Administrative Jobs Indianapolis

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Indianapolis Staffing Companies have had an exceptionally challenging time of managing staff and workload this winter due to the “predictably unpredictable” Central Indiana winter weather. We have all been witness to this recently, that is for sure!

This winter’s multiple snowfalls and recent ice storms have made Human Resource jobs all the more challenging in determining if employees need to come into the office or if employees should be sent home as conditions worsen.

With today's technology, it is more possible to allow employees to work remotely and be completely connected but in the case of many Central Indiana Jobs, company policies are not a one-size-fits-all approach and may even differ from department to department.

There are many types of Central Indiana Jobs that can generally be done from home such as some Management Positions, Executive Headhunters, HR jobs and Accounting Finance jobs while Administrative jobs usually need to be done at the company site.

It is important to determine the workload and employee roles before the chaos of bad weather hits!  Speaking from (very recent) experience, there is nothing more counter-productive than attempting to manage multitudes of employees calling in late or off and fielding questions as to how this time applies on top of accomplishing the normal daily tasks.

Winter weather can wreak havoc on a company’s productivity not to mention the individual productivity for employees. This is why it is vital to have policies communicated out in advance for getting work done during inclement weather.

I know….I said that I was only going to do one blog post because I am not a writer.  However, a couple of things have happened at the office recently that have made me wonder how sometimes it just feels like the “Good Guys” finish last.    Growing up, my parents instilled a high value on telling the truth and always doing what’s right.  As a matter of fact, I never got into trouble because my parents taught me that there are always consequences.  This is why I always follow the rules and respect boundaries. 

You may remember from my previous blog, integrity is very important to me and therefore it is important for me to work with hiring managers that share this same value.  That said, it has been a frustrating month for our That’s Good HR temporary staffing group for a couple of reasons.  We have had a couple examples of situations where we handled our accounting, administrative or HR search with honesty and integrity but have lost the business to a competitor that doesn’t have those same values.  Short cutting the process of quality service delivery just to give the appearance of efficiency works for some, but I have a hard time stomaching it. It seems to have become increasingly prevalent as 2011 progresses, almost as if there is a sense of desperation to hit sales quotas at any cost. This has me wondering...are we part of a very small minority of staffing companies who will sacrifice being “cheap and fast” in order to do things “right” and act with integrity.  I mean, I thought that Good Guys always finish first.  Am I just naïve?

Then, just as I was sitting here lamenting the injustice of it all for our business, I heard the news about Officer David Moore.  As many of you have heard by now, Officer Moore passed away as a result of his injuries incurred during a “routine” traffic stop in Indianapolis.  From everything I have heard and read about Officer Moore, he seemed like the quintessential “good guy”.  Overall, Police Officers are the good guys and this officer had to pay the ultimate price for being a good guy.  For those that know me well, you know that I have several very special people close to me that are Police Officers in this city.  Just as I was feeling down about losing out as the good guy, Officer Moore’s story puts it all into perspective. 

I did do some research on this topic to see if I was alone in my quandary over this question and I did find some believers out there that Good Guys don’t finish last. My favorite quote came from a post by  AndrewJDumont.com and here is what he had to say on the topic.

"Call me old fashioned, but I believe in the business of doing good. I believe that those who finish first are the ones who place integrity at the base of everything they do. Look at the way you conduct business or simply live your life, for that matter – are you positioning yourself to finish first in the long-run?”

So, while it hurts that not all staffing  agencies  follow all of the rules of integrity and ethical business practices, it’s the reality of the world we live in.  However, that isn’t going to change my passion for this business or my passion to handle each situation as my parents have instilled in me, with honesty and integrity.  The fear of the “Bad Guys” didn’t change how Officer Moore lived his life and it isn’t going to change how I live mine. 

With eight out of ten hiring officials in Central Indiana jobs conducting background checks, it is vital to know what may show up on yours. 

Employers are running checks that range from a basic criminal check for those applying for entry level jobs, Indianapolis part time jobs and administrative jobs in Indianapolis to nationwide criminal and credit checks for those applying for finance and accounting jobs, Indianapolis executive jobs or six-figure jobs in Indianapolis and an even more intensive background check, including interviewing previous neighbors, previous drug use, etc. for those applying for Federal Government Contract jobs in Indianapolis.

Even more important than knowing what may show up on your background is that you disclose this to Executive Headhunters or any hiring official in Central Indiana jobs. You may have a conviction that meets an employer’s criteria but if you have not disclosed this, that is considered falsifying your application.

There is valuable information found at The Privacy Rights Clearinghouse  
 

Before you begin your Indianapolis career search, take the following steps to reduce the chances that you and/or the potential employer will be "surprised" by information found in the background check process:

• Order a copy of your credit report. If there is something you do not recognize or that you disagree with, dispute the information with the creditor and/or credit bureau before you have to explain it to the interviewer. Another individuals name may appear on your credit report. This happens when someone mistakenly writes down the wrong Social Security number on a credit application causing that name to appear on your file. Or you might be a victim of identity theft. (See PRC Fact Sheet 6 on your credit reporting rights, www.privacyrights.org/fs/fs6-crdt.htm, and Fact Sheet 17a on identity theft, www.privacyrights.org/fs/fs17a.htm.)

• Check court records. If you have an arrest record or have been involved in court cases, go to the county where this took place and inspect the files. Make sure the information is correct and up to date.
  
  Reporting agencies often report felony convictions when the consumer truly believes the crime was reduced to a misdemeanor, or that it was reported as a misdemeanor conviction when the consumer thought the charge was reduced to an infraction. Court records are not always updated correctly. For example, a signature that was needed to reduce the charges might not have been obtained or recorded by the court. Don't rely on what your attorney may have told you. If you think the conviction was expunged or dismissed, get a certified copy of your report from the court. For an explanation of expungement, visit www.epic.org/privacy/expungement.

• Check DMV records. Request a copy of your driving record from the Department of Motor Vehicles, especially if you are applying for a job that involves driving.
  
  Many employers ask on their application if you were ever convicted of a crime. Or they might word the question to ask whether you have ever been convicted of a felony or misdemeanor. Typically, the application says you do not have to divulge a case that was expunged or dismissed, or that was a minor traffic violation.
  
  Don't be confused. A DUI (driving under the influence) or DWI (driving while intoxicated) conviction is not considered a minor traffic infraction. Applicants with a DUI or DWI who have not checked "yes" on a job application may be denied employment for falsifying the form -- even when the incident occurred only once or happened many years before. The employer perceives this as dishonesty, even though the applicant might only have been confused by the question.

• Do your own background check. If you want to see what an employer's background check might uncover, hire a company that specializes in such reports to conduct one for you. That way, you can discover if the data bases of information vendors contain er

  

  roneous or misleading information. (Consult the Yellow Pages under "Investigators.") Or, you can use one of the many online search services to find out what an employer would learn if conducting a background check in this way.

• Read the fine print carefully. When you sign a job application, you will be asked to sign a consent form if a background check is conducted. Read this statement carefully and ask questions if the authorization statement is not clear. Unfortunately, job seekers are in an awkward position, since refusing to authorize a background check may jeopardize the chances of getting the job.

These steps can help eliminate a costly (and even embarrassing) mistake in your Indianapolis job search!

We thought this would be a good time to repost this great blog post from our HR Manager - good advice as we embark on the "Holiday party" season!

We all have stories of company holiday parties past that have transgressed into the stuff of HR Nightmares. My own particular favorite memory (or lack thereof) was after just starting with an Indianapolis staffing company and talking to a complete stranger about the transgressions of a co-worker. I later found out that the stranger was my co-worker's husband. True story-unfortunately. This was my first holiday party experience as I was just embarking on my Indianapolis staffing and HR career.

Whatever you need to know about office holiday parties can be summed up using Season 2, Episode 10 of The Office, Christmas Party as a resource. DO EXACTLY THE OPPOSITE!

This year, more than ever, it is important for Indianapolis staffing companies and all Central Indiana jobs to celebrate surviving a bad economic year and your company’s successes but keep in mind there is liability for employers and employees in not setting some ground rules.

If you are in a management position in Indianapolis, this is a chance to build employee morale or, conversely, to lose the respect of your employees. For employees from those in six figure jobs to administrative jobs in Indianapolis, you can take advantage of the office party to have some fun and advance your career or misbehave and cripple your career. Here are some basic rules to survive and thrive at any company-sponsored party.

Monitor alcohol consumption: For employers, you have liability if an employee drives home and is involved in an accident, is injured at the party or causes damage to the facility where you are holding your party. Employees and Employers: keep in mind this is a company event and how you handle yourself is not only being observed but will be remembered.

Attire: Don’t pull out your nightclub attire for an office party. The party is still a business function, so conservative party clothes are a good choice. Remember to skip anything too revealing or too flashy.

Don't Let Your Guard Down: People tend to relax a little too much at office parties. When relaxed, we let our guards down and reveal things about ourselves we don't want our co-workers to know.

Keep your Hands to Yourself: Don’t put the beer goggles on and start hitting on your employees or co-workers. This leads to disastrous results and damages your reputation not to mention the liability of harassment claims.

Mix & A Mingle (like the song says): Don’t just hang out the entire time with the same people you interact with every single day. This is an opportunity to socialize and network with many different employees or co-workers including those in six figure jobs, HR, Administrative or Accounting & Finance people or those who can advance your career or make your job easier and more rewarding.

What is your most memorable company holiday party disaster? Let us know. We would love to laugh (or commiserate) with you!

Happy Holidays!

• previous experience or past performance
• technical approach to managing the account
• staffing solution for the needs of the customer
• price

"WOW!  What a great surprise!  Can’t thank you all enough for the bag full of goodies.  All things that I can use and especially like the idea that they will sit on my desk and remind me of the wonderful company that employs me!!  And the candy was great, too!!  That I didn’t need, but can I tell you it’s gone already?!

Seriously, it’s a pleasure to know and work with such pleasant, thoughtful and professional people."

 
In this industry, there is sometimes the perception that staffing companies work only for the client company because they ultimately pay the bill and that we do not care as much about our candidates. I am sure there have been instances in our industry where that has been the case and it is unfortunate. My belief is that we could have more job orders than we know what to do with but if we do not have good employees to place in the positions our company ultimately would not be successful.

Our lifeblood in the staffing industry is placing quality people in the right jobs at the right time, but the most important part of that equation is the "people" part and it is important that we treat our "people" with the respect that they deserve as loyal and hard working extensions of our company.  I am sure that I have fallen short on that in the past but after last week's reminder of how important our temporary employees and contractors are to That's Good HR, I will not be forgetting again anytime soon.

So, in case you did not hear us say it last week, let me be clear when I say to you, our employees...THANK YOU!!!! 


 

In 2015, the new health care bill will simply continue the new coverage, taxes and fees that are created in previous years. In 2016, the penalty for individuals who do not purchase health insurance will rise to a $695 minimum. In 2017, businesses that have more than 100 employees will be allowed to participate in the state insurance exchanges, if the state government allows it. In 2018, an excise tax will be imposed on so-called "Cadillac plans" that generally provide more than $27,500 worth of coverage for a family.