Central Indiana Jobs

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.

• Of all the leaders surveyed, Gallup has yet to discover even one who has world-class strength in all of the four domains of leadership strength -- executing, influencing, relationship building, and strategic thinking.
• Paradoxically, those who strive to be competent in all areas become the least effective leaders overall.

Executing

Team members who have dominant strength in the Executing domain are those whom you turn to time and again to implement a solution. These are the people who will work tirelessly to get something done. People who are strong in the Executing domain have an ability to take an idea and transform it into reality within the organization they lead.

Influencing

People who are innately good at influencing are always selling the team's ideas inside and outside the organization. When you need someone to take charge, speak up, and make sure your group is heard, look to someone with the strength to influence.

Relationship Building

Relationship builders are the glue that holds a team together. Strengths associated with bringing people together -- whether it is by keeping distractions at bay or keeping the collective energy high -- transform a group of individuals into a team capable of carrying out complex projects and goals.

Strategic Thinking

Those who are able to keep people focused on what they could be are constantly pulling a team and its members into the future. They continually absorb and analyze information and help the team make better decisions.

Typically, when the title "Time Management" is used for a blog, one might think they are going to get some tried and true techniques on how to better manage their personal and professional schedule throughout the day/week/month.  However, that's not what I am going to talk about.  What I'm talking about is how to make sure you are effectively managing the time you are spending with a recruiter or Indianapolis Staffing firm.  This is important for a couple of reasons.  First, you don't want to use more time in a recruiter's day than they have allowed for you.  Second, you want to make sure that the time you are spending with them is relevant and impactful.

I had a situation a few weeks ago where both of these items became an issue.  In my verbal and e-mail confirmations to a candidate I had told him to be prepared for a 1 hour initial interview with me.  That interview ended up lasting 2.5 hours.  Needless to say I was a tad frustrated when I walked out of the meeting and the rest of my day had been derailed by this 1.5 hour blunder.  I made every attempt possible, including blatantly interrupting him (which I hate doing), to try to get him back on track.  Nothing was working.   For the most part his answers to the questions were good once he got to the point, but it took forever for him to get there.  This person could have been a strong candidate for an opening for which I was recruiting, but all of the good answers were drowned out by fluff and irrelevant information that essentially lead to his demise.  At the end of the interview I was not only mad at him for not following time guidelines that I had set forth from the intitial conversation, but I also didn't have as solid of an understanding of his expereince and capabalities as I could have if he would have kept his answers on track.

So what can you do to avoid this issue if you are in an Indianapolis job search?  

1.   Ask the recruiter interviewing you how much time to allocate for the entire interview process.  You will need this for your own planning purposes, as well as for ensuring that you are respectful of the time of the people involved in the interview process.
    
2. If you run out of time in an intervew and aren't able to discuss everything you would've liked, don't try to cram everything in during the last five mintues.  Instead, wrap up the conversation effectively, then afterwards follow up with the recruiter to ask for an additional phone conversation as a follow up.  That way you will have had time to gather your thoughts and cover any pertinent information that wasn't covered in the interview in a clear, concise manner.  It's also a good way to make another good impression on them.  However, don't make the conversation all about you.  Make sure to ask a couple of questions pertaining to the company and/or position as another way to show your interest in continuing in the proccess for their Indianapolis job opening.
    
3. If you are in an interview and you realize that you are running close on time, you can (if the timing is right) bring that up to the recruiter so they have the option of continuing the interview or scheduling a time to finish up.  You can say something as simple as, "I am very much enjoying our conversation, but I also know we are probably running close to the end of the time that you had alotted for the interview and I want to be respectful of your time.  I am fine to continue, but just didn't want to throw off your schedule." 

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.

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!

"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!!!! 


 

I recently attended the Indiana State Human Resources Conference and learned a lot of great things.

There seemed to be a recurring theme throughout all the sessions I attended which I think is valuable for employees and employers alike: we have been through (and are still experiencing) very tough economic times. Central Indiana jobs have been eliminated, employees in entry level jobs in Indianapolis to those in six figure jobs in Indianapolis are expected to do more and morale is low. It is time for employers and employees to reengage with each other and become excited about their jobs and the companies they work for. Companies have been so focused on the bottom line and employees on protecting their jobs they we have forgotten about trusting and respecting each other.
  

Libby Sartain, who worked for Southwest Airlines and Yahoo! spoke about this topic at the Conference. Sartain’s message was that the success companies experience is not the result of one person or one executive, it is the result of everyone. Employees are looking for opportunities that ignite their creativity but also bring balance to their lives and HR professionals are searching every day for "stars" to contribute to this environment.

Sartain says people want challenging work. They want to make a difference. They want to have fun. They want a sense of community -- and community involvement. They want to take occasional time off to spend with friends and family.

Employees want you to outline their role and what it means. They want to know what success means for them and the organization.

Employees and employers both need to be effective communicators. Communication gets projects done. And you have to communicate the meaning of what you do time and time again.

This is a great message for all central Indiana employers in addition to those employees entering an Indianapolis job search or searching for career opportunities. The focus should be on companies who embrace putting trust and value in their employees. At That's Good HR, we make sure that before we place our candidates on a job, we learn as much as we can about the company, the culture, the job and the expectations. This way, our employees have the best chance to go in and put their best foot forward right away. To learn more about Central Indiana job opportunities, visit our website at www.thatsgoodhr.com.

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.
 

Does this sound familiar? You were up watching late night reruns of Welcome Back Kotter, it's raining and dark outside; your alarm clock radio blares on reporting how terrible traffic is and you regret you did not make yourself go to bed earlier the night before. These are obstacles to make even the most dedicated employee want to call in sick.

Indianapolis Staffing companies understand that we all have things that come up in life we have to take care of during normal work hours and that we all get sick from time to time. It is those few individuals that create frustration not only in HR jobs and management positions in Indianapolis but also creates frustration in Central Indiana jobs for co-workers who have to pick up the slack for those “repeat offenders” of creatively calling in.

The Film and Television industry recognize those at the top of their craft with awards like the Academy Awards. We should have an award for those who have made an art out of dramatically calling in sick. There are even websites to assist those who have decided to make a career out of getting out of work!

Career Builder compiled a list of some of the best excuses used:

The lesson here is this: if you are legitimately sick, stay home! If you need time off, be honest with your employer. While these are extreme examples, more common excuses like being sick, a court date or a death in your family can be easily checked by an employer requiring documentation (and often are). If you get caught lying to your employer, you risk your reputation and possibly even your job.

There are many personality types we deal with in Central Indiana jobs. While diversity in personalities is what makes the business world go around, there are certain people that create a toxic work environment for many of those in Indianapolis careers. According to Suzy Welch , there are five “species” of difficult co-workers:

·         Boss Haters: Most Boss Haters persist, using every kind of subterfuge from eye-rolling to outright belligerence, until management loses patience and ousts them.

·         Stars: Many key players are Stars largely because they are the best kind of employee, inclusive and inspiring, but some Stars can develop into real bullies, often ridiculing any idea that is not their own.

·         Sliders: former Stars, resting on their laurels and undermining their teams with apathy. Their unspoken excuse is "I've proven my worth around here; I don't need to scramble anymore.", leaving their co-workers to pick up the slack while they get the glory

·         Pity Parties: The most expert Pity Parties concoct long-running sympathy stories: bad backs, bad marriages, bad childcare, and so on. I don't want to sound harsh. Sometimes people really do need time off or special accommodations, but Pity Parties make an art form of wriggling out of responsibility, and you're left wondering if you're a heel for resenting them—or a dupe for helping them.

·         Self-Promoters: Self-Promoters occasionally sabotage peers in pursuit of fame and glory

I’m sure in reading these descriptions an image of a current or past co-worker popped into your head. But what if YOU are that toxic employee?

Those working in entry-level jobs in Indianapolis and administrative jobs in Indianapolis to those in managment positions, six figure jobs in Indianapolis and all those in Central Indiana jobs have weathered (and still are) a tumultuous economy where companies are doing massive downsizing, employees are asked to do twice as much work, there is constant concern about whether you are next on the downsizing list or whether your company is going to make it through the storm.

While this type of stress seems to bring out the worst in us, this is an opportunity to promote your Indianapolis career. Being that employee who takes a bad situation and continues to work positively and with a “whatever it takes” attitude are the employees that employers of Central Indiana jobs will value.

If you were a victim of the economy and downsized this positive approach is a plus to you in your Indianapolis job search. It not only gives you answers to those companies who have adapted the hiring trend of Behavioral Interviewing but will also give you positive references from your former employers.

Not sure how your personality is perceived by others? Take a quick quiz to find out or for fun, determine which character from Office Space you are!

 After spending a great week at the beach recently and listening to lots of comments about the amount of time I spent checking and responding to That's Good HR emails, it occurred to me that the days of vacations where we leave the office AT the office are a thing of the past. Staying in touch with the office is not a requirement of That's Good HR but is my choice (or addiction) to keep up to date.

Should you be accessible or completely “disconnect”? There are as many opinions on this as there are ways to work remotely and the answer is specific to each person, their job and the company they work for. Those of us who work in the Indianapolis Staffing market know that things happen quickly and we feel a need to be in contact. Executive headhunters and those in management positions in Indianapolis may also have a need to be accesible while others in more operational roles such as administrative jobs or accounting jobs may not feel a need to be as accessible. It is a hiring trend with many Central Indiana jobs to offer reimbursement for cell and smart phones in order for employees to be accessible even while away from the office. 

Companies do need to be aware of exempt versus non-exempt employees to monitor hours actually worked by non-exempt employees for overtime.
 

For me, it is a much more relaxing vacation when I can quickly address questions and handle urgent issues. That way, I don't fear my first day back in the office and facing hundreds of emails. I personally don't feel that my vacation is compromised by checking emails once or twice a day while looking out at the ocean!