Before you click the button, however, scroll down to the last section of this FAQ. You’ll like what you find! =)
Ninjob is a people-driven employment marketing agency. We use tools and resources on your behalf, and provide you with a web-based management interface to maximize your interactions with us. In short, we are not software; we are people.
An easy way to see the difference between us and ZipRecruiter is our Indeed presence — our ads are a constant presence on Indeed, whereas ZipRecruiter is almost non-existent. This is because ZipRecruiter is software that competes directly with Indeed, whereas we are an employment marketing agency. We use Indeed as a resource, rather than compete with them.
To get an insight into the power of this advertising network, take note that Indeed (a job site where we publish) is among the most-visited job boards in the world. (See the Alexa ranking of job boards.)
Here is a partial list of the sites in our advertising network:
We also have an ‘Apply’ feature on all jobs that we post. You define what happens when jobseekers click the ‘Apply’ button.
If you want resumes to be sent to you by email, we receive the resumes from the ‘Apply’ feature, filter them for duplicates and relevance, and then forward them to whatever email address you specify. If you prefer, we can pass along ALL resumes received, without filtering them first.
If you want candidates to submit their applications directly on your website, you simply tell us the URL. When a candidate clicks the ‘Apply’ button on the job ad, they will be directed to whatever URL you specify.
That said, we are exploring resume search functionality as a new service we may offer, given sufficient interest.
We do plan to release a feature for candidates that will allow them to store resumes with us, making it easier for them to apply to your positions with a single click. This feature will be OPTIONAL for candidates.
Ninjob is an employment marketing service. We are a service of Ninjology, LLC, which is a marketing agency.
We advertise jobs for our clients. This means an outside party has asked us to help them recruit. These outside parties may be companies, organizations, schools, individuals, etc.
If you see an application form, the employer has asked us to forward resumes to them by email. Just complete the simple form, attach your resume, and click the “Submit” button.
If you see a URL, the employer has asked us to direct all applicants to their website. Please click the link you see, and finish your application on their site.
In Quick Fill campaigns, our clients specify a job advertisement describing the vacancy, and we market the advertisement by distributing it as widely as possible. To see more details about our distribution network, please see the response to “Where does Ninjob advertise?” in the “Quick Answers to Common Questions” section at the top of this FAQ.
Clients can edit their edits, delete their ads, and mark their ads as “filled”. When the ad period concludes, clients have the option to relist the ad.
By removing the limit on advertisements, Buzz Builder clients can try variations on their ads, perfecting the ad that gets the best results. See “What is A-B Results Testing” below.
The Buzz Builder package is designed for clients who have frequent hiring needs. It’s intended to be a default part of our clients’ recruiting methods.
Buzz Builder clients can create variations on their ads, and then post both ads simultaneously. They can analyze the number and quality of resumes produced by each ad variation. Whichever ad produced the optimal result becomes the default ad going forward.
We generally reject positions that don’t seem to qualify as “employment opportunities”; this include positions that require a monetary investment from jobseekers. We also reject positions that promote hate and discrimination.
Direct Prospect Leads is a campaign to locate these candidates. This type of recruiting assistance is called “sourcing”. http://en.wikipedia.org/wiki/Sourcing_(personnel)
Sourcing covers a broad range of activities. Direct Prospect Leads is a baseline sourcing effort, meaning we cover your candidate baseline by searching candidate databases and the Internet.
The candidates uncovered in a Direct Prospect Leads campaign are all available in a public format, such as Monster’s resume database, or LinkedIn, or via the use of Boolean on Google.
You will receive your first batch of resumes within one business day. We will send you all the resumes we find that match your criteria. This number varies, but is typically 5-30 resumes for most searches.
After looking over the resumes, we encourage your feedback. If you have suggestions for improving the results, we run a new search based on your criteria changes. The new search delivers whatever new resumes are discovered within one business day after receiving your feedback.
We perform a revised search within one business day after receiving your feedback. We continue this back-and-forth interaction until the week is over, and the campaign concludes.
That said, resume databases have different and varying rules for “freshness” — some count a resume as “new” when a candidate logs into their system, some count a resume as “new” each time the resume is updated, some count a resume as “new” each time a resume is created, etc. These criteria are not consistent from database to database, nor consistent in any one database over time.
Whenever possible, we attempt to qualify the accuracy of resumes by locating the resume on at least two sources, using the data from each to augment the resume-pair.
Complete the form you see there.
Preview the advertisement. Make edits if required.
Select a campaign type.
If you are a Buzz Builder client, you’re done. If not, process your payment for the campaign.
Your new advertisement is now in the queue. Once we make sure it meets our criteria, and analyze the content for typos and anything that might stop it from broad distribution, we submit your ad to the advertising network.
Ninjob isn’t a job board or ad distribution software. We use job boards, ad distribution software, and many other resources to do work for our clients.
We are the employment marketing service of a digital marketing agency.
Be clear. Be concise. Be complete.
For instance, don’t leave out vital details, but don’t include too much detail.
If you’re looking for a sales person who makes sales calls from leads the company already owns, and who has a low base salary with a high uncapped commission:
We need to hire an excellent salesperson.
We need to find an excellent salesperson who is willing to work hard and put in the time required to be successful. This position has a low base salary, but makes up for it by removing any cap on commissions.
Do you enjoy sales and the payoff of an uncapped commission structure? We provide a base salary and all the leads you need to be successful. Join us!
Ads expire after 4 weeks (28 days) automatically.
You can delete your jobs from your My Campaigns page
You can mark your jobs as “filled” from you My Campaigns page
That said, advertising best practices suggest you do NOT place your email address on your published advertisement. This helps enhance your security and prevents spam.
We have two built-in methods for you to receive applicants.
You can give us your email address. We will place a secure form on your ad that doesn’t display your email address, and we will forward resumes to you.
You can give us a URL for applicants; for instance, your Taleo URL, etc.
Jobseekers access both of these features by clicking the “Apply” button on the specific advertisement page.
We also explicitly support:
The LinkedIn field is for your COMPANY LinkedIn profile, NOT your personal profile. If you want to include your personal LinkedIn profile, the easiest way is to copy-and-paste the URL from LinkedIn into the Company Description field, along with a short description of yourself.
You have complete access to all the contact information candidates choose to include on their resumes.
Our answer to “can I post a broad location ad?” is “yes and no”.
When you complete the job form, the “Location Description” can be anything you’d like. For instance:
New York, NY
The Dark Side of the Moon
The “Location Description” field is what jobseekers will see when they view your ad.
The field BELOW that, the “Target Zip Code” field MUST be a zip code. This field is required by every job board in the network. Without a value entered in this field, you job will NOT be accepted by the job boards.
That said, jobseekers typically do NOT see the value for the Target Zip Code field. Nearly every job board simply uses the data to determine when to show the ad, based on the jobseekers’ search.
If you are advertising a job for a broad location, we recommend you choose a zip code from the largest metro in the region. The exact zip code used is irrelevant, as long as it’s in the metro.
For overseas positions, choose the zip code of the people most likely to be interested in your position. For instance, if your position is in Quebec, you may want to use a zip code in Buffalo, NY.
It also serves as a constant link to this FAQ.
To use the ? square for FAQ, click the square to unfold it, then click the bottom toggle to show the “Learn More” button. That button launches the FAQ in a separate tab.
Yes, the data you enter in the form is stored in the cache. This means that if you leave and return, the data you previously entered will still be there.
No, we don’t yet have a “save this job” feature. So only the data currently populating the form is stored.
Yes, you can right-click the link to the job in your My Campaigns page, open the existing job in a new tab, and copy-and-paste whatever data you’d like from it.
No, we don’t yet have a feature to copy an entire job with a single click.
Our filter is a “soft filter” that only looks for obvious things. For instance, if your job ad is for a “VP of Sales”, and the applicant is in high school working as a cashier, we won’t pass that resume to you.
The filtering is done by our staff, not by software. We visually scan all resumes before sending them to you.
As such, your job title needs to accomplish two separate things:
Contain words that jobseekers are likely to enter into search engines
Be specific enough that search engines know when to display your job
List a very explicit location for the position. Put your company address directly into the job ad content. Put links to other places on the web where jobseekers can learn more about your company, your position, your industry.
Keep the ad itself concise and to-the-point. Use details and offlinks to build out your story.
A good shortcut is to put a word cloud at the end of your ad, including all the terms you expect a jobseeker to search for.
A far better method is to create that same list of words, and include them in relevant context in the ad itself. This will get a higher SEO score than the word cloud approach.
Write a generic name for your “Company” field. Use the word “Confidential”, or the term “My Confidential Client”, for example.
Make sure your ad content doesn’t contain any explicit detail that reveals identity. For example, if your client is looking for a product manager, don’t mention the name of the actual product itself, as a jobseeker might use that the name of the product to uncover the name of the client.
Use a location region, rather than a specific location. For instance, if your client is in Boston, MA, write “New England” into the Location Description field.
Yes, you can edit everything about your ad, including the title, the location, the description, everything.
No, the new ad will not be given a new publish date or a new URL. So a complete edit swap will most likely just confuse jobseekers — as they search Indeed, for instance, they’ll see the snippet from the first job ad, click the link, and land on the NEW job ad. It will feel very unnatural to them, as if they are looking at the “wrong” ad.
A far better approach is to create a new ad. If you are a Buzz Builder client, you can create new job ads at no additional cost.
The code helps our staff and systems identify your job properly, so that we perform our responsibilities to you as our client properly.
The code is the most straight-forward way to maintain consistency across a broad range of systems. That said, we agree — the code is ugly. We are striving to find a reliable way to remove it. In the meantime, though, PLEASE leave the code in your title.
Try accessing the site through any version of Google Chrome https://www.google.com/chrome/browser/ , Firefox https://www.mozilla.org/en-US/firefox/new/ , or Safari (Apple’s browser, used in Apple computers, iPhones, and iPads).
All versions of Chrome, Firefox, Safari, and Opera will work. The latest version of Internet Explorer will work. Versions of Internet Explorer that are 3+ years old may have difficulty rendering the site properly.
If you want to update your name, email address, password, or other account-specific details, there is a link at the top of the My Account page for this purpose. https://ninjob.com/my-account/edit-account/
You need to turn your company-paid-for account over to the employee taking over your responsibilities.
The easiest solution in this situation is simply to edit your name, email address, and password. Usernames are NOT editable, but you can use your email address to login. Changing the password prevents anyone but the current account user from logging in, even if they know the username.
Make the changes here: https://ninjob.com/my-account/edit-account/
If the other user is NOT in your company, they need to create a separate account. Refer them to Ninjob.com to get set up.
Make sure you tell us about the referral. We’ll reward you with a $300 coupon for your loyalty.
Also, see the Buzz.Ninjob.com toggle at the bottom of this FAQ for details about getting a price break for your friend.
If you just want to keep a certain person from using the account, the easiest way is to change the password. You can change the password at My Account, by clicking on the link at the top of the page content. https://ninjob.com/my-account/edit-account/
In this case, just copy and paste the full link into your browser bar. The page should display properly.
Does not discriminate against applicants or employees
Takes affirmative action to ensure that applicants are employed and employees are treated fairly during employment without regard to race, color, religion, sex, or national origin.
Federal contractors must compile and submit a so-called “EEO-1” report each year. The EEO-1 reports on the demographics of the employer’s workforce by race/ethnicity and job title/level to help ensure that it is meeting affirmative action and non-discrimination requirements.
As part of their affirmative action plan, Federal contractors are required to maintain a number of records about their workforce including record of hires, promotions, transfers and terminations, as well a compensation information. Other information that should be retained includes:
Job postings and advertisements
Records of job offers
Applications and resumes
Tests and test results
Written employment policies and procedures
Specific recordkeeping requirements apply under each of the laws the OFCCP enforces; employers should be familiar with them all. These records will eventually be used to create an EEO-1 report and must also be available in the case of a compliance audit.
Affirmative Action Requirements
Federal contractors must create and maintain an affirmative action plan. Answers to Frequently Asked Questions about affirmative action plans can help employers determine if their plan is in compliance with the law, and the Sample can assist employers in development their own AAP.
The OFCCP requires that all federal contractors who accept job applications electronically make their on-line process accessible to individuals with disabilities. The OFCCP has created materials to educate contractors about their responsibilities towards applicants with disabilities.
To encourage and reward word-of-mouth among our clients, we launched Buzz.Ninjob.com. Buzz.Ninjob.com always displays our best pricing of the moment. This provides an easy way for our clients to tell others about Ninjob, creating a simple and straight-forward loyalty program for clients to receive substantial discounts for themselves and their friends.
The public prices offered directly on our main website already offer an extremely positive ROI. Our public prices are consistent with the market. They are an excellent value. But on most days, our clients can visit Buzz.Ninjob.com and discover significant savings over our public prices. =)