The Pros and Cons of Recruiting Through Social Media

Pros and cons of recruiting through social media
Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
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.

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 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.


Understanding Generation Z in the Workplace

Understanding Generation Z in the Workplace
Greta Cline, CFO
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, 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.

Job Advice

Ghosting Your Interview or Job is Never OK – Here’s What to Do Instead

Ghosting a job
Mary Springer headshot
Mary Springer
February 23, 2023

You’ve heard about ghosting in romantic relationships, but did you know it happens in work settings as well? While most candidates and employers maintain a professional relationship throughout the interview and hiring process, some candidates and employees may opt to disappear, skipping out on interviews or no longer coming to work.

A 2021 study by Indeed indicated that 28% of job seekers had ghosted an employer either during the hiring process or once they were on the job. What may seem like a casual decision can have catastrophic consequences. One solitary instance of ghosting can haunt you indefinitely. Local employers are often connected through networking and professional relationships. Word gets around, and you don’t want to be the candidate who didn’t show up for an interview or simply quit coming to work one day.

Have you ever found yourself in a work situation where you don’t want to move forward? Read on for alternatives to ghosting and learn how you can communicate your concerns maturely and professionally.

During the interview process

When you answer a job listing advertisement, you’re moving forward with limited information. A short job description can sound promising, but once you talk to a recruiter you realize that you’re not necessarily a good fit for the role. It may be tempting to block the interviewer’s number and move on, but that can backfire.

Communicate your concerns. Transparency is an asset in the HR world. Even if the recruiter agrees that you’re not the right person for this position, you are keeping doors open. You simply don’t know if you’re going to run into this recruiter again, so don’t jeopardize a future connection with an amateur action.

Ask about flexibility. Does the salary seem too low for the position? Were you hoping for a hybrid schedule? It’s OK to convey your concerns early in the interview. If there’s flexibility within the company, you can start a conversation. If those salary numbers and job description are set in stone, you’re not wasting each other’s time, but you’re also ending the conversation on a high note.

Handle emergencies responsibly. Recruiters understand that unexpected things can happen. If something comes up that precludes a scheduled interview, let the recruiter know right away. However, let’s be frank. Not everything is an emergency. Having an attack of appendicitis and winding up at the hospital is an emergency. Getting an invitation to go out with friends at the same time you scheduled an interview is not. If you do encounter an emergency, send a quick note to the recruiter that reiterates your interest, explains the problem, and lists options for rescheduling.

Once you’re on the job

You’ve accepted the offer and started the new role. A couple weeks in, though, you realize it’s not what you were hoping for. You’re experiencing problems at home and feeling overwhelmed by life. It can be tempting to just quit showing up while you regroup and get your head together, but that is not only detrimental to your future, it is also disrupting the employer as well.

Share concerns with your immediate supervisor. Nobody wants to be known as a whiner at work. However, companies need to recognize what is and isn’t working for their employees. If your new job is asking for too many overtime shifts, find out if that’s a temporary issue during a busy time or if that’s how the work schedule is always going to go. Don’t make rash decisions blindly.

Leave graciously. If you’re unhappy with a job and don’t see anything changing, learn how to walk away without damaging your professional future. Offer a two-week notice and reinforce the message that you appreciate the time the employer has invested in you. Remember, the supervisor you’re thinking of ghosting today may wind up moving to a different company next month. Reputations matter.

Working with That’s Good HR

One of the benefits of working with a staffing agency like That’s Good HR is that you have a middleman, so to speak, who can advocate for you or help you with the difficult scenarios. Our temp-to-hire model allows parties to test the waters of a new job to ensure that it’s a good fit on both sides. Temporary positions have a specific start and end date, but they offer a valuable opportunity to become acquainted with a potential employer and make new professional connections. These short-term wins can lead to long-term employment.

Ghosting is never an effective professional solution. Learn how to keep your options open while you navigate challenging situations. At That’s Good HR, we’re committed to helping you find a job that meets your qualifications and needs. Let’s work together.


Don’t Get Spooked…The Why Behind Ghosting

Mary Springer headshot
Mary Springer
October 10, 2019

It is said that time heals all wounds but ghosting still hurts no matter how long it has been.  Ghosting is not a new phenomenon, it has been around for decades and still leaves a sting. Why does ghosting hurt so much? Psychology Today points out that being rejected stimulates the same receptors as physical pain. Being “stood up” or ghosted makes a person question not only the other person, but also themselves.

So…why do people ghost and simply not show up without an explanation? It is a technique to avoid confrontation or seemly uncomfortable situations.  In addition, when people ghost they are thinking more about themselves and their situation than the other person.  This often happens when a person is job searching, especially in a tight job market with a qualified candidate.

Electronic forms of communication such as email, texting and even social media, has made ghosting even easier.  It is possible that a candidate’s interaction with a company has only been through email, which makes it easier for the person to ghost. One of the ways that TGHR can help is through our time-tested candidate screening process.  We meet in person with all the candidates that we present to you, which helps create that personal connection.

Do things still come up? Of course, but you do not need to be spooked – it is our problem, not yours.  We shoulder the responsibility so you can save your scares for Halloween. We will not ghost you – 20 years of staffing Indianapolis proves it!

Job Advice

Can You Ever Recover from a “NCNS” Situation?

Amber Crosby
October 6, 2019

Our #1 priority at That’s Good HR is finding great candidates for great clients.  It’s what we do every day and we do it because we know we can help people.  That assistance includes helping people avoid one of the biggest mistakes that can be made.  That mistake is getting labeled as a “NCNS”.

The term “no call, no show” (NCNS) is attributed to a person that doesn’t show up to an assigned place or time.  This could be for a day of work or for an interview.  It is deemed as highly unprofessional and often can have repercussions beyond just that one day. This situation should be avoided at all costs but ghosting becomes more prevalent in a tight job market. If you find yourself in a seemingly impossible situation that will result in a no show, you need to make every attempt to communicate to your manager or hiring manager and recruiter.  In this situation, over-communication is best – call, email AND text (yes, all three).  Your job – either keeping one or getting one – is your priority and TGHR can help you manage that priority.

Is it possible to recover from a no call, no show situation?  Yes, but it is extremely difficult.  First, you need to have a valid reason for your manager or the hiring manager.  This needs to be true and monumental, like an unfortunate death in the family.  But stick with the truth, fabricating an excuse will make the situation worse down the line.

Next, you’ll want to apologize to any coworkers if you are currently working.  Your absence likely impacted them, and an apology would begin to repair broken trust. If you are currently working, you need to know the applicable policies that are in place.  Is there a no tolerance policy? What are your company’s repercussions?  Knowing the policy will help you understand the consequences you will inevitably be faced with.

Finally, don’t forget to communicate with your recruiter.  They need to be made aware of the situation as soon as possible.  The same courtesies need to be extended and a valid reason needs to be shared.  TGHR recruiters are experts in staffing and experts in knowing when something does not add up, so be forthcoming as an attempt to salvage the relationship.

Bottom line – it’s best to avoid this situation altogether.  If there are extenuating circumstances, relationships with your manager, hiring manager, co-workers or recruiters may be able to be salvaged, but do you really want to take that risk?

About TGHR

Our Staff’s Favorite Apps

Susie McKenna
September 11, 2019

What’s one app on your phone that you use daily? The top contenders are most likely your Calendar and Email apps.  Your Camera, Photos or social media icons are probably up there too. TGHR payroll manager Kirstia Cropper uses Pinterest daily to make or save her favorite recipes. Did you know that That’s Good HR has a Pinterest page? Go ahead, open your app and follow it!

Meanwhile, our resident amateur meteorologist and VP, client partnerships Tiffany Moore, does not leave the house without consulting her Weather app.  Her other favorite app is Evernote, something she has in common with staffing specialist Lana Bobb, who also claims Evernote as her favorite every day app. One of the key features of the Evernote app is it syncs with the desktop version, so if you write a note on the go, it will be there when you sit down at your computer. Staffing specialist Lindsey Curtis organizes her life with the Cozi app.  Cozi has a shared calendar, grocery list, recipe saver and reminders built in to make your life simple.

Amber Graves, account executive, logs into to her Meijer app, which helps to keep her family fed! Not to worry thought, she uses YNAB to make sure her grocery spends stay on budget.  YNAB, which stands for You Need a Budget, is such a popular app, it even has its own Facebook group dedicated to using it.  TGHR owner, Mary Springer, loves Mint for budgeting – no wonder she’s a businesswoman! Meanwhile, director of marketing Susie McKenna orders more things off her Amazon app than she is willing to admit while staffing specialist Madison Schacht uses My Fitness Pal daily to help her stay healthy.

CFO/Owner, Greta Cline would be lost (literally) without her Waze app, especially this construction season. Before senior staff accountant Meaghan Smith leaves for the day she takes a moment to read the daily version from her Holy Bible YouVersion app.  This app even lets you read the bible on your iWatch!

Many TGHR staffers would be lost without their Starbucks app, which is key for keeping complicated orders straight (grande skinny cinnamon dolce latte with soy milk or iced blueberry black tea with only three pumps anyone?). Other favorite apps of almost all staff members are Instagram, Facebook and Twitter.  Of course, you can find many of us on LinkedIn daily!

What is your favorite app that you could not live without? We would love to hear about it!


Perfect Time for Podcasts

Lindsey Curtis
September 10, 2019

Looking to change up your routine as you drive to work?  Need something else to listen to as you run on the treadmill?  We’ve got the perfect suggestion – podcasts!

Stop what you are doing right now and browse to the purple podcast button on your phone.  Don’t have one?  Head over to the App Store or Google Play Store and download Stitcher, which will get you started.  Once there, browse for these TGHR recommendations.

Anytime is a good time for self-improvement.  Have you been meaning to revise your resume (hint – use our resume template)? Looking for interview tips?  Career Cloud Radio is the podcast for you.  Even in its description, it states, “there’s no better show to hear practical and tactical job search advice that is actionable.”  It promises that you will learn something new in every episode.

Do you have an entrepreneurial spirit?  Then search for Gimlet Media and you will have your pick of podcasts that touch on how businesses are built.  Our recommendation?  Start with StartUp, which has eight seasons of episodes, will occupy you for quite some time.  The first season follows Alex Blumberg and how he started a podcast company.  It’s so entertaining that ABC had a sitcom  about Alex and how he started his business.  So, hurry up and get on the bandwagon now!

Also from Gimlet Media is The Pitch, which if you like Shark Tank, you’ll like the The Pitch.  Each episode founders pitch their businesses to a group of investors.  The types of businesses are varied and you will pick up personal branding tips along the way.  Each episode does include a follow-up interview with the founders, so if you like to know “where are they now” this podcast won’t leave you hanging.

Glassdoor has a great round-up of other career-related podcasts to check out to add to your list.

Not business related, but if you can’t get enough of Dateline and true crime stories, try the podcast Dirty John from the LA Times.  It’s told in six episodes and you’ll be on the edge of your seat by the last one.  It chronicles the life and family of Debra Newell, a successful interior designer from California and her relationship with John Meehan, a felon.  It’s narrated by Christopher Goffard, who is a reporter for the LA Times. Another crime-related podcast you might want to add to your list is Crime Junkies.  And it’s produced right here in Indianapolis!

Are you already listening to podcasts on a regular basis?  If so, please share with us on social media your favorites – we’d love to hear them!



Job Searching? There’s an App for That

Madison Schacht headshot.
Madison Schacht
Manager of Talent Acquisition
September 9, 2019

The Android App Store has more than 2.46 million apps to choose from, while the Apple App Store boasts 1.96 million apps as of the end of the second quarter of 2019. The phrase “there’s an app for that” applies to job hunting too!

Use an app like LinkedIn or Indeed to find jobs to apply for – and apply right from the app on both platforms. On LinkedIn, the app makes it easy to keep track of how many jobs you either saved or applied for – it is handy to have this information in one place! The Indeed app makes it easy to access your recent searches for specific position titles so you can check if anything new was posted.

Once you’ve applied, it is time to prep for an interview.  Practice makes perfect – check out and download an app like Job Interviews Questions and Answers.  This app helps you practice common interview questions you might encounter and gives you suggested answers that you can customize based on your experiences.

Next, before heading to the interview, you’ll want to make sure you’re headed in the right direction.  Tap and open Google Maps to make sure you know how to get to the company.  It is always best to arrive about 15 minutes before your slated interview time. Last month alone 174 people used Google to navigate to our office.

While you are waiting to meet your interviewer, take a moment and make sure your mind is clear and focused.  Using an app like Headspace or Calm can help calm your nerves ensuring that you present your best self.  Another app, Breathe, let’s you check in on physical and emotional feelings and recommends a meditation based on those feelings – some meditations are as short as 3 minutes. Have an Apple watch?  Take a minute to use the breathe function before you exit your car!

Apps are designed to enhance all aspects of your life – even finding a job.  An app is not a replacement for human contact though, so make sure to check out our job board and reach out to one of our staffing specialists.  But if you need to know how to tie a tie – don’t worry there’s an app for that!


Organize Your Inbox Today

Kirstia Cropper headshot.
Kirstia Cropper
Operations Manager
August 19, 2019

Since it’s back to school time, let’s take a pop quiz! When it comes to email are you the type of person who:

A. Cannot stand unread emails in your inbox

B. A little email clutter does not phase you at all

C. Your email box is always filled with messages or

D. Email? Who has time to read email?

Whether you answered A, B, C or D – these ideas can help you organize your inbox. And who knows? You may just find some extra time in your day because of it!

Make F.A.S.T. Decisions

F.A.S.T. stands for F = file it, A = assign it, S = store it and T = trash it. When you are reading your email, keep this acronym in mind and act quickly. You can store emails that need responses, but once you respond make sure to file it or trash it.  Another method is the O.H.I.O. method – Only Handle It Once.  Once you read it, take action with the email before moving on.

Be a Rule-Follower

Using rules can automatically sort your email without you even looking at it. For example, use a rule to automatically send e-newsletters you receive to a specific folder – therefore keeping them out of your inbox and in a safe place where you can refer to them when you have time.  You can even set certain emails to be automatically deleted after a certain amount of time. Setting rules is simple in Outlook and Gmail.

Put Your Patience On

Does your inbox make a sound every time a new email arrives? Hearing a “bing” is an instant distraction.  It is counterproductive to check your email every five minutes.  Try blocking specific times in your day to handle email, starting with 30 minutes in the morning and afternoon.  If you need more time, set a timer so you know that you will be checking your email on a regular basis, but email won’t be a distraction to getting your to-do list accomplished.

Wash, Rinse, Repeat

Do you get emails that you send out similar responses to? Save time by creating responses you can cut-and-paste in order to reply quickly. Step this up by creating a “Canned Response” in Gmail.  Head over to the gear icon in the top right corner and select “Settings” from the menu to get started.  If you use Outlook, an email hack is to use “Signatures” to have prepared responses to often answered emails.  Open a blank email and select “Signature” from the top menu bar.  Then, click on “Signatures” to create an email that you can access with the click of a button. You can still personalize your message before sending but using these tips can help you start from something other than a blank screen.

We would love to hear your favorite email hack – share it with us on our social media channels (Facebook, Twitter, LinkedIn)!


No Secret Recipe to Leadership

Mary Springer headshot
Mary Springer
July 8, 2019

When you bake a cake, you follow a specified recipe to create a perfect desert. Different ingredients can be combined to create various flavors – all delicious in their own way.  I believe there is no secret recipe for being a great leader.  Different combinations create different types of leaders – one just as good as the next – like cake. The secret lies in discovering what your leadership strengths are.

To discover my team’s strengths, we use the #1 international bestselling book StrengthsFinder 2.0. Gallup first introduced this simple tool in 2001. It was the result of Gallup’s landmark 30-year research project that ignited a global conversation on the topic of strengths. Almost 20 years later, millions of people have used this approach to discover their top five strengths, which in turn helps them to become a better leader.

Knowing our team’s strengths, helps us understand everyone better and strengthens our company as a whole. Everyone of our team members is a leader in some capacity and as the company owner, it’s my job to develop and nurture my staff so they can reach their leadership potential.

Each TGHR employee has their own “recipe” of strengths.  Understanding where we overlap and differ has provided a common language we use to communicate with each other every day. Although each recipe is different, there are some leadership characteristics that are shared by our staff – responsibility, communication, achiever and woo.

According to the StrengthsFinder, leaders strong in the responsibility theme are committed to values such as honesty and loyalty and take ownership of what they say they will do. These are key values to our company and the pillar of why I started TGHR – to do staffing better.

People strong in the communication theme are good conversationalists and presenters.  They can quickly and easily put their thoughts into words.  This is not unexpected since our business consists of talking to our candidates and clients every day!  We interview candidates all day long and need to be able to be superior conversationalists to discover their strengths and explain those strengths effectively to our clients.

Achievers have a great deal of stamina and work hard. They derive satisfaction from being productive. Since one of our company mottos is “work hard, play hard”, it comes as no surprise that this shows up in our team’s strengths!

Woo is another strength that pairs perfectly with being in the staffing industry. People strong in woo love meeting new people and are fulfilled by making connections with people – which is perfect for staffing!  Our team loves matching the right candidate to the right client job.

I am fortunate to lead a team that takes pride in their strengths and thrives on discovering the strengths of others.  If you do not know where you excel as a leader, I highly recommend you discovering your strengths!  Let me know how I (or my team) can help.