TGHR Wins “Best of Staffing” Award Again

That’s Good HR has once again earned ClearlyRated’s Best of Staffing® award for exceptional service. The Best of Staffing Award recognizes the best staffing agencies in the country, based on survey responses from employment agency clients and job seekers.

Career change
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
March 2, 2023

That’s Good HR has once again earned ClearlyRated’s Best of Staffing® award for exceptional service. The Best of Staffing Award recognizes the best staffing agencies in the country, based on survey responses from employment agency clients and job seekers. As a courtesy to clients who are asked to answer the survey, That’s Good HR chooses to participate in the service every other year, rather than every year. That’s Good HR has won the award each time.

“We are proud to earn the Best of Staffing designation yet again in 2023,” said Mary Springer, That’s Good HR Founder and Partner. “This one is special because it reflects feedback from our customers. Our talented staff works hard to match candidates with some of the Indianapolis area’s best employers. We invest the necessary time to consider not only the job description but the company culture and expectations as well.”

The Best of Staffing award recognizes companies who receive at least a 50% Net Promoter Score® (NPS®) on the survey, which indicates how likely respondents are to recommend firms to a friend or colleague.

  • That’s Good HR’s NPS® of 83.7% was well above the 2022 staffing industry average of 31%.
  • That’s Good HR’s NPS® was even higher than the 77% average earned by all companies who received the Best of Staffing award this year.

What makes TGHR stand out?

The Best of Staffing survey asks participants to rate agencies on several factors, including the quality of candidates and the timeframe for bringing employers and candidates together.

  • 100% of respondents say That’s Good HR submits multiple qualified candidates that match the company’s requirement.
  • 100% believe That’s Good HR submits candidates who are a good culture fit for the company.
  • 100% say That’s Good HR submits candidates within the expected timeframe.
  • 98% believe That’s Good HR submits realistic expectations regarding open positions.

What do customers say?

One of That’s Good HR’s favorite features of the survey is reading what clients have to say. This feedback reinforces the company’s commitment to the client:

“They really listen to your wants/needs and provide top-notch, quality candidates. We have hired many long-term employees through them.”

“The recruiters provide accurate and informative information to candidates. It prepares them for what our job entails and what we look for in a candidate.”

“The team is available, and they always provide suitable candidates for the positions we provide to them.”

“Found top-notch candidates at reasonable rates, which is not easy to do in today’s job market.”

“They are consistently engaging the entire team. They are always looking for ways to improve the process or the performance of the team.”

Living up to the award with every match

That’s Good HR has more than 20 years of experience in the Indianapolis and surrounding areas. When you partner with That’s Good HR, you are connecting with a company who will work to understand your individual requirements and match you with candidates whose qualifications are well suited to the open roles. We pride ourselves on honesty and integrity and will always strive to find a strategic solution to your staffing challenges.

Why spend valuable time searching for qualified candidates when you can have That’s Good HR on your side? To learn more about our award-winning staffing services, visit or send us a message at


What We Learned From Our LinkedIn Polls – Employer Edition

LinkedIn polls offer new insights.
Mary Springer headshot
Mary Springer
December 8, 2022

Have you answered one of our LinkedIn online polls this year? These periodic queries offer a unique vantage point for understanding the Indianapolis-area job market from both the employee and employer point-of-view. As we finish 2022, let’s look at what insights our followers can give employers who want to start the year off right in 2023.

Benefits matter

Our research tells that benefits are an integral part of any employment package. With today’s competitive job market, you want to be able to attract the best talent to make your company stronger and more productive. We asked our followers to choose one benefit out of a list of four:

·        Four-day work week

·        Remote work option

·        Unlimited PTO

·        Fully paid health insurance

We had a statistical tie for first, with the four-day work week and remote work option each receiving 36% of the vote. In fact, we’ve known for a while that remote work is reshaping requirement and hiring. This survey seems to agree.

The power of referrals

Finding the right candidates in today’s job market can be a challenge. According to Training Magazine’s 2021 Training Industry Report, companies spend an average of $1,071 to train a new employee. Subsequently, you want to find the right candidate the first time. How do companies find new employees? According to our LinkedIN poll, referral by another employee is the top solution. At That’s Good HR, we often rely on referrals to place qualified candidates in positions best suited for their talent and skill set.

Making them an offer

The best defense is a good offense, and many of our client companies stay ahead of the game by adjusting their hiring strategies. When we asked our LinkedIn followers how they had modified their offer packages to attract the best talent, we had them choose between four options:

·        A flexible schedule or remote work

·        Better compensation

·        Extra benefits

·        A sign-on bonus

The answers also tell us what we’ve discovered over the course of 2022. A whopping 60% percent of those responding say remote work and flexible schedules help employers land – and keep – qualified candidates. Better compensation was cited by 20% of those who responded.

What is 2023 bringing to the hiring market? We’re reading the same headlines as you are and wondering if the economy is going to bounce back or whether we’re facing a recession. In these uncertain times, you deserve a staffing expert on your side. The professional staff at That’s Good HR invests the necessary time to understand what your company is looking for in an employee. Above all, we appreciate that your time is valuable, and we will only refer candidates whose unique skills answer your company’s individual needs. We’ll also stick around to troubleshoot any problems that arise and continue to work to meet your company’s hiring goals. At That’s Good HR, the match matters. We’d love to help you. Reach out now for more information.


How to Sell a Candidate on your Company

Mary Springer headshot
Mary Springer
March 14, 2022

When you bring in a candidate to interview for an open position at your company, remember that the process is not just a chance for them to sell themselves to you. Good interviewers should offer a positive hiring and interview experience to sell a candidate on your company and the job. We have great examples of companies creating excitement and interest from interview feedback experiences that we receive from candidates. Our staffing experts at That’s Good HR would love to share ideas if you are interested. 

Prepare yourself for each candidate

So often, interview preparation focuses on the candidate. But as the interviewer, you should be doing just as much prep work. Read over the candidate’s resume, cover letter and any supplementary documentation to get a full picture of their experience. You can sell a candidate on your company by showing that you have done your research and, in turn, showing them that you care

Also, make sure that you are able to easily discuss or answer any questions about the position you are interviewing for. You should also be knowledgeable about your company mission, culture and benefit package, especially any perks specific to the currently open position.

Choose interview questions carefully

As you continue to prepare for the interview, choose your questions with the open position in mind. Whether the interview is in person or virtual, thinking of it as more of a conversation than an interrogation can help put you in the right frame of mind. Remember that your candidate is interviewing you and your company just as much as you are interviewing them. 

Instead of using the age-old, generic questions we’ve all heard a million times, tailor your questions to both your company and the candidate. Offering up behavioral questions and hypothetical situations can give you a better idea of your candidate’s soft skills and critical thinking ability, plus it can give them a better idea of experiences they may have in the company or position. 

Sell a candidate on your company with unique branding

No matter what type of position you are interviewing for, you should always incorporate a branding message about your company into it. This message should give candidates a good picture of the company culture and really sell them on why they should want to work with your staff. As you do your research, try to craft a message that will highlight what they are most likely to find appealing to really sell a candidate on your company.

For example, if a candidate’s cover letter talks about their love for working in teams, be sure to emphasize where your company and this position focus on teamwork and inclusion. You can also ask the candidate where they think their specialties would have the most impact and take that into consideration when determining exactly what their job offer may look like. 

Assess the candidate experience with recent hires

Some of the best research on your interview and hiring processes can be done right in-house. Speak with your most recent hires to the company and ask them what it was like to join the team. And perhaps just as important is to request to survey applicants who turned down the job or were not chosen for a specific position (just be sure to do so tactfully). 

Ask recent candidates about the communication they received and overall company responsiveness. Did they think the hiring process was too long or involved too many interviews? Were they educated about the company mission and culture, or did they receive a tour of the office? How did the hiring process compare to others they have experienced? 

Do you need more help with your interview skills to sell a candidate on your company? That’s Good HR can help! You can trust us to help match you with the right employee for both the job and the company overall. Contact us today at 317-469-4141 to learn more about our staffing solutions.


Tips for Eliminating Hiring Barriers

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
December 13, 2021

Many companies are in a crunch to hire employees in light of the COVID-19 pandemic and ensuing “Great Resignation.” But are you inadvertently passing over groups of willing job candidates because of barriers in your hiring process? That’s Good HR is here to help you with eliminating hiring barriers to find the best temporary, temp-to-hire or direct hire employees for your Indianapolis business. 

Minding the gap — the resume gap, that is

Say a candidate comes in for an interview, and their personality and skills are just the right fit, but they have a space of several months or years without employment on their resume. Would you pass them over based on that gap alone? 

The hiring process should not discard resumes with resume gaps. There are a number of acceptable and professional reasons someone may have a gap on their resume. Because of the issues facing us currently, it will be more common for candidates to have resume gaps. Removing any emphasis your hiring process places on consistent expertise versus cumulative will broaden your pool of potential candidates.

Eliminating barriers with an inclusive job posting

The beginning is a great place to start. Writing a job posting that resonates with the correct audience will lead to more applicants. For example, an entry-level position should not require multiple years of experience. Postings full of industry jargon may not be accessible for qualified candidates breaking into a new career field. Consider the traits and attributes that are most important to the position and focus on those, rather than the hard skills that may be easily teachable. 

You may also be unknowingly associating your job posting with a specific gender or other biases. Obviously, your posting should not use gendered phrases such as “He will perform specific tasks,” and you should also try to avoid gender-biased language such as the more masculine “competitive,” feminine-coded “interpersonal,” as well as phrases like “able-bodied” or “youthful” candidate. 

Working with our team on eliminating hiring barriers

These are just a couple of examples of barriers in the hiring process that lead to fewer applicants and hires. Reach out to discuss your current processes more in-depth. We can also manage the hiring process to find you the best candidate for your business. We are connecting with candidates in new and innovative ways every day.

If you are ready for us to take the burden of staffing off of your shoulders, contact us today online or at 317-469-4141!

About TGHR

20 Years of Staffing Stories: Mary Springer

Susie McKenna
February 20, 2020

If you had asked Mary Springer in college if she wanted to own her own business, she would have told you no. At the time, she was preparing herself to climb the corporate ladder, most likely in the area of finance. Upon reflection, she has always been metrics-driven and self-motivated, which are two vital skills for any business owner.

Upon graduation from Purdue University, armed with a degree in financial planning, she moved to Ft. Wayne to start a management training program to become director of finance for an educational institution.  While she enjoyed the management aspect of the job, Mary was eager to move back to Indianapolis. Moving back without a job would be tough, so she found a new job in a way that many people get a job – through networking.  A college friend had recently talked to a national staffing firm with a local presence in Indy and thought the job sounded like a good fit for Mary, not him.  He was right and Mary worked at that staffing firm for six years and then was recruited to open the temporary staffing division at a new, locally based staffing firm that was just starting out – That’s Good HR.

There are some aspects of the staffing business that have remained the same since 2000, but many have changed.  In 2000, there was an online job board –, while today there are plenty to choose from like Indeed, Zip Recruiter, LinkedIn, Career Builder and more. The online job boards have provided access to more people, but everyone has that access. Mary recruited at college fairs in her early days, a practice that is still done today.  And the number one thing that has stayed the same through the years is the fact that staffing is about connecting the right person with the right job at the right time.

Social media has also changed the landscape of staffing.  As Mary points out, back in the day when you put an ad in the paper, the people responding didn’t have a LinkedIn profile that was readily available – not to mention that they were still reading a printed newspaper regularly. Online job boards and social media sites like Facebook have changed how we talk to people.  In fact, That’s Good HR has only been on Facebook for the past decade! In today’s fast-paced world with technology at your fingertips, Mary remarked that finding that personal connection is harder, but she’s up for the challenge.

The biggest challenge in the past 20 years was the recession of 2008, as it was for many businesses.  In theory, the staffing industry is “recession-proof” since when the market goes down, many companies hire contractors and there are more people looking for work, which is good news for staffing firms. But the recession of 2008 was different and forced more than 170,000 small businesses to close during the first two years of the recession. That’s Good HR was forced to reduce staff and do more with less resources but was able to not only survive but thrive amid a dismal economy.

As That’s Good HR continues to reinvent itself to meet the changing needs of the local landscape, Mary looks forward to what the next 20 years will bring.  And the end of the day she is most proud of building a place where people want to come to work and help people find jobs to achieve their goals every day.  Cheers to 20 years!

Do you have a story about how That’s Good HR has impacted you in the past 20 years? Let us know as we are sharing staffing stories all year long as part of our 20th Anniversary Celebration!


Fun and Festive Drinks from TGHR

Meaghan Smith
December 10, 2019

We conduct very important research in our office. Of course, we track our staffing stats weekly, but in preparation for New Year’s Eve we have been trying a new drink recipe during Happy Hour. Here’s our favorites ready for you to mix up and enjoy this holiday season.

Week 1: Root Beer Float
To make this take on a soda fountain classic, mix three parts root beer with one-part RumChata. Frosted mugs are optional!

Week 2: Cinnamon Roll
We liked the RumChata so much, we brought it back in week 2. This time, we mixed one-part RumChata with three parts cream soda.

Week 3: Red Wine Floats
To change it up a bit, we switched to wine. For these delectable drinks, you need one pint Magnum Dark Chocolate Raspberry ice cream, 1/2 bottle of red wine, seltzer for serving and to make them extra fancy – chocolate sauce, for lining glasses. Start by rimming the insides of four glasses with chocolate sauce, then scoop in ice cream and pour in the red wine. Top off with seltzer before serving.

Week 4: Apple Cider Sangria
First step for this drink is grab a large glass pitcher. Then gather a Granny Smith apple (sliced), a Red Delicious apple (sliced), Golden Delicious apple (sliced), lemon (sliced) and an orange (sliced). Add that fruit to the pitcher and pour in two cups of apple cider, two bottles of ginger beer and a bottle of white wine. Stir and enjoy! Feel free to add some bite size pieces of all fruit in the bottom of each glass to really impress your guests.

Week 5: TGHR Holiday Spritzer
Break out the bubbly for the finale. Pour ¾ of a glass of champagne, then add equal parts pomegranate and cranberry juice. We like to make it extra fancy with fresh cranberries and pomegranate seeds in bottom of glass (added to the glass before champagne).

Cheers to the new year!


When is Sharing NOT Caring?  When it Comes to Sickness…

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
November 12, 2019

It’s cold and flu season, which means germs and bacteria are EVERYWHERE.  It’s important to keep yourself healthy.  So how do you combat these germs?

  1. Clean your desk! According to studies, more than 10 million germs can be found on the average work desk, which is 400 times more bacteria than a toilet seat. Totally gross, right? Use cleaning wipes to routinely wipe down your desk surface, phone, keyboard and mouse.  Do you have a co-worker out sick?  Wipe down their desk too!
  2. Sharing is NOT caring! The saying goes “sharing is caring”, but not when it comes to illness. If you are feeling sick, don’t share coffee mugs or food with others.
  3. Wash your hands! It’s the advice we have heard from parents and teachers hundreds of times over the years. But when washing your hands, make sure not to touch the soap dispenser.  In a article from Cosmopolitan Magazine, it states that the University of Arizona found that a a fourth of office soap dispensers are contaminated with fecal bacteria. You’ve been warned!
  4. Stay clear of the kitchen! The microwave, water cooler, and coffee pot handle could be plotting against you. Do you have to give up coffee?  We, at TGHR would not suggest such a thing, but give it a wipe or use a paper towel to pour your coffee.

We hope you stay healthy during this cold and flu season!  If you have an employee out with the flu, don’t stress and give us a call.  We can send a temp even if it’s just for one day.  We’ll supply the employee, you supply the cleaning wipes – teamwork!


Job Searching? There’s an App for That

Madison Schacht headshot.
Madison Schacht
Manager of Talent Acquisition
September 9, 2019

The Android App Store has more than 2.46 million apps to choose from, while the Apple App Store boasts 1.96 million apps as of the end of the second quarter of 2019. The phrase “there’s an app for that” applies to job hunting too!

Use an app like LinkedIn or Indeed to find jobs to apply for – and apply right from the app on both platforms. On LinkedIn, the app makes it easy to keep track of how many jobs you either saved or applied for – it is handy to have this information in one place! The Indeed app makes it easy to access your recent searches for specific position titles so you can check if anything new was posted.

Once you’ve applied, it is time to prep for an interview.  Practice makes perfect – check out and download an app like Job Interviews Questions and Answers.  This app helps you practice common interview questions you might encounter and gives you suggested answers that you can customize based on your experiences.

Next, before heading to the interview, you’ll want to make sure you’re headed in the right direction.  Tap and open Google Maps to make sure you know how to get to the company.  It is always best to arrive about 15 minutes before your slated interview time. Last month alone 174 people used Google to navigate to our office.

While you are waiting to meet your interviewer, take a moment and make sure your mind is clear and focused.  Using an app like Headspace or Calm can help calm your nerves ensuring that you present your best self.  Another app, Breathe, let’s you check in on physical and emotional feelings and recommends a meditation based on those feelings – some meditations are as short as 3 minutes. Have an Apple watch?  Take a minute to use the breathe function before you exit your car!

Apps are designed to enhance all aspects of your life – even finding a job.  An app is not a replacement for human contact though, so make sure to check out our job board and reach out to one of our staffing specialists.  But if you need to know how to tie a tie – don’t worry there’s an app for that!


No Secret Recipe to Leadership

Mary Springer headshot
Mary Springer
July 8, 2019

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.


How to Get a Job Quickly After Graduation

Amber Crosby
May 9, 2019

Seven out of 10 college seniors will graduate with approximately $30,000 in student loans according to recent data from the Institute for College Access & Success. Even with this debt, college graduates and their families think college is a worthwhile investment – 90 percent of families think that according to lender Sallie May.

At That’s Good HR, we agree education is a solid investment, but Americans are now burdened more by college loans then credit card or auto debt.  In addition, 1 in 3 graduates said their school loans prevented or delayed them from buying a home. Some innovative employers are even letting their employees trade vacation days in exchange for payment on their student loans since this type of debt impacts so many employees.

Graduates may be saddled with debt, but their job prospects are plentiful – which is good news.  This year, employers plan to hire nearly 11 percent more graduates from the class of 2019 than they did from the class of 2018. But with student loans and a fast-moving job market, it’s more important than ever to get into a job quickly.

Often, upon graduation students are still thinking about what type of office environment would be the right fit for them.  A temporary assignment in a chosen degree field allows prospective employees to assimilate into the workforce quickly and learn what type of office setting works best.  Temporary assignments can last from a few days to months, allowing recent grads to rack up experience while finding their way.  Entry-level customer service positions, human resources positions, accounting positions or admin roles are perfect for new graduates. A third of the time, we see temporary assignments turn into full-time positions. If the assignment ends, there is no need to worry, we can place hard-working candidates in another role quickly and seamlessly.

We would love to hear about your college experience and get you to work quickly to repay those loans! Reach out and we will let you know your options to get your career started. See all our open positions on our job board and apply today!