Accounting Finance Jobs Indianapolis

 

Every company has experienced this scenario: You hire a new employee who looks good on paper, and aces the interview.  You have high expectations for this person, but your new hire just doesn’t work out, for whatever reason, and you must terminate the employee.

CareerBuilder reported on a recent study they conducted regarding the true cost of a ‘bad’ hire (read the article - “What Bad Hires Really Cost Companies”). The top reasons cited for the bad hires include:

• Low quality of work (67%)
• Not working well with other team members (60%)
• Negative attitude (59%)
• Attendance (54%).

So what does the bad hire truly cost to the business? According to CareerBuilder, around 69 percent of employers in the survey claimed to have been negatively impacted by a bad hire in 2012, with a majority of respondents estimating the bad hire costing between $25,000 and $50,000 or more. This price resulted from lost productivity, negative employee and client morale, and time and cost to recruit and train a replacement, among other reasons.

What causes an employer to make a bad hire? The study cited that employers may have needed to fill the job quickly and rushed through the hiring process. Other top reasons included lack of talent intelligence and sourcing techniques – both of which could have been avoided if the company would had used a recruiting firm.

At That’s Good HR, we screen and interview candidates daily, so we have the expertise to determine whether a person is a good fit for the position and the company. And with our full pool of qualified job candidates, we are likely to have a greater selection of candidates with the qualifications your company seeks.

While there’s no guarantee that every hire can be the perfect hire, with the help of an Indianapolis recruiter like That’s Good HR, you can reduce your risk.

 

Are you looking for a qualified, temporary staffing agency in Indianapolis to fill positions at your firm?  That’s Good HR is a leading temp agency in Indianapolis. Among all of the employment services we offer, we staff more temporary jobs and temp-to-hire jobs than other job categories. With the rise in temporary service demands in Indianapolis area, as well as throughout the country, we are helping our Indy clients meet staffing demands while minimizing long-term overhead expenses.

As Indianapolis temporary staffing specialists, we recruit job candidates for several popular temporary job categories. In fact, That’s Good HR is a temporary staffing specialist in several job categories, including:

• Administrative jobs: Indianapolis companies often seek highly skilled professionals for office and administrative roles. Many of these positions are hired on a temporary or contract basis to meet demand, but often times become temp-to-hire administrative positions.
   
• Financial and accounting jobs: In Indianapolis, financial and accounting jobs remain two of the most in-demand categories in the local temporary staffing job market. Like administrative temp jobs, financial and accounting positions often start as temporary staffing positions for seasonal projects, and many employers prefer to hire job candidates on a trial basis. For this reason, we have several recruiters at  That’s Good HR who focus exclusively on recruiting and placing temporary job candidates in financial and accounting positions.
   
• Human resources (HR) jobs: As an expert staffing agency in Indianapolis, we also know what it takes to find the right person for an internal human resources role. We help many of our Indy clients recruit for HR candidates, which is also among one of the growing fields in the Indianapolis job market.
   
• Executive (C-Level) jobs:  Many firms consider hiring executives on a contract or temporary basis during leadership transitions, when a current executive is absent for an extended period of time, or simply just to ensure a good fit before hiring permanently. With a recruiting team in place to help you with your executive search, as well as our customized, hrology services such as contract, compensation and benefit negotiation as well as transition services, That’s Good HR can serve the role as your executive headhunter with ease.

So now you know that we are more than just an employment agency in Indianapolis. Whether you’re seeking a temp agency and temp services or simply want to work with experienced Indianapolis headhunters, That’s Good HR can help you find the perfect fit.

 

As an Indianapolis recruiting firm, we are always keeping updated on the world of recruiting. We try to stay on top of trends in order to serve our customers and candidates better. So here are a few developments in recruiting that we have noticed in recent months:

1. Social media has become more important in the recruiting effort: More college graduates are using social media to search for jobs and bolster their online profiles. Similarly, recruiters and hiring managers continue to use social media to search for candidates and promote job openings.
    
2. Temporary staffing is the new norm: That’s Good HR has seen an increased interest in temporary staffing needs among our Indianapolis clientele, particularly in areas of administration, accounting / finance and health care. Companies that are reluctant to hire permanently continue to use temporary staffing to test the waters before hiring permanent staff. Meanwhile, candidates seeking full-time positions have benefited from temporary or contract positions to pad their resumés in between jobs.
    
3. A hiring boom is imminent: The unemployment rate continues to drop in many regions, including in the Indianapolis jobs market, which is an indicator that more companies are hiring. We see this job hiring trend increasing in the coming months.
    
4. Outsourcing is in: With less time to focus on recruiting efforts, companies further develop relationships with outsourced partners such as staffing agencies in order to stay ahead of hiring trends and focus on internal training, retention and support.
    
5. Government issues will impact HR: Hiring managers will need to keep updated on changes in legislation and public policy issues such as tax, health care and immigration reform, and a potential minimum wage increase in 2013.  Companies may need to adjust compensation or benefits to offset these changes, and be prepared to address these issues to potential hires and current staff.
    
6. Employees are demanding a more flexible work environment: Employers who recognize the need for workplace flexibility will benefit from opportunities to attract and retain employees and increase employee satisfaction, among other benefits.

What trends have you noticed impacting your hiring or job search efforts? Feel free to comment below.

 

What’s your social media site of choice? If you’re an Indiana employer or hiring manager, you probably recognize the power of social media for your recruiting efforts.  Additionally, job candidates continue to find ways to use social media in their job search efforts. As Indianapolis recruiters, we too recognize the need to use social media to stay connected with our candidates and clients, and to keep updated about important business and HR issues.

If you need connections to enhance your career, you’re probably on LinkedIn. We are too! You can follow the That’s Good HR LinkedIn page, where we’ll keep you updated on our latest blog posts, job openings, industry news, upcoming job fairs and more. We currently have more than 600 followers on our LinkedIn page, and it’s growing every day.

On Twitter, our handle is @thatsgoodhr (http://www.twitter.com/thatsgoodhr), and we have nearly 500 followers from around the world. We follow many others on Twitter, and here we’ll keep you updated on the latest Indianapolis business and hiring news, as well as national HR trends. We’d love to have you as a follower, and we’d love to follow you back!

Our Facebook fan page, we have nearly 300 followers to date. We have a little more fun on this page. For becoming a fan, you’ll be able to engage in discussions with other fans about the job search or hiring trends, plus catch some of our latest events and job openings before they happen.

If you’ve had a good experience working with That’s Good HR for your job search or hiring process, please stop by this section of our blog to leave a note and share your story!

Finally, don’t forget to check out our updated job board for the latest Indianapolis job openings.   

Thanks for following us, and we’ll see you online!

 

We have noticed that our clients are always looking for sharp, recent graduates that are ready to get their feet wet and work hard! So the team at That's good HR has been out and about this winter, meeting potiential candidates at several Indiana career fairs. 

This month, we attended the 5th annual Kelley Career Fair on Feb. 12, sponsored by the Kelley School of Business-Indianapolis Student Government and the Kelley Career Planning Office, and the Collegiate Career Expo on Feb. 21, sponsored by College Career Center Consortium. Members of the That's Good HR team included Kate Schipp, Amber Crosby and Tasha Rush. Aside from recruiting firms such as ours, we saw other Indianapolis employers, from small to large companies, in attendance.

All in all, both events were a success. We met several students graduating in May 2013, seeking positions upon graduation. We noticed that several HR and Marketing majors approached our table. That seemed to be the “hot” degree this year.

We also met with several accounting students looking for opportunities after graduation. On the accounting side, we are looking for candidates with great internship and education experience that they can apply to a position with our clients. As we typically see fewer accounting professionals at job fairs, we are always actively seeking accounting and finance graduates and professionals to fill various client positions.  

 

Many of our Indianapolis area job candidates have been asking us how they can use social media to improve their job search.  While you can read about our general Social Media Do’s and Don’ts  as they relate to the job hunt from our previous post, we haven’t specifically addressed Twitter as a job search tool. Here are some ways you can use Twitter in your job search:

1. Create a profile: If you plan to use Twitter for personal posts, you may want to start a different twitter account for your job search, but keep in mind that employers can access and view both profiles if they choose. Your Twitter handle should be something that defines you, such as your name, or something related to your career. Make sure you fill out the Twitter profile page with your name, location and website link, with a 160 character bio. Fill this section with keywords that employers and recruiters might use to find your profile online.
    
2. Establish a great profile design: Start with a solid, professionally-taken photo of yourself for your profile picture. If you can, create a customized header which includes your contact information, a link to your online resume or LinkedIn profile, and/or a summary of your qualifications and positions sought. Many graphic design firms or resources exist on the web for creating Twitter backgrounds and header images.
    
3. Add some content: Share a few articles that you find interesting, post something about your region or industry, or engage in dialogue with others. It’s important for you to share quality content on your Twitter account so that others will follow you. Try to provide a mix of education, entertainment and conversation rather than simply promoting yourself. You may want to start a blog on your website or online portfolio page to have additional content to share and to position yourself as a thought leader.
    
4. Develop a following: Continue by following other accounts in your targeted region, including Twitter influencers (those with a large following), industry leaders and journalists. Check your account regularly and follow those who follow you, if it makes sense.
    
5. Follow recruiters and targeted companies: By keeping tabs on what other companies are sharing on Twitter, you’ll be in the know if you get called for an interview, and you can remain top-of-mind if you share any of the company’s information on Twitter. In addition, following recruiters like That’s Good HR on Twitter will keep you informed of upcoming job fairs and job opportunities before others may see them.

If you are new to Twitter, you may want to add it to your list of social media sites to frequent in order to enhance your job search. Once you’ve found a job, the site will prove beneficial for continued networking and professional development. Good luck!

 

In previous blog posts, we have discussed the latest hiring trends, as well as tips for hiring managers and candidates to navigate the search process successfully. To expand upon this topic, we’ve asked some members of our recruiting team to respond with their recent impressions of the Indianapolis job market, as well as to give some crucial advice to clients and candidates. Here were their responses:

 

Q.  What overall hiring trends are you seeing so far this year, and what skill sets are in top demand?

 

A. We are seeing continued need overall for our services in 2013, but particularly in the areas of customer service/call center, human resources and accounting roles. Many businesses are also seeking to recruit for temp-to-hire (try before they buy) positions.

 

Q. The market has also indicated an increase in the use of job search / recruiting firms such as That’s Good HR. Why do you think customers are seeking the services of a search firm for finding quality job candidates?

 

A. One main reason is the time factor – hiring managers just don’t have time to sift through 300 resumes! Or the company may have voids in their current team because of growth or turnover, maternity leave, or medical leave, and need a quick fix. We have also seen some additions to staff. 

 

Q. What is some advice you'd give employers? 

 

A. We would say they need to keep the process moving and to make decisions quicker when it comes to responding to resumes and hiring, as candidates are accepting jobs offers much quicker these days.

 

Q. What common mistakes can candidates avoid during the job search?

 

A.  Candidates should avoid unusual body modifications (hair, piercings or tattoos) that might make them stand out. Make sure job seekers have no errors at all on their resumes. They should also set up an acceptable and professional voice mail message and email address for responding to job inquiries.

 

Q. What topic do you think your clients/candidates need to learn more about?

 

A. We feel the main thing that people need to continue to learn and understand is social media for both employers and candidates – in terms of how to maneuver and take advantage of all that it has to offer for the job/candidate search. 

 

As Indianapolis recruiters, we work hard to find the perfect candidates for our clients’ positions. Our clients trust our expertise to examine the skill level and personality of the candidate and match them up with the hiring manager’s needs. This results in a better fit for the company, less turnover and better on-the-job success. But does a perfect candidate truly exist?

While we can’t promise a perfect job fit every time, our Indianapolis recruiting team has a process that helps us narrow the field and arrive at a better qualified hire. Here are some of the methods we apply in our candidate searches:

• Separate the critical skill requirements from the “nice-to-haves”: Once our client has clearly defined the minimum education or training needed for the job, our recruiting team can more clearly screen candidates with the right skill sets.
• Discover important soft skills:  In each position, we have found that having a certain quality such as problem-solving or a specific behavioral attribute can make a difference in job performance.  So we always like to ask our clients about these important soft skills before beginning the recruiting process.
• Learn the history of the position: Whether the position is a new one, or whether our client seeks to replace a previous or existing employee in the job, details about the position, team and working environment can help our recruiters understand the position better, and in return, find the best fit for the job.
• Encourage feedback during interviews: During our candidate screening process, as well as during the client interview process, we like to keep the feedback loop open between our recruiting team and our hiring managers and executives. Whether it was a good first impression during a phone interview, or something that made a candidate stand out from the rest during an on-site visit, we appreciate both giving and receiving this valuable information so that we and our client can make an informed decision.

The proper techniques and insight about a position make the perfect hire possible. Armed with these strategies -- and a little help from our clients --- we can uncover these perfect hires, and match them with their perfect positions.

 

As an Indianapolis recruiter for finance and accounting jobs, I have noticed that one of the interview questions candidates struggle most to answer is the “tell me about your strengths and weaknesses” question. In their responses, I often see candidates overuse certain buzz words and respond in ways that actually cause them to lose credibility in my mind.

No one likes to talk about their weaknesses, but avoiding this question in an interview makes the hiring manager wonder whether you have something to hide. What the interviewer really wants to discover from this question is what sets you apart from your peers. They aren’t looking for a reason not to hire you, but are hoping that you can give them an answer that puts you head and shoulders above your peers. 

What are your strengths? Overused responses:

When asked the strengths question in a job interview, don’t answer with the following overused strengths, which are actually not strengths but simply the requirements of a successful employee:

• Dependable
• Punctual
• Reliable
• Hard worker
• Team player
• Quick learner
• Critical thinker – only use this if you have a clear example that you used your critical thinking skills to solve an important issue within your work history.  Be able to tell the interviewer the feedback you received from your manager in order to lend credibility to the strength. Tell about a time when you were thrown a project out of your area of expertise with very little direction and had to figure it out.  That’s a clear example of a strength. 

How to answer the strengths question: To discover your true strengths, think back to the times when you have been the proudest of yourself in your career, or received positive praise from your boss.  An example of strength would be a situation in which you continued to push through in undesirable circumstance or obstacle and were still able to come out successful.  Maybe you had a team project in college where two team members were not pulling their weight; describe how you dealt with that situation to complete the project successfully.  Or perhaps you went above and beyond your job responsibilities at school or at work; explain how you made sure things were completed to land the team a client or earn an A in the class.  Who wouldn’t want that employee on their team? 

What are your weaknesses? Overused Responses:

Under weaknesses, don’t answer with one of these overused responses:

• Perfectionist
• Caring too much
• Don’t know – haven’t been told anything before
• Passionate
• Re-wording a strength and saying that it’s both your strength and weakness (such as hard worker)

How to answer the weakness question: 
Be truthful, but always provide examples of how you have kept your weakness at an acceptable level, or that you are working on improving the area of weakness. 

If you state a weakness that is a very important piece of the job, for example: if your weakness is in meeting deadlines (a hot topic in accounting for month end or in a project management role), then you really need to provide well thought-out ways that you have been able to meet deadlines in the past and how you’ve used problem-solving skills to improve this weakness. In this example, one way that you could respond is that you have started dividing the project into sections and blocked out time on your calendar to complete them. Another way might be that you have set deadlines on when you need to ask for valuable information from others so that you are not waiting on this information to complete your portion of the project.

Emphasizing your Strengths: According to Marcus Buckingham in his book: Now, Discover your strengths, you should be identifying job opportunities and positioning yourself in an interview to emphasize your strengths, not your weaknesses. If your strength and weaknesses responses are truly unique, they should almost tell the story of you.  Answering the strengths and weaknesses question strategically will help you prove to recruiters and hiring managers that you are different than the other three candidates interviewed, and make them more likely to hire you. 

No matter how competitive the Indianapolis job market is today, employers will always have some level of competition for acquiring top candidates.  A company must understand how to attract the best candidates for its position from among a smaller pool of applicants, as well as how to ensure that the hiring process and candidate strategy results in a successful hire.

Here are some strategies from our Indianapolis executive recruiters for effectively competing for job candidates:

1. Start internally: Make sure your job satisfaction is high and your employee turnover ratio is low, and clear up any outstanding issues with team members or with former candidates. Create an attractive work environment for potential job-seekers to reflect your commitment to the new position. This will present your company in a positive light for prospective candidates.
2. Build a strong brand: Generating positive media coverage for your company will help create more visibility in the marketplace. Having an updated website with a press room, marketing materials, a blog as well as active social media sites will give a positive impression to the searching candidate. Advertising in relevant local or trade media might be an option for your company too, depending on the type of candidates you need.
3. Position your company effectively: If your company cannot compete with others that are much larger or better known, use this to your advantage by presenting your company’s advantages, such as the position’s responsibility, company culture, flexible work environment, benefits, community involvement, innovativeness, or leadership and advancement opportunities.
4. Focus on the candidate experience: There’s nothing like a good first impression. Top candidates will be looking for positive signs that the job is a good fit for them during the interview process. The company or recruiter must build rapport with the candidate from the beginning and ask the right questions to determine whether the person is a right fit for the job, and assess the candidate’s motivation to take the position.
5. Act quickly: The best job candidates don’t take long to decide on a new position. If you are a smaller company, you might be able to act on a candidate much quicker than a larger one with a more involved hiring process. Either way, work nimbly to keep your hiring process moving along so that you don’t lose any opportunities.
6. Have a strong referral network: When top performers are ready to make a move, they will often put feelers in the marketplace among their close inner circle of friends, former co-workers or recruiters they trust. Make sure your network includes a few, quality recruiters so that the passive job candidate will consider your company before going into the active search phase. Staffing agencies can also help you screen and interview candidates, present the company in an objective, positive light, help you negotiate more effectively, and keep the search process moving forward.

With some of these strategies in place, your company will no longer be talking about “the one who got away.” That’s Good HR would be happy to assist your firm in attracting and hiring the best talent for your executive, accounting or other jobs, as well as streamlining your recruiting procedure to make sure you have your pick of the top candidates.

Staffing Industry Analysts released a jobs market report this past month from the U.S. Bureau of Labor Statistics’ Current Employment Statistics program*. The results are in – and they are positive for the Central Indiana job market.

According to the report, the best state markets by volume job growth were: Texas, Indiana, Florida, California, Illinois, Georgia, and Pennsylvania. In addition, Texas, Indiana, Arizona, Kentucky, and Oklahoma ranked among the top ten states on both a volume and percent basis.

Here is how Indiana fared in the findings:

Indiana Job Market Rank: #5

Growth Score: 69 (offered as an indicator of the relative overall robustness of staffing trends in each labor market)

Percent Employment Growth:

• 12 months: 2.3%
•  6 months – 1.1%
•  3 months - .07%

Total Non-farm Employment: 2,900,000

The Indianapolis-Carmel job market also ranked the 15^th best by volume growth score among the largest major metropolitan areas, with an average 12-month change of 1.5 percent, and ranked 19^th out of all major U.S. metro job markets.

Columbus, Indiana also received the top score for the smaller U.S. Metro area with the most exceptional percentage-wise growth, with a 12-month change of 8.7 percent. Elkhart-Goshen, IN also ranked well in this category.

As an Indianapolis staffing agency, we at That’s Good HR are pleased to see that Indiana continues to experience job growth and a robust labor market.

Source: Staffing Industry Analysts: November 2012

* This analysis and ranking of growth trends was based on total nonfarm employment among the 393 U.S. Metropolitan Statistical areas, using figures through September 2012. Data surveyed included 150,000 businesses and government agencies, representing roughly 390,000 individual worksites.

 

 

Many companies choose to hire temporary help toward the end of the year, to withstand the seasonal demand on their products or services. In many cases, companies use temporary workers to offset the time off or holiday pay that full-time or permanent workers receive. Seasonal or temporary staffing can help your business remain competitive, and will allow you to add staff with less risk than hiring for full-time positions.

When hiring seasonal staff, here are some things to keep in mind:

1.      Anticipate Demand: Before determining how much temporary help you’ll need, do a quick forecast of previous year-end seasons or annual trends to help you hire strategically.

2.      Hire Early: To get the best seasonal applicants, you’ll want to start searching and recruiting well ahead of your anticipated need. This ensures you will have adequate time to advertise for the position, as well as to hire and train applicants.

3.      Use a Temp Staffing Agency: Indianapolis temporary agencies like That’s Good HR that specialize in temporary staffing can help you find a greater pool of applicants for your seasonal employment demands. In addition, they can be a good resource if you don’t have time or resources for the hiring process. Staffing agencies can also post your position on the national or local job boards, assist with employment guidelines and even handle payroll for you.

4.      Screen Applicants for Perfect Fit: Don’t just hire any temporary worker; consider the qualities important to the position and that would be the best fit for the team, and make sure those qualities appear in your job description, or that you communicate them to your temporary staffing agency.

5.      Allow Time for Training:  Especially if you are hiring for categories such as customer service, accounting or finance, you’ll want to allow plenty of time for your new, seasonal hires to learn the company culture, processes and customer service requirements at your firm.

6.      Continue your Search Year-Round: Once you have a few, good temporary workers in your back pocket, you’ll be better equipped if you encounter a future demand throughout the rest of the year. In addition, you may find a few hidden gems that you want to hire on permanently.

 

 

At That’s Good HR, our clients trust us to find them the perfect candidate for the position they’re seeking, and time after time, we deliver on that promise. But perhaps your business has not used a recruiter before, and you’re a little apprehensive about whether or not it’s right for you. We’re here to give you a few good reasons why you should consider hiring a recruiter, in the hopes of changing your mind:

1. Recruiters are Experienced in Recruiting. Not to brag, but day in and day out, our Indianapolis staffing specialists are looking for qualified candidates for our client companies. We are skilled and organized when it comes to the hiring, screening and interviewing process for temporary, contract and permanent positions. So when it comes to finding the right person for the job, we’re the right person for the job.

2. Recruiters can Build Relationships. Because we recruit often, we have a large database of potential candidates from which we can recruit. This might be substantially larger than the contacts that you have built internally, so our resources might result in finding the better fit for your organization.

3. Recruiters have Resources. Our Indianapolis recruiters have the manpower and time required to devote to the hiring and recruiting process, whereas your CEO or hiring manager may have responsibilities in other areas of the business that may prevent him/her from fully engaging in the process.

4. Recruiters keep it Objective. Sometimes having an external company evaluate the open position from an objective, unbiased viewpoint can benefit the company – when it comes to the job description and responsibilities as well as negotiation and salary requirements. We have industry perspective and can help you find the best hire for the resources you have and ensure a fair market value.

5. Recruiters help you Hire Confidentially. If you choose, you can use a recruiter to confidentially hire for positions without the whole world knowing that you are hiring. This is especially important if you are hiring for a high-profile position or want to keep information away from competitors.

6. Recruiters Control the Paperwork. If the thought of emails and resumes flooding into your office doesn’t appeal to you, a recruiter can handle this for you. This can be a major benefit to employers who don’t want to deal with the distractions of sorting through resumes and cover letters to find qualified candidates.

7. Recruiters help you Compete. Hiring a recruiter can give your potential employees reinforces the importance of the open position, and of the company’s future growth. With many qualified job candidates out there, we’ll make sure you attract the best and brightest.

For those of you who have used a recruiter, can you think of any other good reasons? We’d love to hear from you in the comments below.

As many of you know by now, my husband is a Police Officer and has been for 28 years.  While on my way to work this week, I saw him pull over a vehicle which I was pretty certain had just run a red light.  When I pulled up to the roundabout, I had to stop at the intersection and watch what was transpiring in front of me.  He had his red and blue lights flashing but the car didn’t pull over right away and ended up driving to the next intersection, making a right turn and then pulling over on a two lane road.  Once I was convinced that the vehicle had actually stopped and wasn’t trying to run, I continued my drive to work.  I had to shake my head because I had observed this situation many times with him before.  Essentially what happened is that instead of the driver pulling over when he turned on his lights (which was on the four lane road), the driver continued until she found a place that SHE felt was better suited for him to get out of his vehicle.   I was also very aware of the earful that she was about to receive when he walked up to her vehicle and I am sure it went something like this, “When I turn on my lights, I expect you to pull over immediately.  I know the place that is the safest for us both to pull our cars over.”  Many people do exactly what she did.  They wait to pull over until they find a spot they fell is best rather than pulling over ASAP after seeing the flashing lights.    

This incident got me thinking, do I trust the experts in my personal life?  When I hire a painter and am having difficulties deciding between two colors, do I ask his opinion or try to figure it out on my own?  When my child is sick, do I call the doctor and talk to the nurse or do I try to figure it out on my own by searching symptoms on the internet?  

As it relates to That’s Good HR and Indianapolis careers, do I feel like my clients treat me as the expert in Indianapolis job openings?  I have to say that it makes me feel pretty good when a client asks me to name the candidate that I feel is the strongest for their opening.  I have had two clients in the last couple of days ask me my opinion on that very topic and it was such a great feeling!  I also appreciate when my client trusts me to handle the hiring process for their candidates.  So, as one of the “experts” in this field, considering my 12 years in staffing, what advice do I have for hiring managers today?  I have a couple of things to keep in mind but, first and foremost, I must stress that this is a candidate’s market!

• Hiring managers need to move quickly when they have openings.  The best candidates are not on the market very long because they are getting positions quickly; several companies want this candidate!
• As a result, we are sending our best candidates to multiple hiring managers and/or companies so that we can immediately get those A+ candidates placed. 
• Since 2008, this year has been the most difficult in finding talented staff that aren’t working and ready to go to work tomorrow for a temporary position.   We want to fill our openings but we don’t want to sacrifice quality as this is the number #1 reason our clients say they use That’s Good HR.   

My goal is that each of the hiring managers I work with will trust me to be the expert in my field during this candidate’s market as I trust that you are in your field.  Please keep in mind that I can help you with temp, temp to hire and direct hire opportunities in the area of Finance/Accounting, HR, Customer Service and Administration. 

 

 

We thought it might be helpful for those of you who have never worked with a recruiter and may be considering hiring one for an open position, to learn a little bit more about our process. So we’d like to answer a few questions about how our recruiting firm works:

Who are we? That’s Good HR is an Indianapolis staffing firm that helps companies fill open positions in fields like accounting, finance, HR, and administrative positions. We hire for temporary, temp-to-hire, contract and executive positions.

How does the hiring process work? Typically, a company in our market (our client base is mainly Indianapolis but we also serve clients in other states) identifies their need for a specific position. The options for this position usually fit one of the following categories:

• Temporary positions (for a company’s short-term or seasonal employment needs)
• Contract positions (for a project or positions they want to try before they make a hire)
• A permanent position (full-time employee or executive search)

The client calls us and gives us the “job order,” which can include anything from the job description to the candidate requirements, location, work hours, etc.

Armed with all of the necessary information, our team at That’s Good HR places job listings on behalf of the client, and then go out to match up the client’s needs with the candidates in our database. We begin calling and contacting candidates immediately upon receipt of the job order. 

How do you find candidates? That’s Good HR fills our database through participating in job fairs as well as interviewing and recruiting potential candidates on a daily basis. We are constantly updating our records, adding new candidates every day. If we meet a candidate who is a great fit for one of our client positions, we set up a screening and interviewing process, which we hope will culminate in a successful hire.

What about temporary jobs? For our temporary or contract positions (which are the bulk of our Indianapolis jobs), That’s Good HR also hires the candidate on behalf of the client. This means that we handle all of the employment paperwork, including the W-2s and payroll, and the client is actually an employee of That’s Good HR. We send the client to work at the client site, and if the client wants to end the position for any reason, they simply call us, and we take care of the communication and paperwork with the employee on behalf of the client. In this case, we serve as an outsourced HR function for our Indianapolis clients.

So there you have it – a behind-the-scenes look at how That’s Good HR operates. Let us know if we can help you with any of your temporary or permanent staffing needs.

 

With a slowly recovering economy, employers have been cautiously hiring again. However, some companies have chosen to fill needed positions with temporary or contract/freelance talent, rather than full-time labor. According to some experts, this trend could become the new reality.

Without a single measurement of the number of individuals working on a contingency basis (The U.S. Department of Labor stopped tracking this figure in 2005 due to budget cuts), we can only speculate that the number is growing, based on the prevalence of temporary, contract and freelance positions available on job boards and the growth of the temporary staffing industry in Indiana and the United States.

At That’s Good HR, we recruit and interview potential temporary candidates all day, every day. Some of the reasons why we believe employers are hiring more contingent (i.e. freelance, temporary or contract workers) include: 

• To grow and hire without risk: If a company seeks to expand, hiring temporary staff during the expansion allows them to manage growth without the stigma of a reduction in force if the company’s growth does not continue. The company always has the option to hire those temporary workers permanently, if they choose, allowing them to determine whether the candidate is a good fit for full-time status.
• To keep costs low: Contingent workers require less overhead with no sick or vacation days, retirement accounts or health coverage, so a company can boost its bottom line with a smaller full-time staff. At That’s Good HR, we handle our clients’ hiring process, for them, saving them time, as well as the cost of hiring (taxes and benefits) when they use our temporary staffing services.
• To accommodate a flexible workforce: Many employees prefer to work part-time or to telecommute, so a temporary position is an ideal fit for these individuals. On the employer side, our clients often hire us to fill temporary positions for circumstances such as maternity leave, seasonal demand, or short-term projects. As an added benefit, employers who hire telecommuters or contract workers can reduce the amount of team office space needed to run the business.
• To leverage a variety of skill sets: Rather than trying to find an employee who meets all of the skill and experience requirements of a given position or project, companies can fill that void with temporary or contract employees and sometimes get the job done more efficiently or effectively at a lower overall cost.

Benefits of Being a Temporary Worker:

For job candidates looking for full-time employment, the contingent workforce trend may seem discouraging on the surface. Many individuals have sought temporary or contract positions out of necessity, to supplement their incomes until finding a permanent job. While these people miss out on the stability of full-time employment, the option of temp or contract work can help them maintain their skill set and boost their resumes while in-between jobs. The temporary positions themselves offer greater flexibility, as well as the opportunity for future full-time employment with those companies.

At That’s Good HR, since we specialize in temporary staffing services in the Indianapolis area, we are excited about this employment trend, and we are ready to help both the employers and candidates find the ideal fit for their situation.

That’s Good HR will be a participating employer at a number of career fairs and events over the next month, where we will be actively seeking candidates in the accounting/finance, HR and administrative sectors. If you are a prospective candidate, please bring a copy of your current résumé. We’d love to learn more about you and become a resource for you in your job search.  If you are an Indianapolis company looking to fill corporate-level positions, come and network with us!

 

1. MyWorkster.com Recruit Indy Alumni Only Career Fair
Thursday, August 23, 2012
Time: 11:00 a.m. to 3:00 p.m.
Place: Indiana Convention Center
100 South Capitol Avenue 
Indianapolis, IN 46225
http://hireindy.eventbrite.com/

Participating Colleges:
Ball State University, Bradley University, Butler University, DePaul University, DePauw University, Indiana State University, Indiana University, University of Notre Dame,  The Ohio State University, Purdue University, Rose-Hulman Institute of Technology, University of Evansville, University of Iowa, University of Southern Indiana 

 

2. 18^th Annual HR Indiana Conference: 
Date: Monday, August 27 through Wednesday, August 29, 2012
Place: JW Marriott Hotel, Indianapolis
For more information, visit http://www.indyshrm.org

 

3. Indiana University Kelley School of Business
Accounting Meet the Recruiter
Date: Thursday, September 6, 2012
Time: 3-6 p.m.
Where: Campus Center Multi-Purpose Room 450, 4th Floor
420 University Blvd.
Indianapolis, IN 46202
For more Information, visit: http://events.iupui.edu/event/?event_id=6591

 

4. Krannert Master’s Career Fair & Interviewing
Date: Friday, September 7, 2012
Time: 8:30 a.m. – 12:30 p.m.
Location: Rawls Hall, Purdue’s West Lafayette Campus
Geared toward graduate-level candidates; Candidates should RSVP for the event and express their interest in the companies attending via your CMA.
For more information: https://krannert-purdue-csm.symplicity.com/events/

 

5. Indianapolis Star and Career Builder Present:
Career Diversity & Education Fair
Date: Wednesday, September 12^th, 2012
Time: Noon – 4:00pm
Place: Indiana Convention Center, Sagamore Ballroom
100 South Capitol Ave, Indianapolis
For more information, visit: http://www.starcareerfair.com/

 

• Career Coaching & Consulting: For the executive who needs help managing a high-level search, we can serve as an advisor to ensure you land the perfect role. We’ll help you prepare for and maneuver the search process, identify and evaluate opportunities, and handle negotiations – all while mitigating risk.
• Succession Planning: Few HR companies in Indiana are addressing this need, but many companies could use some unbiased advice when it comes to developing and executing a succession plan for a retiring CEO, COO, CFO or other executive team member. Whether it’s evaluating internal candidates, conducting an external replacement search, or transitioning properly, we can walk companies through this process to ensure a successful outcome.
• Talent Development & Acquisition: From developing and mapping an interview process for your internal hiring team, to standardizing or updating your recruiting and hiring process, we can help develop the guidelines and train your team on the program or process that best fits your organization. 
• Salary Reviews & Contract Negotiations: Sometimes your company needs a little validation from an outside party during a contract negotiation or annual compensation review. That’s Good HR can help you compare contract and salary expectations with real-world data from our Midwest and Indiana clients, and verify that your numbers align with the marketplace.

 

 

 

FOR IMMEDIATE RELEASE

That's Good HR (TGHR) announced today that it has been named to Inavero's 2012 Best of Staffing™ Client list. Best of Staffing, presented in partnership with CareerBuilder, is the nation's only award that recognizes staffing firms that receive remarkable reviews from their clients. Fewer than 1% of North American staffing firms have been named to the 2012 Best of Staffing Client List.

Recent research by Inavero found that Best in Staffing Client winners were more than 3 times as likely to identify 'culture match' as the most important attribute to ensuring a successful placement. Those who didn't make the list were more likely to identify matching technical skills as the most important attribute. Great firms understand what clients have long believed - culture fit is as important, if not more important than merely matching a set of skills to an applicant - and those firms who do it well are rewarded with loyal clients.

TGHR's founding partner, Harry Danz said, "I am very proud of Mary Springer and her team to once again be recognized for their outstanding customer service and responsiveness," he said. "It makes all of us at TGHR proud to know we are considered amongst our peers as one of the top 1% of staffing firms across the country and this result was 100% based on client feedback. We also want to thank our loyal customers and look forward to many more years ahead. Once again Inavero has proven what Mary and I have always believed to be the secret to our success, understand the client culture and understand their true need and the rest as they say takes care of itself." 

Staffing firms competing to make the Best of Staffing list underwent a rigorous client survey process followed by careful analysis of responses to determine satisfaction levels. That's Good HR received satisfaction ratings of 9 or 10 out of 10 from 82.3 percent of their clients, significantly higher than the industry's average of 50 percent. Best of Staffing participants secured a place on the list by earning an average Net Promoter Score that was nearly double the national staffing industry benchmark for client satisfaction and TGHR earned a Net Promoter Score that was two and a half times the industry benchmark.

"The staffing industry continues to play a key role in helping to revitalize the economy," said Eric Gregg, Inavero's Founder and CEO.  "Staffing firms give growth-minded organizations a more flexible alternative to recruiting their own employees, letting both the employee and employer determine if the fit is right for a more permanent position.  Both sides receive tremendous value in a flexible, yet meaningful working relationship, and as they engage with staffing firms to help achieve those goals, the service experience they have is very important to their success. The Best of Staffing lists are a resource for businesses and talent who are trying to find staffing firms that provide exceptional service." 
 
 Inavero's complete Best of Staffing list can be viewed at http://www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com. To learn more about That's Good HR visit www.thatsgoodhr.com and http://www.bestofstaffing.com/2012/client/thats-good-hr-inc/

Many thanks to our loyal customers for their active participation in this survey. We look forward to continuing to provide you with a superior level of service in the future.

About That's Good HR, Inc.

That's Good HR, Inc. is an Indianapolis staffing agency. Our focus is to serve as an advisor to both clients and candidates and to provide valuable insights into real world data of what is going on in the local job market. The company's commitment to customer service has allowed us to be successful for over a decade, and will allow us to continue to grow stronger and increasingly more valuable to the community in the future.

 

Contact:

Mary Springer, Partner

P. (317)469-4141

F. (317)469-4140

Mary.springer@thatsgoodhr.com

 

About Inavero, Inc. 

Inavero designs and manages satisfaction surveys for a global list of staffing and recruiting firms in more than 15 countries. Inavero's proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero's team analyzes satisfaction feedback from more than 500,000 staffing firm clients and talent each year, and serves at the American Staffing Association's exclusive research partner. 
 
For more information contact Inavero at (800) 921-2640 or email bestofstaffing@inavero.com. www.inavero.com

 

*Net Promoter, Net Promoter Score, and NPS are trademarks of Satmetrix Systems, Inc., Bain & Company, Inc., and Fred Reichheld

 

Here's what the process of filling out my NCAA tournament bracket has looked like for the last 5 years:  I sit down at my computer, login to CBS Sportline and immediately fall into a statistics induced trance.  I quickly paralyze myself with the information trying to figure out which picks to make and specifically, which teams are going to defy all statistics and be a bracket buster (i.e. Butler and VCU).   Then after a few minutes of analysis paralysis, I decide that I'm not getting anywhere by trying to learn about all 64 teams in a matter of minutes and making decisions based off of that limited information would be silly.  Heck, even sports analysts that have been following collegiate basketball season after season can't predict this stuff so why am I trying to do it?  So I carry on about my business and make my choices based on the information I do know and teams that I like.  (I'll even admit to picking teams because I like their school colors or team mascot.  But don't tell my husband that, he'd probably be embarassed to hear me say that.)   This year, it made me think that making your bracket picks is a lot like managing your career.  How?

1. Decisions you make early in the process can greatly affect your overall journey.  I am guessing a large percentage of people who filled out brackets picked Butler to lose in the first or second.  (These people obviously didn't know Butler's potential like the rest of us from the Hoosier state!)  Picking that loss cost them significantly!  The same is true in your career.  If you simply just take any job early in your career, even though it doesn't match up at all with your long term career goals, you are doing yourself a major injustice.
2. Limiting your Indianapolis job search to only big name companies is a very narrow-minded approach.  In years past I have selected teams to win simply because they're typically a tourney powerhouse.  However, in doing that I am ignoring the potential of the "underdog" having what it takes to pull out a win.  This is definitely the case in a career search...especially here in Indianapolis.  We are lucky to have a lot of strong small to mid-size businesses that might not be known outside of the city, but the culture and opportunities they provide are outstanding.  If you are only focusing on large companies, you will never have the opportunity to pursue some of those "Cinderella stories".
3.  Do your research, but rely on your own experiences as well.  I know that a lot of analysts didn't think Butler could make it out of the first or second round.  However, if you've followed them at all the last couple of years, you know that they play with heart and tenacity that is rarely matched by their opponents.  Knowing this, you may have had them advancing another round.  The same is true for companies.  It is important to learn as much as  you can about companies that you are targeting in your Indianapolis job search, but you also need to make decisions based on your own experiences with those companies as well.  If you hear all kinds of praise about a company, but your interview with them is awful, you need to make the decision based on that experience and not just what the "statistics" are telling you. 

So with that information, I wish anyone in an Indianapolis job search much better results than I had with my bracket this year.  Although my results weren't pretty, I had a great time participating in a couple of pools and am already anxiously awaiting next year!  Which leads me to my last point.  Have fun with your search.  If you make it a chore and a dreadful activity to complete, your journey will not be as rewarding as it could be.