What We Learned From Our LinkedIn Polls – Employer Edition

LinkedIn polls offer new insights.
Mary Springer headshot
Mary Springer
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.


Creative Ways to Thank Your Employees

Two people shaking hands and smiling.
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
November 10, 2022

As we move into the season of Thanksgiving, you may be wondering how you can thank your employees and coworkers. You’re on the right track. A recent study by WorkHuman found that employees who were thanked in the past month were half as likely to be looking for a new job. These same employees were twice as likely to report being highly engaged in their workplace, the survey said. Intentional appreciation can build a sense of camaraderie and loyalty, which can translate into employee retention and growth.

Well-intentioned gestures may fall flat, though. A non-drinker doesn’t necessarily want a bottle of wine. Pizza parties only go so far with employees who feel overlooked. How can you give your employees and colleagues meaningful tokens of gratitude without breaking your budget? We’ve compiled a list of ideas below to help you determine how to thank your employees during the season and throughout the year.

Go old school with thank you notes.

Miss Manners knew what she was talking about when she advocated written thank you notes. Keep a pile of cards – or even colorful sticky notes – in your desk so you can write down your words of appreciation. Studies show that gratitude can be a powerful motivator for success. You may find that note sitting on the recipient’s desk months from now, because it made a difference.

Create a props system.

Make gratitude a team project. Designate a day for showing appreciation to employees and colleagues. Set up a bulletin board or an online page that allows people to call out someone’s efforts or extra work.

Stock the kitchen.

Most offices keep a few types of coffee, creamer and snacks on hand. Thank your employees by showing them they deserve the good stuff. Think decadent chocolate, fresh-cut fruit, fresh bakery cookies and fun juices and sodas. Make sure to add a note telling employees how much their work makes a difference.

Find out what they want.

You may be thrilled if your boss gave you tickets to a Pacers or Indians game. Your coworker, however, doesn’t know the difference between a double dribble and a doubleheader. A little detective work ensures the the gift will be welcomed.

Wish them well.

Does your company have a wellness program? You don’t necessarily need to gift pricey gym memberships. Set aside an afternoon for an optional yoga session to help employees take a breather and get a handle on their stress levels.

Tell them to go home.

Who doesn’t appreciate a little extra time to themselves, especially during the busy holiday season? You don’t have to sacrifice days of productivity – encouraging employees to knock off early next Friday may allow them to plan a weekend adventure or grab a manicure on the way home.

Avoid token gifts.

You don’t have to break the budget with thank you gifts, but you also don’t want to tell your employees that they’re only worth a mass-produced trinket. If the company’s bottom line doesn’t have much room for gift giving, fall back on the personal notes or public recognition. Bring in a batch of holiday cookies and place them by the water cooler. Use social media feeds to brag on your work team. Host a “happy hour” that encourages coworkers to relax and mingle.

A happy workplace starts with the right employees. That’s Good HR is your Indianapolis area staffing expert. Let us do the background work for you and identify the best candidates for your open positions. Our recruiting staff will sift through the resumes and find people whose experience and skills match your company’s unique needs. If you are ready to take your staffing strategy to the next level, contact us now at


Reflecting on Your Career & Where You Want to Be

A person sitting at a laptop looking into the distance thoughtfully.
Julie Johnson headshot.
Julie Johnson
Talent Acquisition Partner
October 18, 2022

Your job is likely where you spend the majority of your waking hours. But are you satisfied with your career? Do you have a job you tolerate or a career you’re passionate about? Research shows that 65% of U.S. workers are happy with their job, but only 20% are passionate about it. Let’s talk about how you can start reflecting on your career, determining exactly where you want to be professionally – and how That’s Good HR can help!

Career satisfaction in the U.S.

As we mentioned, career satisfaction for U.S. workers leaves something to be desired. Reports show that 4% of employees are completely dissatisfied with their jobs, and 17% are somewhat dissatisfied. Many organizations are working to improve employee retention and overall company culture, but if you aren’t excited about the actual tasks that you are performing each day, it’s probably going to be hard to get excited about any job in that field.

Reflecting on your career currently

As you consider your current job satisfaction, ask yourself a few key questions. How often do you feel excited about your regular tasks at work? Did you choose your current career, or did you fall into it by default? Did you go to school or receive special training for your career, and did you enjoy that process? What types of activities energize you inside and outside of work – and what types of activities drain you? What would you say are your top skills or talents?

In the process of reflecting on your career, it can be helpful to actually write down or type out the answers to these questions in order to look for any patterns or common phrases that you repeatedly use. If you notice a more negative attitude, you might be less happy with your job than you thought. Is there an overlap in the tasks that energize you and your top talents? Perhaps it’s time to look for a career that better aligns with those activities – and That’s Good HR can help.

Identifying where you want to be

Some people like to say, “Find a job you love and you’ll never work a day in your life,” a quote that, depending on who you ask, is attributed to Winston Churchill, Confucius, Mark Twain and others. The truth is, pretty much every single job has a few things that you just won’t love to do – but that doesn’t mean you have to resign yourself to a job that you dread waking up to each day. Work passion may be dwindling, but the staffing specialists at That’s Good HR want to help you find a career that energizes you and maximizes your talents.

Forbes says that “follow your passion” is actually some of the worst career advice, and for a few different reasons. This attitude tells us that we will only have one passion in life, and that it won’t change with time. It also assumes that it should be easy to find a job that fits your passion, and that you already know what your passion is! Many of the job seekers who come to That’s Good HR are still figuring out what they want to do, and that’s why our temp and temp-to-hire positions are so beneficial. 

Services that can help from That’s Good HR

We know that you have a unique set of skills and talents. And it’s time the world knew it too. We offer a personal approach to staffing by giving your resume a voice as we talk with your potential employers, plus we can also assist you with interview tips and resume writing. Our job board is regularly updated and is easy to navigate, or you can just submit your resume as we always match your skills to all available jobs.

If you are still not sure which career field is the best fit for you, a temp or temp-to-hire position could be the perfect way to explore your options. Temp work can allow you to learn about different careers, add valuable new skills/experience to your resume and network with top employers across Indianapolis. And you don’t have to worry about not having benefits, because we offer health insurance, holiday pay, referral bonuses and vacation pay.

Are you done reflecting on your career and ready to find a new one? Contact That’s Good HR today to learn more about our openings in the following areas HR, administrative, customer service, healthcare and accounting.


The Power of Referrals

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
September 1, 2022

Have you ever referred a colleague or friend to a new career? Or have you ever referred a fellow company to work with That’s Good HR? Our team works with referrals from several different vantage points, and we find that these referrals are a major factor in successful matches for clients and candidates alike. As we explore the power of referrals, consider whether you have a professional connection who could benefit from a referral to That’s Good HR. 

Why are referrals important?

Did you know that many employers prefer working with candidates who have been referred? According to the Society for Human Resource Management (SHRM), about 28-30% of new hires have come from employee referrals over the past 10 years. And in companies where HR/recruiters place a greater emphasis on referrals through incentives or another similar program, that number can grow to even 35-45%. A 2016 study in the “Journal of Labor Economics” also showed that “referred candidates are more likely to be hired” and that “employee referrals are associated with significantly stronger tenure.” 

How can referral programs save money?

Referral programs, including those with an incentive bonus, can be a hugely cost-effective way to reach a larger pool of job seekers for your open positions. When current employees refer their industry peers to your organization, those candidates are often proven to be a good fit for your company’s culture and could even require less onboarding and training upon hiring. A 2015 study from “The Quarterly Journal of Economics” even found that in some fields, referred workers may also have superior performance and productivity over non-referrals (though this was not found to be consistent across every metric).

As the SHRM article explains, “Employee referral programs essentially turn all employees into recruiters.” Your current team is likely connected to a number of highly-qualified professionals and former coworkers, who may not consider themselves in the market for a new job. But when they are referred and actively sought out by someone they hold in high esteem (and that person’s employer) they may be more likely to consider the opportunity. 

How does the TGHR candidate referral program work?

We also find that some of our best candidates have been referred by previous candidates. If someone would like to be a part of our referral reward program, they simply need to complete our online form with the referral’s name and phone number (and their contact information) so that we can reach out to them and learn more about their skill set. If we find a good placement for them, then the referrer will receive a $200 bonus once the referral has worked 40 hours! In addition to this candidate program, we also accept referrals from clients for new and existing organizations who find themselves in need of staffing support.

What happens after someone is referred to TGHR?

When we receive a candidate referral from an employee we have previously or are currently working with, we connect with the job seeker to identify their skill set and unique talents. We harness the power of referrals to meet our client’s specific staffing needs by finding a mutually beneficial match for every open position. We don’t just send candidates to our client companies, we invest time and consideration into finding the best person to join your team. It matters to us because it matters to you.

Are you ready to find the best fit for your staffing needs? Would you like to refer another organization or a potential candidate to That’s Good HR? Reach out today so that we can connect with you!


How Company Culture Affects Employee Retention

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
June 15, 2022

Company culture is a vital part of any organization. Employers may recognize this, but they might not know just how much it can impact an employee’s experience. Recent research should help employers realize how improving company culture can reduce turnover, and in turn, increase profits. And That’s Good HR can help you with both hiring and employee retention as your positive company culture grows. 

The numbers on company culture

Founded in 1810, The Hartford is one of the oldest providers for insurance and benefits in the country. Their recent survey, called the “Future of Benefits Study,” found a major disconnect between employer and employee company culture and other workplace opinions. At 59%, a majority of U.S. workers said it would be easy to find a new job, and a third have either moved to a new company over the past year or plan to within the next 12 months. 

The top reason to leave a job according to those surveyed was, unsurprisingly, higher wages at 47%. However, the next highest reason was a better workplace culture at 33%. But on the other hand, only 14% of employers have recognized that company culture was a factor in an employee’s decision to leave their organization. 

Employer and employee disconnect

Another disconnect came in benefit packages, with 71% of employers saying “the benefits package they offer to their employees to be better than many of the packages offered by their competitors,” and only 55% of their workers agreeing. Additionally, 69% of employers believe that their employees feel job satisfaction, but less than the majority of workers agree at just 48%. And when it comes to work stress, 28% of employees described their company culture as stressful as compared to 11% of their employers. 

Finding the right culture fit

If there is such a big disconnect between what employers and employees think of company culture, how can we fix it? That’s Good HR recommends taking a look at your hiring and onboarding processes. As you work through interviewing and hiring candidates, look specifically for individuals who fit in well with your culture and their future coworkers. As Forbes suggests, that could also mean reevaluating and better aligning your existing culture with “the vision and goals of the company.”

When you conduct an interview for a new candidate at your organization, they aren’t just selling themselves to you, you’re selling the company to them too. Make sure to be knowledgeable on your company’s vision and culture in order to show candidates what type of team they would be joining. Do your research on each interviewee, and conduct your meeting to highlight what they are most likely to find appealing about your office. 

When problems arise

At That’s Good HR, our artful employee placements don’t just stop once a candidate has been hired. Whether your position is in human resources, administration, customer service, healthcare or accounting, we are expert problem-solvers when things go awry. And the beauty of our temporary and temp-to-hire placements is that both our employers and our candidates can test it out to make sure both the position and the company culture are the best fit for everyone involved. 

Are you ready to increase employee retention by improving company culture? Let That’s Good HR help! Contact us today at 317-469-4141 to learn more about what it’s like to partner with our staffing specialists for your next hiring process. 


Expanding your Talent Hunt to Unretiring Older Adults

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
June 3, 2022

Are you seeking out new talent as a Central Indiana employer? That’s Good HR is here to help. One of our latest recommendations: don’t discount older workers when conducting your candidate search. Much of the Baby Boomer generation is looking to either retain their current position or “unretire” and rejoin the workforce. You can use these tips to better reach local qualified candidates, including unretiring older adults!

“The Great Resignation” is slowing

According to a recent Indiana Business Journal article from Liz Malatestinic, older workers are a treasure trove for local businesses on the hunt for more employees. You may be familiar with the “Great Resignation” or the “Big Quit,” but what about the “Great Retirement?” A number of people chose to retire early during the early days of the pandemic, some for health reasons and some because they just didn’t want to tolerate frustrating work conditions any longer. 

However, there are several signs that show that the older worker workforce exodus is slowing down. The phenomenon of “unretiring” or retirees returning to the workforce typically falls around 3%, though it went down to about 2% in the spring of 2020. But as the IBJ article explains, “according to the Congressional Research Service, that number has recently risen to approximately 2.6%.”

What can older workers offer you?

One of the “arguments” against hiring or retaining older workers is that they are likely to retire (or retire again) soon. However, studies show that younger workers generally have a much higher turnover rate than older workers. According to a Bureau of Labor Statistics report from January 2020, the typical tenure of workers from 55 to 64 was actually more than three times longer than workers in their 20s and 30s. 

As Mason King, IBJ News Editor and Digital Media Manager/Producer, joked in the Eight@8 newsletter: “We’re smart; we’re dedicated; we have loads of valuable long-term perspective, and we appreciate the work. We don’t like change, so we’re going to stick around longer than those opportunistic Gen Z kids.”

What do unretiring older adults want in a job?

Along these same lines, older workers want more respect in their new or current job, without any of these age biases that are common in hiring and retention processes. Older workers may find themselves marginalized, and your local business could find a big benefit in including age discrimination as an educational component of their diversity training — which PwC reported only 8% of companies have done in their formal diversity programs. 

Many older workers or unretiring seniors simply want to work a little less, which is where a flexible or reduced schedule comes in. Of course, flexible work schedules are a major selling point for all ages of job seekers right now, so making it work at your company is going to be to your benefit all around. 

Retaining older workers

One recent poll from Express Employment Professionals and Harris Poll showed that “79% of those between the ages of 57 and 75 wanted to stay in the workforce.” Help your older workers want to stay at your company by implementing good retention policies for your motivated older employees. In addition to the diversity training and flexible work schedules, ask your older workers what they want or need to do their job well. When you take these extra steps to make employees of all ages feel appreciated, you will be more likely to encourage your current workers to stay. 

If you need help expanding your workforce with qualified candidates (including the potential for unretiring older adults), you can partner with That’s Good HR. Contact us today at 317-469-4141 to learn more about our strategic staffing solutions for your unique Indiana business.


Top 5 Stressors for Job Seekers in Indiana

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
May 26, 2022

Hoosiers across the state are seeking out new jobs. Whether you are part of “The Big Quit” and looking for something with more flexibility in the wake of the pandemic, or are just looking for the next step in your career, more people than ever are looking for jobs and contributing to a record low unemployment rate. However, the job search can be stressful too, so we’re exploring the top stressors for job seekers in Indiana — and how That’s Good HR can help you find a position that fits all of your needs!

Important statistics for job seekers

If you’re searching for a new job, you’re not alone. According to the Society for Human Resource Management (SHRM) of Indiana, 44% of Hoosiers are actively looking for or keeping an eye on job boards to find something new. A majority at 62% of job seekers are looking to change industries completely, and 1 in 5 Hoosiers have recently changed jobs. 

This has put our state at just a 2.2% unemployment rate as of April 2022, well below the record-low national average unemployment rate of 3.6% (Indiana Department of Workforce Development). In fact, April was the sixth straight month that the Hoosier unemployment rate has been under 3%. While this is good news for many, there are still a number of stressors that job seekers are taking into consideration during their job search. 

1. Personal debt

Topping the list of stressors for job seekers in Indiana is personal debt. Maybe you were temporarily or permanently laid off during the early days of the pandemic and have been in debt ever since. Or did you take advantage of this wild real estate market and invest in a new home — and a bigger mortgage payment? No matter the reason for your personal debt, That’s Good HR can help you find a job that will pay you fairly. And if you take on a temporary or temp-to-hire position through our staffing specialists, you can earn not just a competitive hourly rate and holiday/vacation pay, you can also receive referral bonuses when you recommend your family and friends to us!

2. Flexible and remote options

Per the SHRM, the majority of Hoosiers (55%) are seeking out remote-only positions. Many of us got a taste of what a flexible or remote schedule can look like during quarantines in 2020, and for a number of employers there has been no looking back. But if you are still going into the office every day and looking for something more flexible, we will do our best to help you find something that fits your schedule. 

3. Medical leave

Next on the list of stressors for job seekers in Indiana is medical benefits and insurance. We partner with a number of local employer clients to match you with the best fit for your new job, and that includes finding the best options for important benefits like insurance and medical leave/sick days. And if you work in a temp-to-hire position through That’s Good HR, you can receive health insurance through our office during your assignment as well.

4. Mental health

Now more than ever, mental health is becoming a bigger focus in our culture, and we are starting to see employers include mental health and other wellness programs as benefits listed in their job postings. When you are filtering through job boards, take note of the employers that mention mental health, acknowledge job stress and how they combat it, etc. You can also make it a point to ask about mental health policies in your next job interview. Let us help you find an employer that is committed to taking mental wellness off your list of stressors!

5. Retirement

The final of the top 5 stressors for job seekers in Indiana is retirement. Although it can be easy for some employers (and some job seekers) to focus on the benefits that affect our here and now, building up a retirement fund is important to most of us. A recent survey actually indicated that the younger the generation, the younger they wish to retire, with Baby boomers (aged 57-75) planning to work until 68, Gen X (41-56) planning to retire at 60 and Millennials (25-40) planning for retirement at 59. The average age of retirement isn’t far off at 62, but a well-planned retirement strategy and benefits from your employer are necessary to retire on your terms. 

Let That’s Good HR help you find the right job with a local Indianapolis company that will help buffer the stressors on your list. Contact us today at 317-469-4141 or check out our current open positions to learn more.


How to Sell a Candidate on your Company

Mary Springer headshot
Mary Springer
March 14, 2022

When you bring in a candidate to interview for an open position at your company, remember that the process is not just a chance for them to sell themselves to you. Good interviewers should offer a positive hiring and interview experience to sell a candidate on your company and the job. We have great examples of companies creating excitement and interest from interview feedback experiences that we receive from candidates. Our staffing experts at That’s Good HR would love to share ideas if you are interested. 

Prepare yourself for each candidate

So often, interview preparation focuses on the candidate. But as the interviewer, you should be doing just as much prep work. Read over the candidate’s resume, cover letter and any supplementary documentation to get a full picture of their experience. You can sell a candidate on your company by showing that you have done your research and, in turn, showing them that you care

Also, make sure that you are able to easily discuss or answer any questions about the position you are interviewing for. You should also be knowledgeable about your company mission, culture and benefit package, especially any perks specific to the currently open position.

Choose interview questions carefully

As you continue to prepare for the interview, choose your questions with the open position in mind. Whether the interview is in person or virtual, thinking of it as more of a conversation than an interrogation can help put you in the right frame of mind. Remember that your candidate is interviewing you and your company just as much as you are interviewing them. 

Instead of using the age-old, generic questions we’ve all heard a million times, tailor your questions to both your company and the candidate. Offering up behavioral questions and hypothetical situations can give you a better idea of your candidate’s soft skills and critical thinking ability, plus it can give them a better idea of experiences they may have in the company or position. 

Sell a candidate on your company with unique branding

No matter what type of position you are interviewing for, you should always incorporate a branding message about your company into it. This message should give candidates a good picture of the company culture and really sell them on why they should want to work with your staff. As you do your research, try to craft a message that will highlight what they are most likely to find appealing to really sell a candidate on your company.

For example, if a candidate’s cover letter talks about their love for working in teams, be sure to emphasize where your company and this position focus on teamwork and inclusion. You can also ask the candidate where they think their specialties would have the most impact and take that into consideration when determining exactly what their job offer may look like. 

Assess the candidate experience with recent hires

Some of the best research on your interview and hiring processes can be done right in-house. Speak with your most recent hires to the company and ask them what it was like to join the team. And perhaps just as important is to request to survey applicants who turned down the job or were not chosen for a specific position (just be sure to do so tactfully). 

Ask recent candidates about the communication they received and overall company responsiveness. Did they think the hiring process was too long or involved too many interviews? Were they educated about the company mission and culture, or did they receive a tour of the office? How did the hiring process compare to others they have experienced? 

Do you need more help with your interview skills to sell a candidate on your company? That’s Good HR can help! You can trust us to help match you with the right employee for both the job and the company overall. Contact us today at 317-469-4141 to learn more about our staffing solutions.


How to Hire a Rock Star HR Team Member

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
February 1, 2022

Are you an Indianapolis-based company looking to expand your human resources team? That’s Good HR is ready to help you hire your next rock star HR team member! With 20 years of experience in the Indianapolis job market, you can trust that we are committed to your success. Learn more about how we can deliver a customized staffing solution for your growing HR team.

You reach out

When you’re looking for help to hire a new HR team member, you want a staffing firm you can trust. That’s Good HR was founded out of a desire to do staffing better. You deserve to work with people who have your best interests at heart. A firm that’s honest and ethical, personal and attentive. We’ve worked with employers and candidates in Indianapolis for more than 20 years and always remain dedicated to personalized job solutions and customer service that blows expectations out of the water. 

We meet to discuss needs

Once you’ve decided to work with That’s Good HR, we’ll meet with you one-on-one to understand your business goals, culture and staffing needs. Are you looking for an HR Generalist, Recruiting Specialist or Talent Acquisition Partner? What about the perfect Payroll Specialist or even an HR Director? No matter the role you’re looking to fill, from entry-level to top management, we have talented team members ready to focus on your opening.  

We pinpoint the best candidate

The match matters and after 20 years in the industry, we know the detailed process and nuances required to find the ideal HR expert to complete your team. Unfortunately, staffing firms aren’t always known for their integrity… but you can rely on That’s Good HR to be truth-tellers, not smooth talkers. If a job seeker isn’t the perfect fit for your company, we’ll tell you, and we’ll work even harder to find the best candidate for your HR team.

An offer is made

The next step is an exciting one — making an offer to the right candidate for your open position! Whether you are hiring for a temporary position, temp-to-hire placement or long-term direct hire, we can help you onboard your new team member. And for temp/temp-to-hire workers, we offer great benefits and payroll options directly through That’s Good HR. We help companies fill temp-to-hire posts by ensuring that they receive competitive hourly rates, as well as benefits like health insurance, holiday pay, referral bonuses and vacation pay.

If things go awry

When problems arise (and with humans they sometimes do), you can count on us. We stay in touch regularly with all of our employers and job candidates to make sure our placements are going smoothly. If a job situation does go awry, we make things right with swift solutions and quick problem-solving, finding the next logical step for both parties. 

Are you ready to seek out your newest rock star HR team member? Contact That’s Good HR today at 317-469-4141 or online to get the process started. We can’t wait to work with your organization!


You’ve Heard of the Big Quit, but What’s the Big Reason?

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
January 14, 2022

Big Quit

When the COVID-19 pandemic hit, millions of people lost their jobs or were furloughed. But in the months following, millions more quit their jobs in search of a new situation. You may be an employee considering joining in the “Big Quit,” but what’s your big reason? Our staffing experts at That’s Good HR can help candidates analyze why you are thinking about shifting your career focus… and we can also help employers eliminate retention issues for current employees and hiring barriers for new employees. 

Why are you considering the Big Quit?

Whether you lost your job or are choosing to leave, it’s time to think about what is most important to you. In this era of hiring, workers have the option to be more selective. As you apply for new jobs, what do you want most out of your career? Is it flexibility in working hours or the option to work from home? Do you want expanded insurance and benefits, higher compensation or specific perks you couldn’t find in your old position, such as paid training or tuition reimbursement? That’s Good HR will help you evaluate the benefit offerings for the open jobs you are interested in and help you decide which ones fit your needs the best.

Reevaluate why you work

Speaking of family, did you have to adjust your family structure during quarantine? Many parents found themselves watching toddlers with daycares closed or supervising virtual schooling. During this time, some families decided that they were comfortable with one parent working and one caring for children or aging family members. Others realized from that time at home that a career is very important to them. 

Beyond family situations and needs, what else forms your “why” for working? Reexamine your lifestyle, mental and physical health and overall life goals. Is it time for a change from full-time to part-time or vice versa? Are you ready to make a move into a brand new career field? Do you want to fall back in love with your current career — or maybe want to look for a new position within your current field? No matter your job search goals, That’s Good HR staffing experts are here to help. 

How is the Big Quit impacting employers?

As a part of the Big Quit, we are all likely aware of staffing shortages and how that is impacting day-to-day life. We have a number of open positions to fill for our employer clients, and we are working hard to match the best candidate to each one. However, there is still more that organizations can do to not just hire new employees but retain their current workforce. 

Offering more benefits and perks

Our biggest recommendation for our employer clients is to look at your current processes for both hiring and retention, and determine how they can work even better. Eliminating hiring barriers, such as biases against gender, age or resume gaps, will make a huge difference in the candidates you find applying to your open positions. 

Offering expanded job perks will also help you gain interest from candidates, such as full-time or hybrid remote work schedules, more wellness resources, mental health plans, child care assistance and stipends for education or setting up a home office. And as you revamp your job perks, don’t forget about your current employees. Revamping your benefits package should not only entice new candidates to apply, but should apply to your entire workforce to show your appreciation for their dedication to the company during these hard times. 

Whether you are a candidate looking for a new career or an organization looking to hire new employees, we are all being affected by the Big Quit — and That’s Good HR can help. Let us come alongside whichever side of the search you are on by contacting our office online or at 317-469-4141 today!