Hiring resources

Hiring on a Budget in Indianapolis? 4 Smart Ways to Compete Without Raising Salaries

October 25, 2025

If you’re trying to hire employees on a budget in Indianapolis, you’re not alone.

Finding top talent remains competitive, yet most employers don’t have the budget to outbid their competition.

The good news is that money isn’t the only motivator. With the right mix of creativity, flexibility, and speed, you can attract the right candidates without blowing up your payroll.

At That’s Good HR, we’ve been helping Indianapolis employers find talent through every kind of market shift for the past 20+ years.

From recession-era budgets to post-pandemic hiring crunches, we know how to make your roles stand out when your salary range can’t stretch any further.

Before you decide how far your budget can stretch, check out our Indy Salary Guide for real-time data on what local candidates are earning across industries.

Knowing where you stand helps you stay competitive, even when you can’t raise pay.

Creative Ways to Attract Talent When Hiring Employees on a Budget

You may not be able to increase salaries… but you can absolutely increase appeal. In the current hiring landscape, soft perks carry major weight.

Today’s top candidates care about how it feels to work for you almost as much as what they earn.

We’ve seen countless candidates accept offers from clients who lead with trust and flexibility, even when the pay wasn’t the highest on the table.

Here’s how to stand out without spending more:

Flexibility That Actually Means Something

You don’t need to reinvent the wheel, just make it easier for folks to show up wherever they work best. A little autonomy can go a long way in attracting people who want balance and flexibility.

Whether it’s hybrid scheduling, remote options, or flexible start times, these perks signal trust and respect for employees as people.

According to Gallup, 6 out of 10 employees with remote-capable jobs desire a hybrid work arrangement.

We’ve seen many Indianapolis employers win over top talent simply by letting employees design a work schedule that fits their life.

It’s one of the simplest ways to stay competitive when hiring employees on a budget.

A Culture That Feels Real (Not Scripted)

A solid company culture is no longer a nice-to-have. It’s a make-or-break factor in hiring and retention.

Candidates are quick to spot when your values are simply copied on a careers page. They want to see those values in action: in how leaders communicate, how teams collaborate, and how people are treated on tough days.

A workplace that feels authentic, inclusive, and human can absolutely beat one that pays more.

When candidates sense they’ll be supported, the paycheck becomes part of the decision, not the whole story.

Work-Life Balance That’s More Than a Buzzword

You can’t slap “work-life balance” in a job post and call it a perk.

Candidates want real proof. That could mean avoiding after-hours emails, keeping workloads realistic, or setting clear boundaries during busy seasons.

When employees feel their time is respected, retention and productivity skyrocket.

Companies that genuinely walk the talk earn loyalty and often outperform competitors with bigger budgets.

The best part? Honoring work-life balance doesn’t cost a thing. It simply requires intention and consistency from leadership, and it’s one of the fastest ways to build a reputation as a place where people actually want to work.

Authentic Employee Recognition

Not every reward has to come with a paycheck. Simple, meaningful employee recognition, like celebrating wins, saying thank you, or involving employees in decision-making, builds engagement and pride.

Be abundant with your recognition and acknowledgment of employee efforts, and you’ll attract people who thrive on trust and ownership.

Plus, when employees feel seen in the workplace, they’re less likely to spend their lunch breaks browsing job boards.

Consistent recognition builds a culture where people want to stay because their efforts matter, not just because it’s convenient. Trust us, empowered employees will be your organization’s biggest champions, telling others exactly why your workplace is worth joining.

How to Attract Candidates Who Care About More Than Just the Paycheck

Hiring employees on a budget means getting strategic about what you’re really looking for.

Instead of chasing candidates who are purely money-motivated, you’ll need to focus on those who value long-term opportunity and cultural alignment.

That’s why, at That’s Good HR, we screen candidates for more than just skills. We look for people who ask thoughtful questions, show curiosity, and see the bigger picture of growth within your organization.

Here’s how to attract candidates who see your role as a career move, not just a pit stop:

Create a Candidate Experience That Wins

Here’s a secret from the staffing world:

Speed beats salary more often than you think.

Candidates who feel valued and respected throughout the hiring process are far more likely to choose your offer, even if it isn’t the highest one.

Cut unnecessary interview rounds, tighten decision timelines, and keep communication consistent.

A hiring process that moves efficiently signals confidence and organization. That alone can set you apart from competitors who are still “circling back” two weeks later.

Typically, That’s Good HR clients who prioritize responsiveness often secure top talent before competitors even send their second email.

Let’s face it: in hiring, slow and steady does not win the race.

Write Job Descriptions That Sell

Hiring employees on a budget starts long before the first interview. It starts with the job description.

The best candidates won’t apply if your job posting reads like a laundry list of lofty demands.

Focus on what makes your workplace a great place to grow. Lead with your values, team environment, or leadership style, and be honest about what success looks like in the role.

Skip corporate jargon and get specific about impact.

During interviews, keep your tone consistent. The clearer and more authentic you are, the more likely you’ll attract people who are genuinely aligned, and alignment is priceless when you’re hiring on a budget.

Be Transparent About Growth Opportunities

When you’re hiring employees on a budget, honesty about what’s next can be your biggest advantage.

Candidates who care about more than the paycheck want to know they’re stepping into a role that leads somewhere, whether that’s skill development, mentorship, or future promotions.

Be upfront about the career path, even if it’s not fully mapped out yet. Talk about how your company invests in learning or cross-training.

When candidates can see a future with you, they’re less focused on the starting number and more focused on the long-term payoff.

Compete Creatively, Hire Smarter

Raising salaries isn’t the only way to win the hiring game. When you combine strategic staffing partnerships, thoughtful perks, and a standout candidate experience, you can still compete with companies twice your size (and budget).

The key is to focus on what truly makes people want to stay: authentic leadership, balance, growth, and a sense of belonging.

Employers who invest in those areas build teams that perform better and turnover less, no signing bonus required.

In a market that rewards creativity and consistency, the smartest hiring strategy isn’t about spending more. It’s about hiring with intention.

Want to see how your pay ranges stack up? Download our Indy Salary Guide to stay competitive in the Indianapolis market.

Inside, you’ll find up-to-date salary data and insights across industries, giving you the knowledge you need to attract and retain top talent, without overextending your budget.

How That’s Good HR Helps Indianapolis Employers Hire Smarter

At That’s Good HR, hiring employees on a budget means getting strategic, not settling for less.

Our team connects Indianapolis employers with top candidates who value culture, growth, and opportunity just as much as compensation.

Whether you need temp, temp-to-hire, or direct placements, we’ll help you find the right fit quickly and cost-effectively.

With over two decades of local experience, we understand what makes the Indianapolis talent tick.

Great hires don’t always come with the biggest price tags. Build your team smarter with the help of That’s Good HR.

Submit a job here to get started.

Hiring resources

Admin Pay Rates in Indianapolis: What You Should Be Offering in 2025

Greta Cline

Partner, CFO/COO

September 27, 2025

Hiring administrative talent in 2025? You might want to take a fresh look at what you’re offering (You can count on it being more than you paid in 2017).

Admin professionals are the backbone of your business (ours, too!), and those outdated pay ranges don’t cut it anymore.

In a city like Indianapolis, where competition is heating up, underpaying your admins isn’t just a bad look. It’s a fast track to losing talent before you even hit “schedule interview.”

So, how much should you actually be paying your admins this year?

We’re here to break it down.

What’s the Going Rate for Admin Roles in Indianapolis?

At That’s Good HR, we place hundreds of administrative professionals every year, so when it comes to understanding what’s normal, what’s generous, and what’s going to make candidates ghost your offer, we’ve got the inside scoop.

Here’s what we’re seeing in 2025:

Entry-Level Administrative Assistants: $17–$22/hour

These are your front-line multitaskers, answering phones, managing calendars, prepping reports, and generally keeping things from falling apart.

While they may not have years of experience yet, they do bring strong communication skills, tech fluency, and the flexibility to jump into just about anything.

In 2025, $15/hour simply isn’t going to cut it for these folks, not when Costco is paying more with benefits.If you’re offering under $17 an hour, expect candidates to (politely) pass.

Mid-Level Admins & Office Managers: $45K–$55K

Mid-level admins and office managers often wear multiple hats, handling everything from onboarding and facilities to event planning and vendor relationships.

They’re not just organizing – they help run the show.

Their roles typically require a few years of experience, deep knowledge of internal systems, and the kind of calm-under-pressure presence that makes an office actually work.

If you want someone who can manage the chaos without breaking a sweat, this pay range is where you need to be.

Executive Assistants & HR Admins: $55K–$70K+

These professionals aren’t just supporting your leadership. They’re protecting their time, reputation, and calendar with military precision.

Experienced Executive Assistants often act as your strategic partner, juggling high-level communications, managing sensitive information, and keeping execs on track.

Meanwhile, HR Admins are the operational backbone of your people functions: tracking benefits, maintaining compliance, and ensuring a smooth onboarding process.

HR is more essential than ever, and paying at the higher end of this range is becoming the new norm for top-tier talent.

Let’s just say, if you’re asking someone to handle your CEO’s inbox, build onboarding flows, and manage internal comms, don’t be surprised if they ask for more than $60K.

Between inflation, cost-of-living shifts, and a tight labor market, these numbers are only trending upward. Admin professionals know their worth, and they’re not afraid to ask for it.

How Indy Employers Are Stepping Up

Gone are the days when a strong admin candidate would jump at a lowball offer just for the stability. In 2025, they’re comparing benefits, flexibility, growth potential, and, of course, compensation.

According to LinkedIn’s 2024 Future of Recruiting report, the average time-to-hire has increased 18% since early 2023.

That means fewer people actively job hunting, which makes the admin candidates who are open to new opportunities even more valuable (and more selective).

So, if you’re trying to attract top-tier administrative talent this year, your offer needs to stand out.

Let’s explore what today’s admin professionals are really looking for, and how Indy employers are rising to the occasion with smarter, more competitive offers.

Better Benefits = Better Hires

It’s not just about pay anymore.

To stand out in a competitive market, many companies are revamping their benefits packages, offering more PTO, improved healthcare options, mental health support, and even student loan assistance.

These extra offerings show candidates that you’re investing in their well-being, not just their output. And when someone has three different job offers with similar admin salaries? Benefits are often what tip the scale.

If you’re rethinking your benefits package or wondering what other Indy employers are offering, our Hiring & Benefits Guide is a great place to start.

It’s packed with local insights to help you stay competitive, without the guessing.

Flexibility Is the New Non-Negotiable

Forget ping pong tables and pizza Fridays. Today’s admin professionals are looking for flexibility first.

Hybrid work arrangements are quickly becoming the norm, not the perk. And if you’re still requiring 5 days a week in the office for a $40K role? That admin candidate just ghosted your calendar invite.

We’re seeing more Indianapolis employers adapt by offering 2–3 remote days per week or flexible start/end times when possible, and it’s making a huge difference in attracting talent.

You’re Not Just Competing Locally Anymore

Thanks to remote work, Indy admin candidates aren’t just comparing your offer to one across town. They’re comparing it to one from Chicago, Atlanta, or a fully remote role at a company in California with a way bigger budget.

That means your admin salary needs to be competitive not just for Indianapolis, but for a broader market.

If your offer isn’t keeping up, your ideal candidate may never even apply.

What Most Employers Get Wrong About Admin Pay

Let us be clear: administrative roles are not one-size-fits-all, or entry-level by default.

And yet, too many job postings still treat them that way.

Employers will offer $15/hour and expect a unicorn who can manage the front desk, coordinate travel, plan events, onboard new hires, and maybe even fix the printer…all before noon.

Sound familiar?

The truth is, today’s admin professionals bring a powerful mix of skills to the table: tech-savvy, multitasking under pressure, emotional intelligence, and strong communication. Many are the glue that holds an office together, and that level of value deserves to be compensated accordingly.

Underpaying these roles doesn’t just slow down your hiring process. It actively repels the kind of talent you’re hoping to attract, and it sends a message (loud and clear) that you may not understand the scope or importance of the work.Not sure if your salary range is hitting the mark?

Grab our Indy Salary Guide for a clear breakdown of current admin salaries in Indianapolis. We’re here to help make sure your next offer is competitive and not “cringe,” as the young admins say 😉

Want Admin Talent That Sticks Around? Start Here.

When you partner with a local staffing agency like That’s Good HR (hi, that’s us 👋), you’re not guessing what the market wants.

You’re getting real-time data and direct feedback from candidates, and that means less time wasted, better interviews, and stronger long-term hires.Visit our website to start the conversation.

We’ll help you find the right person, offer the right pay, and avoid a hiring headache altogether.

Hiring resources

5 Assumptions Hiring Managers Make That Are Actually Resume Bias in Disguise

Tiffany Moore

VP, Client Partnerships

July 14, 2025

It’s 8:47 AM. You’ve got a coffee in one hand, your inbox in the other, and 46 new resumes to review before your 10 o’clock meeting.

You start skimming. Scanning. Sorting.

“This person’s been in the same role too long.”
“Too junior.”
“This one’s way too much data entry – hard pass.”

And just like that, they’re gone.

But what if that last one, the “hard pass,” was your team’s next perfect hire?

The Resume Said “No” but The Interview Said “Absolutely”

This isn’t a hypothetical. It happens all the time with our clients at That’s Good HR.

A candidate came through with a resume that, at first glance, leaned heavily toward data entry.

On paper, it didn’t scream “perfect match.” In fact, the hiring manager initially passed without a second thought.

But we spoke with them, like we do with every candidate. We asked the right questions, dug into their experience, and heard something completely different:

A growth mindset.

Transferable skills in spades.

Energy, curiosity, and the ability to learn fast.

We brought that context back to the hiring manager. Thankfully, they trusted our insight and agreed to revisit the résumé.

The result was one incredible hire. The team was blown away, and they’re still raving about the decision.

So, let’s talk about the most common resume biases we see (and why they don’t hold up).

Common assumptions that could be holding back your hiring:

Resumes are meant to be quick filters, but when they become the only filter, they start to reinforce hiring habits that leave no room for nuance or context.

According to HR Dive, recruiters spend an average of just 6–8 seconds scanning a resume before deciding whether to move forward.

That doesn’t leave much time to understand the full potential of a talented candidate.

So, read this before tossing that potentially great candidate’s resume aside:

“They’ll get bored.”

Translation: This person looks too experienced for this role.

But what if they’re intentionally looking for stability, or a role that’s a better lifestyle fit?

Maybe they’re pivoting from burnout or want to sharpen a specific skill.

Assuming boredom based on years of experience is one of the fastest ways to overlook a candidate who might bring focus, reliability, and less ego to the table.

“This job looks like a step back for them.”

It might be. Or it might be a strategic move.

People make career changes for all sorts of reasons, personal priorities, industry changes, family needs, or just wanting a new challenge.

We ask candidates about this directly. And you know what we hear often?

“I want to get back to doing work I actually enjoy.”

“I’m looking for a team I can grow with.”

“I’ve been managing people for years, and I’m ready to be an expert again.”

A title change doesn’t always mean they’re settling. Sometimes it means they’ve finally figured out what they really want.

“The commute’s going to be a dealbreaker.”

Maybe it will be. Or maybe they saw the location, considered it, and applied anyway.

Either way, that’s their call to make.

We’ve seen candidates with long commutes stick around for years because the role, the team, or the growth opportunities made it worth it.

Don’t assume your personal dealbreakers are theirs.

When in doubt, ask. Or have our team ask…(we’ll shoot you straight) 😉

“They don’t have [YXZ] experience.”

Here’s our rule of thumb: if the job requires a very specific software background and you need someone to hit the ground running, that may be your sign to move on.

But more often, assuming experience, or lack thereof, closes the door too early. Especially when the candidate has complementary skills or a track record of picking up new systems quickly.

According to TestGorilla, nearly 60% of hiring managers say soft skills and adaptability matter more than hard skills when evaluating long-term potential.

So, why do we so often let a missing tool or system become a dealbreaker?Don’t miss out on someone just because they didn’t use your keywords in their resume header.

“They remind me of someone who didn’t work out.”

This one’s sneaky. It sounds harmless, but it is actually bias in a trench coat.

Just because a candidate shares a background, communication style, or resume structure with someone who flopped in the past doesn’t mean they’re doomed to repeat it.

Every person is different. Every situation is different. And past pain isn’t a reason to close the door on future potential.

What Resumes Can’t Show You (But That’s Good HR Can)

Sure, resumes are great for listing tasks and timelines, but they can’t show you the stuff that deeply matters day to day.

Here’s what you miss when judging a book by its (uhmm…) resume?

Attitude and willingness to learn
Communication and collaboration style
Culture fit and values alignment
Career goals or reasons for making a shift
Coachability and growth mindset

And that’s where That’s Good HR comes in.

When you outsource your hiring to us, we don’t just skim resumes and forward CVs.

We have real conversations with candidates. We dig into what makes them tick and what they’re really looking for.

We vet for soft skills and the skills that don’t always make it onto the bulleted list of a one-page resume.

This is how we help clients uncover talent that doesn’t just check boxes, but fits your culture, boosts team morale, and makes you wonder how you ever managed without them.

Looking Beyond the Resume

The next time you’re tempted to toss a résumé because it doesn’t check every single box, pause for a moment. Ask yourself:

Am I making an assumption here?
Could this person have transferable skills I’m overlooking?
Is this a true red flag, or just something that needs more context?

It only takes a few seconds to dismiss someone based on a job title, a gap, or a lack of a specific system.

But those quick filters can create blind spots, ones that cause you to overlook motivated, qualified, ready-to-grow candidates.

Make Smarter Hiring Decisions with That’s Good HR by Your Side

At That’s Good HR, we specialize in helping you see what resumes don’t show: attitude, adaptability, and the potential to thrive in your work environment.

We fill in the blanks, provide the context, and advocate for the kinds of candidates who often shine brightest, beyond the resume.

Because checking every box on paper? That’s not the goal. Building a stronger, more capable team is.

Visit our website to learn more or submit a job directly for hiring support from That’s Good HR.

Hiring resources

Cutting Through the Clutter: How to Attract the Right Candidates

Julie Johnson

Talent Acquisition Partner

April 11, 2025

Ever felt like your job postings are magnets for everyone except the candidates you *actually* want?

You’re not alone–it’s a common frustration among employers + HR pros.

In March 2024, there were nearly 605 million job seekers on Indeed.com. In a job market that is overflowing with candidates, finding and attracting the right talent can feel harder than ever.

But it doesn’t have to be–our team at That’s Good HR is here to help you nail the process so you can find the right talent from the start.

Knowing What to Look For in Your Applicants

Understanding the Qualities Needed to Nail the Job

Understanding the qualities and skills needed for success in a particular job role is extremely important.

Going beyond the technical abilities or expertise in a certain software, platform, or process and taking a closer look at the soft skills that matter can be the difference between finding candidates who can get the job done + excellence.

Is flexibility more important than strong organizational skills, or does the role require a nice mix of both?

Understanding your needs will not only make the recruitment process smoother but will help ensure the candidates with the greatest potential are the candidates who move forward.

Knowing What Your Company Needs

Take a moment to think about what truly drives your company’s success.

Is it a spirit of innovation, or does your organization rely more on collaboration + teamwork?

Understanding your company’s core values and culture can help you find candidates who won’t just fill a role but who will also lend themselves well to your team.

Knowing what your company needs is important and will help your new hire make a positive impact, not only in their specific tasks but also in the growth and success of your organization.

Diving Deeper Than the Resume

While resumes are great for giving a quick glimpse into a candidate’s background, there’s so much more to discover beyond an initial skim over a person’s CV.

In interviews, be intentional about having conversations about real-life scenarios that require quick problem-solving, resilience under pressure, and that showcase their ability to work both collaboratively and independently.

By discussing how they approach challenges and work with others, you’ll gain valuable insights into their likely future performance and how they may or may not adapt to your company’s culture.

Nailing the Job Description

Your job description is basically the first impression you make, giving candidates a look at what working at your company could be like.

A solid job description doesn’t just list out what the role involves–it also grabs the reader’s attention and encourages folks to use their time + energy to apply to your role.

Since the job description is usually the starting point of any hiring process, we’re all about nailing it, so that you can bring the right talent to your team as quickly as possible.

Balancing Culture with Job Requirements

Want to find applicants who not only meet the qualifications and work well within your team?

Lay out the skills and experience required for the job while finding creative ways and places to share your company’s culture.

According to LinkedIn, 70% of job seekers check out a company’s brand before taking the time to apply, so it’s key to show off your culture.

Share details about how your team works, your company values, and your mission to draw in the people who will truly succeed at your organization.

Job Descriptions “Missing Pieces”

Many job descriptions miss the mark when it comes to showing what really makes a job exciting and worth it.

Think about the cool perks your company + role offers–beyond the day-to-day tasks.

Is there potential for growth? Is there an opportunity for someone to make a big impact? Are there places where you can share about your company culture?

These “missing pieces” can make your listing stand out and are usually what applicants look for when deciding where to put their skills and time. In fact, around 71% of job seekers say it’s extremely important to see bits + pieces of company culture in a job description, according to Mosh JD.

The small details can really bring a role to life and show candidates the value and possibilities of being a part of your team.

Here are the job description must-haves we recommend:

Reflect Your Company’s Unique Voice: Skip the corporate jargon and capture what makes your company’s culture special by adding language and values that are unique to your organization.
Growth Opportunities: Be clear about the opportunities for professional development–this shows you’re invested in your employees’ career paths.
Essential Functions: Describe the main responsibilities and daily tasks of the role, focusing on how they contribute to the company’s goals.
Required Skills: List the specific technical and soft skills needed for the job, highlighting any unique traits that will make candidates shine.
Compensation Range: Give a clear rundown of the salary range, bonus potential, and any cool benefits that sweeten the overall compensation package.

Specific Job Responsibilities + Expectations

Vague job descriptions can lead to a ton of applications from people who aren’t a good fit, so getting the details right about the job (and what you’re looking for) is super important.

By laying out daily tasks, what success looks like, and key responsibilities, you not only weed out the wrong folks but also attract those who are genuinely excited about the role.

This clarity helps candidates figure out if they’re right for the job.

Plus, when responsibilities are outlined clearly, candidates know what to expect, which can help keep turnover low because everyone’s on the same page.

Tips for Attracting the Right Candidates from the Jump

In today’s job market, it’s super important to grab the attention of candidates from the get-go if you want your hiring strategy to work well.

How you go about this can really shape not just who you attract, but also how job seekers perceive your company.

Using specific tactics to make sure your job ads get in front of candidates who are truly qualified and excited about the role.

Here are some tips for making your job openings resonate with the candidates you want to bring on board:

Make the Requirements Obvious

Simplicity is key. Clearly list out the must-have qualifications and skills at the beginning of your job posting.

According to Insight Global, applicants spend an average of 15 seconds reviewing the qualifications or requirements listed in a job description, highlighting the importance of making requirements clear, concise, and straightforward.

You deserve to find qualified candidates–and weed out the rest.

Leverage Social Media

If your company uses social media to show off its culture, celebrate team wins, or share fun content then you might be able to use these platforms to attract candidates who are already drawn to your team.

Using social media in your job search not only spreads the word about your openings, but also gives potential applicants a real feel for what it’s like to work at your company.

Using social media as a hiring tool can allow potential candidates to connect with your brand on a more personal level, fostering a sense of excitement + trust, before they even apply.

Work with That’s Good HR

When you outsource your hiring to That’s Good HR, you get a team of hiring pros who are dedicated to finding you the most qualified candidates.

From writing eye-catching job descriptions to tapping into our wide networks for candidate outreach, we work hard to connect you with people who aren’t just qualified but also fit your team perfectly.

We also provide extra help in other important areas of recruiting, like screening for soft skills that will boost company success and using strategies to make your job postings stand out from the rest.

We’ll help you not just fill positions, but bring on team members who will make your team + company even better.

Attract Your Dream Candidates with That’s Good HR

Are you tired of sifting through piles of applications just to realize your dream candidates haven’t applied?

It’s time for a targeted approach.

Visit our website to partner with That’s Good HR and start finding candidates who not only meet the qualifications but exceed your expectations.

Get in touch now–let’s get hiring!

Hiring resources

The True Cost of a Bad Hire (and Other Hiring Mistakes to Avoid)

Tiffany Moore

VP, Client Partnerships

March 25, 2025

If you’re involved in human resources, whether you’re a business owner, hiring manager, recruiter, or a combination of all the above, you know just how important it is to find the right talent for your team.

Making a bad hire (or a mis-hire) can hit your business hard, affecting not just team productivity and the quality of your work, but also the financial health of your company.

Finding the perfect candidate on your first attempt isn’t a given–and it’s not always a reflection of you and your business.

Mishires can sometimes be a part of the process, but that’s why we’re here–to help you increase the chances of hiring the right person the first time.

So, let’s take a closer look at the costs associated with easily avoidable hiring mistakes so you know how to steer clear of hiring missteps.

Breaking Down the Hidden Costs

Something extremely common in the hiring world, but often not talked about, is just how much a bad hire can affect a company’s financial wellbeing.

Trust us, the expenses do add up. From the high costs of recruiting to the ripple effects on team morale, making a mis-hire always comes with a price tag.

So, before you move all systems go on a candidate you still feel a bit *iffy* about, it’s important to understand the magnitude of hiring the wrong person.

Costly Recruitment

Think about it: you spend money on advertising, interviews, onboarding, and the list goes on, all to find the right fit for your team.

So, when a hiring mistake happens, it’s not just your money gone to the wayside, it’s your time and energy, too.

And because “time is money” it’s important to make thoughtful and careful hiring decisions.

When you hire the right person, you *typically* recoup your investment of time, money, and energy, steering clear of financial hiring headaches.

Team Morale + Company Culture

A bad hire can throw a wrench in the amazing team dynamic you’ve worked so hard to nurture–and that often comes with lasting effects.

Bringing someone on board who doesn’t quite fit your company’s culture can lead to low morale among your staff and cause valued team players to become disengaged.

According to Flair HR, folks who are unhappy with their company’s culture are 24% more likely to resign, putting into perspective the risk you take when hiring the wrong person.

At That’s Good HR, we don’t want to scare you out of hiring. We’re simply here to help you steer clear of common hiring mistakes (and trust us, we know how to help with that 😉).

Lost Productivity

The consequences of hiring missteps aren’t just financial. They can lead to decreased productivity within the organization.

Investing time and resources into training a new team member is not a small task. So, when that person struggles to perform or meet expectations, it can hinder productivity.

This lost productivity can create a ripple effect, affecting the entire team’s performance and quality of work.

Turnover Rate

One of the longest-lasting impacts of a bad hire is its effect on your organization’s turnover rate.

When the wrong person is brought on board, the price of filling that position (and potentially other positions) adds up.

The turnover rate in a workplace is not just a sign of how satisfied employees are–it’s also a reflection of the company’s hiring process and their ability to attract the right talent.

Signs You Might’ve Hired the Wrong Person

In the fast-moving world of staffing, knowing how to spot the signs of a hiring mismatch is important.

Spotting these signs early can help you tackle any issues head-on and make choices to keep your team thriving, happy, and productive.

Increased Absenteeism

A mis-hire can lead to higher rates of absenteeism, as the person might feel disengaged or unfulfilled in their role, which can affect their willingness to show up for work.

This absenteeism puts extra pressure on the rest of the team, affecting your entire company’s overall performance.

The financial implications of hiring the wrong person are clear in these scenarios: decreased team output = decreased financial input.

Want to mitigate the impact of repeated absences on your organization? Recognize and address increased absenteeism with your team as soon as it’s appropriate.

Low Morale

Has your team had low morale lately? A hire that isn’t quite the right can lead to less gas in the tank–yes, for your entire team.

When morale takes a hit, it can have a chain reaction, affecting how engaged employees feel, as well as their communication and collaboration with one another.

If your team is struggling with low morale, reduced productivity, and higher turnover rates, it may be time to rethink your hiring process.

Frequently Unmet Expectations

If your new hire’s performance goals and KPIs are consistently not met, this can be a clear sign that there’s a mismatch between role + company and employee skill set.

Missed deadlines and decreased quality of work not only risk your company’s reputation, but these unmet expectations can be costly, too.

An open conversation with your new hire about unmet expectations could help reduce the financial and operational fallout of a hiring mismatch.
But then again, you could just hire the right person from the jump with the help of That’s Good HR 😉

Strategies to Avoid Making a Bad Hire

Taking proactive steps to avoid a bad hire is important if you want to avoid the unnecessary expenses associated with repeating the hiring process.

With solid hiring strategies in place, you can lower the chances of bringing in the wrong person for the job.

Here are a few tried and true hiring tips:

Clarify your Job Description

Putting together a clear and detailed job description is everything, if you want to attract candidates who fit both the role and the company culture.

Clearly laying out job responsibilities, qualifications, and expectations, is what creates a strong starting point for deciding if a candidate is a good match.

A solid job description not only draws in qualified candidates–it also acts as a reference during the recruitment process, making sure candidate profiles line up with your company’s current needs.
If you need help crafting a job description that will attract top talent, That’s Good HR is here for you. It’s one of the many things we do best.

Don’t Ignore Interview Red Flags

Being able to identify red flags during the interview process is important if you want to make sure you bring on the right person for the job–the first time.

Things like showing up late, a lack of enthusiasm, or not asking any questions can suggest a candidate might not be the best match.
Interviews are hard work, and behind every application is a human just doing their best. Even the most talented candidates have bad days and don’t always nail the interview. However, overlooking all of the warning signs, especially multiple red flags, can cost you.

Know What You’re Looking For

We can’t emphasize this enough: You need to know what skills and traits your ideal candidate looks like before starting the hiring process.

Outline the qualifications and experience needed for success in the role, so you can focus on candidates who fit those criteria.
We’re always sharing hiring tips over on LinkedIn, or you could just experience That’s Good HR’s award-winning staffing for yourself 😉

Work with That’s Good HR

At That’s Good HR, every step of our hiring process is centered around matching the right candidate for the right job because we know how life-changing it is–for both the company + the employee.

Our hassle-free hiring process ensures that you find the best talent quickly and efficiently.

Here’s how we work:

We Get to Know You: We believe that the business is personal, and we take the time to understand your specific job recruitment needs, business goals, culture, and staffing requirements.

We Search for Applicants: Our recruitment team delves deep into our pool of qualified talent, using different recruitment strategies to find the best candidates.

We Pick the Best of the Best: Our team sifts through resumes, contacts potential candidates, and conducts interviews, so we can introduce you to your top matches (and your top matches only).

We Listen to Your Feedback: Your input matters to us, which is why we work with you to make sure your desired candidate is hired as quickly as possible.

Partnering with That’s Good HR gives you stress-free staffing solutions that save you time, money, and energy. Submit a job with us today and see the difference for yourself.

Avoid Hiring Mistakes with That’s Good HR

Want to avoid the cost of a bad hire—guaranteed?

Visit our website to experience our hassle-free hiring process and start connecting with the candidates that *actually* fit your organization.

Hiring resources

Seasonal vs. Permanent: How to Decide Which Hiring Strategy Fits Your Business

Tiffany Moore

VP, Client Partnerships

November 26, 2024

As business owners, HR pros, CEOs, and employers, making the right hiring decision doesn’t always come easy or without a lot of consideration.

One of the key decisions you may face when you’re ready to hire is whether seasonal vs. permanent employees will best suit your organization and its needs.

Each hiring strategy comes with its own set of things to think about.

Each hiring decision comes with wildly different pros and cons.

And each and every hiring decision has the power to boost productivity, team morale, and overall business success – making it even more important to choose the right hiring strategy for you.

Let’s dive into the nitty gritty so you can make an informed decision about your employment needs:

Understanding Seasonal vs. Permanent Employment

The difference between an interim vs. a permanent employee might seem obvious.

Sure, you can take the hiring terms at face value. Season employee = for a short time or season. Permanent employee = intended to last for an indefinite period of time.

But there’s more to permanent hires and seasonal hires than meets the eye. Let’s peel back the layers and explore the deeper considerations of permanent and seasonal employee engagements.

We’ll go first:

The Legal Obligations

When it comes to legal obligations, there are major distinctions between permanent and seasonal hires.

Permanent employees are entitled to a range of benefits such as healthcare, paid time off, and retirement plans. On the other hand, seasonal employees typically do not have access to the same comprehensive benefits package, as their employment is temporary.

What you maybe didn’t know is that when you hand your temp hiring over to an agency like That’s Good HR, payroll, vacation, and other benefits – they’re all on us.

Why? Because your talented, new seasonal employee is technically employed by our agency, saving you money on overhead costs and freeing up valuable time (more on that later).

The bottom line: your legal responsibilities will vary depending on the type of hire that fills your role. However, discrimination laws, wage and hour regulations, and safety standards apply to all employees. Fulfilling your responsibilities doesn’t just foster a positive work environment – it’s required by law.

Training & Onboarding Responsibilities

Another consideration when determining which hiring strategy best fits your business is to understand what training and onboarding will look like.

For example, when bringing on seasonal employees, the priority often lies in streamlining the training process to acclimate them to their roles and responsibilities. Given the temporary nature of their employment, an efficient training and onboarding process becomes all the more important to make the most of their limited timeframe.

Alternatively, for permanent hires, a more robust onboarding and training program is often used so employees can gain a deep understanding of the company and their long-term responsibilities.

Thankfully, when you outsource your staffing with That’s Good HR, the onboarding process is handled by us – regardless of employment type, so you can save time on onboarding and create more time for training.

And last but not least…

Duration of Your Hire

Seasonal employees are typically brought on board to fulfill short-term needs, such as during busy holiday seasons or peak production periods, while permanent employees are intended to be long-term assets to your organization.

While seasonal employees add a burst of energy and flexibility to your workforce, permanent employees typically provide the foundation needed to build a strong, thriving company culture.

Understanding your unique business needs is crucial so you can form fair and accurate expectations of your seasonal and permanent hires.

Hiring doesn’t have to be hard, but knowing what type of employee is needed to maintain your team’s productivity and morale is important.

P.S. That’s Good HR is here to help.

Determining The Right Hire for You

Pause for a second. Take a close look at your business and its current needs.

Are you facing a short-term surge in demand that requires quick reinforcements, or do you need to build a solid, enduring team for the long haul?

Knowing your immediate and long-term staffing needs can help you determine whether to hire seasonal or permanent employees.

Here are a few questions you can ask yourself to get started:

How long do I need to fill the gap?

Consider the level of flexibility and continuity your business demands.

Does your team’s workload fluctuate with seasonal peaks and troughs? Or do you need a consistent skill set within your team?

Seasonal employees can provide the flexibility needed to scale your workforce up or down. On the other hand, if you’re seeking a consistent, dependable skill set within your team, a permanent employee could be the better fit.

What skills are needed for the open role(s)?

Zoom out and evaluate your hiring needs with a wide lens.

What specific skills are needed for the role you’re looking to fill? Do you need specialized expertise for a limited time, like a marketing campaign or IT project, or are you after more general industry skills that will be valuable in the long run?

If it’s a short-term need that calls for niche skills, hiring a seasonal employee with specialized knowledge can be a smart move for project success – without committing to a long-term hire.

On the flip side, if you’re seeking someone to contribute to the team consistently, a permanent employee with solid industry skills and the ability to adapt and grow with your company may be the better choice.

Considering what skills you need can help pinpoint the right talent and hiring strategy for your business.

Remember: it’s all about finding the perfect match to help, slowly but surely, move the needle forward.

What is my hiring budget?

Reviewing your budget and available resources is crucial in making the right hiring decision.

While seasonal hires have a reputation for being “more expensive” due to the recruiting and training required, permanent employees usually bring a higher initial investment due to the cost of benefits and onboarding.

Understanding both options is key so you can align your hiring strategy with your budget.

We’ll Make Hiring the Easiest Part of Your Day

At That’s Good HR, we understand how layered and complex it feels to decide on the best hiring strategy for your business.

Whether you need seasonal staffing solutions, help recruiting permanent employees, or simply don’t know what hiring solution suits your business best – our team of experienced professionals is here to support you every step of the way.Visit our website to learn more about how to partner with us. We’ll help you make sense of each hiring strategy and ask aaaaall the right questions, so you can make informed decisions that benefit your organization in the long run.

Remember: That’s Good HR is here to make hiring the easiest part of your day.

Hiring resources

Finding the Right Talent for Your Team: 4 Signs It’s Time for Another Hire

Greta Cline

Partner, CFO/COO

June 20, 2024

Here at That’s Good HR, we know that running a successful company takes hard work, dedication, and a solid group of HR professionals on your side.

But how do you know when it’s time to expand your team and bring in new talent? We’re here to help clue you in to the signs that indicate it’s time for another hire and guide you through the process.

Plus, we’ll be exploring the benefits of outsourcing your hiring needs versus handling them in-house. So, let’s dive in!

When it comes to hiring new talent, it’s important to take a proactive rather than reactive approach.

Recognizing the signs that indicate your team needs reinforcements is a crucial first step. By knowing what to look out for, you’ll be equipped to make informed decisions that will drive your business’s growth.

Increasing Employee Workload + Overwhelm

An increasing employee workload and overwhelming work environment can have a detrimental impact on both productivity and morale. When your employees consistently feel overwhelmed at work, they are more likely to experience burnout and decreased job satisfaction.

In fact, in SHRM’s 2024 Study on the emotional impact of work found that individuals who indicated they felt “burnt out” at work were three times more likely to be actively searching for a new job.

This is just one of many studies demonstrating that company’s whose employees experience disproportionate workloads are not only more susceptible to employee dissatisfaction, but higher turnover rates.

If you’re unsure if your employees are feeling the weight of heavy workloads ask yourself: Do they consistently work overtime to meet deadlines?

If the answer is yes, it’s a strong indication that you might need additional hands on deck.

Compromising Quality of Work

It’s not uncommon to see a decline in the quality of work and a decrease in project turnaround time when your team is stretched too thin.

Let’s face it: compromising your company’s quality of work can have serious implications for your business, affecting client satisfaction and project deadlines.

Ultimately, when your team goes understaffed for long periods of time, you risk your brand’s reputation and credibility.

Are you constantly dealing with a compromised quality of work? If your employees are:

Making more typos and calculation errors
Missing important details + deadlines
Receiving an uptick in dissatisfied feedback from clients
Requiring increased (and significant) revisions to their work

Then it might be time to realign priorities and ensure that your team has the capacity to deliver high-quality work efficiently.

Bottlenecks in Workflows

We’ll clue you in on another crystal-clear signal that it may be time to add some much-needed talent to your team: bottlenecks.

When certain tasks or projects consistently get stuck at a particular stage or department, it can significantly impact productivity and efficiency. Bottlenecks usually occur due to a lack of resources, knowledge, or expertise needed to move processes forward.

Once you start recognizing recurring bottlenecks, you have an opportunity to evaluate whether the current team composition has the necessary skills and capacity to address them effectively.

Additionally, bringing on a new hire with the right skills and expertise can help alleviate hangups, streamline workflows, and keep your team running smoothly, ultimately leading to improved productivity and better business outcomes.

Employee Burnout + Disengagement

When employees are consistently overworked, they can become disengaged from their role and the company altogether. Long-term disengagement in the workplace can lead to increased absenteeism, decreased motivation and productivity, and ultimately, employee turnover.

Disengaged employees are not only less effective, but they can also have a negative impact on the entire team’s morale and productivity. By recognizing signs of burnout and disengagement early on, you can take steps to address the root causes and determine if adding another team member could help alleviate the workload and provide support.

The Benefits of Outsourcing Your Hiring vs. Internal Recruitment

Once you’ve identified the need for another hire, it’s time to explore the various options for obtaining new talent – specifically, outsourcing.

If you’re thinking to yourself, “I already have an HR team internally…” you’re not alone.

However, there are tried and true benefits to outsourcing your hiring vs. leaning on your internal recruitment team.

Here are some key benefits of outsourcing your hiring needs:

Expertise and Industry Knowledge

When you partner with a specialized recruitment agency like That’s Good HR, you gain access to HR experts with in-depth knowledge and experience in the hiring process.

Your internal team understands the unique challenges within your company. A staffing partner understands the challenges your industry faces. Meaning, at That’s Good HR, we have a deep understanding of the hiring landscape from the candidate’s perspective.

Yep – we have insights into the other opportunities candidates are exploring and the strategies your competitors are using to secure top talent. That’s Good HR has specialized processes in place to ensure continuous engagement with candidates, from initial contact through to their first day on the job.

While candidate engagement is often lost on internal HR departments who are pulled in multiple directions, at That’s Good HR candidate engagement is our primary focus, allowing us to effectively support your team in wooing and securing the best candidates for your organization.

Long story short: we tackle your hiring needs with an understanding of both industry + company challenges.

Time + Resource Savings

Let’s face it – hiring is a time-consuming and resource-intensive process.

When you lean on your internal HR team to make a hire, they have to shift their time and energy on candidate sourcing, screening, interviewing, and more.

Thankfully, when you outsource your staffing to a reputable agency, (ahem…That’s Good HR) everything from candidate sourcing to onboarding and beyond is handled for you, saving you valuable time and energy.

Broadened Candidate Pool

The one undeniable benefit of outsourcing your hiring? A broadened candidate pool.

A reliable staffing agency will have the ability to tap into a network of potential candidates that you may not have access to internally. For example, at That’s Good HR, we have a robust talent pool and can cast a wider net to attract top-tier candidates who may be unaware of your company or not actively seeking job opportunities.

Understanding Your Options: Direct Hire, Temp, and Temp-to-Hire

Before you dive into the hiring process, it’s essential to understand the different staffing solutions available so you can hire the best support for your team.

Now let’s explore a few of the most popular options:

Temp: Hiring someone on a contract basis involves engaging them for a fixed period or a specific project. This arrangement offers flexibility and allows you to bring in specialized skills as needed. Temp employees usually work for a predetermined duration, providing focused expertise without the long-term commitment.

Direct Hire: A “direct hire” is a permanent employee that joins the team as an integral part of your company. The right direct hire can ensure stability and loyalty within the company, and is probably incentivised by the potential for career development internally.

Temp-to-Hire: Temp-to-Hire arrangements combine the best of both worlds, allowing you to hire someone on a temporary contract basis with the intention of assessing their fit within your organization. If the candidate proves to be a great fit, you have the option to convert their role into a permanent position. This solution offers flexibility, while giving both you and the candidate the opportunity to evaluate the working relationship before making a long-term commitment.

Recruitment Process Outsourcing (RPO): If you’re looking for immediate help with recruiting, RPO provides a cost-effective extension of a company’s current hiring and recruiting process. With RPO, companies can outsource their entire recruitment process from job posting to day one of employment.

Choosing the right time to hire and finding the best talent for your growing team requires careful consideration and a thorough understanding of your options.

By recognizing the signs that indicate the need for another hire, exploring the benefits of outsourcing, and understanding the different employment arrangements available, you can make informed decisions that drive your business’s success.

Find the Right Talent for Your Team with That’s Good HR

At That’s Good HR, we are passionate about connecting businesses with exceptional talent. Whether you’re seeking contract, permanent, or contract-to-hire employees, our team of specialized recruiters is here to streamline the process.

So, if you’re feeling the burden of being understaffed, don’t hesitate to reach out to us today and experience the That’s Good HR difference.

We’ll help you find the talent that not only exceeds your expectations, but helps drives long-term retention & employee happiness.

About TGHR

Celebrating Women in Business

Tiffany Moore

VP, Client Partnerships

March 20, 2024

It’s Women’s History Month which means it’s the perfect time to celebrate women in business at That’s Good HR and within our local community of Indianapolis. As a woman-owned company, led by our partners Mary Springer and Greta Cline, That’s Good HR shines at matching Indianapolis employers with top job seekers. Our Indy-based staffing agency is in good company. There are more than 14 million women-owned businesses nationwide, according to the Women’s Business Enterprise National Council (WEBNC.) In Indiana, women-owned businesses (with one or more employees) account for about 23% of all businesses.

Want to know more about women in business? Keep reading for some surprising numbers and statistics on how women are making a difference.

Facts about women in business

TGHR works with business owners of all different backgrounds, but we wanted to take a look specifically at the impact women are having on local businesses and the people who work for them.

Here are some of our most interesting findings:

Employees are more likely today to have a female boss than they were a decade ago. According to the U.S. Census Bureau, women accounted for 31.7 percent of top executive positions in the U.S., up from 27.1 percent in 2015. However, Indiana women represent only 28.2 percent of the top executive roles in the state.
Women-owned businesses are growing faster than their male-owned counterparts. The number of women-owned businesses grew by 94.3 percent between 2019-2023. That’s almost twice as quick as men’s. Women-owned businesses added another 1.4 jobs to the economy, as well as almost $580 billion in revenue.
Women who own businesses are seeking to pursue their passion while achieving financial independence and flexibility. Our Mary Springer is a great example. Mary had extensive experience with a prominent national staffing firm, but she felt she could do staffing better. When she moved to That’s Good HR in 2000, Mary directed her attention to starting a temporary staffing division. Her insights led to groundbreaking improvements that benefit both the jobseekers and the employers on the Indianapolis staffing scene.
Businesses with diverse executive teams are more likely to be profitable. Research from McKinsey suggests that companies with higher gender and ethnic diversity were 25 percent more likely to have above average profitability.
Having a higher percentage of women in the workforce predicted better job satisfaction, more meaningful work, less burnout and more organizational dedication. People who worked at companies that employed more women were more likely to talk about positive employee culture as well. (the Center for Creative Leadership)
Women may also bring different work styles to the office. For instance, a study by organizational psychologist Anita Williams Woolley indicated that team collaboration was higher in groups involving more women. A different study by social psychologist Mansi P. Joshi found that employees were more likely to anticipate fair treatment from a female leader.

We love to see the impact women can make together on a large scale. We also were curious to see how women have made a difference in the lives of our own TGHR team members.

Women make a difference in our professional lives

This month we asked our staff to tell us about some of the women who have impacted their professional lives. Their answers show that women continue to impact the workplace, both directly through their own positions and indirectly through the people they mentor and befriend along the way:

Madison Schacht, manager of talent acquisition: My bosses, Mary and Greta, gave me an opportunity almost seven years ago as a fresh college graduate to come in, learn this business and make a career out of it. They took a chance on me, gave me the encouragement and tools I needed to learn and continue to pour into me every day. My teammates, Tiffany and Kirstia, from day one, have taken me under their wings and shared knowledge and wisdom with me that I cherish and appreciate every single day. These four women champion me and have taught me everything I know about staffing! I am forever grateful to each of them.

Julie Johson, talent acquisition partner: Beth Williams gave me encouragement, support, guidance. She helped me see my worth, value, and how good I was. Beth gave me confidence. She is still my go-to person. She is my listener, catalyst, connector, and expert! Everyone needs a Beth in their lives. I didn’t meet her until I was in my 40s. I wish I could have met her sooner in my career.

Cheryl Milton, account executive: One of my former colleagues, Ahna Hoke, is someone who made a big difference in my professional life by showing me how to lead from the front quietly. She inspired me to listen thoroughly and be patient in the silence while allowing others to think. She also wasn’t perfect and knew that, which made her that much more authentic and important to me.

Greta Cline, partner, CFO/COO: My grandmother is someone who has made a profound impact on my life. Her dedication and work ethic are something I have carried with me into my own career and work at TGHR. I witnessed her walk to work every day (as she never had a driver’s license) so that she could own and maintain her own home. Despite the curveballs that life threw her, she never complained about anything, nor expected anything from anyone. She always wanted to contribute more than she took. My biggest takeaway from her was that you can “make it” with hard work, determination, a good attitude, and a grateful heart.

We hope these facts and stories about women (and women in business) will help to inspire you today in your own business or as you grow in your professional journey.

Hiring resources

Why Does the Match Matter When It Comes to Finding the Right Employees?

At That's Good HR, we talk about making matches. Find out why it's important to hire the right person the first time.

Mary Springer

Partner

February 15, 2024

When you have an opening at your company, you want to fill the role quickly. That’s Good HR will find someone whose skills, experience and personality fit your company’s requirements and current culture. We’re more than just a staffing agency – That’s Good HR recruiters maintain an updated database of qualified candidates who have been interviewed and are ready to go. Read on to find out why the match matters, and why you want the right person to fill your open position.

The cost of vacant positions

When someone leaves your company, their absence creates an imbalance. After all, an open position puts extra pressure on your remaining employees and can disrupt the flow of how things are done. It also costs money. According to data from the Society for Human Resource Management (SHRM), the average cost of hiring a new person is nearly $4,700. Even that doesn’t account for the time it takes to screen potential candidates and bring them on board. Finding the right person will save you money, headaches, time and productivity at work.

Speaking of productivity, itoften takes a hit when someone leaves, because the rest of the team must take on extra work to make up for their coworker’s absence. People may be forced to perform unfamiliar tasks, and the extra work can detract from their primary job responsibilities. Exhaustion can set in, along with an emotional toll relating to the coworker’s departure.

The value of a good match

Filling an open position can be a challenge. Someone who looks good on paper may not have the professional skills or personality you’re seeking. Choose the wrong candidate, and you can wind up spending extra time training them and correcting their errors. Find the right match, and you’ll be able to focus on your original priorities with the peace of mind that comes from knowing your business productivity is back to normal.

A good match can also pay you back in retention. When you’re able to keep an employee longer, you’re saving on the costs of recruiting and training someone new. Nobody wants to go back to the hiring drawing board, especially when you just filled the position recently.

How That’s Good HR makes the match matter

When you call That’s Good HR, you’re connecting with trained professionals who have already done your recruiting groundwork. For instance, our recruiters regularly attend recruiting events and review online and social media networks to pinpoint potential candidates. We’ve had conversations and understand their skillsets and personalities, which can often be gamechangers in the professional matchmaking process. When you call That’s Good HR, we are committed to providing interviewed, pre-qualified candidates within 24-48 hours. You’re already saving time and money because you don’t have to tackle the screening process.

That’s Good HR recruiters do more than check the boxes for job skills and experience. They take the time to talk to candidates and uncover the nuances that can make a powerful difference in a successful job placement. That’s Good HR can also navigate the early days of a candidate’s placement. We recognize the human element of the employment match. That’s why we stay in touch with the employee and the employer to ensure effective communication during the temp-to-hire process. If there are problems or disconnects, we can step in and handle issues quickly and fairly.

It is still a competitive jobseeker’s market, and good candidates can be lost if you hesitate during the hiring process. Ensure you’re making the most of your time by partnering with That’s Good HR and our more than 20 years of experience in Indianapolis and the surrounding areas. If you have a current opening, give us a call at 317-469-4141 or fill out the form at https://thatsgoodhr.com/employers.

Hiring resources

5 Competitive Hiring Strategies for 2024

Greta Cline

Partner, CFO/COO

January 8, 2024

It’s 2024, and you’re wondering what’s in store on the hiring landscape. Nobody has a crystal ball, but we do expect the demand for workers to stay competitive, especially as Baby Boomers move into retirement and companies evolve to fill in the missing pieces. It’s still a job seeker’s market, and savvy hiring managers will have to be strategic if they want to find the right candidates for their open positions.

One thing is certain – you don’t want to sit on open positions while you determine the company’s next step.

“Vacant positions cause extra stress on team members, and dedicated employees begin to stray,” said Derek Kibble, That’s Good HR’s new Director of RPO Services.

In the spirit of New Year’s resolutions, the That’s Good HR team has compiled some fresh ideas for staying ahead in the hiring market. With more than 20 years’ experience in Indianapolis-area staffing, we’ve seen what works when it comes to staffing. We also know what causes talented candidates to seek work elsewhere. Read on for some timely hiring strategies:

Interview quickly and provide feedback to keep the candidate interested during the hiring process

A quick response can mean the difference between interviewing promising candidates or losing them to your competition. When companies contact That’s Good HR to fill an open position, we try to provide qualified candidates to interview within the first 24 hours. As Derek noted above, time matters when it comes to open positions. You want to fill your openings quickly, but you don’t want to compromise candidate quality by rushing the process. That’s Good HR can help you accomplish your goals with our talented candidate pool. In return, you can keep the process running smoothly by giving us timely feedback after the interview.

Keep in touch with your applicants

When you start the interview process, you may also be competing with other similar companies around town who need qualified candidates. Keep the conversation going throughout the interview process, even if it’s a quick note to let a candidate know they’re still in the running for your position. Otherwise, you risk being ghosted because another company communicated more efficiently. Our recruiting staff at That’s Good HR is invested in a continued conversation with candidates and employers to move the hiring process quickly and efficiently.

Review your onboarding process

When you bring in a new employee, you want them to feel welcomed and plugged in immediately to the company culture. Having a well-planned onboarding process can help your new hire know they’ve made the right decision to join your company. In our experience, these pivotal first few weeks can determine how long an employee stays in a position. Make sure the conversation flows both ways. If you’re working with That’s Good HR, you can count on our recruiters to follow up with your newest employee and help work through any initial concerns or questions.

Skip the interview process and have That’s Good HR send you someone for a working interview instead

At That’s Good HR, we are big fans of the temp-to-hire model. Temp-to-hire means an intent to hire, but there’s a set end date, just in case. This is a great solution for companies that need to hire someone right away. It’s also a great arrangement for both sides to test the waters before signing at the dotted line. A working interview will move the hiring process forward faster. That’s Good HR can help you determine what you should include during the working interview. If efficiency is your main goal, and you are ready to fill an open position “yesterday,” a working interview is a great alternative to the traditional interview process.

Call That’s Good HR first

That’s Good HR is built on relationships with our candidates and the employers who trust us to handle their staffing challenges. When you call us with an open position, our recruiters may already know someone who fits your requirements. We can also give you inside information about your open position, including feedback from candidates who interview. Stay on top of hiring challenges in 2024 by partnering with That’s Good HR. Call us now at 317-469-4141 to find out why That’s Good HR continues to make staffing better in the new year.