Job Advice

Reduce Job Searching Stress

Ashley Paramoure
January 31, 2018

We get it. Searching for a new job can be stressful. The waiting, the interviewing, the preparation.  So, how does one survive?  Sit back and relax, and let That’s Good HR help.

First up, don’t let your anxiety get the best of you.  Focus on other things while you are waiting for the right opportunity to come along.  Try the following:

  • Read a career book that you’ve always wanted to (need suggestions?).
  • Revise your resume. Use our resume template to get started.
  • Make sure your LinkedIn profile is up to date.
  • Focus on your current job and exceling at your work.

Use your time to prepare for upcoming interviews.  Being prepared helps reduce nerves and will help you focus once it’s time to talk to a company. Once you have an interview, use your time to do your research on the company so you are well versed before you walk in the door.  Here are some popular interview questions and suggested answers.

It takes time for the right opportunity to come along.  Make sure you’re are checking the TGHR job board and letting your recruiter know if anything peaks your interest.  Be patient and don’t let anxiety get the best of you (see above!).

So, make sure and keep your head up.  Don’t let your confidence slip away.  You need to make sure you are poised and ready to go when it’s time to interview.  Believe in yourself and be patient as the right position for you is out there somewhere!

Job Advice

Be Good Communicator in 5 Easy Steps

Mary Springer headshot
Mary Springer
September 20, 2017

Author and self-improvement guru, Paul J. Meyer said “Communication – the human connection – is the key to personal and career success.”  Since communication is key, here are five easy steps to improve your communication TODAY.

  • Ask open ended questions. Asking open ended question yields more information, which can help you hone in on what people really need or want from you.  Looking for additional tips check out Monster’s list of 5 ways to be a better communicator at work.
  • Don’t just talk – listen. Often times, listening can reveal more than asking questions. Once you ask that open ended question, you’ll need to listen carefully to deduce the most important information. Communication is a two-way street, don’t focus on one way.
  • Non verbal communication is just as important as what you are verbally communicating. Be cognitive of things like your body position and eye contact when conversing with others.
  • Be aware of timing. Just because you want to tell someone something, that does not mean they are ready to hear it.  In addition, they might be under pressure or have different circumstances that would make them less receptive to what you have to say – even if it’s good news.  Look for cues during your conversation and consider saving information for later.
  • Pick the best form. For some messages verbal communication might be best, but for others email would work better – or vice versa.   Think about your message and the information you are trying to convey and pick the right channel for delivery.

Let us know what you put into practice on our social media channels: Facebook, Twitter and LinkedIn.

Ready to put your new and improved communication skills to use? Apply to one of our open positions.

Job Advice

Tips to Be a Rock Star Candidate

Natalie Brown
July 17, 2017

We’re in the people business.  We’ve been finding the right people for the right jobs for nearly 20 years.  We LOVE working with our candidates.  How can you be a rock star candidate?  When you come in to meet with us, take heed of these simple steps:

  • Be honest. Let us know your expertise and your expectations so we can match you with the perfect placment
  • Polish your resume. Make sure you’ve got a current resume uploaded to our site.  Don’t have one handy?  Use our resume template to create one.
  • Update your LinkedIn profile. Daily, 45 million profiles on average are viewed on LinkedIn. Will yours stand out?  Make sure it’s up-to-date and puts your best foot forward.
  • Be patient. Even if we don’t have an opening right now that’s a match for your skills, our phone is always ringing with new opportunities.

Now, you’ve met with a recruiter and you have been placed in your first assignment.  We are just as excited as you are.  So, what can you do to continue to be a rock star?  Don’t worry, we’ve got a plan for that too.

  • Share feedback. We love to hear feedback. Feedback is important and helps us for future placements with companies and type of position.
  • Be resourceful. Don’t understand something that is going on?  Utilize different resources to find the answer.  Ask a fellow coworker in the same situation, reach out to your recruiter or try a quick Google search.
  • Keep in touch. Keep us updated if anything changes with you.  Don’t be shy about checking in with your recruiter if your status changes.  Send a quick email or call once a month so we know what’s happening with you.

Whether we’ve already met or you’re a rock star waiting in the wings, we will work to get you the right position at the right time.  After all, we’re in the people business.  Check out our latest job opportunities online.



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

Interview and Resume Red Flags

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
February 11, 2017

Hiring new employees is never an easy task. Sifting through dozens—or even hundreds—of resumes and interviewing candidates can feel daunting and draining. But discerning who the right candidate is for your position doesn’t have to feel impossible. Next time you’re hiring, look for these resume and interview warning signs to narrow the pool and find your ideal employee faster.

Resume Red Flags

  • Multiple Career/Industry Changes: Many people change careers over their lifetime, but multiple career hops over a short period of time may be a sign your candidate lacks interest or abilities.
  • Sloppy Resume: Poor grammar or spelling, disorganization, and vague descriptions can be a sign your candidate lacks basic skills, education, and a willingness to put in effort.
  • Unexplained Gaps: While some employment gaps make sense and are unavoidable—illness, education, or staying home to care for children—suspicious employment gaps can convey a lack of motivation or inability to handle responsibility.
  • Inconsistencies: If information on an applicant’s resume doesn’t align with what they’re telling you verbally or on an application, there might be reason to suspect dishonesty.
  • Job Hopping: Unless there’s an obvious career trajectory in sight, changing jobs or positions often may indicate a person has trouble getting along with others or lacks competency.

Interview Red Flags

  • Unprofessional Appearance or Behavior: Wearing inappropriate or very casual clothes are warning signs the applicant doesn’t know the basics in professionalism. Also watch for candidates who don’t make eye contact or conduct themselves with good business basics like proper posture and handshakes.
  • Being Unprepared: Showing up without requested resumes, references, or copies of applicable documents (or even simply pen and paper) conveys an indifferent attitude. You want to know that candidates are responsible and taking the job opportunity seriously.
  • Talking Poorly About Others: A candidate who trash talks his/her old co-workers or bosses could be indicative of an office troublemaker or heavy gossiper. Negative work encounters and relationships happen, but you don’t want a candidate who dwells on these things or spreads malicious stories around.
  • Vague responses: If your applicant can’t give concrete examples of their work performance, they may have overinflated previous job roles or abilities on their resume. Look for solid, concrete, relevant details in answers to your questions.
  • Not asking questions: While questions regarding pay and other benefits at the first interview are sometimes considered taboo, a candidate who asks no questions at all may reveal an inability for deep thinking, low self-confidence, or a lack of interest in the job.

Still unsure about hiring the right person for your company? Working with a staffing firm is a great way to hand off hiring responsibilities to HR professionals. At That’s Good HR, we tackle the intensive hiring tasks like sifting through resumes, narrowing applicants, interviewing, and onboarding. Ready to find your next great employee? Contact us now.