Hiring resources

5 Reasons Why You Need to Partner with a Staffing Agency

5 Reasons Why You Need to Partner With a Staffing Agency
Mary Springer headshot
Mary Springer
Partner
November 3, 2023
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What’s so great about a staffing agency like That’s Good HR? Let’s count the ways. In today’s difficult job market, employers struggle to find the candidate who meets their criteria. Candidates struggle to find the job that fits their needs. It is a challenging task that we at That’s Good HR have a passion for.  We love connecting great candidates with reputable Indianapolis area companies!

As we approach the end of 2023, companies like yours need a full staff to handle additional year-end tasks. That’s why now is a perfect time to call out the benefits of partnering with That’s Good HR. Think about the behind-the-scenes tasks that must take place when a job is listed.  Someone must craft the job description and decide what qualities are essential. Someone else must sift through the candidates, who are representing themselves through resumes and completed applications. Then there’s the interview process and the follow-up actions that may be made to ensure that the right professional match comes through.

Add in additional challenges like confidential job searches and tight deadlines, and it’s easy to see why the job search process can be stressful for all involved parties. Fortunately, That’s Good HR is your essential staffing partner, helping both candidates and companies find each other in today’s challenging hiring market.  Check out these 5 benefits to partnering with a staffing agency like That’s Good HR:

1. A staffing agency like That’s Good HR can expedite the hiring and staffing process

Some companies don’t have a separate HR department to handle duties like job listings and interviews. When someone leaves during a busy period of the work calendar, company leadership may have to choose between focusing on the job search or asking the staff to take on the extra duties, which is rarely a long-term solution.

That’s Good HR starts the candidate search as soon as someone calls us with a job opening. We strive to provide interviewed, pre-qualified candidates within 24-48 hours. That means we have discussed your opening with the candidate, and they are interested in the position. If we are going to miss that goal, we meet to assemble the why and then discuss what changes might need to be made to attract talent. Every day you try to operate with an open position is one where the work might not be done. Having a staffing agency partner means companies and employees can start thriving together as soon as possible.

2. We maintain a database of potential job candidates

That’s Good HR has more than 23 years of hiring experience in the Indianapolis area. Consequently, we have established relationships with reliable, professional job seekers. When an employer reaches out with an opening, we reach out to qualified candidates who have worked with us in the past. We also have a constantly growing list of potential candidates who reach out via our website every day. And, we invest thousands of hours with our trained recruiters who recruit and interview candidates from a variety of network sources. We do our homework on both the employer and the potential employee. This gives both parties an inside edge in the hiring process.

3. A staffing agency may know of jobs – and candidates – that you won’t see listed elsewhere

Occasionally, a company may need to perform a confidential job search. Maybe a current employee plans to leave, but the company doesn’t want that information to be public yet. Or maybe they are looking to replace an employee, and they don’t want that employee to see their job listed on an online job board. That’s Good HR can step in and facilitate the confidential interview and hiring process. We can list the job. We can use our facilities for the interview process. This ensures that the job is filled when it’s time for the current employee to move on.

4. We maintain relationships with pivotal companies and candidates

You’ve probably heard the phrase that it’s not what you know, it’s who you know. When companies or job seekers partner with That’s Good HR, they are plugging into a network of players who can create magic when they work together. Occasionally an employer may call us with an urgent need to fill an open position. Our recruiters already understand what type of person works well in that company’s environment. We can recall certain candidates who possess those skills and personalities and see if they’re in the market for something new. We really are professional matchmakers in that regard.

5. We offer feedback after the interview or initial hiring phase

A job search can be challenging for both the job seeker and the employer. It can sometimes feel like you’ve been searching for weeks or months without getting an offer. Or it can be frustrating to hire someone only to discover that they’re not a good fit. That’s Good HR can often provide insights you don’t get when you’re navigating the hiring process on your own. If a company is struggling to land a candidate, That’s Good HR can query candidates after the interviews to find out valuable feedback from a candidate’s perspective. They can also gather feedback for job seekers who may wonder why they can’t seem to secure an offer, so the candidate can make the necessary changes to become more marketable. We’ll stick around after the initial hiring process, to handle any onboarding or communication challenges.

At That’s Good HR, we believe in going beyond what you can expect from a staffing agency. In fact, a review of our recent employer feedback forms indicated that 83% believed That’s Good HR’s processes for submitting resumes, scheduling interviews and communication are better than the competition. We’re especially proud to say that 100% responded that they would refer That’s Good HR to others.

Staffing agencies like That’s Good HR are essential job partners in the hiring process. Whether you’re a job seeker who is open to new professional challenges or an employer who needs to fill an opening quickly. You can trust That’s Good HR to be your hiring specialist.

Employees: Send us your resume at https://thatsgoodhr.com/job-seekers/

Employers: Contact us at https://thatsgoodhr.com/employers/ to discuss open positions you need to fill now.

HR Insights

Can a Temporary Job Teach You New Skills?

skills
Mary Springer headshot
Mary Springer
Partner
August 17, 2023
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Are you looking for ways to update your current skill set? You’re never too old to learn something new, and temporary jobs may offer you a chance to gain valuable experience as you explore new industries and proficiencies.

Learning on the job

People in the training industry like to talk about the 70-20-10 Model for Learning and Development. This school of thought believes that different experiences contribute to your overall knowledge base. About 70% of what you learn comes from on-the-job experiences. Meanwhile, 20% comes from interactions with others, while 10% comes from formal education.

How does this translate into a temporary job? Suppose you’ve taken some formal online courses in Excel, the popular spreadsheet program that is used in so many professional settings. If you are going to excel in Excel, though, you need to put your knowledge to work, literally. Your formal training accounts for only about 10% of what you are going to learn about Excel. You’re looking for a mentor or manager who can show you some of the specific Excel tasks that formal training didn’t cover. That’s where the 20% number above comes in. The other 70% of your Excel knowledge will come from that daily experience to make you comfortable with the program.

Enter the temporary job. Many permanent job listings require Excel proficiency, and you may not feel like you’re there yet. However, a temporary job may give you a chance to improve upon your Excel knowledge while you’re exercising those skills regularly. When the contract is up, your resume can be updated to include “proficient in Excel,” which makes you a much more valuable candidate for open positions.

Acquiring transferable skills

Let’s shift gears a bit and talk about transferable skills, which also contribute to your resume. Transferable skills are those soft skills that play a hard role in workplace productivity. Whether you’re a recent graduate or someone who has been out of the workforce for a while, you may wonder how you’re going to attain the transferable skills you need to be a valuable contributor. What sort of skills can you learn when you’re working in a temporary position?

Teamwork contributes to a company’s overall performance. When a temporary assignment sends you to a new setting, you’re forced to become acquainted with different people and personalities, and you learn to work harmoniously with others.

Organization comes in handy when you’re working in a temporary job. If you’re moving from one job to another over a short period of time, you must keep your tasks and priorities in order. If you’re not the most organized person – and we’re not judging anyone – a few temporary positions may force you to stay on top of what’s going on, whether you’re taking better notes or working on time management skills.

Communication is yet another skill that you’ll be using in a temporary role, especially as you’re meeting people and getting your brain around your new tasks. Communication is key to productivity on the job, and learning to communicate effectively can make you a much more valuable candidate!

Learning to explore new industries

Have you ever wanted to find out what it’s like to work in a different industry? Some fields may seem glamorous to an outsider, but you really won’t know what they’re like until you’re inside the office doors. Other industries might sound dull or boring, but that changes once you’re working for them and learning about potential career paths and opportunities. Temporary jobs can open the door to a world of industries you never consider exploring. For instance, you may have thought you weren’t a good match for a medical office setting, because you’ve always been squeamish about visiting the doctor. A temporary placement in a doctor’s office may reveal that you love being part of someone’s healthcare journey.

Granted, temporary jobs aren’t the answer for someone who is looking to switch careers and needs specific, intensive training. A temporary job can introduce you to the airline industry, but you won’t be earning your pilot’s license there. However, temporary jobs are a valuable option for employees who are trying to shift their focus and acquire new job skills that will give them a fresh professional outlook.

These aren’t your mother’s temporary jobs. Today’s temporary jobs can leave lasting impressions and introduce you to new skills and new people within your professional network. The schoolchildren aren’t the only ones who can learn something new this fall. Check out our job board or reach out to That’s Good HR to find out how we can help you grow into a new career or professional opportunity.

Tips

The Pros and Cons of Recruiting Through Social Media

Pros and cons of recruiting through social media
Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
June 6, 2023
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It’s tempting to rely on social media for your hiring needs. Chances are, you have an active account on several social and professional platforms. You’re already connected to a broad audience, and you can use social media to get a first look at potential candidates. However, recruiting solely through online networks has its drawbacks as well. It’s one of the reasons why That’s Good HR takes a personal approach to staffing.

Let’s look at the pros and cons of recruiting through social media.

Social media recruiting advantages

When it comes to finding the right person for the job, social media can generate quick leads. According to Zippia research, 84% of organizations recruit via social media. Some of the advantages can seem obvious:

  • Job listings can be posted quickly.
  • Recruiting may not carry an initial cost.
  • Social media can act as a referral service when someone within your network shares your listing.
  • Your opening may reach passive jobseekers who aren’t actively searching for a new position.

Social media recruiting disadvantages

But just as every coin has a flip side, social media recruiting has its drawbacks as well. Social media may not be an effective tool for finding the best candidates, and here’s why:

Online profiles can be unreliable

It can be tempting to peek at a candidate’s social media presence before you start the interview process. Let’s face it. You don’t always get the full picture from someone’s sanitized and polished profile. You may miss out on pertinent information if someone hasn’t updated their profile in a while. Additionally, you could be scrutinizing the wrong person – lots of people have similar names and can show up in a quick online search.

You may be limited by character constraints

Social media has been designed for quick check-ins and conversations. Some channels limit how much you can say or share in a post. Although you may be able to add a link to your job listing, you can’t guarantee that candidates are going to click on it.

Your message doesn’t always reach the right audience

Social media channels have spent a lot of time and research deciding which posts show up at the top of your feed and which get buried under the avalanche of baby announcements and lunch descriptions. Even if you set your profile to public, you cannot guarantee that your job listings connect with the best candidates.

There are a lot of fraudulent job listings

Unfortunately, social media job listings also include unscrupulous schemes designed to steal money and personal information from unsuspecting job seekers. Of course, you’re legitimate, but someone who has been burned by a fake listing may be less likely to respond to any online opportunities.

Social media can feed into your biases

Suppose you have an interesting candidate. You check out her TikTok and discover that she holds a certain opinion. Or, you look at his Instagram account and discover he spends his free time doing something you think is boring. It is easy to focus on someone’s flaws when you’re only viewing them through a social media lens.

Finding the right candidate can take a lot of work

When you post a listing on social media, you’re opening your inbox up to everyone. It takes time to sift through the potential candidates and weed out those who aren’t qualified or don’t match your company’s personality and priorities. Finding the right candidate on social media can lead to an inefficient recruiting process.

How can That’s Good HR give you the hiring advantage?

That’s Good HR uses a unique combination of social media recruiting and personal interviews to identify qualified candidates for your open position. We start each match by talking to employers to find out what’s important. Our recruiters also work with potential candidates to understand their qualifications and professional plans. With our vast talent pool, we can often locate qualified candidates in days. We also take on the task of picking the best of the best, allowing you to focus on the top matches.

Social media can be a recruiting tool, but That’s Good HR is your recruiting specialist. How can we give your company a hiring advantage? Let’s talk soon.

Tips

Understanding Generation Z in the Workplace

Understanding Generation Z in the Workplace
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
May 18, 2023
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They’re known as Generation Z, a designation for anyone born since 1997. As they enter the workforce, these youngest employees bring unique traits and talents that will reshape the business world. They currently account for about 13 percent of the workforce, but by the end of the decade they’ll make up a third of all employees. What do you need to know about hiring – and retaining – this generation?

Key Generation Z characteristics

As Generation Z enters the workplace, it’s important to know what’s important to them. Here are a few common defining characteristics we discovered in our research.

Money matters

They may have a reputation for being less materialistic than their parents and grandparents, but Generation Z still has money on their minds. Remember, this is a generation who grew up during the Great Recession. They may be carrying student debt. They worry that they’ll never achieve the American Dream of homeownership and financial security. They also believe they need more money than other generations to achieve financial security.

Generation Z is tech savvy

Generation Z didn’t have to be taught how to use smart phones and other emerging technology. They grew up with it, from the tablet designed to stimulate their toddler minds to the social media apps that their parents struggle to keep up with. They want to come to a workplace that is already outfitted with the latest technology. In fact, more than a quarter of Generation Z workers say outdated technology would affect their work performance.

They value inclusion

Generation Z is the most ethnically and racially diverse generation yet. They place a high importance on workplace inclusivity and the company’s commitment to diversity, equity, and inclusion. Many Generation Z employees actively seek a company whose values and culture reflect their own. A diverse workforce can seem more welcoming to a new employee who places a priority on such matters.

They like to work from home

This generation may have spent their last years of high school or college navigating the remote work model, thanks to pandemic shutdown. They understand remote technology and communicating via screens rather than in-person. They had a crash course in online collaboration and feel quite comfortable working remotely. Even so, a handful of them want to be with people at work. According to a study from GOBankingRates.com, 17 percent of the Generation Z respondents preferred hybrid schedules, while 14 percent said they didn’t want to work remotely at all.

They are always open to new professional opportunities

That’s a nice way of saying this group isn’t afraid to switch jobs for something they perceive as better. They don’t worry about a reputation for job-hopping. Instead, they are prepared to move on to another workplace to achieve their professional goals.

Hiring and retaining the Generation Z employee

Generation Z has proven themselves to be adaptable and can take on different roles within the organization. Their ability to adapt to changing circumstances is an ideal trait in a crisis situation. However, they may be harder to retain, making onboarding and continued collaboration a priority for employers who need a stable workforce. Follow the suggestions below to welcome and maintain a Generation Z workforce.

Mentor Generation Z as needed

Generation Z is always on the lookout for new growth opportunities, either within or outside of your organization. By nurturing a collaborative culture in the workplace – whether on-site or remotely – companies can ensure that these newest workers feel comfortable asking questions and seeking out guidance.

Consider a remote or hybrid schedule

If your company can function with a remote or hybrid schedule, consider offering the option to your employees. Be careful, however, about isolating employees who are working from home. Plan regular communication through online meetings and occasional onsite gatherings.

Offer a competitive compensation package

Generation Z – like most of us – still focuses on the bottom line. Make sure your company salaries are in line with the local market, and consider other perks like paid time off, health and wellness benefits and mental health plans.

Working with Generation Z

Gen Z may be unfairly battling a stereotype of a poor work ethic and a reluctance to work as hard as their coworkers did in their 20s. Leave that stereotype at the office door. Gen Z employees – like all generations – tend to work better in a collaborative environment with coworkers who treat them as equals. There’s a lot you can learn from Gen Z, especially in a changing business environment that embraces new technology and standards.

Reach out to them

Even if you and your Gen Z colleagues are working a hybrid or remote schedule, remember that Gen Z is still looking for workplace connections. Use your company’s messaging system and onsite meetings to get to know each other.

Share resources

Gen Z experiences anxiety at almost double the levels reported by millennial and Gen X generations, and triple the levels of anxiety reported by Baby Boomers. Resist the urge to scoff at these statistics and instead be open to sharing company resources and coping skills that have worked in your experience.

Be open to learning from them.

Businesses flourish when they are open to change. Don’t discount new ideas from the newbies. In addition to being tech savvy, Gen Z’s ability to adapt may be invaluable during a crisis situation. That’s going to benefit everyone at work.

Today’s workforce continues to change and evolve. Fortunately, That’s Good HR takes pride in staying on top of the latest hiring trends and can help facilitate communications different generations. Let us help you meet your hiring and job search challenges.

Tips

The Power of Taking a Gap Year

Gap year
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
April 25, 2023
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Graduation season is upon us. You’re surrounded by people who seem to know what they want to do for the rest of their lives. On the other hand, you’re still working on that decision. Is this something you can figure out as you move forward? Or, is it time to step back and take a good look inward? Maybe it’s time to consider a gap year.

A gap year is typically a point in your life journey where you postpone the big decisions – where you’re going to college, what you’re going to do for the rest of your life, what’s important to you – and give yourself time to figure things out. A gap year typically falls before or after college. But, it can occur at any point where you just want to regroup. Is a gap year right for you? Perhaps. If it was good enough for the president’s daughter, maybe it’s something you should consider.

Gap year advantages

Taking time off before college or a career commitment gives you a chance to focus on what you really want to do next. Let’s look at some of the advantages of taking a gap year:

You form new relationships. If you’ve been primarily surrounded by your peer group all your life, you can miss out on the wisdom of people you don’t normally rub shoulders with. A gap year allows you to begin creating a network of friends and colleagues who come from different backgrounds and points of view. By stepping outside of your comfortable circle, you may meet someone who helps you connect the dots to your own true passion.

You give yourself an extra year of experience. There’s something to be said for starting college or your professional life with an additional year of life experience. Gap years can force people to become more independent, especially if they are taking on the responsibility of paying for their own expenses or living within a budget. This unique perspective can help you focus on your priorities.

You save money. Let’s face it. College is expensive. If you’re undecided, you may want to postpone the first payment. Wait until you’re more certain about what you want to pursue.

You can develop soft skills. When we talk about work skills, you may automatically default to things you learn in a classroom, like creating databases, writing papers and programming computers. But successful professionals also must possess so-called soft skills, like communication, creativity, conflict resolution or adaptability. These skills can’t always be taught, although they must be learned. Giving yourself a year or so to learn these skills from coworkers and colleagues can add value to your next life chapter.

You find out what you don’t want to do. Many people go into college and their careers with someone else’s dreams. Maybe your parents encouraged you to pursue architecture because you made a mean Lego town. Or maybe you chose a journalism major because you like to write. If you plan accordingly, a gap year allows you to explore these careers without making a commitment. Sometimes an administrative job within a certain profession can open your eyes to the reality of the job. You may love what you see, or you may decide to pursue something else in the long run.

Filling in the gap (year)

Let’s be clear. Gap years are not synonymous with vacations. If you’re giving yourself an extra year or two to figure out what’s important, you are going to have to put in some work on your end. Use the gap year to expand your knowledge base. Become familiar with pertinent life skills like living within your means and shopping for the best automobile insurance rates. Look for professional opportunities that expose you to different people and careers.

That’s Good HR is a great partner for your gap year, because we have leads on many temporary or temp-to-hire positions in Indianapolis and the surrounding areas. These jobs aren’t a lifetime commitment – or even a permanent placement. Instead, they expose you to workplaces and professionals who can open your eyes to opportunities you may have never considered. Additionally, you can make money to fund your eventual dreams, whether they involve continuing education or moving to a new locale.

If you’re not quite ready to jump into college or the professional workplace, a gap year may be the right choice for you. That’s Good HR can help you find the right job opportunities to fill the year and make the most of this important investment. Remember, there’s no set rule about how to navigate your eventual career journey. If a gap year sounds right for you, let’s talk.

Tips

5 Tips for Constructive Employee Feedback

Constructive employee feedback
Mary Springer headshot
Mary Springer
Partner
April 17, 2023
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Constructive employee feedback is pivotal in the workplace. Feedback allows employees to adjust their behavior to meet their employers’ expectations. Furthermore, it helps managers communicate effectively to ensure that both the parties are on the same page. Constructive feedback is an effective tool for improving employee performance and mindset in the workplace.

But that doesn’t mean it’s easy. Managers and others who are tasked with overseeing employees may dread these conversations. What can start out as a simple discussion may unwittingly evolve into a tense conversation. However, skipping the conversation is rarely productive, especially when certain behaviors need to be addressed. How can managers and employers offer feedback that is productive and effective?

At That’s Good HR, we have more than 20 years’ experience working with some of the Indianapolis area’s best employers. As part of our staffing services, we often serve as the middleman between employers and employees during those important first few months in the workplace. Thanks to experience and countless conversations, we have been able to see what works and what doesn’t. Read on for our five tips on constructive employee feedback.

Feedback matters

When you set aside time for a review, you’re telling your employees that their position in the business is important. You’re also communicating a commitment to continued employee growth and development. By following the tips below, you’re opening the door to an evolving relationship and better business practices that ultimately make your company – and your employees – stronger.

1. Give feedback in person

Most businesses have perfected the art of communicating electronically, but constructive employee feedback conversations should be done face-to-face. It’s too easy to misread tone in an email or text. If the employee is a remote worker, set up a time for a phone or video conversation. Make sure you’re in a safe, private place. These discussions can become emotional, and everyone deserves to know that their responses are staying within the room.

2. Stay specific and problem focused

It may be easy to give orders without explaining their rationale. For instance, punctuality can be a game-changer in many workplaces. But not every employee may fully appreciate its importance. If you tell an employee to quit coming in late, you’re giving an order. If you have a conversation that begins with a discussion of why it’s important for the employee to come to work on time, you’re helping them understand that their 15-minute delay can have repercussions on coworkers and customers. Make observations, not accusations. Say, “I notice that you have been arriving late to work a few times a week. What’s going on?” instead of “You’re almost always late.” There may be an underlying issue you can easily address.

3. Praise is an important part of constructive employee feedback

It’s easy to focus on what’s not being done correctly. On the other hand, if you neglect to recognize the good things an employee does, you’re losing an important tool in establishing a trusting relationship. Positive feedback can lessen the blow, so to speak, of criticism. It tells the employee that you recognize the work they are doing and reinforces that you are a manager who appreciates their efforts.

4. Be sincere

In a thriving business relationship, feedback can benefit both the employee and the company. Reinforce the message that you want the employee to succeed. Ultimately, an empowered and improved workforce is going to strengthen the business. You’re not offering constructive employee feedback because you want employees to fail. You’re offering it because you know they have the potential to contribute. Nobody is a finished product – not you, not the employee. Reinforce the message that you never stop growing, and feedback can help you become stronger and more productive.

5. Be open to feedback in return

Feedback goes both ways. Your conversations with employees should include a chance for them to voice their concerns. This isn’t always obvious. You may have employees who are happy to volunteer their own observations and solutions, but others aren’t so forthcoming. Open the door for feedback. Even a simple “How can I help you do your job better” may uncover solutions you hadn’t considered. Be open to these answers.

Constructive employee feedback should be part of every workplace. At That’s Good HR, we stay engaged in the employee relationship even after the initial hiring process, facilitating conversations and making sure feedback is reaching the proper recipients.  Let us help you with your next staffing challenge. Reach out now to talk about solutions.

Job Advice

Ghosting Your Interview or Job is Never OK – Here’s What to Do Instead

Ghosting a job
Mary Springer headshot
Mary Springer
Partner
February 23, 2023
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You’ve heard about ghosting in romantic relationships, but did you know it happens in work settings as well? While most candidates and employers maintain a professional relationship throughout the interview and hiring process, some candidates and employees may opt to disappear, skipping out on interviews or no longer coming to work.

A 2021 study by Indeed indicated that 28% of job seekers had ghosted an employer either during the hiring process or once they were on the job. What may seem like a casual decision can have catastrophic consequences. One solitary instance of ghosting can haunt you indefinitely. Local employers are often connected through networking and professional relationships. Word gets around, and you don’t want to be the candidate who didn’t show up for an interview or simply quit coming to work one day.

Have you ever found yourself in a work situation where you don’t want to move forward? Read on for alternatives to ghosting and learn how you can communicate your concerns maturely and professionally.

During the interview process

When you answer a job listing advertisement, you’re moving forward with limited information. A short job description can sound promising, but once you talk to a recruiter you realize that you’re not necessarily a good fit for the role. It may be tempting to block the interviewer’s number and move on, but that can backfire.

Communicate your concerns. Transparency is an asset in the HR world. Even if the recruiter agrees that you’re not the right person for this position, you are keeping doors open. You simply don’t know if you’re going to run into this recruiter again, so don’t jeopardize a future connection with an amateur action.

Ask about flexibility. Does the salary seem too low for the position? Were you hoping for a hybrid schedule? It’s OK to convey your concerns early in the interview. If there’s flexibility within the company, you can start a conversation. If those salary numbers and job description are set in stone, you’re not wasting each other’s time, but you’re also ending the conversation on a high note.

Handle emergencies responsibly. Recruiters understand that unexpected things can happen. If something comes up that precludes a scheduled interview, let the recruiter know right away. However, let’s be frank. Not everything is an emergency. Having an attack of appendicitis and winding up at the hospital is an emergency. Getting an invitation to go out with friends at the same time you scheduled an interview is not. If you do encounter an emergency, send a quick note to the recruiter that reiterates your interest, explains the problem, and lists options for rescheduling.

Once you’re on the job

You’ve accepted the offer and started the new role. A couple weeks in, though, you realize it’s not what you were hoping for. You’re experiencing problems at home and feeling overwhelmed by life. It can be tempting to just quit showing up while you regroup and get your head together, but that is not only detrimental to your future, it is also disrupting the employer as well.

Share concerns with your immediate supervisor. Nobody wants to be known as a whiner at work. However, companies need to recognize what is and isn’t working for their employees. If your new job is asking for too many overtime shifts, find out if that’s a temporary issue during a busy time or if that’s how the work schedule is always going to go. Don’t make rash decisions blindly.

Leave graciously. If you’re unhappy with a job and don’t see anything changing, learn how to walk away without damaging your professional future. Offer a two-week notice and reinforce the message that you appreciate the time the employer has invested in you. Remember, the supervisor you’re thinking of ghosting today may wind up moving to a different company next month. Reputations matter.

Working with That’s Good HR

One of the benefits of working with a staffing agency like That’s Good HR is that you have a middleman, so to speak, who can advocate for you or help you with the difficult scenarios. Our temp-to-hire model allows parties to test the waters of a new job to ensure that it’s a good fit on both sides. Temporary positions have a specific start and end date, but they offer a valuable opportunity to become acquainted with a potential employer and make new professional connections. These short-term wins can lead to long-term employment.

Ghosting is never an effective professional solution. Learn how to keep your options open while you navigate challenging situations. At That’s Good HR, we’re committed to helping you find a job that meets your qualifications and needs. Let’s work together.

Staffing

4 Reasons to Partner With That’s Good HR for Your Staffing Needs

Mary Springer headshot
Mary Springer
Partner
February 14, 2023
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There’s intense competition for the best employees these days. With unemployment at its lowest rate since 1969, companies have to do more than list an opening on their favorite job board and wait for the best employees to find them. How can you stand out among hiring companies and add value to your business? You partner with a staffing professional, like That’s Good HR. With more than two decades in the Indy market, That’s Good HR has valuable experience delivering personalized job solutions to local employers.

Here are four good reasons to partner with That’s Good HR in 2023 and beyond:

That’s Good HR makes referrals

The adage of “it’s not what you know, it’s who you know” comes into play when we’re talking about referrals. When you rely on referrals, you give yourself an immediate hiring advantage. That’s Good HR has a large referral network of candidates who have worked with us in the past or are currently looking for new professional opportunities. We know which candidates bring their A-game to the job every day and which ones have not worked out in past positions. This inside staffing information will save you time and money in the hiring process.

That’s Good HR represents your company brand

Your company’s brand is more than just a cool logo and color palette. Your company’s reputation can be a dealbreaker to candidates who are scoping you out on various social media sites and professional organizations. That’s why it’s important to pay attention to the messages you convey during every step of the hiring process and beyond. When you partner with That’s Good HR for your staffing needs, we are your company’s voice, offering every candidate the highest level of professionalism that we take pride in. We also act as an intermediate, facilitating communication and feedback from candidates. We can give you guidance on your hiring process and let you know what’s working – and what’s not.

That’s Good HR understands the value of flexible scheduling

As the working world strove to recover from pandemic-related work upheavals, some employers struggled to bring employees back into the office. A work-from-home option has become a professional game changer in hiring practices, and That’s Good HR can help you determine if your position is applicable to a flexible schedule. Certainly there are industries that require employees to be physically present. But, if your employees can be productive while working from home at least some of the time, you may discover that this option makes you a lot more appealing to potential candidates.

That’s Good HR has a strong onboarding process

The hiring process shouldn’t end with the job offer. Having a strong onboarding process ensures that your newest employee feels comfortable and engaged from Day 1. That’s Good HR can incorporate our team into your onboarding process, especially with temp-to-hire positions. We’re a voice for both sides of the hiring equation, making sure the employee feels comfortable in the new role and helping employers address any situations that may arise in those pivotal first few weeks. With turnover costing employers valuable time and money, we believe it is important to keep the lines of communication open so we can help address any initial problems or concerns.

When you need to fill an open position, you have several options. You can hire from within. You can place an ad on your favorite online job site and wait for the avalanche of resumes from candidates who may or may not be qualified for the position. Or, you can team up with a staffing partner like That’s Good HR. Thanks to our rich history of making professional matches in the Indy market, we can give you a head start in the hiring process. We have a database of thousands of candidates who have already been interviewed and vetted by our recruiters. Not only that, but we may also be able to help you make informed hiring decisions based on candidates’ previous placement history within our database. We can talk to you about your specific hiring needs and offer suggestions based on what has and hasn’t worked for other similar companies.

Get a head start on the best candidates when you work with That’s Good HR. Get in touch today and we will talk about how you can grow your company with the best candidates in the Indy area market.

Staffing

Recruiting Under the Radar

Recruiting under the radar
Mary Springer headshot
Mary Springer
Partner
January 9, 2023
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Let’s talk about recruiting under the radar. Recruiting under the radar may sound like an undercover operation, but it has a very real business application for today’s employers and HR professionals. Occasionally you find yourself with an employee who is underperforming. You’ve invested time and training, but the employee isn’t accomplishing necessary job duties or is showing signs of disengagement, like consistent absences and an inability to follow through on assigned tasks. To put it simply, the employee is not a good fit for the role, and you need to hire someone who is.

Here, timing is everything. After all, businesses often comprise several positions that are designed to work together. Ideally you want to minimize the time between releasing your current employee and onboarding your new one. You don’t want to post the role on the company website because the current employee may find out and leave abruptly. You need to recruit, but you need to recruit under the radar.

That’s Good HR can help. In addition to recruiting, we’re known as professional problem solvers. Read on to see how we’ll work to quietly match you with a candidate whose skills and experience allow them to seamlessly integrate into you team.

We’ll recruit confidentially

As our recruiters communicate with interested candidates, we can remain vague about the company’s identity until you feel comfortable disclosing it. We can also reach out to candidates who have worked with us in the past. Because we have an established relationship, the candidate knows we pride ourselves on integrity and working with the Indianapolis area’s top employers. A specific company name isn’t necessary to get the recruiting process underway.

We’ll set up interviews in a neutral location

If you’re not comfortable interviewing candidates in your own offices, we’ll work with you to find a quiet spot outside the office. This may be something as casual as your local coffee shop. We can also offer you space inside the That’s Good HR offices off 86th Street and Keystone in Indianapolis.

We’ll be your partner throughout the recruiting process and beyond

That’s Good HR doesn’t disappear after the initial match is made. Instead, we stay in touch with employers and employees, working to facilitate continued communications. The new hire phase can be tricky, and everyone benefits when That’s Good HR is part of the process. We welcome honest feedback from all parties to help companies to recruit and retain the best talent.

Recruiting in today’s hiring market can be a challenge, and that challenge is magnified when you’re trying to accomplish the process quickly and quietly. That’s Good HR offers staffing solutions for all your hiring challenges, even those that require a discreet approach. Let us help you find the perfect match. https://thatsgoodhr.com/employers/.

Staffing

What We Learned From Our LinkedIn Polls – Employer Edition

LinkedIn polls offer new insights.
Mary Springer headshot
Mary Springer
Partner
December 8, 2022
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Have you answered one of our LinkedIn online polls this year? These periodic queries offer a unique vantage point for understanding the Indianapolis-area job market from both the employee and employer point-of-view. As we finish 2022, let’s look at what insights our followers can give employers who want to start the year off right in 2023.

Benefits matter

Our research tells that benefits are an integral part of any employment package. With today’s competitive job market, you want to be able to attract the best talent to make your company stronger and more productive. We asked our followers to choose one benefit out of a list of four:

·        Four-day work week

·        Remote work option

·        Unlimited PTO

·        Fully paid health insurance

We had a statistical tie for first, with the four-day work week and remote work option each receiving 36% of the vote. In fact, we’ve known for a while that remote work is reshaping requirement and hiring. This survey seems to agree.

The power of referrals

Finding the right candidates in today’s job market can be a challenge. According to Training Magazine’s 2021 Training Industry Report, companies spend an average of $1,071 to train a new employee. Subsequently, you want to find the right candidate the first time. How do companies find new employees? According to our LinkedIN poll, referral by another employee is the top solution. At That’s Good HR, we often rely on referrals to place qualified candidates in positions best suited for their talent and skill set.

Making them an offer

The best defense is a good offense, and many of our client companies stay ahead of the game by adjusting their hiring strategies. When we asked our LinkedIn followers how they had modified their offer packages to attract the best talent, we had them choose between four options:

·        A flexible schedule or remote work

·        Better compensation

·        Extra benefits

·        A sign-on bonus

The answers also tell us what we’ve discovered over the course of 2022. A whopping 60% percent of those responding say remote work and flexible schedules help employers land – and keep – qualified candidates. Better compensation was cited by 20% of those who responded.

What is 2023 bringing to the hiring market? We’re reading the same headlines as you are and wondering if the economy is going to bounce back or whether we’re facing a recession. In these uncertain times, you deserve a staffing expert on your side. The professional staff at That’s Good HR invests the necessary time to understand what your company is looking for in an employee. Above all, we appreciate that your time is valuable, and we will only refer candidates whose unique skills answer your company’s individual needs. We’ll also stick around to troubleshoot any problems that arise and continue to work to meet your company’s hiring goals. At That’s Good HR, the match matters. We’d love to help you. Reach out now for more information.

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