HR Trends in Staffing

My name is Lisa Minter and this is my blog. I started in the Indianapolis Staffing Industry in 1991. When I tell people the year, I can practically hear their thougths: "WOW! I was only 3 years old then" or "they had Staffing companies WAY back then"? It takes a certain sense of patience, a really good sense of humor and a touch of craziness to love this industry! I will admit that when I first started, we did not have computers and hit the big time when we got a fax machine (remember the ones with the thermal paper where the print would rub off?)!

It is amazing to me how much not only technology has changed but also the Staffing Industry has evolved over the years. It used to be "temporary" employees would come in, register and be sent out on administrative jobs in Indianapolis to cover for short-term coverage at client sites. Client companies just wanted a "body" to cover the gap.

The Staffing Industry has progressed into a partnership between our employees, our clients and us. It is exciting how we now serve as a Human Resource “resource” to our clients and employees in not only providing staff for short-term positions but also for long-term and high-level 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.

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

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

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

There is valuable information found at The Privacy Rights Clearinghouse  
 

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

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

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

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

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

  

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Happy Holidays!

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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.

The season for companies to hire interns is quickly approaching. Current hiring trends show more Indianapolis job openings are being filled with interns than ever before due to the current economy . In addition, not only are students looking for internship opportunities, many unemployed Central Indiana job seekers are also seeking these as they are making career changes or looking to gain new experience.

Unpaid administrative, accounting finance and HR internships in Indianapolis have been a great opportunity for students who get academic credit in lieu of a paycheck. In this current Central Indiana job market, with the unemployment rate hovering near 10%, job-search sites like CareerBuilder and Monster.com are reporting increases in the number of postings for internships. More and more college graduates and even middle-aged professionals are willing to work for free in hopes that it will help them land a paying Central Indiana job.

The caution for Central Indiana employers is this:  volunteering at for-profit companies is, legally, not allowed. The U.S. Department of Labor (DOL) has spelled out several criteria with the goal of ensuring that internships not only provide real training but also can't be used by companies to displace regular employees.

"It can be very tempting if you're laying off employees to bring in free help and call it an internship, but most career-services operations are fairly sophisticated in weeding those out."

The DOL regularly does outreach with colleges to help protect the rights of students. Because of the influx of older interns, many of whom graduated years ago, this is also on the DOL’s radar screen because the legal requirements aren't any different.

Central Indiana employers need to make sure they are legally compliant before bringing bringing in unpaid interns!

As Central Indiana companies are celebrating an economic rebound, it is vital for companies to plan for growth. This will affect companies not only in increased revenues but also in employee turnover as the Central Indiana job market grows.  If you are an employee exploring Indianapolis job openings, it is important to research Central Indiana jobs that offer the benefits that are important to you.

A recent Society for Human Resource Management (SHRM) survey revealed that turnover will rise significantly once the job market improves. Human Resource and Management felt that the job market will improve within the next year, according to the latest Job Recovery Survey.

The most common hiring trends in recruiting and retention strategies are competitive salary, competitive vacation and holidays and tuition reimbursement. Recruiting the right employees for Central Indiana jobs and keeping the right employees are key. Select the right people in the first place through behavior-based testing and competency screening. The right person, in the right seat, on the right bus is the starting point. Indianapolis Staffing companies, such as That's Good HR, can play a valuable role in matching the right candidate with the right Central Indiana job!

Below are some common-sense recruiting and retention tips. These have been hard to find in companies over the last several years, as companies struggled to stay alive, but can result in a great return in happy and productive employees.

·         Offer an attractive, competitive, benefits package with components such as life insurance, disability insurance and flexible hours.

·         Provide opportunities for people to share their knowledge via training sessions, presentations, mentoring others and team assignments.

·         Demonstrate respect for employees at all times. Listen to them deeply; use their ideas; never ridicule or shame them.

·         Offer performance feedback and praise good efforts and results.

·         People want to enjoy their work. Make work fun. Engage and employ the special talents of each individual.

·         Involve employees in decisions that affect their jobs and the overall direction of the company whenever possible.

·         Recognize and celebrate success. Mark their passage as important goals are achieved.

·         Celebrate! Have a costume party every Halloween, have pitch-ins, celebrate company anniversaries.

·         Team together for good causes. Run a food collection drive every November. Pick a monthly charity to help.

·         Provide opportunities within the company for cross-training and career progression. People like to know that they have room for career movement.

·         Provide the opportunity for career and personal growth through training and education, challenging assignments and more.

·         Communicate goals, roles and responsibilities so people know what is expected and feel like part of the in-crowd.

If you are a Central Indiana employer, what are your top recruiting and retention strategies?

If you are an employee who wants to make a job change, what is important to you?

 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.

It does not matter if you work for an Indianapolis Staffing company, are in Accounting & Finance, are an Executive Recruiter, in management positions in Indianapolis or in an Administrative job in Indianapolis - we have all had to deal with job stress over the past year. In this difficult economy, you may find it harder than ever to cope with challenges in central Indiana jobs. Both the stress we take with us when we go to work and the stress that awaits us on the job are on the rise – and employers, managers, and workers are all feeling the pressure. While some stress is a normal part of life, excessive stress interferes with your productivity and reduces your physical and emotional health, so it’s important to find ways to keep it under control. Fortunately, there many things that you can do to manage and reduce stress at work.

• Create a balanced schedule. Analyze your schedule, responsibilities and daily tasks. All work and no play is a recipe for burnout. Try to find a balance between work and family life, social activities, exercise, daily responsibilities and downtime.
• Don’t over-commit yourself. Avoid scheduling things back-to-back or trying to fit too much into one day. All too often, we underestimate how long things will take. If you've got too much on your plate, distinguish between the "911 situations" and the "to get to" projects. Drop tasks that aren't truly necessary to the bottom of the list or eliminate them entirely.
• Try to leave earlier in the morning. Even 10-15 minutes can make the difference between frantically rushing to your desk and having time to ease into your day. Don’t add to your stress level by running late. Coming in early allows you some “quiet time” to tackle tasks before they tackle you.
• Plan regular breaks. Make sure to take short breaks throughout the day to sit back and clear your mind. Also try to get away from your desk for lunch. Stepping away from work to briefly relax and recharge will help you be more, not less, productive.
• Prioritize tasks. Make a list of tasks you have to do, and tackle them in order of importance. Do the high-priority items first. If you have something particularly unpleasant to do, get it over with early. The rest of your day will be more pleasant as a result.
• Break projects into small steps. If a large project seems overwhelming, make a step-by-step plan. Focus on one manageable step at a time, rather than taking on everything at once.
• Most Importantly, HAVE FUN! The most healthy and productive work environments are the ones where there is teamwork, positive interaction and a sense of humor over the quirks and stresses that inevitably occur.

If you are in a culture that invariably drags you down, it may be time to think about looking at Indianapolis job openings.  Indianapolis Staffing companies and Executive Recruiters are  great ways to explore opportunities and help guide you to find the right fit!

It is, once again, that highly anticipated season of American Idol! Watching the auditions, it occurred to me how much these tryouts are like interviewing for Central Indiana jobs!  Your Indianapolis job search is in a very tight job market with many, many candidates vying for the same position.

Here are my observations and how it relates to your Indianapolis job search:

·         Those that portrayed a positive attitude had a far greater advantage. When a negative attitude is perceived, you are instantly eliminating yourself. Case in point:  Andrew Fenlon. The guy who was clearly annoyed he had to wait for his audition. This instantly put off the judges and eliminated any shot of him going to Hollywood.

·         Those that appear genuine like Maddy Curtis have a definite advantage from the start. Maddy came across truly appreciative for the opportunity to audition. She projected a positive and confident attitude and the judges (even Simon!) instantly liked her..

·         The way you project yourself is everything! Case in point: those that auditioned in crazy outfits, not focused or had a sense of entitlement negatively swayed the judges’ opinion before they even auditioned.

 

You may be lucky enough to interview with a Paula but in this intensely competitive central Indiana job market, you will more likely be interviewing with a Simon 

The moral to my watching 3 hours of Reality TV in one week:   No matter if you are looking for HR jobs in Indianapolis, Accounting jobs in Indianapolis, six figure jobs or administrative jobs in Indianapolis and no matter how discouraged you are in your job search or irritated you might be with a prospective employer, never let this come through. Always convey a confident (but not cocky!), professional and enthusiastic attitude. You could be the most qualified candidate on paper but Indianapolis staffing companies and executive recruiters are also looking for employees who will not only be able to use their skills but also contribute to a positive and productive environment.

Hopefully, this helps you get your "golden ticket"

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.

After being downsized from an Indianapolis staffing company after 17 years, I was forced to look at my career goals to determine what I wanted to do when I grew up.

After much soul-searching, networking, looking at job opportunities in Indianapolis and talking to individuals in other industries and job roles, I started my Indianapolis job search targeting HR jobs, specifically for an Indianapolis staffing company. 
 

While losing your job is one of the most devastating things to happen to you, it is an opportunity to look at what you really want to do. Examine the aspects of your job that you really like or dislike in addition to examining the same things about the company you worked for and the person you reported to. Also think about what is most important to you: growth opportunity, challenge, stability, pay range, driving distance to your home. List your priorities in order of importance to help you target specific jobs, industries or companies. Your priorities are also important to communicate to prospective employers.

A great way to explore new jobs, companies or industries is to work for an Indianapolis staffing company. This is a great way to “try out” new opportunities or to get your foot in the door with a company you have been targeting!

If you need suggestions in finding your new career (or just some comic relief), A Careerbuilder survey listed the most unusual jobs from A-Z. Enjoy!:

A - Actor for haunted house
B - Bingo announcer
C - Clown for rodeos
D - Drawbridge tender
E - Eye glass buffer
F - Fingerprint analyzer           
G - Glass sculptor
H - Hot rod builder
I - Interpreter for government agency
J - Jelly doughnut filler
K - Karate instructor
L - Lifeguard at nude beach
M - Military role player (played Iraqi citizen for military sensitivity training)
N - Note taker for college students
O - Ocean scuba guide
P - Phone psychic
Q - Quiz writer for competitions
R - Rescue squad for pets
S - Stand-in bridesmaid (for weddings where the bride didn't know enough people)
T - Telemarketer for a cemetery
U - Urinalysis observer
V - Voice-over specialist for movies
W - Window washer for skyscrapers
X - X-mas tree decorator
Y - Youth boot camp instructor for juvenile offenders
Z - Zoo artificial inseminator