Page 2 - Federal Government Contract Jobs Indianapolis

Working as a Temporary Employee AT That's Good HR

Wednesday, October 13, 2010 by Customer Experiences

My name is Alayna Pabst and I have been working at That’s Good HR for a little over 2 years now. My general job description has changed several times; simply I am here to assist in any department where it is needed. So after 2 years I have been able to add a lot of experience and new responsibilities onto my resume: working as a front office administrator, answering the phones, assisting new candidates who are registering with the company, supporting the recruiters, working as an accounting clerk, assisting the CFO and Controller of That’s Good HR with daily accounting tasks, year-end file turnover, organizing, etc. I have been able to roll with the punches, so to say, and assist wherever I may be needed. I don’t have a specific job title, because my job changes constantly, which I believe helps to make me an invaluable asset to TGHR.

Not to quote Hair club for men but That’s Good HR is not only the owner of a staffing agency but it is also a client. At any one given time we may have 1 temporary employee or up 3 temps working at our office. We believe in hiring the right people to get the job done, no matter what. That’s Good HR is flexible with my schedule. Just like many of the temporary employees that are currently working for That’s Good HR. I gave TGHR my time restrictions and they were willing to work around it. I turn in a timecard every week before 5pm to ensure I get paid the following Friday. Which I have to say it pretty nice!

Working at TGHR has been a great networking tool for me. I am surrounded by several recruiters, who know the Indianapolis job market, who also know several of the area’s hiring managers. My advice to my fellow temporary employees? All I can say is do your best everyday and they will take good care of you. I am also able to empathize with my fellow temporary employees. Working as a temporary employee can be difficult, you never quite know where you fit but you know that the job you are doing is very important for the company that you work for. That is why you were hired, that is why the company contacted TGHR, and where they were looking for assets to join their team. The recruiters work very hard to make sure that our clients are pleased but also to make sure our temps are satisfied as well. The recruiters make it a point to know our temporary employees, to make sure they are supported and appreciated. Last month TGHR celebrated National Staffing Week, where we took a week to really appreciate all of our temporary employees.

Working as a temporary employee, doesn’t mean I always feel like a "temp". I am a part of the team at That’s Good HR. I know that I help everyday to make TGHR a better workplace. I feel appreciated by my colleagues and they help to make me feel validated in my decision to be a temporary employee.

National Staffing Week and the art of "Thank you!"

Thursday, September 16, 2010 by Mary Springer

This is a "repost" of a blog that was published last year at this time. It is that time of year again and we want to extend our extreme gratitude to all of our employees -this one is for you!

The dictionary definition of the word grateful is: "warmly and deeply appreciative of kindness or benefits received. Thankful"

My definition of the word grateful follows:

Not sure if you knew about the recent week of appreciation devoted to our staffing employees, deemed "National Staffing Employee Week" for the Staffing Industry. At That's Good HR in Indianapolis we dedicated the week to recognizing all of our temporary and contract employees that work very hard for us and more specifically, fill all kinds of Indianapolis job openings for our clients. Our temporary employees specialize in accounting, finance, HR, administrative, clerical, customer service and medical positions in Central Indiana.

Looking back on the week, it was probably one of the best investments in both time and money that we have made this year. Saying "thank you" to those without whom we would not be here today, is so important. It also goes to show that at the end of the day, everyone likes to be appreciated and noticed as a contributor every now and then.

Throughout the week we have received emails and thank you's. That's right, people are saying "thank you" for saying "thank you"...how great is that?! Here is an example of a thank you we received....

"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!!!!

What Does Health Care Reform Mean for Employers & Employees?

Friday, September 3, 2010 by Lisa Minter

Whether you are for it or against it, Health Care Reform is here. As a Human Resources Manager for an Indianapolis staffing company, the details of this bill have me scratching my head. This leaves many Indianapolis staffing companies and Benefits Managers and those in Executive jobs and Finance jobs in Indianapolis trying to sort it all out.

It also has those employees working in Federal Government Contract jobs in Indianapolis, those in Indianapolis part time jobs, those in administrative jobs in Indianapolis, executive jobs or six figure jobs in Indianapolis and many employees working in central Indiana jobs wondering how this affects them.

If you Google Health Care Reform, you will find yourself with more questions than answers.

Outlined below are the basics of the Health Care Bill, which I found on Personal Money.com. I have found this helpful in sorting out the basics of the bill

2010

There are 3 major changes for this year. First, insurance companies will no longer be allowed to deny coverage to children with pre-existing illnesses. Second, children would be able to stay on their parent's insurance until they are twenty-six and third, Medicare recipients who fall into a specific coverage gap will get a $250 rebate.

Other changes for 2010 include individuals who have not had health insurance for 6 months will receive a subsidy to enroll in high-risk insurance pools run by the states. All new insurance plans sold must exempt preventative care and screenings from deductibles and small businesses with fewer than 25 employees would receive up to a 35 percent tax credit for providing health insurance to their employees.

2011

In 2011, the new health care bill will make changes focused mostly on preparing for later updates. The new health care bill will set up a long-term care insurance program. Individuals who pay premiums into this system for at least five years will become eligible to receive support with daily living assistance.

The senior citizens that fall into the

2012-13

No major changes will occur in health care in the year 2012 under the new health care bill. In 2013, many of the new taxes and fees that will pay for the new health care bill will go into effect. This will provide funding for the 2014 fiscal year updates to the health care system.

These taxes will include new Medicare taxes on individuals who earn more than $200,000 a year. The wage tax, dividends and interest tax, and a small tax on medical devices will also be implemented. In 2013, the new health care bill will also implement a test system in Medicare in which payments are made based on the quality, rather than quantity of health care services. Health insurers will also be barred from charging different premiums to customers based on gender.

2014

In 2014, the majority of Americans will gain benefits from the new health care bill. Exchanges will be created so individuals without employer-provided health care or small business can shop for health care coverage

In addition to providing subsidies and guaranteed coverage for most citizens, the new health care bill will also require that most people have health insurance. There will be a fine for not carrying insurance of some sort. An independent Medicare board will also be created to help curb Medicare costs if the costs rise more quickly than inflation.

"medicare donut hole" – a coverage gap – will get a 50 percent discount on some drugs. In 2011, a new fee on drug makers will also be implemented to help pay for the upcoming changes. The fine on withdrawing funds from a Health Savings Account for non-medical expenses will increase by 5 to 10 percent. Employers will also need to start including the cost of health care on employee’s W-2 forms.– and insurance companies will be barred from denying coverage on the basis of pre-existing conditions. Medicare will also expand to cover all Americans with income up to 133 percent of the federal poverty level ( about $27,000 per year for a family of 4). Small businesses will also receive a tax credit to help them provide coverage to their employees. The insurance industry will also be required to pay an annual fee to help pay for the exchanges that will cover all citizens that cannot otherwise receive insurance.

2015, 2016, 2017, 2018

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.

There are many changes coming up in the years ahead but it's important for Indianapolis Staffing companies and all Central Indiana employers to start proactively planning for these now!

Fired over Facebook

Thursday, August 26, 2010 by Lisa Minter

I have talked in previous blogs about the legal and public relations issues for Indianapolis staffing companies and managers in Central Indiana jobs regarding social media.

This week in the news, there was a story of a waitress in North Carolina who was fired after posting a negative comment aimed at customers who came into the restaurant, spent several hours, forcing the waitress to work over her quit time and left a $5 tip.

The employer said the comment violated a policy against saying disparaging things about customers.
This isn't the only time Facebook has landed employees in the unemployment office, and it probably won't be the last.

According to Proofpoint, an Internet security firm:

· 15 percent of employers have disciplined an employee for violating multimedia sharing / posting policies

· 13 percent of US companies investigated an exposure event involving mobile or Web-based short message services

· 17 percent disciplined an employee for violating blog or message board policies

Employers in Central Indiana jobs are more closely monitoring social media sites, yet employees continue to not use common sense when posting about work life, either by sharing sensitive corporate details, or simply by making foolish remarks about their employer.

While all employees, including those in entry level jobs, federal government jobs, administrative jobs in Indianapolis and those who work for Indianapolis staffing companies, have the right to freedom of expression, it comes with a price. The Internet is the "information highway", and like most highways it is traveled by the public. You may be jeopardizing your Indianapolis career or many prospective job opportunities in Indianapolis by what your have posted on Facebook or other social media sites.

It all comes back to a few simple guidelines: Employers need to have a clear policy surrounding social media and employees need to think before they post.

A police & fire dispatcher in Wisconsin was fired after she thought she could joke about drug addiction on line.

Another employee complained about being bored at work. Coworkers tattled, and she lost her job for the complaint.

Don't Short Change Contract Work on Your Resume

Friday, August 20, 2010 by Stacy Rouse

In this economy, it is not unusual for me to review a resume where the most recent position that someone has held was a contract or temporary position. It is also not unusual to see someone whose

resume shows that their last position ended a year ago or more, and then when I speak with them in person they tell me they have been doing contract work in the meantime. I have been seeing it so much recently that it I would almost call it a trend. Any time I notice this I will ask the candidate why they are not listing the information on their resume and the most common reason I'm given is that they don't think it looks good to have such a short term position on their resume. Really?? So you think it looks better to have a huge gap in employment rather than to show a contract job you held while searching for a full time, direct hire opportunity? It makes me wonder who these people may have spoken to that gave them the impression that it "looks bad" to have a contract position on your resume? That person/company is obviously not at all in touch with the reality of today's market. As hiring trends continue to lean towards companies filling their Indianapolis job openings with contract staff rather than permanent (for whatever that's worth) full time employees, people are going to be missing great opportunities to list key employment experiences on their resumes.

I, and most recruiters, see it as a huge plus if someone was able to secure a contract job while they continued their search for a direct hire job. It shows to me that they are focused on trying to continue to keep themselves and their skills active, their resumes fresh, and learning new skills, all while still earning a paycheck. I realize that even contract jobs are hard to come by still, so I'm not putting down those people that haven't been able to secure anything yet. I am specifically talking about those that have worked (or are currently working) in a contract job and are leaving it off of their resumes. In my experience, most recruiters would want to see that experience listed on the resume, even if the position is not 100% relevant to your current job search. You may be learning or utilizing a skill set that could be transferable to a new position in your area of interest. Another thing that people forget about when omitting this information on their resumes are the additional references and credibility that can be gained with exposure to other companies and industries.

If you are in an Indianapolis job search and are curious about how to list contract or temporary positions on your resume, feel free to reach out to us at That's Good HR. We'd be happy to help ensure you are putting your best foot forward on your resume.

Beware the Shady Recruiter

Tuesday, May 18, 2010 by Stacy Rouse

I had a situation recently that really caught me off guard. Late one afternoon we received a couple of federal government contract jobs that were very specific in nature. So specific that I am certain there are only a handful of people in Indiana that even come close to qualifying for the position. From the time I left the office that evening until approximately 9am the next morning, I had received 3 e-mails from candidates

of mine who had received the information for the position in an e-mail from another recruiting firm. I thought this was a little weird, so I followed up with a couple of them and found out that this firm (which none of them had ever heard of) had apparently mined their e-mail address from the resume they had posted on the job boards and sent a mass e-mail with everyone on the Bcc: line. In not so many words, the e-mail basically stated that if the candidate was interested in the position they just needed to respond back with their most recent resume attached and the recruiting firm would present their information for the position. Keep in mind that none of these people had ever met with, let alone spoken to any individuals from this company. So let's recap. A recruiter received a job description, did a keyword search online (probably on a job board or LinkedIN), sent a mass e-mail to a large group of candidates that somehow matched the keywords, and waited on candidates to respond. I really hope that nobody just responded with their resume and said "Thanks for the information and yes, please submit me." If so, those people need a lesson in talking to strangers. It's obvious that the firm was not considering the best interest of the candidate or the client if they were willing to blindly submit candidates like that. Clients deserve better screening than that and candidates deserve more attention than that.

Does anyone else see the warning signs here? Why would you want an Indianapolis staffing firm representing you in a possible career move who has never spoken with you or met you? How do they know enough about you to know if you are a good fit for their Indianapolis job opening? How do you know enough about the company and the potential opportunity to know if it is the right fit for your Indianapolis job search? ANSWER: They don't and neither do you. So my advice is obvious and something we've all heard a thousand times before...if it sounds too good to be true, it probably is. How could it really be so easy that you just respond back to an e-mail and then your information is submitted for a position? It's obvious that the firm was not considering the best interest of the candidate or the client if they were willing to blindly submit candidates like that. Clients deserve better screening than that and candidates deserve more attention than that. Just read my collegues previous post on "Cultural Fit" to see a bit of what I mean here.

If they are spending that little amount of time in presenting you for the position, can you imagine how little time you would get if you are actually selected for the interview? At That's Good HR we are very serious about our process of meeting with every candidate face to face that we may potentially be representing for any of our Indianapolis job openings. It gives us the perfect opportunity to make sure we fully understand where the candidate is coming from, where they want to go with their career, and all of the details in between. It also give us a good insight into how that candidate will perform in an interview with one of our clients. If great recruiting and retention of candidates and clients was as easy as throwing spaghetti at the wall and seeing what sticks, there would be a lot more companies out there to compete against. But the truth is, that strategy rarely works and it certainly isn't a sustainable strategy for successfully surviving in this industry.

So who do you want working for you in your Indianapolis job search? One that cares about you and the client or the ones that only care about their own revenue? If you want to know more about That's Good HR and the high quality services we provide, visit our website and specifically a very simple statement that we call our Refreshing Integrity Promise.

Unemployment Benefits and Accepting Work through Indianapolis Staffing Companies

Thursday, March 25, 2010 by Lisa Minter

Unemployment or Employment??????

With the large number of people who have been downsized from Central Indiana jobs over the last 2 years, questions repeatedly come up about how unemployment works in regard to accepting short-term or part-time employment with Indianapolis Staffing companies.

To be eligible for unemployment, the state of Indiana requires you be unemployed through no fault of your own and that you are able, available and actively searching for work.

It's important to broaden your horizons in a still-tight job market and a great way to do this is to apply for part-time, temporary or temporary-to-hire positions with Indianapolis Staffing companies. When you apply with an Indianapolis Staffing company, you are applying with one company who may be able to market you to many Central Indiana jobs. It’s a great way to explore what opportunities are out there and what is a good fit for you while building skills and experience. Prospective employers view this as a positive.

Accepting these positions does not jeopardize unemployment benefits. If you accept a part-time position while claiming full-time unemployment benefits each week, you still receive the difference in pay weekly. If you accept full time-work that is temporary, your benefits simply begin again at the end of your assignment not to mention extending your benefit period.

There is valuable information located at the IN Department of Workforce Development’s website, including a claimant handbook.

NOT a blog post about the Winter Olympics

Tuesday, February 23, 2010 by Karen Seketa

I have to admit, it was really hard not to capitalize on the topic of the day and make an

analogy between Indianapolis job openings or hiring trends and the Olympics. I came so very close to doing exactly that and then I stopped myself as so many others have already done that this month and with what I am sure is much more finesse than I could muster.

Instead, I am going to capture and maintain your interest by talking about how cool it is to be part of an industry that a recent survey says actually saves companies money. The staffing industry has historically not always been associated with the most positive press and we have, indeed, been the victim of a few bad apples on more than one occasion. Hiring trends over the past year have made it a true challenge to be in the Indianapolis staffing industry, but those of us who kept the seat belt on (and it was pretty tight, let me tell you) and made it through the rough ride, it is nice to come out on the other end with a little bit of positive news about this business we love so much.

I recently reviewed a study published by Staffing Industry Analysts that indicates the following Key Findings:

There is near unanimous agreement among contingent staffing buyers that the use of contingent labor saves money—92% reported so.

Now, this is not a cool industry to be in only because there is current good news from the economics of working with our company. The fact that during a time when each and every day people who are still feeling the sting of 2009, looking for work, trying to find their way back to where they were both personally and financially a year ago, we make job matches every day and that is pretty cool. Every interview, introduction and placement - be it temporary or direct hire - that we make, means a difference in a person's life; and don't think that a day goes by that we do not recognize that fact.

Sure, commerce is for profit, we are all here to make a living and without making money our doors would have closed as they did for many less fortunate Indianapolis staffing companies last year. I challenge you to ask anyone who has been in this crazy business for as long as I have what their top three reasons are for staying in this industry and money will not rank in the top three...maybe four, but not in the top three.

Some of the press is confusing (imagine that) and we are not sure how to feel. One article in the New York Times states a positive correlation between increased temp usage and impending increases in hiring trends. The next week we are looking at this data not necessarily meaning what we thought it did, as stated in this Forbes article that does not see the increase in full time hiring following the growth of temporary hiring anytime soon.

As I stated in an earlier blog post, you need to "stop where you are, consider the information at hand and sort through what is relevant to your own personal situation and you do your very best to use it effectively". Right now, I am going to use the good news circulating about our industry to post blogs such as this one to spread the word.

Back on Campus

Thursday, February 18, 2010 by Amber Crosby

It's that time of year again for Indianapolis companies to gear up for some serious campus and college recruiting. Already this week, That's Good HR has participated in many local campus events. I went to Indiana University - Indianapolis to speak to their recruiting class, conducted mock interviews for the Kelley School of Business and today I will be attending the collegiate career fair. Yes, it's a busy life for Indianapolis staffing companies, recruiters and headhunters.

There is something great about being back on campus in the springtime and remembering

what it was like trying to decide what to do for the summer. Ahhh, the good ol'days that seemed so carefree!  It's true that most Indianapolis based professional staffing firms attend the college career fairs in the fall but most students are narrowly focused on their companies of choice for internships or employment after graduation at that time. The spring recruiting events are great for Indianapolis based staffing firms because now is the time that students will stop by to discuss how we can assist them in their job search. What is it that we can do for them, you ask??

1. Share our network with them. We have network connections with over 250 Indianapolis based companies with whom we regularly meet with and hear about what's going on in their business, their industries and current hiring trends. This can be a huge advantage to college students just based on the wealth of information we have at our fingertips about indianapolis job openings. We might be able to suggest companies to look into that they haven't heard of but we know that they are currently seeking summer and fall interns.

2. Offer summer employment opportunities in their fields of study. We can help those college students that weren't fortunate enough to land an internship for the summer but are staying in Indianapolis by presenting them with temporary employment opportunities in the areas of accounting, finance, HR, and administration.  Keep in mind that when graduation day arrives some work history looks better on a resume than none at all.

3. Help them find a full-time permanent or temp to hire opportunity here in Indianapolis with one of our clients. When graduation day comes and goes and they are still searching for a full-time position (which, as discussed in an earlier blog posted by Mary Springer, unfortunately can happen as we emerge from the recession) we can assist them in their Indianapolis job search.  Our clients frequently hire new grads that have worked for us in the summer months. They feel it shows ambition and they trust that we know their skill level due to the assignments they completed for us. It never hurts to have headhunters considering you for their clients during your job search whether you are a college student or an experienced veteran! After all it's a free service for you!

Tell your college friends, co-workers or children to stop by to introduce themselves at one of our upcoming career fairs:

Collegiate Career Fair at the Convention Center on Thursday, February 18, 2010
Butler University Networking Fair at Butler's Campus on Tuesday, March 23, 2010
IUPUI 'Just in Time' Career Fair at IUPUI on April 1, 2010

We look forward to meeting you!

To Review or not to Review....that is the question

Wednesday, February 3, 2010 by Mary Springer

Here at That's Good HR, Inc., an Indianapolis staffing company, we have just completed our celebration of surviving 2009 and with this comes the time of year when performance reviews are conducted for each staff member within the temporary division.

As the person who writes the reviews each year, I must say it is not one of my favorite tasks. Let's be honest, I absolutely dread it. I get the strength to sit down and get them done through my realization of how important it is. My employees really look forward to getting some solid feedback about their performance over the past year, even though this always makes people a little nervous too. Given that I am simply the writer of the review, not the recipient of said feedback, I often lose sight of the importance. It is such a daunting task to recall good and bad events within the last year and then write about them in a constructive manner. After I complete reviews, I reread them and cannot help but feel I have not done the process justice, but to the person with whom you are conducting the review, there is a true appreciation for the insights.

I realized this year how important reviews were because of the reactions of my employees and at the same time I ran across this management article titled: "Performance Appraisal - A Managerial Responsibility". The following information really hit home with me:

"If done properly, performance appraisal is a very effective tool to improve performance and productivity and for developing employees. It helps individuals to do better, raises self-esteem and motivation. Above all it strengthens the management/subordinate relationship and fosters commitment. Performance evaluation is not a process to be avoided; rather it should be implemented in all organizations and promoted as a key management activity. The benefits to be realized from a proper evaluation system far outweigh the time and effort required to develop, implement and maintain the process."

Another resource I found, titled "Understanding the Importance of Employee Performance Reviews", helped to put into perspective the importance around constructive feedback.

“A company’s strength lies in how secure an employee feels about his job. Remember, it’s a performance review, not a criticism session. The primary objective is to evaluate how an employee can add more value to the company. An employee should feel motivated after a performance review session. A positive attitude makes all the difference!”

While there are so many excuses you can come up with NOT to conduct an employee performance review, the reasons to take the time to do them far outweigh the excuses. The benefits you can get from providing solid, constructive and if possible POSITIVE feedback to your team cannot be overstated. Don't just take my word for it, there are LOTS of great resources, studies, tools and articles out there to support this effort.

For those of you on the receiving end of the performance review, do not worry, I have some advice for you as well. Who better to help you prepare for a performance review than the professionals from "The Office". If nothing else, it will keep you smiling.

Is it over yet?

Monday, November 30, 2009 by Cathleen Litz

After a few months of pretty positive economic data, the past few weeks haven't been quite as optimistic. While I am certainly not an economic expert, I have worked in the staffing industry for 5+ years so I hope I am a little more qualified to comment on hiring trends.

So here's the bad news. As you would probably expect, this year has not been pretty for the staffing industry. Most recruiting firms have experienced declines ranging anywhere from 20 to 60%. While our firm hasn't escaped without a few bruises, That's Good HR has a solid reputation and network as an Indianapolis staffing firm so we are in a good position going into 2010.

The good news is that we are starting to see a recovery. Temporary staffing picked up over the summer. On the direct hire and executive search side, we are starting to see things pick up. However, not quite to pre-recession levels just yet.

Many people assume unemployment levels directly impact our business. And with unemployment recently crossing the 10% thresholds, it is often assumed that we might just be seeing the worst of the recession. However, for the direct hire and executive search division, non-farm employment is the best indicator of our business. Earlier this year, non farm job losses ranged from 650-750K per month. For the month of October, the preliminary data indicates that non-farm job losses were closer to 190K which is a great improvement for our business's outlook.

Out of work after 17 years: taking my own advice

Monday, October 26, 2009 by Lisa Minter

Last year I became one of the many casualties of the economy. I was downsized from an Indianapolis Staffing company where I had spent the last 17 years. This was not only a blow to my ego but also stressful to be searching for HR jobs in Indianapolis in a very bleak economy.

After feeling sorry for myself and spending a short amount of time being the youngest snowbird on the Gulf Coast (this was actually a boost to my bruised ego!), I decided to practice what I had been preaching for the last 17 years in my staffing and HR roles:

1) Do not solely rely on job boards to find your new career. While sites such as CareerBuilder and Monster are valuable, do not assume that only submitting your resume through these sites will land you your dream job.

2) Network, Network, Network!

o Reach out to any and all personal and professional contacts. Referrals are a very valuable tool in searching for positions. Your neighbor may know of a position opening up within his company or your former employer may be hiring. People who know you want to help.

o Contact your college placement department.

o Contact your former employer’s competitors. You have the industry experience and knowledge they are looking for and you can add new insight to their business.

o Join professional organizations in your area. There are organizations for HR , Accounting and many other professionals in Indianapolis. There is also the Business Network International Organization (BNI) which is the largest business networking organization in the world and The Network of Women in Business. There are also website groups for Administrative professionals and "virtually" any other type of professional on websites such as LinkedIn, Facebook and MySpace. These organizations enable you to network yourself directly to hiring officials.

o Many churches in the Indianapolis area have networking groups which is another great way to market yourself.

o Volunteer. This is a great way to not only network but to also turn the negative of finding yourself with too much time on your hands into making a positive impact in your community.

3) Follow the news. Know what companies are coming to your area. While they may not have jobs posted yet, you can proactively market yourself ahead of the pack!

4) Contact Indianapolis staffing companies. I know of a really GREAT staffing company, called That’s Good HR! Indianapolis Staffing companies work for you. Whether you are looking for Federal Government Contract jobs, Accounting jobs, Administrative jobs or Six Figure jobs in Indianapolis, Indianapolis staffing companies have many contacts within many companies. While you are networking yourself to one company at a time, Indianapolis staffing companies are networking you to many direct hiring sources.

5) Above all else, stay positive and open-minded. What may appear to be a less than ideal job opportunity could end up being a better career fit for you. For example, you may start at a more entry-level position than where you previously were. This may enable you to learn about the company from the ground up. You may have employment offers that are “temporary to hire”. This is an opportunity for you to try out a new company or industry.

How this Indianapolis Staffing professional got into "SM"

Friday, September 4, 2009 by Karen Seketa

Sorry to disappoint, but by "SM" I am referring to Social Media so those of you flocking to this blog post for thrills, might be disappointed. Not to say the the whole concept of Social Media and Social Networking is not incredibly exciting...it is for me.

I want to dedicate this post to a few of my early SM and SN mentors to whom I owe my current insatiable need to engage and understand the many social media options out there. It is overwhelming for a newbie, but thanks to my friends, it has been a fun journey for me. Who thought that there were so many ways to learn more about and share information around hiring trends, Indianapolis staffing and HR?

First of all, thank you to Mark Anderson from Bernard Hodes Group for patiently laying the groundwork for me during our recent re-branding of the IndySHRM organization. Mark volunteered to help me out with this overwhelming project and very soon realized that this was NOT my core competency. Mark got me thinking about branding our organization in Central Indiana in a whole new way...through Social media and social networking venues. I think he had to explain Blogging, Facebook, Twitter and Pickylist to me no less than 5 times before I got it.

As if that was not enough, Mark then introduced me to Kyle Lacy...a true social networking professional. Kyle was very busy with his own company (Brandswag), he was also working on his book (Twitter Marketing for Dummies) and running here and there on a number of speaking engagements. Even with all of that going on in his life, Kyle very patiently spent (and still spends) time walking me through the basics and encouraging me as I go.

Kyle then introduced me to Jeb Banner (Smallbox) who is also a very busy individual. Not knowing me at all, Jeb took time to engage with me, talk about all kinds of things and offer me advice and insights that I had not previously considered. He is now another one of my contacts who I feel I can go to for a fresh, honest and very smart opinion on most anything.

To these SM/SN mentors, I offer my sincere thanks. I know I still have a lot to learn and you know I will continue to bug you for guidance and information but the most valuable thing I have learned from my recent education is this. True social networking is the work of professional, friendly, ENGAGING people who will help you at any time you need it to become a better you, no matter what you do.

Okay, back to my real job focused on federal government contract jobs in Indianapolis, but while I am doing that, I will be thinking about my next blog topic and my next Twitter post...

Over 45 & Unemployed

Thursday, September 3, 2009 by Cathleen Litz

I thought twice when blogging about this article as I didn't want to be the "Debbie Downer" of our blog. However, I really encourage you to read it. While it is a little depressing chronicling Michael Blattman's, a former Sallie Mae executive, job search, it is very insightful as to the realities of our current employment market. And it brings up a few really good points. Regardless of whether you want to call it age discrimination, workers over the age of 45 are facing the unemployed ranks for longer periods of time than their younger counterparts.

Just based on reading the article (I obviously don't know the intricate details of Mr. Blattman's job search), it appears there are some things he could be doing to improve the effectiveness of his search. Here are my thoughts:

Network - Mr Blattman has applied for 600 jobs online. I talk to many candidates everyday who literally sit at home and apply for jobs on Monster, Careerbuilder and corporate recruiting websites all day. While these sites can be great to find out who is hiring and hiring trends, focusing your search only on these job postings if very limiting. Tell everyone you know that you are looking for a job. Re-connect with former colleagues. Attend networking lunches.
Have Confidence - Even if you have taken an emotional beating during the course of a job search, don't let potential employers know it. Mr Blattman describes telling an interviewer that he would take any job. While that may be the case, who wants to hire someone who is desperate or has no self-confidence? Not to sound harsh, but think about it from the employer's perspective.
Consider contract work - While a permanent position is ideal for many, consider a contract or temporary position. It can be a great way to get back into the work force and keep your skills sharp. That's Good HR has a temporary services division and works with many job seekers who are in between positions.

Last, at That's Good HR, my focus is to provide assistance to individuals engaged in an Indianapolis job search. Please contact me if you are looking for Central Indiana jobs or would like additional information regarding the above topics.

College Recruiting, Part 2

Wednesday, August 26, 2009 by Mary Springer

My last blog described a meeting I had with a client where I learned that her son was still seeking meaningful employment after graudating from college in 2008. We discussed the challenges in today's market for a new college grad to find a job in Indianapolis once they have graduated. That blog entry focused on encouraging soon to be college grads to take advantage of the on campus resources before they graduate.

This blog is focused on another option that I presented to my client in assisting her son with his post graduate job search. I spoke with my client and let her know that I would be more than happy to sit down with her son and educate him on our business, the Staffing Industry and his Indianapolis job search. Discussion with her son then led him to me and a quest for an opportunity to get his foot in the door with temporary employment while he continued his job search.

He came in and registered with That's Good HR, Inc. and I sat down with him and walked him through all of the positives of taking a temporary job while looking for permanent employment. The American Staffing Association does a great job of providing key information and FAQ's for jobseekers. He was not aware of our industry as a real option for him and it opened a whole new set of options for him.

The result? We were able to match his skills with a great temporary opportunity with one of our key customers. The unemployed graduate is now receiving a regular paycheck at a fair wage AND he is learning new skills and gaining valuable experience. It is win for both of us, so much so that in my NEXT blog, he is going to be featured as a guest blogger to provide some perspective from his point of view.