What’s New in the World of Recruiting?

Wednesday, March 13, 2013 by Mary Springer

 

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.

Follow That’s Good HR to Career Success

Tuesday, March 5, 2013 by Mary Springer

 

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.

Follow That's Good HR on Twitter, LinkedIn and Facebook!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!

 

On the Road Again - Indianapolis Career Fairs

Thursday, February 28, 2013 by Mary Springer

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.  

Several students were confident and prepared, presenting us with resumes at the fair. We enjoyed talking to students regarding their job search. We met a few recent graduates, but not many, which to us indicates optimism that the Indianapolis job market is looking up.  We look forward to getting to know these new candidates and helping match them to our clients' positions!

Answering the Strengths and Weakness Question in a Job Interview

Tuesday, December 11, 2012 by Amber Crosby

 

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.

Always play to your strengths in a job interviewNo 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. 

Indiana Boasts one of the Best U.S. State Job Markets

Monday, December 3, 2012 by Mary Springer

Indianapolis jobsStaffing 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 15th best by volume growth score among the largest major metropolitan areas, with an average 12-month change of 1.5 percent, and ranked 19th 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.

 

Hiring Seasonal Employees

Thursday, November 8, 2012 by Mary Springer

 

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.

 

Trusting the Experts.......

Thursday, October 18, 2012 by Tiffany Moore

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. 

 

Behind the Scenes of a Recruiting Firm

Wednesday, September 26, 2012 by Mary Springer

 

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.

Job Counter-Offers: Better for the Employer, Employee or Neither?

Thursday, September 6, 2012 by Mary Springer

 

Job Counter Offers - Pros and ConsAre job seekers who are frustrated at their current jobs wise to consider a counter-offer from their current employer after they receive a job offer? Alternatively, are employers wise to provide a counter-offer to employees in order to persuade them to stay? Let’s examine the pros and cons of accepting a counter-offer, from both a candidate and an employer standpoint. 
 
Some of the reasons why employees might choose to leave a company include:
  • Frustrations or issues at their current job
  • The need for greater income and benefits 
  • Desire for flexibility of work environment
  • Clash with leadership/management style
  • Lack of career fulfillment or advancement opportunities

By addressing some of these issues with an employer, job seekers can alleviate these concerns and create a better work environment for themselves without seeking employment elsewhere. 

 

Employers should be mindful of employee satisfaction at all times in order to discourage employees to search for a new job. Ensuring that employees are paid their fair market value, along with offering them appropriate benefits and opportunities, will go a long way toward this goal. More importantly, identifying a candidate’s true needs and desires during the interview process will nearly guarantee that the employee is satisfied with the position, responsibilities and benefits.
 
Does it make sense, then, for a company to provide a counter-offer to an employee that they want to keep? Employers should weigh the cost to retain an employee versus the cost and time involved to acquire, hire and train a new employee. Will offering the employee a greater salary, or added benefits, make the person truly happy, or will it just be a matter of time before they decide to move on to a different position with another company? The answer will not be the same each time as the situation is different each time.  But a lot of times, letting the employee go is beneficial to both parties.
 
From the candidate standpoint, accepting a counter-offer after you have been offered a position elsewhere could have several consequences. One of the greatest risks is to your reputation. Internal management and other employees may resent you for asking for more money or benefits at the expense of other company resources. You will also need to prove your worth all over again if you are taking on a new position or greater responsibilities. In addition, the company may always wonder if you will jump at the next opportunity, while you will wonder whether you are on the short list for the next round of layoffs, or at the bottom of the list for the next promotion. 
 
As recruiters, we rarely find that counter-offers work to the advantage of either party. Once a company has decided to hire someone, if that candidate backs out, it can affect the company greatly, particularly if they have already cancelled job advertisements, announced the person’s hire, and prepared for training and other requirements for the new hire. And as a candidate, why risk being labeled as someone who doesn’t keep to their word? It may not be worth the gamble. 
 
As a learning experience for both job candidates and employers, sometimes it’s best to let go of a position that is not a good fit for either party. With a thorough hiring and interviewing process, as well as detailed terms for your next offer, you’ll have the components for contentment and success on both sides of the bargaining table. 
 

The Temporary Trend: Why Temporary and Contract Jobs Have Become the Norm

Tuesday, August 21, 2012 by Mary Springer

 

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.

Temporary Staffing - Temporary and Contract Jobs are Becoming the NormWithout 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.

Indianapolis Career Fairs and Upcoming Events

Thursday, August 9, 2012 by Harry Danz

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. 18th 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 12th, 2012
Time: Noon – 4:00pm
Place: Indiana Convention Center, Sagamore Ballroom
100 South Capitol Ave, Indianapolis
For more information, visit: http://www.starcareerfair.com/

HRology: Supporting Employees and Companies through Change

Tuesday, July 10, 2012 by Harry Danz

 

At That’s Good HR, we like to think of ourselves as an extension of your HR department. Because there’s more to human resource management than finding talent and filling open positions. Human resources may be one department in your company, but the choices you make will impact the organization as a whole.  
 

We wanted to share with you some of the things we do behind the scenes at That’s Good HR, to go above and beyond to help our Indianapolis-area clients.  While we always strive to listen, we also want to help our clients make smart decisions, and navigate through inevitable change. We call it HRology – the consulting services side of our Indianapolis staffing firm. 
 
  • 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.

 

These are just a few of the additional services we can provide as your HR firm. We look forward to serving our Indianapolis-area HR clients in this expanded advisory role. In the coming weeks, we’ll be sharing some HRology success stories so you can see just how we are going beyond HR.
 

 

That's Good HR Weekly News Update - December 9, 2011

Thursday, December 8, 2011 by Harry Danz
Hot ChocolateHiring, branding, workplace culture, health insurance and "a partridge in a pear tree". So many balls in the air, it can be a challenge just to choose which to catch first and which to just let fall for the time being. Can you catch them all? Not alone. This is the time of year when many companies review their human capital strategies and determine what changes to make for the coming year. It is important to make sure that all of the non-tangible aspects of your business are considered (like managing your brand or keeping up with social media) along with the obvious. This week there were some good news articles focusing on some of these key issues. Grab a cup of hot chocolate and read on....
________________________________________________________________________

Health Insurance plan Choices Confusing for Many: As another open enrollment season comes to a close, millions of consumers are finalizing their benefits packages for 2012. Unfortunately, more than half of insured adults are confused with several important aspects related to choosing a health insurance plan, reveals a survey released Monday. (benefitnews.com) 

The Importance of Paying Close Attention to Social Media: Imagine your company announces a major change to its service offering and suddenly, the company is being bombarded by negative social media comments about the change. Further, the leadership of the company ignores the negative comments thinking everything will simply blow over. In today’s world, things don’t blow over. Problems tend to spread virally in short order. (forbes.com)

Hiring Top Talent with Limited Resources: When clients that operate small to mid-sized businesses (SMBs) ask for help recruiting, hiring and retaining top talent, they often start the conversation by highlighting a huge human resources challenge: How can they compete with larger, deeper-pocketed competitors to recruit their industry’s best performers? (financialpost.com)

What Motivates Employees more then Money? The ability to motivate employees is one of the greatest skills an entrepreneur can possess. Two years ago, I realized I didn’t have this skill. So I hired a CEO who did. (linkedin.com)

Let's Agree to Drop these Worst Corporate Jargon Offenders: Hey!  It’s mission-critical that we circle back on this very important matter of corporate jargon in the workplace. Let’s focus on the low-hanging fruit with a small group first and then loop everyone in. Being proactive about our learnings will really incentivize the group to focus on the most critical action items and value-add for maximum impact. Let’s start high level, drill down from there, and circle back after lunch to figure out next steps. (thehiringsite.com)

Talent and skills shortage-one of the top business risks for 2012: Despite high levels of unemployment, U.S. business leaders say one of the biggest risks they’re facing is a talent and skills shortage, according to the 2011 Lloyd’s Risk Index. (benefitnews.com)

How to Manage workplace culture:
The Christmas season is here. Many non-Christians participate in the commercial aspects of Christmas. Some non-Christians are offended by its religious foundations and any reference to Christmas in the workplace, at school or in the stores. Many employees have no strong opinion. (newsobserver.com)

Employer Branding - Spread the Word: “I heard that’s a great place to work.” When employer branding efforts are successful, any mention of a company should trigger that exact statement. And when a company effectively communicates its brand internally and obtains employee buy-in, “Yes, it is!” should become the automatic response. (recruiter.com)

11 Favorite recruiting strategies for hiring new college grads: A new report from Michigan State University gives college students a road map on how to connect with employers. The survey, which was completed by roughly 3,300 employers across the country, clearly indicates that internships are the No. 1 recruiting strategy. (cbsnews.com)

That's Good HR Weekly News Update - December 2, 2011

Thursday, December 1, 2011 by Harry Danz
snowWith the first snowfall of the year we are reminded of the importance of being prepared as the weather takes a turn for the worse. I thought I was prepared, as I pro-actively purchased yet another snow scraper for my car well over a month ago. This is a fancy one with a retractable handle and double brush. This would be the shining star of my snow scraper collection. Yesterday, upon emerging from my warm office at the end of the day to brave the snowy drive home; it occurred to me that while was proactive in the purchase of the snow scraper, my failure to leave it in my car rendered it useless to me in my time of need. Lesson learned.

My hope for you is that  my weekly news updates contribute to your ability to be prepared for HR and legal issues and challenges as they develop. Preparing for a storm is one thing, but staying on top of the daily maintenance of small issues before they become big ones is just as important (if not more important). Here are some of the top HR and legal news updates I came across this week.
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20 States to See Tax Hike on Employers: Federal unemployment taxes will rise for employers in 20 states and the Virgin Islands. Those employers are losing part of a credit on federal unemployment taxes in 2011 because their state governments have unpaid balances for two or more years on federal funds borrowed to pay state unemployment claims. (Staffing Industry.com)

Checking Social Media on a Potential New Hire? Here are some Tips: According to this recent SHRM survey, only 18 percent of companies have used social media to screen job candidates. Most cite the legal risks of screening candidates as the reason for not implementing a social-media background check. (tlnt.com)

Bill to extend payroll tax cust to be introduced by Democrats: Senate Majority Leader Harry Reid (D-Nev.) said Monday that he plans to introduce legislation this week that would extend the payroll tax cut that is due to expire at the end of the year. (benefitnews.com)

Why more folds are waiting to Retire: A recent Wells Fargo survey of 1,500 Americans between the ages of 20 and 70 reveals that 20% of them believe that they will “need to work until at least age 80” to live comfortably into retirement. (recruiter.com)

A current snapshot of the Indianapolis/Marion County economy is now available for you to view.  Inside you will find current economic indicators including: Employment Statistics, Current Real Estate Statistics , Recent Jobs Announcements (developindy.org)

Good Tips here on How NOT to fire someone: 5 common mistakes: Unless you're a natural bully, firing someone is never fun. It is, of course, a necessary part of being a manager, and it's a skill that can be honed. (cbsnews.com)

Employer Reactions to Internet Use at Work: Though it’s expected that workers will use the Internet for non-work purposes during breaks, lunch hours, and in moderation, Web activity spilling into work time is when many employers put their collective feet (adorned with 50 percent off Black Friday Blowout shoes, thankyouverymuch) down. (thehiringsite.careerbuilder.com)

Do you Measure Performance? Some: Management gurus like Peter Drucker have long since put to bed the idea that measuring performance really does improve performance significantly more than if you don’t measure. But this isn’t the reason driving most people’s participation in performance measurement. Let’s look at a few of the most common reasons, and see how compelling they are. (staceybarr.com)

Office Distractions - 6 of the Biggest: When productivity is high, your business provides better service and you are most likely making more money. But when it is low, or there are distractions among your staff, it can have a big impact not only on productivity, but on customer service, team morale and the overall state of your business. (openforum.com)

Free Guide by the NLRB Teaches Employers about Social Media Policies in the Workplace: A new employer guide entitled, “Can I Fire This Twit Over That Tweet?. Theisguide will assist HR managers in understanding social media labor laws and what behaviors at work constitute employee misconduct. (recruiter.com)

You Get What You Give...Most of the time.

Tuesday, November 29, 2011 by Karen Seketa
Giving ThanksIn the post-Thanksgiving spirit, I thought I would share some thoughts on the very topic of giving thanks. This time of year makes us all a little more sensitive to taking the time to appreciate what we do have and less tolerance for those who use this opportunity to simply complain about what they don't have.  For example, don't you just love people who go through life "expecting" things to go their way regardless of how they treat those around them? "Thanks for nothing", they say. "Right back at you", I say. You get what you give. Plain and simple. It is not guaranteed but as a general rule, it all works out in the end.

In a bad situation? Do something to make it better rather than waiting for someone else to fix it for you. Help yourself and then help someone else while you are at it instead of spending your time wallowing in your unhappiness. Every single day should have in it, somewhere, your chance to do good in big and small ways. Smile at someone. Not hard, right? Maybe you will make their day a little brighter. Hold the elevator for someone. Easy. Let someone go first. Hard for some, but really so easy.

I am not talking monumental, sell all your stuff and give the money to charity kind of things. The simple stuff can lead to bigger stuff and one day it will come back to you in unexpected ways. This is not all simply for the touchy-feely outcome of it all. It actually does have practical applications in the workplace as well.

This lesson works especially well in the workplace and these are the building blocks for opportunities to have an individual impact at work that could later translate to great STARs (Situation, Task, Action, Results). Building your resume is one thing, but building great examples for behavioral interview questions is just as important. When you do something to make someone else's job better, you are contributing to the productivity of the company overall.

For example: Your coworker is struggling with a particular assignment working with a software that you have some proficiency with. Find some time to help them out, give them a mini tutorial. Don't do the work for them - rather teach them how to do it themselves. No skin off your back and you don't even need to take credit for it. They get the project completed and you have a good story to tell one day down the road when an interviewer ask you: "Tell me about a time when you used your knowledge to help someone else at work".  You also now have a friend at the office who may be willing to help you out one day when you need it.

Sounds trite, I know. So simple and obvious that it is ridiculous to waste a blog post on the subject. I disagree. It is never a waste to remind others of the fundamentals around being decent human beings. Sometimes we get busy and forget and the holiday season just seems like a good time to put it out there one more time.

Soft Skills Gap and Effective Communication

Wednesday, November 23, 2011 by Tiffany Moore
textingI hit a milestone birthday a few months ago and am trying not to let that big day make me feel old.  I have to admit, however, that I am seeing a growing gap between myself and the younger generation coming into the workforce.  Am I the only one that is having a hard time communicating with the younger generation?  I see it at work as well as with my teenage son who will soon be 18 yrs old. 

Those of you who know me well know that my son is actually my stepson but he has been in my life since he was 3 and he calls me “Mom”.  He has been raised by his father and myself so if I want to point any fingers at anyone, I might as well point to myself.   He and I have such a difficult time communicating and I simply chalk it up to him being a teenager.  I have found recently, however, that when I talk to some young adults in their 20’s, I have a similar conversation challenges.  I believe the reason the younger generation does not communicate effectively has a lot to do with Facebook, Twitter, texting, etc. 

This younger generation has been brought up by technology rather than with face to face conversation which means they answer questions in short, disjointed sentence fragments full of abbreviations and code words. They are used to interrupting so they can be heard when they have something to say.  Many times, I find they don’t listen long enough for me to articulate my point.  This generation is comfortable throwing their words out to the other person via text without considering how the words will make the other person feel.  It is missing the non verbal clues that are given off in a normal conversation so it doesn’t allow our younger generation to learn the basics of effective communication.  So, what happens during conversations with my son and some of the younger generation?  Either their voice jumps up several pitches because they are starting to get frustrated after a couple of sentences or they start to shut down and don’t say anything at all.
 
I recently came across a video segment that made me feel like I am not alone in my point of view.  J. Michelle Sybesma was featured on Inside INdiana Business Television on November 14th to discuss an issue many Hoosier companies are facing: lack of "soft skills" in job candidates. She says the ability to communicate, work in teams and show up for work on time seem to be in short supply.  You can see the video clip here:  http://link.backlight.tv/growindian/videos/soft-skills-gap-1400.html

So what am I doing about it personally?  I try to explain to my son every day that he isn’t communicating effectively and try to teach him how to do so.  I am not sure it will work, but at least I am going to try.  As a matter of fact, every person that does not work out on an assignment is an example that I give to him of what not to do when he enters the workforce.  I am keeping my fingers crossed that effective communication is one of many things I can successfully teach my children!

So here is the question, do you think I am just venting about my soon to be 18 yr old, or do you have the same struggles? 

That's Good HR Weekly News Update - November 11, 2011

Thursday, November 10, 2011 by Harry Danz
talentThis week focuses on Talent. Don't think I am crazy giving away trade secrets here. Engaging a staffing resource to support you in these efforts will always give you a leg up, but we are also here to support and educate our clients on how to find the best talent. While we are at it, we are also here to support them in their efforts to retain the top talent. Some might think that is counter-productive to our business, but I beg to differ. The more value we provide to our customers around the investments they make in talent acquisition that will stick around, the more loyal those customers are. Besides, some of our best customers have been some of our best placements who moved up to become hiring managers. I also threw in at least one hard core HR news article just to give you some variety. With open enrollment coming up, we could all use a little advice. Have any questions or ideas about what you read in this week's news update? Send me a comment, would love to hear from you!
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Look for These Five Signs to Retain Your Top Talent: Highly skilled engaged employees are invaluable to an organization’s bottom line. With the costs to hire and train new workers soaring through the roof, it’s important for businesses to retain valued employees. (recruiter.com)

Don't Overlook Veterans in Your Talent Search: New research by RightManagement, the talent and career management experts within ManpowerGroup, suggests that many employers largely disregard the unique skills and experiences of military veterans when considering a candidate for a position. This unfortunate oversight leads to missed opportunities in acquiring top talent. (Recruiter.com)

Monthly Expenses keeping Employees up at Night more than retirement savings: Keeping up with monthly expenses was the biggest financial worry, cited by 21% of those surveyed, followed by saving enough for retirement, which was cited by 18% of employees as their biggest financial concern. (Benefitnews.com)

Picasso never went to meetings: You're going to way too many meetings.:  And yes, I do mean you. In fact, I'm thinking about you as I'm writing this. It's exactly 5.27am and I can picture your schedule for the rest of the day. All those meetings - in your office, in their office, in meeting rooms, 'conferenced in', synchronous, asynchronous, vital, tedious, overlapping and running long...always running long. (Predictablesuccess.com)

82% of Recruiters, Hiring Managers, HR, Find Evidence Of Discrimination Against the Unemployed: “I am very disturbed when I hear that employers don’t want to even look at resumes of people that have been out of work for 6 months or just (are) unemployed,” said Department of Labor Secretary Hilda Solis at Facebook’s announcement for their Social Jobs Partnership with the US Department of Labor, N.A.C.E., State Work Force, and Direct Employers. “It’s as though people have created this problem themselves, and that’s just not true.” (Recruiter.com)

18 of Your Burning Social Media Questions, Answered: Great follow up questions following a webinar all answered here. Valuable insights for any company engaged in social media...or even those just thinking about it. (The Hiring Site)

Wondering Why you are not able to Hire Effectively?: The problem might be you. To be sure, not every candidate is a rock star. But if you keep turning up dud after dud, the problem may not be the applicant pool. In a quest to find the best workers, entrepreneurs sometimes wind up adopting hiring practices that are actually detrimental to their companies. (inc.com)

Open Enrollment making you Sick?- Seven lessons this benefits pro has learned about staying healthy at the most stressful time of year: Open enrollment is often one of the busiest times of the year for most benefit professionals. After finishing all of the plan updates, budgets and the communication strategy, we have the open enrollment meetings. With any luck, you won't find yourself in a crowded room of people at the height of flu season. (Benefitnews.com)

Think you Know What Job Seekers Want? Think Again.: Is your recruitment process based on what you know about job seekers…or what you think you know about job seekers? (thehiringsite.com)

Tips for a new hire’s first 90 days on the job : The first 90 days are crucial when it comes to a new hire. If the fit is right, it can be the beginning of a successful long-term work relationship that benefits both employee and employer. If the fit is wrong, it can cost a company a great deal – both in time and money. (theglobeandmail.com)

Careerbuilder’s Q4 Hiring Forecast: Caution and seasonality are influencing hiring expectations for the fourth quarter as employers assess ongoing barriers to economic growth and wrap up 2011. Consistent with trends typically seen in the tail end of the calendar, employers anticipate a moderate slowdown in hiring. Twenty-one percent of hiring managers reported that they plan to hire full-time, permanent employees in Q4, down from Q3, but on par with 2010. (Careerbuilder)



That's Good HR Weekly News Update - October 28, 2011

Thursday, October 27, 2011 by Harry Danz
booTrick or Treat?

This question can apply to many of the hottest HR and employment issues I came across this week. Social Media, Social Security, Healthcare, Unions, Benefits, Hiring trends and Productivity killers. Tricky? You better believe it. Treats? Only if you mange them correctly. How to do it right? Back to being Tricky. Makes you want to just bury your head in a big bag of Halloween candy, doesn't it.  Well, hopefully some of the news of the week will help you chase some of those HR ghosts away this weekend.

Happy Haunting!
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Make sure you Manage your Online Profile: Why do employers conduct background checks?  Employers are concerned with negligent hiring practices. They confirm potentially false or inflated information, abide by federal and state laws and acknowledge the age in which we live – the ‘information age.’ (womenofhr.com)

Social Security Rigor Mortis - through the eyes of the Millenials: According to a poll of 642 18- to 29-year-olds conducted by the Strategic Research Institute at St. Norbert College in De Pere, Wis., 50% don’t believe Social Security will exist by the time they become age-eligible for the program at 67. Another 28% think the program will be around, but will provide a much smaller benefit. Just 5% expect benefits to be the same as they are to current beneficiaries. (benefitnews.com)

Shifting Costs of Perks and Benefits: As the economy sputters and health-care costs rise, businesses large and small are eliminating benefits they consider nonessential and shifting more costs to employees for the benefits that are offered. (wsj.com)

Soon-to-be Retirees get some Good News: Social Security benefits to rise 3.6% next year: Social Security retirement benefits for about 55 million people will go up by 3.6% next year, the first cost-of-living increase since 2009, the U.S. Social Security Administration said last week. (benefitnews.com) 

Indiana panel recommends right-to-work legislation: A committee of Indiana lawmakers is recommending their colleagues approve "right-to-work" legislation when they return in January for their 2012 session. (ibj.com)

DOL issues final rules on 401(k) investment advice: Defined contribution plans may offer advice from a third-party as long as that entity receives level fees regardless of their recommendations, or through a certified computer model. (benefitnews.com)

Hiring Activity for October Appears Weak: Continuing a recent pattern of weak job growth in the United States, hiring in October will be limited in the manufacturing sector and will fall in the service sector compared with a year ago, according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for October 2011. (shrm.org)

Hire With Purpose: Q&A With Small Business Expert Jay Goltz: “I’m not looking for great storytellers. I want to figure out what makes people tick and how they operate on the job.” (thehiringsite.com)

Skilled Worker Shortage or Training Shortage?: Even with unemployment hovering around 9%, companies are grousing that they can’t find skilled workers, and filling a job can take months of hunting. Employers are quick to lay blame. Schools aren’t giving kids the right kind of training. The government isn’t letting in enough high-skill immigrants. The list goes on and on. But I believe that the real culprits are the employers themselves. (tlnt.com)

Productivity Killers at Work: Americans may be spending more time at work, but they're also becoming much less productive. Workplace productivity dropped 0.3% in the second quarter, following a decline of 0.6% in the first three months of the year, according to the Labor Department. It was the first back-to-back decline in productivity since the second half of 2008. (The Street)

Rising Government Layoffs Overshadow Private-sector job growth: Crippled by plunging tax revenues, state and local governments have shed over a half million jobs since the recession began in December 2007. And, after adding jobs early in the downturn, the federal government is now cutting them as well.

Unemployment Discrimination: Monster.com Has It Right, People (Job Boards are PLATFORMS)...: Repeat after me: Job Boards are PLATFORMS, not arbitrators of quality, fairness or morality. What's a platform?  A platform is where the masses can come and use technology in a variety of ways.  Think Facebook, think Amazon. (hrcapitalist.com)

That's Good HR Weekly News Update - October 7, 2011

Thursday, October 6, 2011 by Harry Danz
fallFall is officially upon us. As the days get shorter and the air cooler, we all just want to pick some apples, carve a pumpkin or wrap up in a blanket by a fire and take a big nap. My job is to free up some time to allow you to do just that by boiling down the news of the week to a few pertinent items that will make you sound like a genius. This week I have focused on some interesting HR recruiting, interviewing, on boarding and development tips. Of course, there has to be some social media focused news in there too. So, get out those marshmallow roasting sticks because this will be a great weekend to use them.

Are Prospective Employers Looking at your Facebook page? You bet they are.. Creativity, Well-Roundedness, & 'Chastity‘: We all know that employers Facebook stalk us before hiring us (or before deciding not to hire us). In an oft-cited survey released by Microsoft Research in 2010, 70% of recruiters said they’d rejected applicants based on info they found online. (forbes.com)

The Importance of Social Media from the perspective of Richard Branson: Where most corporate blogs still house formal announcements, the Virgin Group website hosts a blog written with Branson’s first-person flair. Many of them read like diary entries. (mashable.com)

How Companies Utilize Telecommuting as a Retention Tool: Companies that allow or encourage their employees to telecommute rather than come to the office are more interested in maintaining a happy workforce than achieving any direct cost savings, experts and corporate executives say. (cnbc.com)

"Pay For Performance" May not be what Generation Y is Looking for: Many money-motivated Millennials (and they do exist) will bolt to new opportunities as soon as the great recession of 2007-20?? eases up...unless you happen to be an organization that recognizes their potential. (fastcompany.com)

The Best Recruits May Not Be Who You Think: When I hired him, Shaq was barely qualified to use a computer, let alone conduct detailed forensic examinations on hard drives that later had to stand up in court and pass the rigors of cross examination. (wsj.com)

Job Interview putting you to Sleep? Try asking about their Dreams: Sometimes all it takes is one question to spring the lid open and let the personality fly out.  As someone who interviews people for a living, I have a few favorites.  And this one is my all-time, absolute, works-every time, ace up my sleeve: “What dream came true for you when you said ‘yes’ to your last job offer?” (hrcsuite.com) 

Helping new hires adjust to your unique culture: New hires may fail because of unrealistic expectations. But there’s another big reason some don’t make the grade: They just can’t grasp your organization’s culture, so they never learn to operate successfully in it. (rapidlearninginstitute.com)

HR Needs To Be The Department of Errors and Corrections...: To be successful HR needs to move from the department of enforcement to the department of corrections.  I’m cereal folks, super cereal. (fistfuloftalent)

US Labor Department launches economic and employment statistics app: The most up-to-date employment data and economic news releases from the U.S. Department of Labor's Bureau of Labor Statistics and its Employment and Training Administration now can be viewed using a new mobile application. (dol)

October Employment Outlook from Simply Hired: Today, SimplyHired.com released its October employment outlook highlighting national and local market forecasts, and industry and employer trends. (simplyhired.com)
 
Problem Employees: Keep them or Kick them to the Curb? We call an unmanageable employee (UE) an employee who exhibits constant, repeated, unproductive behavior. Everyone has a bad day, a bad week, sometimes even a bad month, depending on what’s going on in their life. But we’re talking about someone who’s constantly, repeatedly – on a fairly long-term basis – unproductive. This book is about helping managers uncover what they need to put UEs back on track. (thehiringsite)

Have you noticed the Indianapolis job market changing?

Tuesday, October 4, 2011 by Tiffany Moore

unemployment graphFirst of all I want to apologize if you haven’t heard from me during these last few months.  The reason?  The market is changing and we have been extremely busy.  I know this may come as a shock to you if you have seen the recent unemployment rates but it is true!  We noticed the market changing at the beginning of the summer when the candidates who registered were getting positions quickly after registering and our contract workers started turning in their notice because they found permanent employment. 

The industry information that we receive on a monthly basis shows that in April 2011, it became more difficult to find the candidate than the job.  What that means is that it could be returning to a “candidate’s market.”   There is no question from our perspective that hiring managers cannot continue to do the things they have been doing the past few years.  As a hiring manager, you need to move quickly on candidates that you are interested in.  You cannot wait as long as you have in the past to make hiring decisions.  Also, now that you are up against competition, you will have to pay more competitive salaries because the candidates have more opportunities to choose from and often the highest bidder wins. 

Let’s add some fuel to the fire.  If you are targeting candidates that have a college degree, the unemployment rate is below 4.5% (see this illustration from the Bureau of Labor Statistics).  There is a good article addressing this topic that states:

"To put it another way, more than 95 percent of college graduates in the United States are working – in the aftermath of one of the worst recessions in living memory." ibtimes.com

So even though you have probably heard that unemployment rates are close to 9%, that isn’t an accurate number when you are targeting a degreed Accountant.  Inside Indiana Business reported last week that only 33 out of every 100 Indiana public college students graduate with a four year degree within eight years.  This helps create the shortage of candidates in Indiana that have a college degree. 

I have spoken to several of my HR hiring managers and they have communicated that they are seeing the things mentioned above.  I would love to hear your thoughts, please sound in by posting a comment on my blog and let me know your thoughts!