5 Tips for Constructive Employee Feedback

Constructive employee feedback
Mary Springer headshot
Mary Springer
April 17, 2023

Constructive employee feedback is pivotal in the workplace. Feedback allows employees to adjust their behavior to meet their employers’ expectations. Furthermore, it helps managers communicate effectively to ensure that both the parties are on the same page. Constructive feedback is an effective tool for improving employee performance and mindset in the workplace.

But that doesn’t mean it’s easy. Managers and others who are tasked with overseeing employees may dread these conversations. What can start out as a simple discussion may unwittingly evolve into a tense conversation. However, skipping the conversation is rarely productive, especially when certain behaviors need to be addressed. How can managers and employers offer feedback that is productive and effective?

At That’s Good HR, we have more than 20 years’ experience working with some of the Indianapolis area’s best employers. As part of our staffing services, we often serve as the middleman between employers and employees during those important first few months in the workplace. Thanks to experience and countless conversations, we have been able to see what works and what doesn’t. Read on for our five tips on constructive employee feedback.

Feedback matters

When you set aside time for a review, you’re telling your employees that their position in the business is important. You’re also communicating a commitment to continued employee growth and development. By following the tips below, you’re opening the door to an evolving relationship and better business practices that ultimately make your company – and your employees – stronger.

1. Give feedback in person

Most businesses have perfected the art of communicating electronically, but constructive employee feedback conversations should be done face-to-face. It’s too easy to misread tone in an email or text. If the employee is a remote worker, set up a time for a phone or video conversation. Make sure you’re in a safe, private place. These discussions can become emotional, and everyone deserves to know that their responses are staying within the room.

2. Stay specific and problem focused

It may be easy to give orders without explaining their rationale. For instance, punctuality can be a game-changer in many workplaces. But not every employee may fully appreciate its importance. If you tell an employee to quit coming in late, you’re giving an order. If you have a conversation that begins with a discussion of why it’s important for the employee to come to work on time, you’re helping them understand that their 15-minute delay can have repercussions on coworkers and customers. Make observations, not accusations. Say, “I notice that you have been arriving late to work a few times a week. What’s going on?” instead of “You’re almost always late.” There may be an underlying issue you can easily address.

3. Praise is an important part of constructive employee feedback

It’s easy to focus on what’s not being done correctly. On the other hand, if you neglect to recognize the good things an employee does, you’re losing an important tool in establishing a trusting relationship. Positive feedback can lessen the blow, so to speak, of criticism. It tells the employee that you recognize the work they are doing and reinforces that you are a manager who appreciates their efforts.

4. Be sincere

In a thriving business relationship, feedback can benefit both the employee and the company. Reinforce the message that you want the employee to succeed. Ultimately, an empowered and improved workforce is going to strengthen the business. You’re not offering constructive employee feedback because you want employees to fail. You’re offering it because you know they have the potential to contribute. Nobody is a finished product – not you, not the employee. Reinforce the message that you never stop growing, and feedback can help you become stronger and more productive.

5. Be open to feedback in return

Feedback goes both ways. Your conversations with employees should include a chance for them to voice their concerns. This isn’t always obvious. You may have employees who are happy to volunteer their own observations and solutions, but others aren’t so forthcoming. Open the door for feedback. Even a simple “How can I help you do your job better” may uncover solutions you hadn’t considered. Be open to these answers.

Constructive employee feedback should be part of every workplace. At That’s Good HR, we stay engaged in the employee relationship even after the initial hiring process, facilitating conversations and making sure feedback is reaching the proper recipients.  Let us help you with your next staffing challenge. Reach out now to talk about solutions.

Job Advice

Want a Career Change? Need Help Getting There?

Career change
Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
April 7, 2023

If you’re considering a career change, That’s Good HR can help you navigate the journey. Let’s look at how you can make a difference in your professional life by changing careers.

First, you’re not alone in wanting to do something different. As a matter of fact, a study by the U.S. Bureau of Labor Statistics reported that people held an average of 12.4 jobs between the ages of 18 and 54. The old school model of landing a job as a young adult and staying there until you can retire with a comfortable pension has been replaced with one where people move into different jobs and careers for many reasons, including:

·        Stressful work conditions

·        Poor leadership

·        Few opportunities for advancement

·        Salary concerns

·        A need for a change

If you’re reading this, you may be wondering how you can change your career.  Remember, you do not have to tackle every challenge alone. Let’s look at how you can make a change in your professional life and how the staff at That’s Good HR can assist you.

5 Steps to a Career Change

Make a list.

There’s no need to be fancy. Just start writing down your thoughts. What are your strengths and weaknesses? If you could do anything in the world, what would it be? Don’t worry if it sounds outlandish. Nobody will be grading this. Instead, try to get your brain around your passion. Are you still stumped? Check out some online assessment tools, like the Myers-Briggs Type Indicator or the 123 Career Aptitude Test.

Do your research.

Pick out a couple of career options and dig deep to find out what type of training and experience you might need. Your local library may be able to help gather background information and identify local educational opportunities. Remember, you’re not making any commitments here. This is your time to explore what’s out there and decide if it’s worth your investment of time and, perhaps, money. Are you concerned that a new degree is going to take you 10 years, and you’ll be 10 years older when you finally graduate? How much older are you going to be in 10 years if you don’t pursue that degree? (Hint — the number is the same.)

Find your network.

Networking is an important professional skill, whether you’re looking for a new career or staying put in your current one. You may already have a network of coworkers and colleagues who may have leads on what you need to do to make your career change dream come true. But now is the time to expand that network. Don’t be afraid to ask for help. If you notice one of your connections on LinkedIn has a connection to the industry you’re exploring, reach out for an introduction.

Be realistic with career change dreams.

Maybe you’ve always dreamed about being an opera singer, even though your singing skills are best left to singing alone in your car. Fortunately, living out your dream career doesn’t have to look exactly like your initial vision. For every person on stage, there must be an audience. For every star of the show, there must be a support staff. You may never belt out arias to an adoring crowd, but you may enjoy the passion of working for a performing arts center’s front office. Keep in mind that the path to a new career may be a multi-step one, rather than one giant leap. That’s one of the many reasons why we like to encourage people to check out temporary positions. These short stints can give you a taste of a different industry and help you develop valuable connections.

Talk to the right staffing firm.

Staffing firms can help you land a new job, but make sure you’re working with a staffing firm that is focused on you, not on filling open spots with warm bodies. When you work with a staffing firm like That’s Good HR, you’re talking to people who care about your career goals. Our talented recruiting staff takes the time to get to know you and your needs, and we’ll tell you if we think we can help you make your career change dreams come true. After more than 20 years of working in Indianapolis and the surrounding areas, we may know of other options you can pursue in your quest to find a new career.

What are you waiting for? If you’re ready for a career change, consider reaching out to That’s Good HR now. Submit your resume and let’s talk about what’s next for your continuing professional life. 

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.


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!

About TGHR

20 Years of Staffing Stories: Mary Springer

February 20, 2020

If you had asked Mary Springer in college if she wanted to own her own business, she would have told you no. At the time, she was preparing herself to climb the corporate ladder, most likely in the area of finance. Upon reflection, she has always been metrics-driven and self-motivated, which are two vital skills for any business owner.

Upon graduation from Purdue University, armed with a degree in financial planning, she moved to Ft. Wayne to start a management training program to become director of finance for an educational institution.  While she enjoyed the management aspect of the job, Mary was eager to move back to Indianapolis. Moving back without a job would be tough, so she found a new job in a way that many people get a job – through networking.  A college friend had recently talked to a national staffing firm with a local presence in Indy and thought the job sounded like a good fit for Mary, not him.  He was right and Mary worked at that staffing firm for six years and then was recruited to open the temporary staffing division at a new, locally based staffing firm that was just starting out – That’s Good HR.

There are some aspects of the staffing business that have remained the same since 2000, but many have changed.  In 2000, there was an online job board –, while today there are plenty to choose from like Indeed, Zip Recruiter, LinkedIn, Career Builder and more. The online job boards have provided access to more people, but everyone has that access. Mary recruited at college fairs in her early days, a practice that is still done today.  And the number one thing that has stayed the same through the years is the fact that staffing is about connecting the right person with the right job at the right time.

Social media has also changed the landscape of staffing.  As Mary points out, back in the day when you put an ad in the paper, the people responding didn’t have a LinkedIn profile that was readily available – not to mention that they were still reading a printed newspaper regularly. Online job boards and social media sites like Facebook have changed how we talk to people.  In fact, That’s Good HR has only been on Facebook for the past decade! In today’s fast-paced world with technology at your fingertips, Mary remarked that finding that personal connection is harder, but she’s up for the challenge.

The biggest challenge in the past 20 years was the recession of 2008, as it was for many businesses.  In theory, the staffing industry is “recession-proof” since when the market goes down, many companies hire contractors and there are more people looking for work, which is good news for staffing firms. But the recession of 2008 was different and forced more than 170,000 small businesses to close during the first two years of the recession. That’s Good HR was forced to reduce staff and do more with less resources but was able to not only survive but thrive amid a dismal economy.

As That’s Good HR continues to reinvent itself to meet the changing needs of the local landscape, Mary looks forward to what the next 20 years will bring.  And the end of the day she is most proud of building a place where people want to come to work and help people find jobs to achieve their goals every day.  Cheers to 20 years!

Do you have a story about how That’s Good HR has impacted you in the past 20 years? Let us know as we are sharing staffing stories all year long as part of our 20th Anniversary Celebration!

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?


Summer Reading Professional Development Books

June 10, 2019

While you are laying by the pool or relaxing on the beach, let summer do some work for you! We’ve got links to summer reading lists (see below!), but here’s a short round-up highlighting some of the latest (and soon-to-be greatest) professional development books that are hot off the presses just in time for summer.

Moment of Lift by Melinda Gates

Melinda Gates, who is more than just the wife of Microsoft guru Bill Gates, shares stories of the women who have inspired her through the years in this book published in April 2019. The stories begin with her own mother and fan out to include the extraordinary women she has connected with through both her professional and philanthropic work all over the globe. The conversational tone of this book will keep you turning the pages faster than you can sip on your summertime beverage.

It’s the Manager by Jim Clifton and Jim Harter

Just published in May 2019, this book reveals 52 key findings from Gallup’s largest study on the future of work. The study found that the quality of managers and team leads are the single biggest factor in a company’s long-term success. Both authors have previously penned best-selling books, and this is sure to join that list shortly. A bonus in this book is it also comes with a code to access the CliftonStrengths assessment, which reveals your top five strengths.  If you haven’t taken the assessment yet – it is definitely worth doing so this summer!

Feedback (and Other Dirty Words): Why We Fear It, How to Fix It by M. Tamra Chandler and Laura Dowling Grealish

Performance reviews are often dreaded events, but this book helps flip the script and explains how to turn that fear into an opportunity to flourish.  You will learn the three F’s of feedback (focused, fair, and frequent) as well as find exercises to practice what the book preaches.  The real-world examples help to underscore how to turn receiving feedback into a positive experience. This book is the perfect pick for your Fourth of July vacation since it doesn’t debut until June 18, 2019.

WOLFPACK: How to Come Together, Unleash Our Power, and Change the Game by Abby Wambach

As the Women’s FIFA World Cup kicks off in France this month, it’s the perfect time to read this book written by one of the stars of soccer. Based on her 2018 Barnard College commencement speech, which went viral, this short read (less than 100 pages) serves as a rallying cry for women to unite with their “wolfpack”. You will be fired up and ready to take on tasks of Olympic proportion after finishing the book.

Want more summer reading suggestions? Bill Gates recently released his 2019 summer reading list or you can check out our past suggestions. Let us know what books tops your list this summer – we’d love to hear from you!


How to Get a Job Quickly After Graduation

Amber Crosby
May 9, 2019

Seven out of 10 college seniors will graduate with approximately $30,000 in student loans according to recent data from the Institute for College Access & Success. Even with this debt, college graduates and their families think college is a worthwhile investment – 90 percent of families think that according to lender Sallie May.

At That’s Good HR, we agree education is a solid investment, but Americans are now burdened more by college loans then credit card or auto debt.  In addition, 1 in 3 graduates said their school loans prevented or delayed them from buying a home. Some innovative employers are even letting their employees trade vacation days in exchange for payment on their student loans since this type of debt impacts so many employees.

Graduates may be saddled with debt, but their job prospects are plentiful – which is good news.  This year, employers plan to hire nearly 11 percent more graduates from the class of 2019 than they did from the class of 2018. But with student loans and a fast-moving job market, it’s more important than ever to get into a job quickly.

Often, upon graduation students are still thinking about what type of office environment would be the right fit for them.  A temporary assignment in a chosen degree field allows prospective employees to assimilate into the workforce quickly and learn what type of office setting works best.  Temporary assignments can last from a few days to months, allowing recent grads to rack up experience while finding their way.  Entry-level customer service positions, human resources positions, accounting positions or admin roles are perfect for new graduates. A third of the time, we see temporary assignments turn into full-time positions. If the assignment ends, there is no need to worry, we can place hard-working candidates in another role quickly and seamlessly.

We would love to hear about your college experience and get you to work quickly to repay those loans! Reach out and we will let you know your options to get your career started. See all our open positions on our job board and apply today!

HR Insights

Tips for Recruiting Millennials

Mary Springer headshot
Mary Springer
April 17, 2019

Millennials—those born from the early 1980s to the late 1990s—are the fastest growing generation to occupy the workforce. According to the Pew Research Center, more than 1 in 3 workers are young adults ages 18-34, and by 2020, half of all employees will be Millennials. With numbers like that, it’s easy to see the impact this generation will have on your company’s future growth. Beyond just growing your employee pool, hiring Millennials can add fresh perspectives and ideas to energize your business. So how can you snag these creative go-getters?

Know What They Want

The days of selling a candidate on your benefits like insurance and retirement funds are over. Millennials care much more about advancement opportunities, professional development, and—you guessed it—pay. Salary is a key component to most job-seekers, and this generation is no exception. Communicate clearly about pay during the recruitment process to keep candidates more interested. Young workers are also looking for a clear path to promotions and appreciate defined goals for advancement. They want a company that will invest in them as professionals, including mentors and leadership training.

While salary is important, young people also value less traditional benefits. According to a Deloitte survey, 3 out of 4 Millennials want to be offered the chance to work off-site. They are all about a customized lifestyle with flexible work schedules and a strong work/life balance.

Update Your Communications

Today’s young employees are the most tech-savvy working generation to date, relying heavily on mobile devices. Your website and application process must be mobile-friendly to engage Millennials. Not only do you want to make it as simple as possible for them to reach you, but it’s also important to demonstrate clearly that your business values and invests in technology. Easy-to-use mobile platforms are a must, and job searches and application submissions should be quick and painless.

Growing up in this world of real time messaging, Millennials expect timely communication. Once an application or resume is submitted, a rapid response detailing when they can expect to hear back offers great assurance. Text messages are not considered too personal with this generation as phone calls are seen as old-school. But also keep in mind Millennials value personalized communication, so steer clear of scripted emails and texts or cold autoreplies.

Maximize Social Media

Connecting with potential Millennial talent on social media can be a powerful tool in your recruiting arsenal. For one thing, most young workers today are always on the lookout for that next job opportunity; in fact 2 out of 3 Millennials are ready to leave their current job for greener grass according to the Deloitte survey. Facebook and LinkedIn are great platforms for not just posting jobs online, but also for sending personalized messages to possible candidates. Young people respond well to unique communications directed specifically to them and their talents.

Most Millennials also check out potential employers by visiting their social media pages. A strong online presence is vital to showing them just exactly who you are and what your company is all about. Young workers today want your company’s mission and culture to align with their values, and they look for clues through the photos and messages you share on social media. Use platforms like Twitter, Facebook, and Instagram to tell a story about your business. Consider posting items like pictures of your employees having fun, special company events, volunteering opportunities, and more.

There’s no denying Millennials and technology have forever changed the recruiting landscape. With a little insight into this thriving generation, you can attract fresh, enthusiastic talent into your company. At That’s Good HR, we’re experts at connecting with potential candidates across all generations. We’re here to answer your questions. Contact us today.


How to Make Sure Your Social Media is Job Search Ready

March 7, 2019

Social media can be an asset in your job search.  It can help you network with potential co-workers and research employers.  But job seekers are not the only people spending time on social. According to a 2018 CareerBuilder survey, 70 percent of employers use social media to research potential employees.  In addition, 57 percent of employers found content that caused them not to hire a candidate.  How do your social profiles look?

If you are job hunting, your first stop is to make sure your LinkedIn profile is up-to-date.  List all your positions and a few key responsibilities or successes you had while in those roles.   According to LinkedIn, profiles with photos get 21x more views.  If you chose to include a photo, your photo should be a headshot with eye contact and a smile.  Avoid having items like sunglasses or other people in your pic.

Next up on LinkedIn, go to the upper right-hand corner and select Edit URL. Personalize your URL to be your name, removing the additional characters that is assigned to you. For example, a LinkedIn URL of will make it easier for employers to find you.  While you are at it, make sure your settings reflect that you are open to opportunities and recruiters contacting you.  To do this, go to Account – Settings & Privacy and scroll down to “Job Seeking Preferences”.

For social media sites like Facebook and Twitter, in general it is a good idea to think before you post.  For Facebook, since chances are you might have had your account for a while, check your settings of who can see what posts from both the past and present.  Facebook has a handy guide with simple steps to follow to limit past posts.  You can also turn off search engine indexing in your privacy settings, which helps prevent old posts from resurfacing.

For Twitter and Instagram, if you think some content may not appeal to all employers, you can make your account private.  By doing this, you will have to approve all new followers on your accounts. Your current followers would not be impacted by that switch on either platform.

On any platform, if you think there are any potential red flags, you could clean your social media by deleting the post from any or all platforms.  Types of posts to be aware of include:

  • Negative posts about co-workers or employers
  • Photos showing you partying it up from the weekend
  • Posts with significantly bad grammar
  • See what Business News Daily says to avoid on your profile here.

Overall, your social media profiles are your online reputation and it is your choice how to handle them. And depending on what type of position you are interested in, being active on social media might help you land the job.  But with three-fourths of employers checking online profiles, you want to put your best foot forward – in person and online!