Job Advice

Top 5 Career Change Fields for 2022

Hannah Replogle
February 16, 2022
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Are you feeling burnt out and in need of a career change? That’s Good HR is here to help Indianapolis job seekers identify a number of career fields that are perfect for those looking for something new. No matter your current skills or education, we’ve got suggestions and currently open jobs for just about everyone. Check out these top five career change fields for 2022 and think about where you might fit in best!

1. Administrative/Executive Assistant

One of the most versatile career change fields for job seekers is serving as an administrative or executive assistant. Just about every company is in need of administrative assistants, which means that you could find yourself in a wide variety of industries. If you are a people person with great organizational skills and a sense of efficiency, chances are that working as an administrative assistant could be a good fit for you. Assistants also interact with many departments in a company, allowing you to quickly learn a lot about your new field. Some administrative assistant positions also allow for virtual/work from home or part-time options. 

2. Project Manager

Another career change option that is needed across many different fields is project management. If you have experience facilitating large projects and managing others, working as a project manager could be the perfect transition for you. Some of the transferable skills you’ll need as a project manager include exceptional communication with others, time management and organizational skills, as well as the ability to pivot and adapt quickly when changes or challenges arise. It can help you land a new job in project management if you have prior knowledge of the field that you’re looking into, and you can also seek out project management certifications that will look good on your resume. 

3. Human Resources

Although we might seem a little biased coming from the field of human resources, it truly is a great option for job seekers. Every company needs HR support, and many fields have skills that transfer well into a human resources position. Candidates currently working as educators and nurses are some of the most burnt-out individuals due to the stresses of the pandemic, and they can also make some of the best HR professionals. Other careers that can make a smooth transition to entry level human resource positions include flight attendants, trainers and jobs in the service industry. Anyone with significant experience in customer service and top-notch interpersonal and problem-solving skills are likely to find satisfaction in human resources

4. Accountant/Bookkeeper

Do you like working with numbers? Serving as an accountant or bookkeeper for a local organization could be a good fit for you. Once again, most companies in a variety of fields will require support from an accountant. Previous experience working with financial documents, coordinating payments or handling operations is a great asset when looking into a career change to accounting or bookkeeping. Accounting can be much more than just crunching numbers, so be sure to highlight any experience or passion for strategic thinking, efficiency and maintenance of important records. Even if you don’t have professional experience in finance, a personal interest and knowledge of investing and banking can be beneficial to future employers. 

5. Healthcare Administrator

Although healthcare can admittedly be a difficult field to serve in during the pandemic, hospital administrators are an important role that need to be filled. Healthcare administration doesn’t typically work directly on the floor with patients, so you may find yourself less fatigued than someone working 12-hour or night shifts. If you have past experience with staffing and assigning shifts, supervising performance or managing client/patient data, you could find healthcare administration to be a good fit. Medical coding is another career option in healthcare admin that many people enjoy, though it often requires training and certification. If you have superior leadership, logic and decision-making skills, then maybe it’s time to look into healthcare administration.

If you are ready to make a career change, That’s Good HR is ready to help. Contact us today at 317-469-4141 to learn more about your options or submit your resume. 

Staffing

Don’t Get Spooked…The Why Behind Ghosting

Mary Springer headshot
Mary Springer
Partner
October 10, 2019
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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
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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?

Tips

Five Steps Toward Leadership You Can Take Today

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
July 11, 2019
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Every day, 10,000 Baby Boomers reach the retirement age of 65 – that’s seven Boomers per minute.  Therefore, it won’t be long before millennial employees will take the helm in the workplace. In fact, two-thirds of millennials intend to hold a leadership position within the next decade. No matter what generation you fall in, is it time for you to step up? Here are five actions you can take today to grow your leadership skills.

  1. Create goals.

Start by taking some time to think about the type of leader you want to be. What does the role look like and how do you become that person? Knowing where you’re going is half the battle. Write down a few simple, measurable goals that will lead you in the right direction and begin working on them one at a time.

  1. Grow your vision.

Leadership is a weighty responsibility. When others depend on you to set the tone, you need to provide direction. Once you have worked on developing a long-term idea of where you’re going – share it! Your vision casting plays an important role in employee satisfaction and creativity. As an added bonus, sharing your vision helps keep you accountable.

  1. Be bold.

Being a leader often means blazing new trails. At times it can be challenging to change established patterns and adjust company culture, but you need to be willing to take risks and stay the course. A decisive and confident leader propels a company forward and gives employees something to get behind.

  1. Never stop learning.

No matter how informed you are, there is always more you can learn. Ask questions and listen to your employees, clients, and peers. Travel and pay attention to the cultures you experience. Create a space where people feel comfortable talking about ideas, challenges, and shortfalls. Creating an environment where knowledge can be shared starts with you. Keep in mind – everyone you meet knows something you don’t!

  1. Harness the power of networking.

Take advantage of every opportunity to connect with others in and out of your field. Networking is a great way to make your company known in the community and form a trusted circle of colleagues where you can go to for advice. And you may even meet a mentor, form partnerships, and come up with new business concepts along the way.

As the face of leadership changes, it’s important to know your leadership style. Figure out what makes you a great leader so you can play to your strengths when the time comes. Now, get organized and get going!

TGHR News

No Secret Recipe to Leadership

Mary Springer headshot
Mary Springer
Partner
July 8, 2019
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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.

HR Insights

Tips for Recruiting Millennials

Mary Springer headshot
Mary Springer
Partner
April 17, 2019
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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.

Job Advice

Four Simple Steps to Prepare for a Second Interview

Staci Upmeyer
April 11, 2019
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You have gone to a job interview and left with the sense that the interview went well.  Then your recruiter calls and says the company would like to talk to you again. Your first thought may be “why?”, but this is often a necessary step in today’s tight job market.  How do you prepare?  Here’s four simple steps to ensure you rock the second interview, just like you did the first time.

  1. Dress the same. Whatever professional outfit you wore for the first interview, match that level of professionalism in your follow-up interview. Don’t assume that you should be more casual when meeting with the company for the second time.
  2. Prepare questions. It is possible that you will be meeting with different people than you did the first time you interviewed at the client company – your recruiter can let you know. If this is the case, you can use some of the questions that were asked in the first interview.  However, make sure you have at least three new questions to ask of your interviewer.
  3. Be prepared. Whenever you are headed to an interview, you should be prepared. Your recruiter at That’s Good HR will help you with this step. For a second interview, review your answers from the first round interview, because it is possible that you might be asked the very same question. Check out these answers to the 31 most common interview questions.
  4. Write a thank you note. It’s always a good idea to follow-up with a thank you note. Write one to each person you interviewed with.  If you do not know what to say, not a problem – we’ve got you covered.  An example can be found on our online resources page.

If a company is interested in talking to you for a second time, take it as a compliment.  It means they liked you and want to get to know you more before moving forward.  Once your second interview is complete, let your recruiter know and hopefully they will have good news for you shortly. Best of luck the second time around!

About TGHR

That’s Good HR Named to Best of Staffing

Mary Springer headshot
Mary Springer
Partner
February 11, 2019
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We are thrilled to announce that That’s Good HR has earned ClearlyRated’s Best of Staffing® Client Award for providing superior service to our clients. That’s Good HR received scores of 9 or 10 out of 10 from 95.8 percent of clients, which was our highest NPS score to date.  This satisfaction percentage is also significantly higher than the industry’s average of 35 percent. Less than 2 percent of all staffing agencies in the U.S. and Canada have earned the Best of Staffing Award for service excellence. On average, clients of winning agencies are 2.2 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. We can’t thank our clients enough.

One of the best things about participating in the annual survey, is we receive direct feedback from our clients.  This feedback validates the work that we do daily for our clients and candidates.  Here’s a sample of our feedback:

  • TGHR does a great job at providing quality candidates and our company has been able to retain the majority of those candidates!
  • That’s Good HR, Inc. has been a solid provider of candidates when we’ve needed additional support. They have a lovely team that is communicative and helpful, and they are very knowledgeable about their industry and location.
  • They really care about their clients and their candidates and it shows. I love working with That’s Good HR!
  • Always a good experience working with TGHR to fill either short or long-term staffing needs.
  • The staff is very responsive, helpful, friendly and enjoyable to work with.
  • Read more testimonials here.

The survey was conducted in December 2018 and was sent to all hiring managers and companies we had worked with in a three-month period.  The results are tabulated and were released in February 2019. The awards are presented by ClearlyRated in partnership with CareerBuilder. ClearlyRated (formerly known as Inavero) is an independent, international company that administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year.

So, thanks. Thanks to our clients who let us help them find the best talent for their open positions.  We are grateful for your support and your feedback.  We share this honor with you!

Tips

How to be a Good Partner

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
December 3, 2018
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On a recent visit with one of my longtime clients, he asked me a question that I appreciate more than any other – “how can I as a hiring manager be a better partner to you?”. I truly value each one of my clients and do not look at the work I do daily as transactions.  I believe my relationships are partnerships that I value deeply. Client interactions are a two-way street where both parties benefit.  So, how can you help best?

First, time is of the essence in today’s job market.  Giving me feedback quickly will help secure the best candidates for your positions.  We have seen that candidates with accounting experience such as accounts receivable/payable move incredibly fast – as do most other positions as well.

Next, don’t be shy! Tell me the specific job skills and experiences you require (or do not) require for a potential employee after you review resumes. When we learn your specific preferences, it helps us to screen candidates more accurately before sending them for your review. Be honest as the more information you give, the better.

Then, once you have received resumes, it is best to schedule interviews within a day or two.  This ensures the candidates that you want are still available in this fast-paced, competitive job market.

Once a candidate interviews, one way we can be a good partner to you is by providing 360-degree feedback.  This could include how your company and employees presented themselves during the interview and the candidates overall impressions of your company.  This information can help you stay competitive with future employees.

In the end, That’s Good HR, Inc. has built our business in Indianapolis by creating client partnerships for 20 years. And I am proud to say that I am fortunate enough to be hitting my 11-year anniversary in January.  The amazing partnerships I have built over the last 11 years with clients like the one mentioned above is the reason I still love my job today!

Healthcare

What is the #1 Benefit for Job Seekers?

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
October 3, 2018
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Unemployment has continued to be at an all-time low, which means the labor market is tight.  Finding qualified candidates can be a challenge.  It’s a simple case of supply and demand, less people looking for work means quality candidates have more options. There is one key benefit that top employees look for when considering a new opportunity.  Good news – it’s a benefit offered by That’s Good HR so you don’t have to worry about providing it to temporary or contract employees.

According to a recent study conducted by Essential Staff Care (ESC), availability of affordable, usable health benefits is a core indicator of employee interest in a position, attitude and longevity on the job.  In addition, 87% of temporary employees say medical benefits are their most desired perk when job searching.  Employees enrolled in the healthcare insurance plan that we offer are also more likely to stay on the job almost 4 weeks longer than those who do not have this valuable option.

More than half of Americans hold less than $1,000 in savings, meaning that one illness or injury could result in significant financial hardship. Having the option to enroll in TGHR’s health insurance option helps alleviate financial stress and gives temporary employees an affordable healthcare option, with no added expense to our client companies.

Another benefit to our candidates? The plan rates – which are paid weekly – have remained unchanged since 2010.  This is just one way we can show we are committed to our candidates and prove that we want to attract the highest caliber employees for our clients.

 

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