Indianapolis Executive Jobs

Are you looking for a qualified, temporary staffing agency in Indianapolis to fill positions at your firm?  That’s Good HR is a leading temp agency in Indianapolis. Among all of the employment services we offer, we staff more temporary jobs and temp-to-hire jobs than other job categories. With the rise in temporary service demands in Indianapolis area, as well as throughout the country, we are helping our Indy clients meet staffing demands while minimizing long-term overhead expenses.

As Indianapolis temporary staffing specialists, we recruit job candidates for several popular temporary job categories. In fact, That’s Good HR is a temporary staffing specialist in several job categories, including:

• Administrative jobs: Indianapolis companies often seek highly skilled professionals for office and administrative roles. Many of these positions are hired on a temporary or contract basis to meet demand, but often times become temp-to-hire administrative positions.
   
• Financial and accounting jobs: In Indianapolis, financial and accounting jobs remain two of the most in-demand categories in the local temporary staffing job market. Like administrative temp jobs, financial and accounting positions often start as temporary staffing positions for seasonal projects, and many employers prefer to hire job candidates on a trial basis. For this reason, we have several recruiters at  That’s Good HR who focus exclusively on recruiting and placing temporary job candidates in financial and accounting positions.
   
• Human resources (HR) jobs: As an expert staffing agency in Indianapolis, we also know what it takes to find the right person for an internal human resources role. We help many of our Indy clients recruit for HR candidates, which is also among one of the growing fields in the Indianapolis job market.
   
• Executive (C-Level) jobs:  Many firms consider hiring executives on a contract or temporary basis during leadership transitions, when a current executive is absent for an extended period of time, or simply just to ensure a good fit before hiring permanently. With a recruiting team in place to help you with your executive search, as well as our customized, hrology services such as contract, compensation and benefit negotiation as well as transition services, That’s Good HR can serve the role as your executive headhunter with ease.

So now you know that we are more than just an employment agency in Indianapolis. Whether you’re seeking a temp agency and temp services or simply want to work with experienced Indianapolis headhunters, That’s Good HR can help you find the perfect fit.

As Indianapolis recruiters, we work hard to find the perfect candidates for our clients’ positions. Our clients trust our expertise to examine the skill level and personality of the candidate and match them up with the hiring manager’s needs. This results in a better fit for the company, less turnover and better on-the-job success. But does a perfect candidate truly exist?

While we can’t promise a perfect job fit every time, our Indianapolis recruiting team has a process that helps us narrow the field and arrive at a better qualified hire. Here are some of the methods we apply in our candidate searches:

• Separate the critical skill requirements from the “nice-to-haves”: Once our client has clearly defined the minimum education or training needed for the job, our recruiting team can more clearly screen candidates with the right skill sets.
• Discover important soft skills:  In each position, we have found that having a certain quality such as problem-solving or a specific behavioral attribute can make a difference in job performance.  So we always like to ask our clients about these important soft skills before beginning the recruiting process.
• Learn the history of the position: Whether the position is a new one, or whether our client seeks to replace a previous or existing employee in the job, details about the position, team and working environment can help our recruiters understand the position better, and in return, find the best fit for the job.
• Encourage feedback during interviews: During our candidate screening process, as well as during the client interview process, we like to keep the feedback loop open between our recruiting team and our hiring managers and executives. Whether it was a good first impression during a phone interview, or something that made a candidate stand out from the rest during an on-site visit, we appreciate both giving and receiving this valuable information so that we and our client can make an informed decision.

The proper techniques and insight about a position make the perfect hire possible. Armed with these strategies -- and a little help from our clients --- we can uncover these perfect hires, and match them with their perfect positions.

No matter how competitive the Indianapolis job market is today, employers will always have some level of competition for acquiring top candidates.  A company must understand how to attract the best candidates for its position from among a smaller pool of applicants, as well as how to ensure that the hiring process and candidate strategy results in a successful hire.

Here are some strategies from our Indianapolis executive recruiters for effectively competing for job candidates:

1. Start internally: Make sure your job satisfaction is high and your employee turnover ratio is low, and clear up any outstanding issues with team members or with former candidates. Create an attractive work environment for potential job-seekers to reflect your commitment to the new position. This will present your company in a positive light for prospective candidates.
2. Build a strong brand: Generating positive media coverage for your company will help create more visibility in the marketplace. Having an updated website with a press room, marketing materials, a blog as well as active social media sites will give a positive impression to the searching candidate. Advertising in relevant local or trade media might be an option for your company too, depending on the type of candidates you need.
3. Position your company effectively: If your company cannot compete with others that are much larger or better known, use this to your advantage by presenting your company’s advantages, such as the position’s responsibility, company culture, flexible work environment, benefits, community involvement, innovativeness, or leadership and advancement opportunities.
4. Focus on the candidate experience: There’s nothing like a good first impression. Top candidates will be looking for positive signs that the job is a good fit for them during the interview process. The company or recruiter must build rapport with the candidate from the beginning and ask the right questions to determine whether the person is a right fit for the job, and assess the candidate’s motivation to take the position.
5. Act quickly: The best job candidates don’t take long to decide on a new position. If you are a smaller company, you might be able to act on a candidate much quicker than a larger one with a more involved hiring process. Either way, work nimbly to keep your hiring process moving along so that you don’t lose any opportunities.
6. Have a strong referral network: When top performers are ready to make a move, they will often put feelers in the marketplace among their close inner circle of friends, former co-workers or recruiters they trust. Make sure your network includes a few, quality recruiters so that the passive job candidate will consider your company before going into the active search phase. Staffing agencies can also help you screen and interview candidates, present the company in an objective, positive light, help you negotiate more effectively, and keep the search process moving forward.

With some of these strategies in place, your company will no longer be talking about “the one who got away.” That’s Good HR would be happy to assist your firm in attracting and hiring the best talent for your executive, accounting or other jobs, as well as streamlining your recruiting procedure to make sure you have your pick of the top candidates.

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.

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

Executing

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

Influencing

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

Relationship Building

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

Strategic Thinking

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

• "No pain.  No gain."  Wise words from Benjamin Franklin that we still use today.  Throughout our professional career, we are all going to have to do things that are painful for some reason or another.  However, it's important to remember that doing these painful things will usually end in some sort of personal and/or professional gain.  If you ask anyone in an executive position, they are going to tell you that they endured a great amount of pain in order to excel in the early stages of their careers and "move up the corporate ladder" to get to the position they're in.  And don't forget, how you handle the "pain" in any professional situation will serve as a gauge to your manager as to how you would handle tough, stressful situations in the future.  Don't let a little pain keep you from the potential of substantial gain in the future.  
• "A little dirt never hurt anyone."    Growing up on a farm made this statement all the more true for me.  However, I am thankful that my parents made me try things that were out of my comfort zone because it forced me to learn what I could handle.  Besides learning how a successful self-employed farmer operates, I learned that I was mentally and physically stronger than I realized.  This really helped me in my first job out of college because I would take on the "junk jobs" that nobody else wanted and it always yielded a positive result in terms of my career.  Granted, I wasn't always jumping for joy during these tasks, but I knew that getting my hands dirty proved that I was willing to take on the not-so-glamorous tasks if that is what the department and the company needed at the time.   This is also helpful advice to remember when you are looking for new Indianapolis job openings.  If you can prove to a company that you are willing to do what it takes - even if that means doing things that are beyond the normal scope of your position - they are going to see you as a strong contributor and know that you are going to have the company's best interests at heart.    

• "It builds character."  This piece of advice is especially important to remember during a performance review or any time that you may be receiving feedback from someone.  Although it's hard to hear when someone thought you could've had a stronger performance, it's important to remember that the feedback is not only going to help you develop as a professional, but as a person as well.  You can use that feedback to continue to develop your capabilities and prove to your manager and your team that you are accountable to your performance and results.  

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!

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.

Historically, the phone screen has been a tool that HR professionals use to quickly identify whether or not a candidate should be brought in for a full length interview. The standard phone screen would take 10 minutes max, and would be a very brief discussion of the candidate’s background. More recently, the phone “screen” has become an in depth phone “interview”. Recruiters and hiring managers are using this interview to rule candidates in or rule them out. This critical step in the recruiting process is often your first chance to really “wow” your potential employer. The phone interview should never be taken lightly and there are certain rules that you must follow in order to improve your chances of being successful. Here are a few tips to help make your phone interview a success:

1)      Dress as though you’re meeting someone in person.
While you don’t need to put your best suit and newly shined shoes on, the least you should do is get out of your pajamas and put on something professional. This will help you get in the right mindset. Don’t set your alarm to wake up 5 minutes before your interview! Get up, brush your teeth, talk to someone (yourself if you have to!) so that you can warm up your voice. People can tell when you’ve just rolled out of bed!

 

2)      Don’t talk and drive.
Find a spot with clear reception if you have a cell phone. Or, better yet, use a land line in a quiet room. You never want to be driving when you’re on a phone interview. The last thing you want to deal with is a dropped call. Be somewhere where you can sit and take notes, and most importantly, be focused!

 

3)     Get on the Internet.
Have the company’s website pulled up, check out the interviewer’s LinkedIn profile, take advantage of the resources that you have access to. A quick caveat…if you are easily distracted, print off some information before your interview and turn the computer off. I’ve conducted a few interviews where I could tell the person was surfing while we were talking, and that is a major turn off. You know yourself better than anyone…stay focused but take advantage of the resources around you!

4)      Be concise, but thorough.
Usually you have between 30 and 45 minutes for a phone interview. Make sure that you are answering all questions in a succinct, detailed manner. While this can be challenging, it will help you look professional and well spoken. Practice answering some of the standard interview questions (View some questions here) in the mirror so that you are prepared. You want to make sure you allow 10 minutes or so towards the end of your interview to ask questions that are important to you, so keep a watchful eye on the clock.

5)     Smile.
I can always tell when someone is smiling when I’m conducting a phone interview. When you smile, you sound happy and it’s easier to have a conversation. In addition to smiling, make sure your voice is strong and projecting well. Be confident in your abilities and skills and you’ll have a better chance of being called in for an in person interview.

6)      Don’t forget to ask about next steps.
If you are interested in pursuing the opportunity, make sure to close the interviewer.  Ask them what the next step will be and make sure you get their email address so that you can send a thank you email. 

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.
 

 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!