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.

Hiring resources

5 Reasons Why You Need to Partner with a Staffing Agency

Mary Springer

Partner

November 3, 2023

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

7 Questions You Should Ask During a Job Interview

Madison Schacht

Manager of Talent Acquisition

October 25, 2023

You have probably read that it’s a job seeker’s market out there right now. At That’s Good HR, we’re seeing it play out in the Indianapolis area as well. But that doesn’t mean candidates should expect to skate through your job interview. The interview process is the right time for you to evaluate the company’s culture and find out if the job will meet your expectations.

When the interviewer asks you if you have any questions, don’t waste this ideal opportunity. Instead, use the interview to dig into the details about the job. When you work with That’s Good HR to find a job, you’re already at an advantage because our recruiters have worked to connect you with companies that match your skill set. Now it’s time to make sure the company matches your personality and career goals as well.

How – and when – to ask the right questions

Always, always, always be prepared with at least three questions to ask during the interview process. Asking questions shows that you are engaged in the conversation and have done a little homework beforehand. However, you also want to put your communications skills to work. Be part of the conversation, listening to what the interview has to say before you jump in with your questions. It’s natural to start working on your response, but the interviewer deserves your full attention.

Are you worried about forgetting pertinent details? Have a notebook nearby with your prepared questions and any notes you jot down during the interview. This ensures you don’t miss anything important, and it indicates that you are interested during the interview process. Sometimes the opportunity for questions will come up during the conversation, and that’s great. But almost every interviewer will specifically ask if you have any questions of your own. Here’s your chance to shine – and to find out if this job is a match for you!

7 questions to ask during an interview

The interview has gone well, and now it’s your turn to ask the questions. Use the remaining interview time to fill in any blanks that weren’t covered in the interview. The questions below can be a good starting point, although we caution jobseekers to avoid asking about something that’s already been covered. Use your notes to finish strong and find out if this is the right job for you.

What is the highest priority for this position in the next six months? Year?

It’s important to ensure that there’s not a disconnect between the employer’s priorities and your ultimate career goals. For example, if you are seeking a job that will provide training and opportunities for management, you should confirm that the employer is on the same page.

What are three key qualities you are seeking in a successful candidate?

Listen carefully to the answer – here’s a good time to use that notebook so you can take notes. Reinforce the answer with your own answer. “I am excited to hear that you’re looking for someone who is organized. In my previous position, I devised a filing method that improved our ability to locate client information quickly.” Give examples of how you’re a good fit for the position.

Describe a typical day in this job.

When you’re starting a new job, you want to at least have an idea of what is expected of you. Make sure you understand what’s involved in a typical day on the job, so there aren’t any surprises.

Could you tell me about your training for this position?

Some people are very comfortable jumping into a new job and figuring things out as they go along. Others prefer a formal training period with a mentor or someone who will be available for questions. Find out which is part of the new job description. What skills are you expected to bring to the position? What new skills will you be expected to learn?

What is the culture like here?

Company culture is a vital part of any organization. When you ask this question, you are exploring the company’s working environment and deciding if you’re a good fit. Do employees tend to collaborate or work individually on projects? Is the dress code casual or formal? How do managers handle requests for time off or work/life balance concerns? There are no wrong answers, just insights on whether this job matches your unique professional personality.

Why do you enjoy working here?

This may seem like a personal question, but it’s a great way to find out what it’s like to work for the company. You can also discover benefits you haven’t already discussed during the interview, like quarterly team-bonding activities or community outreach projects.

If you decide I am a suitable candidate, what are our next steps?

Go ahead and start thinking about the next steps. How much time do you need to give your current employer? What sort of paperwork will the new employer need before you start? When should you expect to hear from the employer? Does the employer respond even if they decide to look at other candidates?

A job interview may seem like a one-way conversation, but the answers are important to both the employer and the job seeker. Employees are more likely to stay at a job with a positive working environment. You are seeking a job that aligns with your own mission and values, as well as your current skill set. Asking the right questions can put you on a path for career progression and growth.

That’s Good HR focuses on matching jobseekers with some of the best Indianapolis area employers. Send us your resume, and our recruiters will review it and tell you if we think any of our currently available jobs are a good fit. You’ll have a chance to talk first to a That’s Good HR recruiter, who can help you prepare for the interview and find your next hot job. Check out our job board, or find out more about That’s Good HR here.

HR Insights

Can a Temporary Job Teach You New Skills?

Mary Springer

Partner

August 17, 2023

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.

Job Advice

Bridging the Gap Between In-Office Requirements and Remote Job Preferences

Greta Cline

Partner, CFO/COO

August 11, 2023

Have you heard of “The Great Compromise?” Three years after the Covid pandemic forced many people to work from home, companies are now wrestling with the challenge of bringing employees back to the office. As someone uniquely situated in the middle between employers and job candidates, That’s Good sees both sides of this emerging issue. Employers are increasingly looking for people who will come to the office. Candidates, on the other hand, are seeking to work from home in a remote or hybrid position that combines at-home hours with in-office requirements.

As large companies like JPMorgan Chase, Amazon and Salesforce are looking at return-to-office policies, many of our local employer clients are considering those same decisions. Trends suggest that people are returning to their offices, at least part of the time. About 59% of full-time employees were on site full-time, according to data from May 2023 Work From Home Research. A study by the Pew Research Center indicates that about a third of all workers with jobs that can be done from home are staying home. This is down from 43% in January of 2022 and 55% in October of 2020.

Why do employees want to work from home?

During the That’s Good HR recruiting process, we often hear from potential employees who want remote work. The main reason? Multi-tasking. People like the freedom of being able to throw a load of laundry in during a mid-morning break. Remote work also offers flexibility when it comes to scheduling healthcare and other appointments during the workday.

Digital.com recently surveyed 1,000 remote workers to find out why they wanted to remain working from home. Some of the answers seemed a bit frivolous:

72% liked to be able to nap or exercise during the day.
73% wanted the option of watching TV while they work.

But the most important factor cited in the survey was caring for children and saving money and time on the commute. Granted, in our experience most work-from-home jobs are not a good fit for someone who has very small children or infants at home. But, it does provide options for parents whose older children wake up with a fever or need transportation to an after-school activity.

Many people also cite productivity as a factor for working from their basements instead of in an office full of people. Home doesn’t have distractions like in-person meetings where you spend the first 15 minutes waiting for the latecomers to show up. Workers aren’t tempted to stand around the office kitchen sharing personal stories while they enjoy their morning coffees. There are fewer distracting conversations to be overheard from the other cubicles. However, at least one study this month suggests that productivity drops when employees work from home full-time.

Why do employers want people in the office?

There is something to be said for working with your colleagues in person in an office setting. When Disney CEO Bib Iger called his employees back to the office earlier this year, he stressed its advantages:

“As you’ve heard me say many times, creativity is the heart and soul of who we are and what we do at Disney. And in a creative business like ours, nothing can replace the ability to connect, observe, and create with peers that comes from being physically together, nor the opportunity to grow professionally by learning from leaders and mentors,” Iger said in a memo.

It turns out that those break room conversations can be more than just idle chatter to begin a workday. Working together in an office brings what’s called a discovery advantage, where those informal conversations lead to new and provocative ideas. There is also an energy that’s created when people are together in person that cannot necessarily be duplicated over Zoom calls. Younger workers especially can miss out on the feedback and mentorship that can help build a successful career.

Where does that leave us?

At That’s Good HR, we appreciate the arguments for both sides of the remote work coin. This is why we encourage employers and candidates to consider what their views may cost them. In our experience, a candidate who requires a 100% remote position is less likely to be matched with open positions on our job board. Employers who are demanding that people work in the office five days a week may miss out on qualified candidates when they take this all-or-nothing stance.

At the end of the day, we want both sides to be realistic. Working from home can offer great flexibility for someone who has a long commute or wants to be available to drive the soccer carpool, but it also robs the employee of opportunities to converse and coordinate with their coworkers. Reconsider why you only want to do remote work – are you shortchanging yourself and limiting potential growth opportunities?

Employers who want to see their employees’ faces in the office are challenged to transform the office into the place everyone wants to be. It’s not about having treats in the break room, although that’s a nice perk. Today’s employers can make office hours worthwhile by having brainstorming sessions and activities designed to build a sense of camaraderie and teamwork. At That’s Good HR, we’ve seen it happen. Let us know how we can help you build that environment within your office.

Of course, employers also may want to consider a hybrid work model, which allows employees to craft a flexible work schedule that includes remote hours and mandatory in-office requirements. The employment landscape is changing, and local employers and candidates will benefit from a staffing partner like That’s Good HR. Our motto is “The Match Matters,” and it’s one we take to heart. We believe our mission goes beyond reading resumes and sending a list of names to employers. Our staff invests the time in understanding what our employer clients and job candidates need. We’ll also offer guidance for navigating today’s evolving work environment. Trust your staffing and employment needs to someone with more than two decades’ experience working in Indianapolis and the surrounding areas.

That’s Good HR is here to help job candidates and employers bridge the gap and find solutions that work for them. How can we work for you? Reach out now at https://thatsgoodhr.com/contact.

Job Advice

Overcoming Red Flags on a Resume

Greta Cline

Partner, CFO/COO

July 17, 2023

Does your resume contain red flags that might make employers think twice about following up with you? Something as simple as a typo can put your resume in the virtual trash pile, while a spotty employment history can suggest that you’re not the reliable type of person the company is seeking. Fortunately, you can take the necessary steps to address these red flags now to ensure that potential employers are given the green flag to follow up with you.

Let’s look at some common resume red flags and strategies for turning them green.

Sloppy resume

Why it’s a problem: A resume riddled with typos, errors or formatting issues suggests that the person behind the resume is sloppy or careless as well.

How can you fix it? Start by taking a hard look at your resume. Ask a couple of friends to look it over as well to identify misspellings or typos that can stand out like, well, red flags. If you’re already working with That’s Good HR, our recruiters can also offer input on your resume and ensure it’s ready to be shared professionally.

Multiple career changes

Why it’s a problem: When hiring managers bring in new employees, they are investing time and money to train them and integrate them into the team. When a potential employee’s job history has multiple job changes and gaps in the job history, the hiring manager may be concerned about tenure.

How can you fix it? Honesty and transparency can mean the difference between being called in for an interview or being immediately rejected by a potential employer. Use your cover letter or application email to fill in the empty spaces on your resume. Did the Covid pandemic force you to take on additional dependent care tasks? Did you opt to switch jobs because you found something that was better suited to your skillset? Or were you enticed to move to another company because it offered you a higher salary? Be honest about your career journey. Potential employers are trying to make informed decisions about job candidates. Give them the information they need.

Inconsistencies

Why it’s a problem: Your resume must reflect your job history and current skills. If you are listing something on a resume, you need to be prepared to illustrate your experience and abilities.

How can you fix it? Keep your resume fresh and updated. Each time you’re in the job market, you’re representing a different part of your career journey. If it’s been a while since you’ve worked with certain software or platforms, you may not be as comfortable as you used to be. Resist the urge to paint a picture of yourself that doesn’t match your reality. You’re looking for a job that matches your skill set.

An unprofessional social media presence

Why it’s a red flag: It’s 2023. Your online media presence is easily accessible and gives potential employers a glimpse of who you are like beyond what you list on a resume. A social media presence that is highly unprofessional will cause potential employers to pause on moving your resume forward.

How can you fix it? Make sure your social media is job search ready. Are you still using the cute email address you made when you were 14? Prospective employers might raise their eyebrows at ilovejustinbieber78982734@aol.com. Search yourself online to see what comes up, and ask yourself if what you see matches the job positions you are applying for.

What if you’re on the hiring side of resume red flags?

If you’re tasked with finding the best candidates, you know that it’s still a job seeker market out there. Resume red flags that might have doomed a candidate even a few years ago may no longer be the automatic disqualifier. Keep these points in mind as you’re reviewing resumes:

Today’s young employees are different. Generation Z brings unique talents and trait that will reshape the business world in the next decade. They also have different work habits than the traditional workforce that’s been around for a while. For instance, they like to work from home, and they’re much more willing to look for a new job if they think there’s something better out there.

Uncover pertinent information with the right questions. The last few years have been challenging, to say the least. If a promising employee has work history gaps, offer them a chance to explain by asking pertinent questions:

What did you do during the months of April-October 2021?
What did you learn about yourself during that time?

Have a strategy in place for employee development. In today’s hiring market, employers often must be strategic about developing and retaining good employees. Company culture matters. So does a strong onboarding process. Retaining employees is often cheaper and less time-consuming than hiring replacements. Invest in them early, and you’ll see a return in job skills and company loyalty.

Resume red flags don’t have to put a halt to the job search process. When you take the time to address these factors, you may find that the right professional match is waiting for you. That’s Good HR can help job seekers and employers find each other in this challenging and sometimes stressful job market. How can we help you?