Tips

Common Job Hunting Mistakes

Madison Schacht

Manager of Talent Acquisition

February 12, 2018

We’re all human. No one is perfect, but when you are job searching it’s not the time to make mistakes. We get it, mistakes happen, but be aware of what they are so you can minimize the chances that you’ll make these common mistakes. Or another way to ensure you don’t fall into these pitfalls? Call That’s Good HR! Our recruiters are pros at this!

Watch for spelling errors on your resume. Nothing irks a hiring manager more than a candidate claiming to be detail-oriented and there being a big, glaring spelling error or typo on your resume. And yes, grammar matters too. Avoid this pitfall by having friends and your TGHR recruiter review your resume.

Address your cover letter to the correct person and company. We said nothing irks a hiring manager more than a spelling error, right? We’ll this might be a close second or even tie for first. If your search requires you send a cover letter, avoid this mistake by personalizing each cover letter including the name, address and salutation. Use the “search and find” feature in Word to help you out.

Don’t surprise your references. Make sure anyone you are listing as a job reference knows where and when you are applying. It also helps to email the reference the job description so they can speak to your specific strengths when the time comes. All it takes to avoid this misstep is a simple heads up.

Be open to networking opportunities. Networking is key in today’s job search. Make sure to take advantage of opportunities to meet other professionals, you don’t know where it may lead. Don’t have invitations flooding your inbox? Remedy this issue by connecting and reaching out to people on tools like LinkedIn. And while you’re online make sure your profile is up-to-date and error free.

Focus, grasshopper. Don’t send your resume blindly to positions that do not match your experience without providing an explanation. You’ll waste your time and the hiring managers. If you want to change course in your career, start by getting the necessary skills or certifications first. When you meet with your TGHR recruiter be open and honest about your career goals.

With some targeted emails, spell check, and That’s Good HR, you can avoid these pitfalls and land your next gig.

About TGHR

Knocking on Doors

Mary Springer

Partner

February 8, 2018

Back in the day, salespeople used to knock on door to sell their wares. Encyclopedias, vacuum cleaners, knives – you name it. Door-to-door salespeople have been declining steadily. According to the U.S. Department of Labor, in 2010, there were fewer than 7,000 door-to-door salespeople, down from about 33,000 in 2000, which means there’s even less today. But…TGHR is still knocking on doors.

How you ask? Our recruiting team is constantly sourcing and interviewing quality candidates so that when our clients call, we can fill the position quickly and with a quality candidate. Our doors may be virtual now, but that doesn’t mean that recruiters are not still the cornerstone of our business practice.

The plethora of online tools we use at TGHR help us knock on doors faster and more efficiently and without leaving the office. Our systems help streamline our processes to ensure efficiency. Sure, technology helps, but there’s no replacement for the human side of recruitment. Talking to people face-to-face and digging into what their passions and skills are is how we find the best employees for you. And this is what our skilled recruiters do every single day.

Call us old-fashioned, but we believe people hire people and we are in the people business, day in and day out. So, leave the door-to-door sales to TGHR! We will save you time and we’re happy to run door-to-door to find your next employee. Give us a call at 317.469.4141.

Tips

Running out of time…in 2017!

Amber Crosby

December 7, 2017

It’s already December (how did that happen?) and the new year is right around the corner. We all need more time in the day and more time before (hopefully) taking some time to enjoy the holidays with friends and family.

So how can you squeeze the most out of 2017? Here’s what we recommend:

Be focused! Scrutinize your to do list – both work and personal – and prioritize what really needs to be done this year. Focus only on the items that must get done right now. At the same time, get a jump on your to-do list for 2018 now.
Go to sleep! No, really. A good night’s sleep makes you more productive during the day. Being productive makes you feel less stressed, being less stressed helps you be more relaxed, which, in turn, affords you a better night’s sleep. It’s a cycle! This is one of Inc.’s 9 Ways to Save More Time. Check it out – but only if you have time!
Be in the moment! How much time do you waste on your phone each day? Too much? Download an app like Moment, which will track your phone time and track what you are using your phone for. There’s even a “coach” that can help you break bad habits and provide suggestions to free up your time.

But the best way to get more time in your day? Call That’s Good HR. It takes an average of 42 days to fill a position, but we provide candidates within 24 hours – 98% faster than average. Save time and let us do the work. We’ll get you staffed up and ready to take on 2018. Call us today so we can give you the gift of time this holiday season.

HR Insights

Benefits to Using a Staffing Agency

Tiffany Moore

VP, Client Partnerships

August 23, 2017

According to a recent infographic released by American Staffing Association, staffing agencies are among the top 5 job search resources. Surprised? We aren’t. Here’s why:

Options, options and more options. We focus on finding temporary employees, employees that begin as temps then can be hired on full time or employees for direct hire. So you can decide what option is right for your open position. Whatever you choose, we’ve got options.
Take your pick. You tell us what you need and then we deliver a selection of candidates for you to choose from.
Save time. According to the most recent benchmarking study from the Society for Human Resource Management (SHRM), the average time it takes to fill a position is 42 days. Our goal is to provide you with resumes for review within 24 hours. That’s 98% faster than average!
Deep bench. We have a deep network to find folks for your position fast. Every day our trained recruiters are actively interviewing candidates. They get to know their technical skills, but also those important soft skills that you didn’t even know you were looking for.
Listen Up. We listen to what you need to understand what type of employee would be a good fit. Then we head to our aforementioned bench to find you top talent.

You deserve strategic staffing solutions, not some one-size-fits-all quick fix. We’re known in Indy for our personal, authentic approach to staffing that delivers long-term results. Reach out today and I’ll show you.

Job Advice

Is Criticism a Gift in Disguise? Handle with Care

Kate Stephens

August 14, 2017

Recently, LinkedIn CEO, Jeff Weiner, posted an amazing piece of advice, “Even negative feedback can be a gift. Take it seriously but don’t let it define you. Define yourself.” Well said.

Criticism is often tough to take, but can be a valuable tool to help you learn and grow. When Facebook COO Sheryl Sandberg was asked during a talk what was the number one thing she looked for in a person who could scale within a company, Sandberg quickly responded, “Someone who takes feedback well. Because people who can take feedback well are people who can learn and grow quickly.”

Can you handle criticism? Here’s some advice on how to handle negative feedback in the best way possible:

Don’t focus on how it was delivered. Often times the person giving feedback, doesn’t present it in the best manner. Don’t focus on what they are doing wrong, focus on what you can do right.
Keep emotions in check. Even though it may take a huge effort, don’t let your emotions get the best of you. Remaining calm will help you focus on the facts. Easier said than done, right?
Own it. A famous NYC chef was raked over the coals by The New York Times. Instead of being inflamed at the paper, he used the critique to demonstrate his commitment to his customers and his work. Curious how he handled it? Check out his response.
Be grateful. Consider thanking the person who took time to give you feedback that will ultimately better you as a person.
Forget the excuses. It’s easy to tell someone the reasons behind why you weren’t at your best in a particular situation. When you are receiving feedback, it’s best to not offer up a litany of excuses or justify the behavior. Be proactive, not reactive.

Here’s to hoping you see feedback as a positive, not a negative. Your next opportunity to grow could be right around the corner – view our current job openings.

Job Advice

What Managers Really Want

Amber Crosby

August 3, 2017

What do managers want? What do they really, really want (shout out to the Spice Girls)? Check out these qualities that can make you a great employee for your manager.

Be prepared. Just like the scout motto, do your part to be prepared for conversations and make sure to be prepared before heading into a meeting. Make sure you are ready to listen, have questions ready that you need answers for, and take a deep breath…and go!

Be inquisitive. If you don’t know what is expected or the answer to a question, ask. Assumptions often lead to frustration, so it’s best to be clear from the beginning. Asking questions can also demonstrate that you are thinking ahead, which is a great way to show your strategic side.

Be collaborative. When your boss suggests a new way of doing things, look for ways to enhance his/her idea. Collaborate with the boss to make the idea a success. Your boss will appreciate your input and it can make you the go-to person in the future.

Be receptive. Look around and learn your boss’ habits. Know how they like info presented to them so you can set yourself up for success. Being attentive to details will serve you well.

Be professional. This may sound like a no-brainer but only 11% of managers said new hires embody this trait. Things like being on time, working well in a team, and demonstrating a good work ethic can make you stand out to your manager.

For more, see this list of 5 things every boss is dying for you to do, but won’t ask for. And when you’re ready for a new boss or to become the boss yourself, check out our current openings.

HR Insights

Interview Questions: What Not to Ask

Amber Crosby

June 28, 2017

Interviews are a great tool to discover candidates’ backgrounds, qualities, personality traits, and even hang-ups. But with a long list of off-putting—and possibly even unethical or illegal—questions, handling an interview wisely can feel like tip-toeing through a minefield. Not to worry, we’ve got you covered.

So, what can you ask and what’s strictly off limits? As a general rule, you want to avoid personal questions. These include direct questions about age, religion, gender, country of origin, disabilities, marital or financial status, and childcare arrangements.

You’re likely already astute enough to steer clear of blatantly inappropriate questions. However, sometimes these topics may be relevant to the role being filled. For example, your job may require a employee to be on-call after hours, and your candidate is a single mom. You shouldn’t directly ask if she has childcare in place, but you can describe the on-call hours needed and inquire if this work schedule would be doable. Best practice: stick to questions about the job itself and not about specific personal details.

Examples of Questions to Avoid

How old are you?
Where do you go to church?
Do you have a history of mental illness?
Are you married or single?
How many sick days did you take last year?
Do you plan on having kids soon or are your pregnant?
How’s your credit?

Examples of Acceptable Questions to Ask

Are you over 18?
This position includes duties after 5 p.m. Are you available to work evenings when needed?
What languages are you fluent in?
Are you eligible to work in the United States?
What are your career goals?
Can you lift items that could weigh up to 50 pounds?

Sometimes a candidate volunteers personal information, and while you can’t prevent it, it’s best not to jot it down. Ultimately that information cannot legally be used when making your hiring decision.

To stay on track during the interview, make a list of questions ahead of time. Not only will you be better prepared, but it’ll also help avoid any accidental slips with inappropriate or unethical questions. Or better yet, call us. At That’s Good HR, we’re experts at asking the right questions and finding you the right candidate. Let’s chat! Get in touch today.

HR Insights

Soft Skills: Hiring the Right Candidate

Tiffany Moore

VP, Client Partnerships

March 21, 2017

Resumes tell us a lot about job candidates—work experience, education, and training. But more and more, employers are placing a heavier emphasis on soft skills when hiring workers. So what exactly are soft skills and why should you look for them when hiring?

Soft skills are a set of personal qualities that equip someone to interact well with others and perform well on the job. These often overlooked abilities can have a huge impact on your business. Some examples include:

Communication skills
Self-motivation
Leadership qualities
Teamwork capacity
Creative problem-solving
Time management
Resilience
Adaptiveness to change

While education and job experience are key components to filling a role, soft skills may surprisingly be even more significant. In fact, this career builder survey says 62% of employers consider these qualities as super important. Here’s why:

Soft skills are a good predictor of future success.
According to a study out of Harvard University, the Carnegie Foundation and the Stanford Research Center, 85% of job success comes from a developed set of soft skills. That means education and job experience are not as important as having an ability to relate to others, good time management, and resiliency.

Soft skills are a valuable resource at your company.
New research from the University of Michigan says training in skills such as communication, time management, problem-solving, and decision-making boosts productivity. When you hire people who can manage stress, communicate, and adapt to change, your company is more efficient—tasks are completed on time and employees can handle more responsibility. Also, your pool of leaders to be groomed for advanced roles will be bigger and better.

Soft skills give your company a competitive edge.
Hard skills—education, work experience, and technical training—are great, but they’re fairly easy to come by. However, finding someone gifted at learning to relate to others, manage projects, and develop leadership qualities can be much harder. But snagging these candidates means hiring a powerful group of employees who can take your company to new heights.

Employees with soft skills give your company a leg up, but the hard truth is these candidates can be hard to find. Don’t rule out people who may possess soft skills not outlined in a resume. Make use of the interview process to evaluate your candidate’s abilities in these key areas. As you talk, keep in mind the most qualified candidate on paper may lack the necessary interpersonal skills to be successful. And if necessary, consider a lesser qualified applicant if they exhibits well-developed soft skills. Once you know what to look for, you’ll be more likely to secure a well-rounded employee with the right mix of skills and talents.

Job Advice

Why You Should Work in HR

Kate Stephens

March 3, 2017

There’s a reason HR is in our name. It’s what we do and it’s where we come to life. And it might just be a great employment fit for you, too. Are you good with people? Do you enjoy helping others succeed? Do you communicate well? If so, a career in Human Resources may be the perfect fit for you. Let’s talk about why you should consider HR as your next career path.

Salary

Money isn’t everything, but earning a good wage is definitely important. According to the 2015 Occupational Outlook Handbook from the BLS, a human resource specialist’s annual median salary is $58,350—that’s about 16% more than the average bachelor’s degree pay. Work your way up the ladder as an HR manager, and you could make an average salary of $104,440. HR managers in the financial industry can make even more, around $134,000 on average.

Flexibility

Lots of companies rely on qualified HR professionals—large and small businesses in all types of industries in every city across the country. Big companies offer more anonymity with a narrower range of duties for developing specialized skills. And smaller businesses allow you to stand out more and use a wider range of talents. Flexible career opportunities give you a ton of options based on your needs and skills.

Help Others

HR workers are experts at building into people so they can grow and succeed. Through reviews and goal setting, we develop professional skills to launch employees to the next level. We also welcome “green” workers to the company, offering guidance and support until they feel comfortable. Helping others find their groove is one of the most fulfilling and satisfying parts of the job.

Variety

No two days in the HR department are ever the same. Daily tasks change depending upon who or what walks through the door. One day you may be coaching a new hire about health insurance and the next day you’ll be setting annual performance goals. The job is always changing, but that’s what makes a career in HR exciting.

Human Resource opportunities are trending right now. At That’s Good HR, we’re experts at finding the right career for you—and we specialize in placing qualified candidates into great HR careers. Ready to dive in? Take a peek at our job openings today and explore your next career in HR. Here are just a few open HR positions that you might explore:

HR Insights

Tips for Productive Annual Reviews

Mary Springer

Partner

February 2, 2017

Successful businesses recognize great people make their companies valuable. And building strong professional relationships with employees is a key component to maintaining talented individuals. Annual performance reviews are an important opportunity for your business to build rapport with your workers and invest in strong employee relations. Unsure where to begin? Check out these tips for investing in your workers by conducting helpful, productive annual reviews.

1. Focus on the good.

Nobody likes being scolded, and some managers commonly mistake performance appraisals as a time to focus mostly on the negative. While an annual review is a great time to talk about improving work performance, emphasis on positive comments can foster a much better working relationship. As a general rule, more than half of the conversation should be aimed at your employee’s good attributes and performance. Affirmative and encouraging language builds a relationship based on mutual trust and understanding—and who doesn’t want more of that in the workplace?

2. Make it a conversation.

Annual reviews are a good time to have a conversation, not a one-way dialogue. Avoid monopolizing the meeting, which can cause your employee to feel less in control of his/her performance and its outcome. Instead, empower your employee and invite them to take ownership of their work and success by having an open conversation. Ask inviting questions and listen actively to responses.

3. Provide a self-evaluation tool first.

Just as a manager should prepare for giving an annual review, employees can benefit from a little prep work, too, by filling out a self-evaluation. Use this form to set clear expectations about what is expected of your employee before he/she heads into the annual review. This gives your worker time to think about past performance ups and downs, ideas to overcome obstacles, and future goals. It’s also a great starting point for review conversations.

4. Set realistic goals.

Annual performance reviews are a prime opportunity for goal-setting. With the help of your employee, write down two or three objectives to work towards for the year. Discuss ways to meet these goals and define challenges or obstacles the employee may face. Set goals that are motivating and reasonable. A clear, direct picture of what’s expected is key to a successful outcome.

While annual performance reviews are a powerful one-time investment in the people who make your business great, remember to keep an open dialogue going all year long. Regular words of encouragement, positive (and negative) feedback, goal check-ins, and open conversations will build solid professional relationships. Over time, your company will benefit from a group of loyal employees who feel appreciated and invested in their work.