Headhunter Indianapolis

• Great references set you apart from your competition.
• It makes the company you are interviewing with feel more comfortable with their hiring decision.
• Job offers come much faster if references are completed during the interview process.
• Most job offers are contingent upon reference checks, so why sweat it out once you have made it that far!

1. Ask, ask, ask - you don't get what you don't ask for.  Never assume your manager will give you a reference if you did not ask them to. 
2. Get their personal contact information - you want their personal information (phone, address and email address) because if they leave that company or the company closes, you will still need that reference and that means calling them on their personal phone.  I also ask for their home address and send them a holiday card every year.  They won't forget about you if they see your smiling family on a card each year.
3. If you are on LinkedIn, ask for a recommendation on your work and return the favor for your reference.
4. Keep in touch - reach out to them a couple times a year to keep good contact information.  Don't be afraid to disclose some personal tidbits as well and make it a friendly touching base email. 
5. Make sure you call your references by the time you reach the 2nd interview with a company.  If they know to be expecting a call, chances are they will return the reference call much quicker.  This will also give you the heads up if someone is going to be unable to be reached due to a travel schedule, vacation planned or just being out of the office for an extended period of time. 
6. Know what they are going to say about you.  If there was an attendance problem at that time, or if you are like me and are notoriously late to everything then make sure the company you are interviewing with knows this so they don't get any surprises during the reference check process.  If you give good reasons for the issue and how you have learned from your mistake this will only make you look better.  If you don't mention it and they do, rest assured you probably won't get the offer you are waiting on.  As all football fans know, the best defense is a good offense.  You want to get all their possible reasons for objections out of the way early on, not during the reference check process.

1.  Review the logs on file through the career center websites that list types positions held by alumnus in your field of study.  Write down a few of the top positions that are of interest to you and do some research in order to get a better feel for where your strengths and interests would be best suited. 

2. Schedule an informational interview.  Talk to your friends and family to see if anyone can help you get an informal, informational interview with a company that has positions similar to the ones on which you have targeted your search.   

3. Job shadow: This is very similar to the informational interview but a little more in depth.  This is a great way to really see "A day in the life of______".  There is no better way to figure out if a position is fit for you than to actually see the work first hand. 

4. Give your resume some TLC and spend some time beefing it up a little bit.  A good way to start is by translating your educational experince into relevant "work" experience.  Add any organizational involvement onto your resume and detail out any skills that are utilized in the work you perform for those organizations.  (If you aren't involved with any organizations, you better get involved quickly!)  I would also recommend having a few HR Professionals or headhunters review it so that you can get the perspectives of a few different people within various industries.  These conversations might also lead to potential Indianapolis job openings!

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

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

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

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

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

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

Wait, what?!

• Start by having a phone conversation with each suitor or recruiter.  By doing this they would be able to quickly tell if there was a connection with the person they would be meeting with. 

• Go prepared with questions – if you are unsure about something ask, for referrals or recommendations!

• Be honest! – A relationship with a recruiter is the same as other relationships, if you don’t tell the truth then you set the relationship up for failure and that can have major ripple effects on your career.

• Stick with those who demonstrate a true interest in you. Do they ask questions about what you like, what you don't or what you want to be when you grow up? Always steer away from those who talk more than they listen, as clearly their priority is NOT going to be you.

• The most important advice: Do not pay anyone for a date or for a job placement relationship! In both situations, this is never a good idea, even if you are desperate.

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

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

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

There is valuable information found at The Privacy Rights Clearinghouse  
 

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

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

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

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

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

  

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

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

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

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

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

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

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

As a founding partner of That's Good HR, an Indianapolis based staffing firm,  I have been asked to participate on a panel for the Indiana Venture Club as a 2005 Inc 500 award recipient.   The leaders of the Venture Club have asked our panel of three to discuss how our companies have changed over the past five years.  How did we survive the recession we are coming out of and what is the outlook for our companies and our industries?  In preparing for this presentation I realized that "WOW" a lot has changed in the past 5 years and there are many great lessons and numerous assumptions being made for both job seekers and employers as we start to come out of this recession. 

First let's start with the job seeker or candidate side.  In the past 5 years the supply/demand curves have drastically changed.  Gone are the days of multiple interviews, multiple job offers and recruiters/headhunters blowing up your phones or voice mail.   Most people are thankful for the job they have but I believe this has been an exceptional time to evaluate your current employer and your fellow teammates.  By now you should know where you rank on the list of "prized" employees and what the future holds for your employer and the opportunity to continue to grow your career there. If not, wake up and start taking notes.  In my opinion, the supply/demand curve is slowly starting to move back in the direction of the candidate. Don't get me wrong, this movement will be gradual, but now is the time to asses and measure. From what I see daily while assisting clients and our internal recruiters there is a pent up demand for new job opportunities by the top talent.  How long has it been since you have even sniffed an exceptional career opportunity?  Now is the time to assess yourself, your employer and pay attention to the Indianapolis job market as the curve is starting to shift.  

Next let's move to the employer or hiring manager side.  Wow, have the past five years really changed for them as well!  It went from a job market where they were held hostage due to a shortage of candidate supply to one in which now they can take their sweet time and interview many more candidates than they ever should. As a hiring manager and/or management, by now you should definitely know who are your A, B and C players (if you have any C's left, that is).  The past 5 years have really thinned out the Accounting/Finance and HR staffs in many companies.  As you continue to assess your needs for your team now is the time to be dipping your toes in the water and be one of the first companies to "market"(See pent up demand above). As the talent supply/demand curve starts to move, those aggressive companies will be the ones to win the top talent.  As an employer now is also the time to evaluate and potentially rebuild part or all of  your hiring process.  As the  market moves back to being more competitive for talent, time will once again be against you and the cost of hiring the "wrong" person has greatly increased.  The days of having excessive staff are gone and in the future making a miss-hire is going to have greater consequences to both the employer and the manager as it will be more visible to leadership and stakeholders. 

I also would be remiss to not address my "favorite" assumption that I hear on a regular basis as I talk with clients and prospective clients.  And that assumption is this: Some employers truly do believe that there is exceptional talent walking the streets of Indianapolis, unemployed.  Don't get me wrong, the pool of "good" and "very good" and even "exceptional"  has definitely increased through this recession but when was the last time you saw an employer downsize one of their "exceptional" employees, especially during one of the greatest recessions ever?  I understand the need to be objective in downsizing and of course understand the implications of HR law but let's be honest, the reality is that it just doesn't happen very often. I know this might sound like a setup or self-fulfilling as on owner of a staffing firm but time is precious and costly and in today's world of hiring and rebuilding your teams the cost of making the wrong hire has greatly increased.  

At That's Good HR we would welcome the opportunity to assist candidates with their career search needs and employers with their staffing needs.  We are also very willing (as well as competent, I might add) to sit down with a client or prospect and help you evaluate your sourcing, validation and hiring models.  We are here to make the hiring and interview process more enjoyable and more successful for all.     

Social media has taken Indianapolis staffing companies, executive headhunters and most anyone in Central Indiana jobs by storm. Sites such as Facebook, Linkedin, You Tube and Twitter offer employers, employees and job seekers opportunities to network, advertise and promote themselves and has become one of the biggest hiring trends to advertise Central Indiana jobs and Indianapolis job openings. It allows job seekers to explore job opportunities in Indianapolis easier than ever before. While this is a huge benefit to reach a large audience very quickly, social media has created a number of employment and employment law issues. 
 

Issues around trade secrets, confidentiality, harassment, discrimination, job listings/OFCCP, background checks, and state laws that protect leisure-time activities have employers scrambling to create social media policies. 

Employers walk a fine line between banning social media and encouraging it to promote the company. Banning it creates resentment and invites violations. Encouraging it is not intended to encourage spending the majority of company time on these sites. That’s why companies are finding Social Media Policies vital to set guidelines in place.

When writing a policy, it is important to be very clear on the boundaries around social networking and to clearly spell out what to think about when engaging in social forums. Three great companies to model a company policy from are Kodak, Intel and IBM.

Employees also need to be aware of the risk of jeopardizing their careers when using social media. There are countless stories of employees being terminated for divulging confidential company information, non-productivity or for making disparaging comments about their employer.  Check out Top 10 Stupid Things That Will Ruin Social Media for Everyone at Your Company. My personal favorite is employees who update their Facebook status every 10 minutes while at work. Remember, social media is just that: MEDIA!

Developing appropriate and specific guidelines, and communicating them to ensure employees understand the rules, can help make cyberspace less stressful for everyone.

• 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 

Technology has certainly made Central Indiana jobs easier… for the most part. Who among you can raise your hand with me for forwarding (so you thought) an email to someone with a smart comment only to realize you hit reply, not forward? That is NOT a lol moment!

Everyone from Indianapolis Staffing company employees to executive headhunters, people in six figure jobs, administrative, HR jobs in Indianapolis and people in management positions in Indianapolis have all had that sick feeling when you realize you sent something to the wrong person or worse: PEOPLE.  This can lead to embarrassing and sometimes serious consequences not to mention a load of damage control!

Here are some common Email mistakes. Any sound familiar?

• Sending confidential employee salary information to the whole company.
• Transmitting confidential client or employee information to the wrong or parties.
• Sending a racy picture to the whole office that was only meant for a few people.
• Sending a job offer to the wrong candidate.
• Sending a resume to an internal recipient rather than to its intended recipient at an external, prospective employer.
• Nasty comments and catty, gossipy emails about supervisors - sent directly to supervisors by mistake.
• Calling a co-worker an "idiot" and mistakenly copying the co-worker or worse: the entire company.
   

1. Give your full attention to your email response. This is one time that multi-tasking does not pay off.

2. Thoroughly scrutinize who you are sending information to, particularly if it is a distribution list.

3. Take special care with those you copy. Think twice before hitting “reply all” and only copy those that need to be in the know.

4. Beware of sending or replying to emails from a handheld device. Your view is limited so if possible, review on a laptop or desktop.

5. Don’t hit “send” when you’re emotional. Angry emails are never a good idea. Give yourself a moment to cool off before responding. You may find it better to speak in person.

6. Keep it professional. Think about how your email could be viewed by the receiving party. Emails are easily forwarded and some email messaging may be monitored. As a general rule, avoid saying anything that could be viewed as harassing, discriminatory or unprofessional.

I am fortunate to work for a great company.  Even though the economy has forced our firm to eliminate free Coca-Cola and company paid Treos, we still have weekly Pilates classes in our office and Fun Fridays. 

When sales prospects ask me about That's Good HR, the following is the typical dialog which follows:

Me:  I work for a company called That's Good HR.
Sales Prospect: What HR?
Me: I work for an Indianapolis based recruitment firm.
Sales Prospect: Ok.  So you are a headhunter?
Me: Well, I am am a headhunter but prefer to call myself an Indianapolis Executive Recruiter.  However, Our firm does more than just executive search.  We also do temp, temp-to-hire, direct hire (i.e. permanent placement) and government staffing. 

So it is kind of a mouthful to explain to sales prospects what we do.   While we are not industry focused, we are discipline focused in the areas of accounting, finance, administrative, operations and human resources.  Essentially, we are here to assist Indianapolis companies with staffing needs ranging from an hourly receptionist up to a Chief Financial Officer with a six figure job.  We pride ourselves on being the Indianapolis experts on hiring trends.   

Our business model is focused on being flexible for our clients.  While we engage in retained and contingency searches, we also offer a modified retainer options.  This enables our clients to engage us on an exclusive basis and split up the payments over a few months.  

So while our company's name might be a little confusing at first, we are very passionate about providing great customer service to our clients and candidates.  If you are reading this blog and are a sales prospect, we hope you will give us the opportunity to work with you for your next Indianapolis staffing need.