Hiring resources

Flexibility without Commitment – Could Temp-to-Hire Be Your Answer?

Is temp-to-hire a solution for staffing uncertainty?
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Tiffany Moore
VP, Client Partnerships
December 9, 2022
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Staffing challenges can be tricky. As your company moves into 2023, your Q1 picture may still be unfolding. You need good employees, but you’re not sure whether they fit into your budget. That’s why we are big fans of temporary staff and temp-to-hire models. These staffing solutions keep you flexible and competitive while minimizing risk to your company.  It’s a mutually beneficial scenario that helps you get the work done while you strategically plan for the coming months.

Temporary staff can help you power through a heavy workload. Maybe one of your employees is taking a leave of absence. Maybe you’re approaching your company’s own personal crunch time. You’re not ready to hire new employees – and invest the necessary time and money in onboarding and training – but you need someone with the right skills to step in and lend a hand. Temporary staff can be the answer to your work worries. Maybe you have an entry-level employee who seems ready for the next level, but you’re not sure you can create a new position right now. A temporary employee can come in and answer the phones while you see if your receptionist is capable of handling new duties. Either way, you can solve your staffing problems without adding another line to the payroll.

The American Staffing Association agrees.

“Temporary and contract workers play an essential role in today’s society, providing vitally important skills and services wherever and whenever they are needed most,” says Richard Wahlquist, president and chief executive officer of the American Staffing Association.

But what about benefits, you ask? Aren’t those a gamechanger for potential employees? Of course they are, and we have you covered. When you partner with That’s Good HR, you don’t have to worry about solving the benefit puzzle. We offer benefits that are immediate, convenient and flexible for temporary workers.

While temporary staff can help you get past the big challenges, temp-to-hire positions allow you to “try before you buy.” Are you thinking about adding an administrative assistant position to the payroll, but you’re not sure if that’s what you need to fill in the gaps at work? When you list a position as temp-to-hire, you’re saying there’s a chance this position will become permanent if both sides are amenable. If it doesn’t work out – and sometimes it doesn’t – we’ll take care of communicating with the candidate and continuing to work with you on a staffing solution.

Nobody has a crystal ball to tell us what’s going to happen in 2023, but we can confidently predict that That’s Good HR will work with you to find the right solution for your staffing challenges and needs. Cheers!

Staffing

What We Learned From Our LinkedIn Polls – Employer Edition

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

Benefits matter

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

·        Four-day work week

·        Remote work option

·        Unlimited PTO

·        Fully paid health insurance

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

The power of referrals

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

Making them an offer

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

·        A flexible schedule or remote work

·        Better compensation

·        Extra benefits

·        A sign-on bonus

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

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

Hiring resources

The Top Three Don’ts for Post-Interview Thank You Notes

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Mary Springer headshot
Mary Springer
Partner
November 15, 2022
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The interview is over, and you’re feeling pretty good about the conversation. You nailed the hard questions and developed an easy rapport with the hiring staff. Now you want to stay at the top of the candidate list. Timely and well-written thank you notes can make the difference.

Thank you notes can be a deal maker – or a candidate breaker – when it comes to the final hiring decision. Research by TopResume indicated that 68% of hiring managers say a thank you note – or the lack of one – impacts their decision. Stack the odds in your favor by following up with the right words. Don’t skip this final opportunity to make a good impression.

Sometimes it’s not what you do, but it’s what you don’t do when you’re writing a thank you note. Fortunately, we’ve listed the top 3 don’ts for post-interview thank you notes. Read on to see how you can make the most of this important interview tool.

Don’t wait too long to write your thank you notes

Once the interview is complete, many hiring managers are already thinking about the next candidate. If you wait too long after an interview to send your thank you notes, you risk being forgotten. Shoot for the first 24 hours after the interview to maximize your note’s impact. Should you go old school and send a written letter? That’s not necessary, say hiring managers. In fact, most HR managers say it’s perfectly fine to follow up with an email. Don’t get too casual, however. Texts or instant messages may fall into the category of being too casual for business communications.

Send a separate thank you note to everyone who interviewed you. This indicates a commitment to the entire team. Resist the desire to add something frivolous or funny, though. You may be a great artist, but sending an original cartoon to each person who interviewed you can quickly move from quirky to questionable.

Don’t write a novel – keep your thank you notes short and succinct

Everyone’s time is valuable, including the people who just interviewed you. While it may be tempting to use your thank you note to restate your resume and all of your admirable qualities, you don’t want to come across as someone who demands too much time and attention. Instead, use your thank you note to convey your gratitude and enthusiasm in a few short paragraphs:

  • Thank them again for their time and attention.
  • Share something specific from the interview that stood out for you.
  • Highlight how you believe you are a good fit for the open position.

Don’t make mistakes

Yes, to err is human. But typos in a thank you note can give the impression of being careless, and you don’t want to leave the interviewer with that final impression. Write the draft, take a few minutes, then read it over again. Ask a trusted friend or colleague to give it a second look. Reading it out loud can also help you catch mistakes.

What if you don’t know what to say?

Are you struggling for the right words? That’s Good HR can help you design the perfect thank you note. Give yourself an interview advantage with That’s Good HR. We have more than 20 years of experience matching qualified candidates with open positions in the Indianapolis area. We’re more than just a staffing firm. We take the time to get to know you first, understanding your unique combination of talents, skills and professional goals. When you work with That’s Good HR, you’re working with a staff who is committed to making the best match for both our candidates and our employers.

That’s Good HR has access to open positions that may not be posted anywhere else. Take a look at our job board to see what types of positions are available. If you’re interested in learning more about That’s Good HR and our current job openings, send us a copy of your resume now. The Match Matters at That’s Good HR, and so do you!

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