Customer Experiences

From Candidate to Client

September 20, 2018

When Erin McLennan was about to graduate college, she wasn’t sure where she would land a job. She was no stranger to working, since she had been employed at a local hospital while balancing her studies. Erin majored in Psychology but was unsure if she wanted to head to graduate school or seek full time employment upon graduation.

Some of her friends from the hospital had used That’s Good HR (TGHR) to find a job, so Erin decided to reach out to a recruiter at our office. She made an interview appointment and met staffing manager Kate Stephens. Shortly after interviewing with TGHR, Erin was offered a position at an innovative company in Carmel as a lending associate on a temporary basis. After a few short months, her role converted to a permanent position and six months after that, based on her performance, she was made a supervisor.

After just two years at the company, Erin had gone from being a TGHR candidate to a TGHR client responsible for her own team. She was confident in the quality of TGHR temporary employees and knew it would make hiring employees a breeze.

Erin is now a product manager in the technology field working with software engineers. She credits TGHR for finding a career field that she is not only passionate about, but also excelling in. Erin never would have guessed she would be in the technology field after college. She is thankful she found a position where she can use her knowledge and creativity at the same time.

Erin’s favorite thing about working with TGHR could be credited to her psychology background. She loved having someone to go to as a mentor to counsel her through her job seeking journey. Erin felt supported by Kate right after college and found it helpful to know she had someone in her corner.

As a client, Erin appreciated TGHR’s high-level of customer service. When Erin was busy supervising 20 people, she was grateful that there was always a live person picking up the phone at TGHR if she had an issue or needed additional employees. When hiring, Erin looks for someone with a good personality and willingness to learn, just the type of candidates TGHR likes to work with – a perfect fit!

When she’s not working, Erin enjoys the outdoors with her black lab, Charlie, and is keeping busy planning her upcoming wedding. Wedding details can be stressful, but hiring decisions are not thanks to That’s Good HR!

About TGHR

What Do Employees Value?

Mary Springer

Partner

May 10, 2018

Recently, That’s Good HR was recognized as one of the Best Places to Work in Indiana. In fact, in the small business category That’s Good HR took home the fourth-place spot. To say we were thrilled to be in the Top 5 the first time we applied for the award is an understatement. But we don’t share our accolade to brag, but rather to share how to build a corporate culture that matters to your employees.

That’s where it starts – with your employees. And the number one thing you can do to make a difference in your corporate culture is to ask your employees what matters to them. Multiple industry studies cite better health/dental/vision insurance as the number one benefit an employee looks at when choosing a job. Can you make changes to your health benefit package that would help your employees?

Or perhaps your employees would rather a benefit that helps them achieve a better work-life balance like flexible hours or the ability to work remotely. Once again, you won’t know until you ask them. Is unlimited vacation time the answer? According to the Society of Human Resources (SHRM) only 1 – 2% of companies offer unlimited vacation time, therefore this may be a way to stand out from other companies in your industry.

Other benefits that employees value include tuition assistance, free/paid gym membership, employee outings such as lunches and team building events. For us at That’s Good HR, there’s a combination of benefits that our employees value – the key is finding out what works for your company. One of the advantages of participating in a program like the Best Places to Work, is participating companies, no matter what their rank, get a detailed report of what their employees value and what areas need some work. This can provide company leadership with a road map for future policies and updates.

Want to know more about our company culture and how we can help you find great employees who will love working for you? Contact us today, we are happy to share our experience with you.

TGHR News

Employee on unexpected leave…now what?

Tiffany Moore

VP, Client Partnerships

March 29, 2018

Having employees out, even it’s just for one day, can lead to undue stress on other employees. Not to mention, leave work unfinished and business unattended. Research shows that more than 10% of the workforce is on a qualified FMLA leave at any given time. Since it was signed into law more than two decades ago, 100 million employees have used this benefit.

There’s a simple solution if you find yourself with an employee unexpectedly out. Hire a temp through TGHR! Using temporary employees is a common solution. According to the American Staffing Association (ASA), staffing companies nationwide employed an average of 3.19 million temporary and contract workers per week in 2017. This is the third highest number of temp employees since right before the recession (2006). Temporary employees worked an average assignment of 10.7 weeks in 2017.

Temporary workers can work for as little as one day to cover your front desk or for a few months to run your payroll due to an extended leave of absence. At That’s Good HR, we’ve helped provide temporary workers for a one-day absence in a mail room or for a receptionist to cover a front desk for a day. We have provided temporary accountants for one week to three months and more. If you need HR support, a medical verification specialist or a customer service representative we have temps for those positions too.

Didn’t plan ahead? Not a problem. That’s why we are interviewing people daily so we can be ready for your call. We see this all the time and are happy to help in these times of need. Need a temp? Call us today!

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.

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.

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.

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: