Tired of Losing Your Best Employees?

October 16, 2015

The US job market today is one of fast pace, vibrancy, and a life that we have not seen since the early 2000s.  If you’re a hiring manager and/or HR professional, and you’re tired of getting offers declined or losing your best people, this summary of a recent Wall Street Journal article might shed some insight into what is happening.

Fifty-six percent of 64 business and academic economists polled believe the U.S. will reach a state of full employment within the first half of next year, according to a WSJ survey. Nearly one-fifth of the surveyed economists think the U.S. labor market has already reached full employment. However, the typical wage growth that follows full employment may not happen quickly. Skilled workers will do well, but the wages and the salaries of the average worker will increase modestly over time.

To layer on top of close to or possible full employment, the National Unemployment Rate is now 5.1%, Indiana’s 4.6% and Indianapolis’s 4.2%.  But the two statistics that you might really want to be paying attention to (and a bit scared by) are the unemployment rates for candidates who have either a bachelor’s degree or higher (2.5%) or some college or associate degree (4.2%).

For those employers looking to attract, hire, and retain college-educated candidates, 2.5% unemployment should be a pretty frightening number.  Why is that you say?  Well, think of all the job opportunities these candidates have, and who isn’t willing to make a career move for a 5-10% pay increase?

I am no economist, but I can tell you as one of the owners of a leading staffing firm in Indianapolis, we have seen this phenomenon of escalating pay for the past 6-12 months.  On the temporary side of our business, our pool of qualified unemployed candidates is smaller and smaller, and on the direct hire side, candidates are getting called regularly, monthly if not weekly, with new career opportunities.  We continually have to educate and inform our clients of current local market conditions and what they used to get for $20/hour now costs $22/hour, or the Controller they want for $85k a year now demands $90k.

So as an employer what can you do? 

  1. Make sure you know who your “best” employees are and make sure you are talking with them. Learn why they currently work for you and why would they continue.  Trust me, it’s not only salary (more to come on that later).
  2. Truly understand why an “A” job candidate would resign from a job they like and accept a position at your company. Right now, with the headwinds in your face, make sure your compensation packages are competitive if not well above median.  What do I mean by that?  Make sure you are benchmarking your salary structures against your peers and competition, and if you have not increased your compensation structure by 5-10% over the past couple of years, you probably are in a vulnerable state with retention and recruitment.

Good luck out there. It’s a very competitive world and if we can be of assistance in any way with your staffing needs, we are here to help.



What Employers can Expect: Great Candidates Fast!

October 11, 2015

Over the years, I’ve met an array of employers in a variety of industries throughout greater Indianapolis. Some have never used a staffing agency for local temp-to-hire, direct hire, and executive searches. Others have worked with agencies in the past but had bad experiences.

But no matter where you are on this spectrum, That’s Good HR works in your best interest to locate top local job-seekers. We like to think of ourselves as a client “easy” button—press it and, like magic, we do everything we can to deliver great candidates to your door.

So how do we make the magic happen?

Search & Screen

Our process is highly selective. We continuously recruit, screen, and select new talent to build a strong network of qualified local candidates on hand.

·      Resume review: We examine work history and on-the-job experience, including skills, specialized training, and education.

·      Phone interview: If candidates look good on paper, we conduct phone interviews to discuss qualifications. We listen for articulate, thoughtful, and polite responses.

·      Personal interview: Those who interest us meet with a staffing specialist. We assess individual experience and level of professionalism, including soft skills like interpersonal communication. We discuss employment goals and preferences, like location, salary, and work availability.

·      Reference check: Job-seekers who meet our standards are considered for your openings. We provide additional skills testing, background checks and other assessments depending on your needs.

Tick Tock

Whether you have hours or days to fill your generalist openings, we turn to our network of pre-screened candidates to find top candidates. Specialist or executive-level positions can take a week or more to fill.

·      We start by hand-picking candidates for your job to confirm interest and availability. We provide details about the job, including location, hours, and salary.

·      Especially when your need is critical, you should take advantage of our 8-hour working interview. We call you during the work day to discuss candidate performance and, if he or she isn’t quite right, we’ll provide another candidate. You won’t be charged for the initial eight hours of the replacement.

·      When you have time to interview candidates personally, we take care of the details. We provide advance copies of resumes. We coordinate interview times and locations. We call or could even meet with you in person after interviews to discuss which candidate is the best fit and next steps.

Of course, there are many variations and options when it comes to staffing, but our level of service is consistent. On that you can depend! So, when you are ready, just press the “easy” button and we’ll get started.


Keep Checks Coming with These Payroll Tips

October 9, 2015

Is payday your favorite day? I know it’s one of mine! Once you’ve been placed by That’s Good HR, what can you do to ensure regular, reliable paychecks start rolling in? Follow these tips and you’ll be golden.

Direct deposit
The quickest, most convenient method of payment is direct deposit. Your paycheck is safely and automatically deposited into your checking or savings account. And the best part? It’s free!

  • To get started, complete our authorization agreement for direct deposit form.
  • We need a voided check for each account into which you want your pay deposited. For example, you may want most of your pay to go into your checking account and a smaller amount into savings.
  • Fax your completed form and a copy of voided check(s) to 317.469.4140 as soon as possible.

If you live near our office, you can also drop them off in person. If you don’t complete our direct deposit process, we’ll mail your check to your home address on Thursdays.

Our payroll week is from Saturday to Friday. Be sure to record every hour you work and submit all hours by 5 p.m. each Friday.

  • You will get an email with a username, password, and instructions about completing your timesheet when you receive your first TGHR placement.
  • Your job site supervisor and a TGHR representative will approve any overtime hours. All overtime is paid according to state and federal law.

Paystubs and W2 statements
We use Paylocity to provide you with 24/7/365 access to your payroll information.

  • You must register for Paylocity to receive your year-end W2 and paystubs.
  • Get started with these step-by-step instructions. Print a hard copy for your reference.
  • Once logged into your Paylocity account, there is a “Self-Service User Guide” located under “Home & News” for you to review.
  • If you don’t have Internet access, we’ll help you get started at our office.

Keep your contact information current

It’s important that we have your current home address, phone number(s), and email address on file. If your contact info changes, let us know right away.

Be sure to bookmark thatsgoodhr.com/resources. You’ll find other important benefit resources listed here, including new assignment openings.

We’re here to make sure you get paid on time every time!



4 Reasons to Consider Temp Work

August 12, 2015

It’s no secret that, when it comes to temporary work, myths and misconceptions abound. If you are one of the many job seekers who usually scroll past temporary positions, here are a few reasons you should stop and reconsider:

  1. Autonomy and Flexibility. Temporary employment can be a great option for those of us juggling school, families, part-time work, or other commitments. Temp work sometimes carries more flexibility and autonomy, and can give you the freedom of choice that permanent positions often lack.
  2.  Learn New Skills or Update Old Ones. Like internships, temporary positions offer the opportunity to gain skills and experience in a specific industry or position type. But unlike internships, temp work usually offers better compensation and perks and fits a broader age range.
  3. Try a Job Out. Last summer Forbes posted a great article about the pros of working with a staffing firm to find employment. The story highlighted the benefit of being able to try a company out to see if you’re the right fit for the job and the culture. Temporary employment is a two-way street that lets you and your employer sniff around each other a bit before committing.
  4. Surprising Earnings and Benefits. If you think temporary employment is only for low-paying, entry-level jobs, think again. Here at That’s Good HR, we get to place people in all kinds of positions and industries—from admin to HR and medical to accounting. And the icing on the cake? Most of our placements include comprehensive, ACA-compliant health benefits.

That’s Good HR is committed to listening to your goals, and matching you with the perfect placement. Get in touch with us today to see if a temporary position is right for you.


Keeping Millennials Engaged and Employed

July 30, 2015

High turnover rates are a challenge employers know all too well—especially when it comes to millennials. So what’s a company to do? Nancy Lublin, CEO of Do Something, America’s largest youth volunteer organization, shared these tips for avoiding the millennial turnover blues with Fast Company.

  1. Create a New Type of Career Path. If you’re dealing with a commitment-phobe, a long-term career expectation might scare their socks off. Consider a flexible, short-term agreement with a mutual reevaluation of the employer-employee fit at the end of a two-year period.
  2. Embrace the Idea of Partnership. LinkedIn co-founder, Reid Hoffman, explains his “Tour of Duty” concept in his book The Alliance. The concept relies upon mutual investment between employee and employer. Both parties commit to finding ways to meet each other’s goals and aspirations, which may or may not include long-term employment. The focus lies in a successful partnership that enhances the industry and relationships.
  3.  Feed Millennials’ Desire for Good. Most of us want to feel like we’re part of something bigger than ourselves, something good and worthy of our time. Even so for millennials, many who say they’d even take a 15% pay cut to obtain a job where they “can make an impact.” Partnering with local non-profits and highlighting social consciousness could go a long way in attracting and retaining these socially-conscious employees.

That’s Good HR exists to help employers creatively meet the needs of their clients. Contact us to talk about ways temporary employment can work for you and the modern worker.



Jack Be Nimble: React Fast with Temp Employees

July 24, 2015

Jack be nimble, jack be quick …

We might not be talking candlesticks here, but there is something to be said about being on top of things, being adaptable and ready for a shift in the winds. It’s not just smart to be prepared for change in the business world—today’s economy demands it. Whether we are talking about industry shifts, economic ups and downs, employment law changes, or workforce preferences, today’s employer has to be ready to respond to change on a dime. Are you?

Partnering with a staffing firm is a smart move in today’s fluctuating business world. We can help you respond to change quickly and carefully. Here are just a few areas where we can jump in and assist:

  1. Navigating compliance.
    The C word–compliance. It’s nobody’s favorite thing. With ever-changing employment laws and healthcare regulations, compliance can scare even the toughest employer. When you partner with us, we take on a large part of that burden, handling much of the hiring, benefits, and other potentially hairy areas for you.
  2. Understanding today’s employee.
    There’s no doubt it’s an employees’ market out there. And the traditional employee looking for a long-term career isn’t necessarily the norm any more. We understand where potential employees are coming from and know the art behind successful employer-employee matches.
  3. Riding the ebbs & flows.
    Maybe you’ve recovered from the recession, but are wary of the future. Hiring temporary employees can help you build a just-in-time workforce, and be ready to respond quickly to change.

Not sure where to start? Or maybe you’ve partnered with us before and it’s just time to reevaluate your employee pool. Either way, we recommend coffee with us. Let’s sit down and talk about how That’s Good HR might be able to help you navigate today’s employment climate. We’re not here to pressure you into anything. We’ll give you honest feedback about how we might partner together best…or how we might not. Reach out today.


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August 10, 2000

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