.
Remember to encourage employees to refer potential applicants. Offering a cash bonus for successful recruits is a great way to find good personnel and motivate employees.
The recruiting process is changing, which is why it’s crucial for you to change with it. Use Ninja Gig for online job applications and attract more candidates. You can also keep a pipeline full of qualified applicants and avoid being short-staffed during emergencies. Sign up today for a 30-day free trial of our software and see how simple your life can become…at least in managing your employment applications!
Using an employment application is no longer optional. Employment applications let employers efficiently gather consistent data about prospective applicants. Resume and cover formats vary from person-to-person, but a having a consistent employment application ensures that employers can quickly sort and view necessary information.
Most employers have moved away from print applications and are using online employment applications that let them track potential applicants, searching data for specific keywords, employment history and even degrees. This helps employers easily pre-screen and pre-qualify applicants.
These are the top reasons why you need to start using employment applications in your business.
Not only do online job applications help you consistently gather data in the same format, but you can also easily standardize your applications, which makes it simple to compare candidates’ skills and credentials.
Applications allow you to gather credentials that candidates usually do not include in their resumes or cover letters. For example, you can ask if the applicant has any felonies or misdemeanor criminal convictions, why they left their previous employers, names and contact information for immediate supervisors and references. It is important that you check with local and state laws, as some areas have laws that prohibit employers from using certain background information obtained in the application for employment decisions.
Make sure that you obtain the applicant’s signature or digital signature stating that all the information they provided on the employment application is true. If you determine the applicant provided false information, you have legal grounds for not pursuing employment. Statements should include language to this effect: “The applicant’s signature attests that all statements on the employment application and resume are true.” Employers can verify the data on the application. Fraudulent claims and information provided on employment applications is increasing, which includes applicants lying about degrees, exaggerating their job duties, providing false dates of employment, etc.
If your state offers at-will employment or if you are an at-will employer, make sure that this is stated in the application, as well as that you are an equal opportunity, non-discriminating employer. If you have a drug test policy, make sure that you include information about this in the application as well.
If you require any background checks, criminal history, creditworthiness, driving records, etc., for a position, make sure that you obtain the applicant’s signature.
As with any legal document, it is essential that you review the wording with your legal department or an attorney. Your application should have proper legal wording, be easy for potential candidates to complete and help you better comply with necessary paperwork laws.
Ninja Gig makes accepting job applications online a breeze. Sign up today for a 30-day free trial, and see how simple the application process can be!
As a Human Resources professional, it is essential that you stay up-to-date on the latest trends. Having a company that is competitive and treats employees well means that you’ll attract more qualified candidates.
In our last article, we highlighted the importance of offering continuous feedback, digital training, unique benefits and wellness programs. Now, we’ll continue our list and highlight some other significant trends that will emerge in 2018.
Large companies that already use online job applications will begin using more bot commands to help manage their resumes and other important HR documents. Large companies could easily have thousands of resumes and paperwork on hand, which can be very time consuming to manage. More companies will start archiving these documents, which will make searching for past applicants and resumes much simpler.
Corporations are beginning to explore hiring as a scientific process. Using both gamification and video interviews, outsourced companies rely on psychologists to deliver custom assessments about candidates’ qualifications. While the price point isn’t practical for hourly candidates, it can be exceptionally helpful when hiring management.
So how does this process work? Companies work to create a specific set of questions that elicit responses that predict job success. This helps them to find candidates that exhibit the right behaviors. Candidates are then scored based on a model that has an ideal response. In theory, this should predict job success.
Flexible Working Arrangements
In our last article, we briefly touched on unique benefits. Companies that offer flexible working arrangements, such as letting employees work from home or choose a location that is closer to home, have more productive employees. Flexible working arrangements boost employee morale, engagement and loyalty. If it isn’t practical to have virtual employees, consider letting them choose their work location one day a week or offer flexible working hours to help offset long commutes.
Let Students Take the Reigns
More companies realize that the younger generation will lead the tech industry. For tech companies, the trend will be to have college students in their organization as it helps teach them the latest trends and stay up-to-date with the newest technology. If your company isn’t near a college, consider setting up a virtual or remote location that is near a college. As a bonus, you can increase your pool of qualified applicants when students graduate from college.
Ninja Gig can help simplify your online job application process. We allow you to customize your job applications, which make it easier to attract qualified applicants, sort through potential applicants’ qualifications and skill sets and hire the right person for your organization. Sign up today for a 30-day free trial of our awesome applicant tracking system (ATS) and start accepting employment applications online immediately.
Most companies have a noticed a trend – that many qualified candidates are hitting the job market in 2018.
So, what’s the best way for you to find qualified applicants for your company? Do you rely on referrals, mobile apps or job fairs to broadcast your employment opportunities?
Modern-day recruiters primarily rely on social media to find candidates. A staggering 92% of recruiters rely mainly on social media, with 78% saying that personal referrals are still the best way to find good employees. Add this to the fact that there are more than 100 job boards where employers can post jobs and potential employees can hunt down employment.
What’s the best job advertising avenue for your company and what HR trends will dominate 2018? Let’s explore some of the top picks for this year. Share on social media that your company is offering the latest benefits and see how many qualified candidates you’ll attract.
Instead of only holding annual performance reviews, employees prefer receiving constructive feedback at least two times weekly. Ongoing feedback is far more desirable for employees, which helps them constructively learn throughout the week instead of trying to listen to an hour-long performance review that happens once a year. Professionals want career advancement, and with regular constructive feedback, they can help achieve their goals.
Learning should be continuous, and employees want to improve themselves. More companies will overhaul their learning and development programs for employees. Learning Management Software (LMS) will be a popular choice for many businesses this year. These systems deliver instructor-led training in a virtual environment, offering exams, certifications and even compliance content for employees.
Employers that offer unique benefits are sure to stand out this year. More employees are looking for jobs with flex hours and those that allow them to work from home a couple of days a week. However, one benefit that will explode this year is people taking their pets to work. The pet industry is booming, and people spend more than $60 billion on their pets annually. If a company can’t allow flexible pet hours, they should consider offering pet insurance to employees.
Wellness Beyond Walls
Beyond cubicle walls, human resources departments realize that employees that have successful, healthy work-life balance are far more productive than their counterparts. More and more companies are putting policies in place that prohibit employees from checking their work email while outside the office or on PTO. This helps decrease stress. Companies are also instituting more wellness programs, as the cost of having sick or stressed employees is hurting bottom-line budgets.
Stay tuned because next week we will explore more trends that we anticipate will dominate 2018.
Ninja Gig specializes in creating unique job applications. These online applications are ideal for employers that need to quickly sort and identify qualified applicants by their job history, qualifications and skills. Sign up now for a no-obligation, 30-day free trial of our applicant tracking system, and start accepting job applications online immediately!
Helping boost employee morale and engagement is a hot button topic for companies and human resources departments. Instead of downplaying the Super Bowl, encourage employees to celebrate this annual event.
You’re probably wondering why you should actively encourage employees to talk about football on the job when reports show that 1.5 million workers call in sick the Monday after the Big Game. Not only that, but studies show that productivity on the job drops the entire week before the Super Bowl.
If your favorite football team is in the Super Bowl this year, be more forgiving towards your employees. You may even consider making schedules the Monday after the event more lax to help accommodate employees that stayed out late partying and celebrating this monumental event.
To encourage employees to celebrate and be more productive on Super Bowl Monday consider incorporating these win/win ideas into your company’s annual schedule.
Host a social hour or breakfast on the Monday following the Super Bowl. This allows employees to mingle, discuss Big Game highlights and gives them an excellent outlet for their energy and enthusiasm. Chances are the employees that show up at work will spend at least an hour talking about the game anyway, so you might as well embrace this time and make it fun.
If your employees had a game betting pool, announce the winners the Monday after in a fun-filled ceremony. It is important to note that some states do make exceptions for “social gambling,” so this is something that you may need to discuss with your legal department.
Celebrating what is important to your employees will help to increase your employees’ overall productivity and morale.
Ninja Gig offers online job applications, which makes it easy for you to keep track of and attract qualified applicants. Sign up today for a 30-day free trial of our applicant tracking system and start accepting job applications today!
The statistics are conclusive: nearly 50% of applicants are not qualified for the jobs they pursue. This creates a borage of seemingly endless resumes. Then you’re faced with the mounting task of reviewing and sorting the hills of paper and mountain of emails.
Introducing the Applicant Tracking System
An Applicant Tracking System (ATS) scans job applications for keywords, employment history and even college records to help identify the most qualified candidates for your organization.
There are many benefits to using an ATS, including:
Your human resources’ department will decrease the amount of time they spend organizing resumes, as they can automate job postings, prescreen candidates and review resume submissions.
These systems help to manage an active pipeline of successful applicants.
Your company can standardize their hiring process, which helps save valuable time.
Allows businesses to hire better screened and more qualified candidates, which helps boost long-term employee retention.
Tracking systems allow hiring managers and human resources departments to always stay in the loop.
These programs are fully customizable, which means that companies can track what skill sets are most important to them.
There are also financial benefits to instituting an ATS. These systems are automated which will help ease the workload of recruiters. Instead of manually going through resumes, online job postings and interviewing every applicant, recruiters can direct more of their time towards the hiring process instead of recruitment.
These types of systems also reduce overall administrative personnel costs. Hiring departments no longer have to manually enter data, call or email candidates, weed through piles of paperwork or waste time. By using an automated recruitment software, employees can focus on more important tasks.
Ninja Gig offers online job applications, which are easy for companies to customize. You can start focusing your efforts on hiring qualified candidates that benefit your organization instead of wasting time sorting through paper resumes. Sign up today for a free trial and see how simple your life can be with our applicant tracking system.
Human resources departments shouldn’t ask for social security numbers or personal information online or in emails. If you do and your system is not secure, you could be opening the company to an unnecessary lawsuit.
There’s a world of hackers and identity thieves out there just waiting to gain access to information that they can exploit and use to their benefit. A security consultant that specializes in scams and identity theft stated before Congress, “Social security numbers are more susceptible and valuable than ever.” Over the last several years, many companies have adopted the convenience of having employees and potential applicants email their social security numbers and birth dates. However, while it is legal to ask for this information from a qualified candidate, you should always have him/her fill out the information in person and avoid submitting anything electronically.
Additionally, 12 states ban social security numbers from being printed on documents that are mailed. This includes tax forms, etc. Some states have exceptions for medical services, insurance, fraud prevention or law enforcement. However, it is best to check with your state’s legislature to make sure you can mail tax forms, request social security information or anything else that contains sensitive information.
The states that restrict mailing social security numbers within a mailing envelope are as follows: Alaska, Arizona, California, Colorado, Hawaii, Illinois, Michigan, Minnesota, New Jersey, New Mexico, New York, North Carolina, Pennsylvania, Rhode Island, South Carolina, Texas and Vermont.
You can legally ask an applicant for his/her birth date during the job screening process. However, the key to misusing this information is if the company discriminates against someone for his/her age. Age is protected under the Age Discrimination Act of 1967. Employers request date of birth and social security information to facilitate background checks, which is commonplace in the big business world. Background checks usually check commercial, criminal or even financial records depending upon the type of job the applicant is seeking.
Employers, however, cannot ask any age-related questions. Date of birth should only be used for informational purposes.
Ninja Gig makes it easy for employers to accept job applications online. They can simplify their applicant recruitment process, sort through resumes from qualified candidates, manage and track potential applicants. Sign up today for a 30-day free trial and start accepting employment applications online immediately!
Read Full Article
Read for later
Articles marked as Favorite are saved for later viewing.
Scroll to Top
Separate tags by commas
To access this feature, please upgrade your account.