Job Seeker Trends

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
July 5, 2018

Recently, Jobvite released the 2018 Job Seeker Nation Study, which are the results from 1,500 job seekers across the U.S. The study revealed fascinating facts about the job market today and how people search for and decide to stay at a job.

It turns out, 82 percent of employees are open to new opportunities. Compensation was the number one factor for leaving a job in the last year, but half of job seekers believe it’s harder to find a job this year than last.  Both are the result of an extremely tight labor market.  Unemployment continues to decline, which means both employers and employees need to respond to offers quickly. We are experiencing this trend currently.

Where did you find your current gig?  According to the study, almost a quarter of job seekers applied via LinkedIn, and 38 percent of the others sent their resume directly to a recruiter, like those at That’s Good HR.  Forty-nine percent of job seekers sent a cover letter along with their resume.

Thirty-five percent of people obtained their current job from a referral and 60 percent have referred a friend to the company they work for.  At TGHR, we put a high value on referrals.  So much so that if one of our candidates refers someone, we send them $100 once that person has completed their first week of work.

How many jobs have you held? Forty percent of respondents anticipate four to six jobs during their working lives.  Even though 61 percent of folks are satisfied with their current gig, 51 percent claim that they will change jobs every one to five years.  A temporary placement could be the answer to this, allowing you to get a feel for a company before committing to work.  According to the American Staffing Association, 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.

At TGHR we are looking at the data and trends on a constant basis – whether it’s a new national study or stats from the Department of Labor or our own numbers.  We’re crunching the numbers and seeing the results in real time.  Want to know more? Reach out today!


Common Job Hunting Mistakes

Madison Schacht headshot.
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 headshot
Mary Springer
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

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.