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?

Tips

The Pros and Cons of Recruiting Through Social Media

Tiffany Moore

June 6, 2023

It’s tempting to rely on social media for your hiring needs. Chances are, you have an active account on several social and professional platforms.

You’re already connected to a broad audience, and you can use social media to get a first look at potential candidates. However, recruiting solely through online networks has its drawbacks as well. It’s one of the reasons why That’s Good HR takes a personal approach to staffing.

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

Social media recruiting advantages

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

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

You might also like: Beyond Job Boards: Tips for More Efficient Hiring

Social media recruiting disadvantages

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

Online social media profiles can be unreliable

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

You may be limited by character constraints

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

Your message doesn’t always reach the right audience

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

There are a lot of fraudulent job listings

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

Social media can feed into your biases

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

Finding the right candidate can take a lot of work

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

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

That’s Good HR uses a unique combination of social media recruiting and personal interviews to identify qualified candidates for your open position. We start each match by talking to employers to find out what’s important.

Our recruiters also work with potential candidates to understand their qualifications and professional plans. With our vast talent pool, we can often locate qualified candidates in days. We also take on the task of picking the best of the best, allowing you to focus on the top matches.

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

Indianapolis Hiring Specialties:

Curious about what makes TGHR different? Browse our most common placements & get a feel for our award-winning hiring process.

Personalized staffing solutions that work
Specialized hiring for unique roles
Rapid, reliable recruitment

Tips

Understanding Generation Z in the Workplace

Greta Cline

Partner, CFO/COO

May 18, 2023

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

Key Generation Z characteristics

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

Money matters

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

Generation Z is tech savvy

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

They value inclusion

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

They like to work from home

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

They are always open to new professional opportunities

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

Hiring and retaining the Generation Z employee

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

Mentor Generation Z as needed

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

Consider a remote or hybrid schedule

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

Offer a competitive compensation package

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

Working with Generation Z

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

Reach out to them

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

Share resources

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

Be open to learning from them.

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

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

Tips

The Power of Taking a Gap Year

Greta Cline

Partner, CFO/COO

April 25, 2023

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

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

Gap year advantages

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

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

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

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

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

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

Filling in the gap (year)

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

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

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

Staffing

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

Mary Springer

Partner

February 14, 2023

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

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

That’s Good HR makes referrals

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

That’s Good HR represents your company brand

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

That’s Good HR understands the value of flexible scheduling

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

That’s Good HR has a strong onboarding process

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

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

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

Staffing

Recruiting Under the Radar

Mary Springer

Partner

January 9, 2023

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

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

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

We’ll recruit confidentially

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

We’ll set up interviews in a neutral location

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

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

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

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

Hiring resources

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

Tiffany Moore

December 9, 2022

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.” When you list a position as temp-to-hire, you’re saying you intend to hire someone permanently for this position, but you want to ensure a good match before you make the final commitment. We’ll connect you with candidates whose skills and background fit your job description. After a trial period on the job, you can transition the candidate to a permanent position. On those rare occasions where the candidate fails to perform basic job duties or exhibits problems like excessive absenteeism, we’ll communicate with the candidate and help you move on to a better 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

Mary Springer

Partner

December 8, 2022

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

Mary Springer

Partner

November 15, 2022

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!