Indianapolis Part Time Jobs

Think references are a thing of the past? Think again!!

Tuesday, December 13, 2011 by Amber Crosby

As an experienced recruiter and in the Indianapolis staffing industry I'm seeing a trend recently of candidates we are interviewing not being able to provide solid references. Frankly, I'm shocked! As a headhunter who knows a great reference can put you head and shoulders above your peers in the final selection process, I'm left wondering why professionals would feel this is no longer important. Let me address below why you want to have strong references:

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!

Now you are probably wondering, "How do I get a great reference?". The first part is in your control. You have to do a good job for the company, leave on good terms and treat managers/peers with professional courtesy. Once you accept another position or you get the dreaded "We are downsizing/eliminating your position/outsourcing this department/laying off due to lack of work" then the first step is to secure your references. To do this, follow these steps:

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.
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.
If you are on LinkedIn, ask for a recommendation on your work and return the favor for your reference.
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.
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.
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.

Obviously, this is the best case scenario, so what do you do if company policy prohibits your manager from giving a reference? This depends on the level of trust between you and your supervisor. I have always been close with mine so I wouldn't feel uncomfortable asking them if they would talk "off the record" to the company I'm interviewing with. If you aren't close then chances are they won't be comfortable with this. You will need to alert the company you are interviewing with when they ask for references that this will be the response they get. Offer additional references from other companies, volunteering activities, or external customers you worked with at that company.

To address the question I get from new graduates, "I don't have any work experience so how do I get a reference?". Use professors for a reference. This will take extra work on your part but I'm a firm believer in the advantages of staying connected to professors after graduation. If you have a professor more than once for your area of study - Ex. Accounting professor for accounting students then they would be the most optimal reference. You also have many other potential reference resources that you might have considered during your time at school. Summer jobs, volunteer opportunities, extra-curricular activities, student leadership posts and many more. To get them to give you a reference, make sure you follow the 6 steps listed above.

Now go add your references to your holiday card mailing list!!! Happy Holidays from That's Good HR!!

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

Thursday, December 1, 2011 by Harry Danz

With 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)

That's Good HR Weekly News Update - May 27, 2011

Friday, May 27, 2011 by Harry Danz

School is almost out for summer, right? Maybe for your kids and teachers, but not for the rest of us. It is important that we keep on learning and working right through the heat of summer vacation. To that end, I promise to do my best to keep your summer learning light and easy with our weekly news updates. This is a quick way for you to get a great dose of weekly HR, Indianapolis staffing and local news all in one place. If you have not yet subscribed to receive our blog updates via email or RSS feed, just look to the right on our blog and it is easy to do. If you have kids or friends who are looking for summer work, we would love to meet them so please send them our way.
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State’s jobless rate falls again, to 8.2 percent: Indiana’s unemployment rate dropped to 8.2 percent in April, the lowest it’s been in more than two years, the Indiana Department of Workforce Development said Tuesday morning. (From IBJ.com)

The Case For Hiring People Who Never Seem Like They're Having A Bad Day.: (HR Capitalist.com): You know the type I'm talking about. The person on your team (or around your team) who never seems like they're having a bad day. They're the perfect mix of not being negative or overly cynical, but not so sugar-filled that the enthusiasm seems fake.

Workplace Visions Publication from SHRM: Higher Productivity, Higher Skills: Preparing for a New Hiring Cycle.

Generation Wired Goes To Work: 5 Tips for New Grads and 'Old' Bosses : (Fox Business):

‘Think my wife is hot?’ and other job interviewer gaffes: Here are some common and not-so-common interview questions to avoid, and ones to embrace the next time an interviewee walks through the door.

Nature vs. Nurture: Harnessing the Social Media Behavior of Employees, Your Greatest Brand Asset: Employees have always been a reflection of a brand and for the most part, they are aware of this responsibility. So how can organizations leverage the social savvy employee effectively and develop policies, programs and training that meet their needs?

How To Network When You Have No Time: Let's talk about time, as it relates to networking. Think about some of the best networkers you know. All of them have the same 24 hours as you do. So it's really not the time—you can't have more time than anybody is else out there. 24 hours is what we get. (From openforum.com)

Employers see benefits of workplace flexibility: Workplace flexibility — telecommuting, flexible hours and other employee accommodations — is an idea growing on employers who are trying to grow their companies out of the recession. (Marketwatch.com)

The Secrets to Their Success: What Smart Companies Understand About Talent Intelligence: These companies are able to position themselves as best places to work because they rely on data to inform all of their recruitment decisions. (The Hiring Site)

Take Charge of Your Career

Tuesday, May 24, 2011 by Jessica Buckley

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In this kind of low-stability job market there are two big questions: How do you achieve job security in your current position? And how do you get to take advantage of the next big career opportunity? In the book titled "When the Little Things Count… and They Always Count", the answer is the same for both questions (Pachter, Barbara 2006). You have to develop your Employment Quotient (EQ). Your EQ consists of all the little things you need to pay attention to in order to have both job security and also exciting career opportunities—from your on the job attitude to your time management skills and how you handle criticism.

If you come to work on time every day and never call in sick that means you have some good work habits, but it doesn’t necessarily mean you have a high EQ. You have to pay attention to many details. People who do pay attention to their EQs are the ones who look at creating job security and opportunities as part of their jobs. These are people who take an active, enthusiastic role in their career development. They may not be the CEO of their companies. But they are the CEOs of their own careers. EQ means that you do the best job you can for your employer and you know your skills, you know your profession, you know what you want and how to go about achieving it.

Here is how to become the CEO of you, according to Barbara Patcher:

Be positive. If you expect the best, anticipate the best, you are more likely to get the best.

Set goals. You should be able to answer these questions: Where do you want to be career-wise in six months? One year? Five years? Make sure your goals are realistic and that you periodically reevaluate and readjust them.

Continue learning. Even if you are really busy, take time to take advantage of training, seminars, books, and other learning tools – your career advancement or continued employability may depend upon acquiring new skills.

Be proactive. If you see an area of yourself that needs improvement or a situation that needs to be corrected, take action!

Stay up to date with technology. People who make an effort to keep up with it are the ones who make themselves valuable to their organizations.

Find role models. Role models include people you know personally or only by reputation. You learn from them by interacting or watching/reading about them. Identify areas that you want to develop and find people who do or have done that.

Find a mentor. The difference between a mentor and a role model is that a mentor takes an active role in your career development. Find a person who is in a position that you aspire to be in or with qualities and skills you would like to have.

Stay informed of trends in your field. Talk to your colleagues. Read journals and newsletters in your field.

Speak well of yourself. Don’t put yourself down. Why make yourself look bad?

Keep your work area neat and clean. There is perception that you are disorganized if you work with piles of paper and files all around you. A sloppy work area gives others the impression that you may not only be disorganized but also have a distracted mind.

Stay challenged. Boredom drains your energy and can promote negative thinking. If your job has gotten dull and predictable, ask your supervisor for new responsibilities or a project.

Finally, ask for feedback. Ask what you can do better. See if there are new assignments you can take on.

If you follow all or any of these pointers, I believe you will feel in more control of your career and will be able to achieve anything you set your mind to. My favorite out of all of them is number one— if you expect the best, anticipate the best, you are more likely to get the best! If you need help or support in your Indianapolis job search or in navagating the job opportunities landscape, give us a call at That's Good HR. We can provide insight and guidance on how to put your best foot forward in your job search.

5 Ways That's Good HR can help new grads

Friday, May 20, 2011 by Karen Seketa

You did it! Your FINAL finals are done, your seminar papers are all submitted, you have your diploma in hand and you are ready to take on the world. One problem...you don't have a job. Maybe you had a great prospect that fell through, maybe you put the job search off a little too long and the next thing you know you are no longer a student AND you are unemployed, or maybe you have been looking for the right thing and it has not yet come along. Whatever the reason, if you need some guidance, direction or support as you venture into the world with nothing but bills, rent and gas to pay for, it is time to get some help.

We can help. How? Well, here are a few reasons to give us a call:

Staffing is our life. This is what we all do for a living here. We find great people, we find great jobs and we connect the two. Rely on us to be your resource in navigating the landscape as you venture into your job search. I know it makes me sound old every time I say it, but just for example, I bring 22 years of staffing experience to the company and I am only one of many.

We are locally owned and operated. That's right. We are home grown, so to speak. Our company was started almost 13 years ago by owners who are part of the local community. We are engaged in what is happening right here and we are huge advocates for local business.

We are staffing industry veterans and we subscribe to the ethics and guidelines as outlined by the American Staffing Association. We focus on doing what is right for our candidates and for our clients and we are not afraid to speak up when things seem to be going in the wrong direction.

We are honest. We will tell you if your resume needs work, if your interview skills are not up to par or if you background does not fit the needs of our clients. We conduct face to face interviews with all of our staffing candidates so you know exactly who we are and who you are working with. We will even tell you to change your voice mail message if we feel like it will get in your way of securing a job.

We know what we are talking about. Follow us on Twitter, Facebook, LinkedIN or subscribe to our blog. You will hear us talking about what is going on out there in the local and national environment on a regular basis. We make it our business to keep you informed. If you go on an interview for us, we make sure you are prepared. If you go to work for us, we give you more information that you might think you need. You can rely on us to provide the guidance you need in your Indianapolis job search.

We have already begun to see some of the talent coming out of school coming through our doors. It is a great big world out there - make sure you have a good map or a living breathing GPS, like That's Good HR, go guide you.

Taking time for tadpoles

Tuesday, May 3, 2011 by Karen Seketa

Spring really is here now...maybe the sun will even come out soon. If at all possible, take a break from all of the stuff you are running around doing, even if that means some things don't get done. I am writing this blog while sitting on the porch at our farm in the country, watching my son hunt for tadpoles.

I am not sure you can even qualify it as hunting. You simply put on your favorite rubber boots, find a great big puddle and scoop them up. When you have gathered enough to satisfy your hunting urge, you pour them all back to continue their metamorphosis. Wouldn't it be nice if all we needed in life to grow and thrive was a muddy puddle? You would not even need to keep it clean.

Life these days seems to move at lightening speed and we find ourselves waking up each morning in a panic, already anxious about how in the world we are going to accomplish all of the items on our list. Working for a staffing company in Indianapolis we know that as the job market begins to improve and job opportunities in Indianapolis open up, job seekers and those looking for a career change are feeling like there are not enough hours in the day. You start to feel that the more you do, the more you will get done - but the truth is the more we do, the more we find to do and when the end of the day comes, we all feel defeated. We all run at this pace and teach our kids to run at this pace too until one day we realize that life is passing us by and we are just running from here to there and doing things, but things never all get done so we do more things and then there is no time to enjoy ourselves. No time to step back and look at all of the things we have been doing and enjoy the results.

boots

Now, not everyone is like that. Many people have an inate ability to relax and enjoy life, all the while holding down a great job. My husband is a perfect example and he is the reason that I don't waste my life running around doing things all of the time. His dedication to the outdoors has turned this city girl into a part time country girl and it has become a survival tactic.The upside? It forces me to participate in his love for the outdoors and to truly appreciate a long walk in the woods and these days, stomping in mud puddles.

I recently read an article titled "Play Power: How to Turn around our creativity Crisis" in which the author, Laura Seargeant Richardson stated:

During my keynote speech at MIT's Sandbox Summit last year, I suggested that "Play is the greatest natural resource in a creative economy." In the future, economies won't be driven by financial capital or even the more narrowly focused scientific capital, but by play capital as well.

Clearly, hunting for tadpoles is good for you and for your kids. So, get up a little earlier than usual. Get that resume updated and ready to send. Contact your local friendly staffing agency, That's Good HR, for some help in your job search and then put on your rubber boots and go outside and play. Find a mud puddle and see if you can find some tadpoles. If even for an hour, it will energize you to get back to work with more vigor than before.

Even Claude the Albino Alligator needs to manage his Brand

Wednesday, April 13, 2011 by Karen Seketa

Ahh, Spring Break - that time of year to pack up the family and go. This year my boys and I took a trip to Sacramento CA with a stop in San Francisco to spend some time with two of my sisters. My baby sister (and I can say this because she was born when I was 18) lives in San Francisco and works at the California Academy of Sciences. We were fortunate to be able to visit Meg there and get the VIP tour which included a visit to meet Claude the Albino Alligator. Now, Claude is not just another resident at the Cal Academy. He is also a key part of the organization's marketing through the use of his personal brand. Everywhere you go you see Claude hats, T-shirts, stuffed animals and postcards. There is a Claude mascot who wanders around and mesmerizes the small children. Claude is known to all in the local area and is showcased in his own giant habitat on the first floor. "Beyond his albinism, which adds interest, Claude is pretty cool," said Brian Freiermuth, a biologist and one of Claude's handlers. "He's a quick study."

Of course, I could not go on vacation and get completely away from thinking about blogging, because it is during your downtime that the best ideas come up. I immediately sat down and my computer after this visit and created the title for my next blog post. That is where I stopped and did not come back to it again until today. Back at work and ready to resume my social media efforts for That's Good HR, I have been researching current news about hiring trends, staffing industry metrics and Indianapolis job openings. I noticed a trend in articles and blog posts about personal branding and one in particular was spot on with what I was thinking when I met Claude the albino alligator. I posted a blog on this topic back in February and it is interesting to note, I referred to Dan Schawbel in that post and that is who I will refer to again - he is an expert in personal branding after all. I think this topic is important enough to mention on a regular basis.

Dan's most recent blog post, 5 Reasons Why Your Online Presence Will Replace Your Resume in 10 years is just a little scary...but I think he is onto something here. In this post, he states: "We’re seeing more and more recruiters use the web as a place to search for talent and conduct employment background searches. This trend is set to increase year over year and I’ve been predicting that an “online presence search” will become as common as a drug test since 2007." Yikes...better get out there and do some proactive searching on your online brand and get to work making sure that you own it and manage it appropriately.

Now, Claude has in his court the fact that he is unique and that is what makes him stand out. He has many other qualities that others work hard to communicate for him and therefore his brand is properly managed by others - which is especially important because he cannot type. I encourage you not to rely on others to manage your brand - other than supplying you with glowing recommendations for others to see. Don't just take my word for it- in his post, Dan says "By claiming your web presence, you’re protected from other people, with the same name, claiming it before you. You also gain control over how you’re perceived online, and thus what employers find out about you when they conduct their search."

If you do not know how to manage your own online brand, find some one competent who you can trust to help you get started. Finding someone like Claude did, who has a vested interest in your brand is even better. What you cannot rely on others to do for you, however, is to figure out what your brand is. What makes your skills unique and desired and not just like everyone else's? What do you bring to the table that would provide an employer with a sustainable competitive advantage just by hiring you? What important information do you have to share with the world that you could contribute online?

Get going, and if you need some help building experience on your resume or identifying what creates your personal brand, come and see us at That's Good HR for some advice. If you happen to be in San Francisco anytime soon, I encourage you to get some advice from Claude at the California Academy of Sciences - it will be time well spent.

Time Management

Thursday, April 7, 2011 by Stacy Rouse

Typically, when the title "Time Management" is used for a blog, one might think they are going to get some tried and true techniques on how to better manage their personal and professional schedule throughout the day/week/month. However, that's not what I am going to talk about. What I'm talking about is how to make sure you are effectively managing the time you are spending with a recruiter or Indianapolis Staffing firm. This is important for a couple of reasons. First, you don't want to use more time in a recruiter's day than they have allowed for you. Second, you want to make sure that the time you are spending with them is relevant and impactful.

I had a situation a few weeks ago where both of these items became an issue. In my verbal and e-mail confirmations to a candidate I had told him to be prepared for a 1 hour initial interview with me. That interview ended up lasting 2.5 hours. Needless to say I was a tad frustrated when I walked out of the meeting and the rest of my day had been derailed by this 1.5 hour blunder. I made every attempt possible, including blatantly interrupting him (which I hate doing), to try to get him back on track. Nothing was working. For the most part his answers to the questions were good once he got to the point, but it took forever for him to get there. This person could have been a strong candidate for an opening for which I was recruiting, but all of the good answers were drowned out by fluff and irrelevant information that essentially lead to his demise. At the end of the interview I was not only mad at him for not following time guidelines that I had set forth from the intitial conversation, but I also didn't have as solid of an understanding of his expereince and capabalities as I could have if he would have kept his answers on track.

So what can you do to avoid this issue if you are in an Indianapolis job search?

Ask the recruiter interviewing you how much time to allocate for the entire interview process. You will need this for your own planning purposes, as well as for ensuring that you are respectful of the time of the people involved in the interview process.
If you run out of time in an intervew and aren't able to discuss everything you would've liked, don't try to cram everything in during the last five mintues. Instead, wrap up the conversation effectively, then afterwards follow up with the recruiter to ask for an additional phone conversation as a follow up. That way you will have had time to gather your thoughts and cover any pertinent information that wasn't covered in the interview in a clear, concise manner. It's also a good way to make another good impression on them. However, don't make the conversation all about you. Make sure to ask a couple of questions pertaining to the company and/or position as another way to show your interest in continuing in the proccess for their Indianapolis job opening.
If you are in an interview and you realize that you are running close on time, you can (if the timing is right) bring that up to the recruiter so they have the option of continuing the interview or scheduling a time to finish up. You can say something as simple as, "I am very much enjoying our conversation, but I also know we are probably running close to the end of the time that you had alotted for the interview and I want to be respectful of your time. I am fine to continue, but just didn't want to throw off your schedule."

Of course there are going to be those times where the recruiter is the one to prolong the interview, which can be just as frustrating. It's not a secret that Central Indiana jobs are still a little difficult to come by, so make sure that you don't allow your lapse in time management be a reason for losing out on your ideal Indianapolis job opening. Here at That's Good HR we are happy to role play situations like this with our candidates that we are assisting in their Indianapolis job search. Practice makes perfect!

Navigating "Cultural Fit"

Tuesday, March 8, 2011 by Karen Seketa

I have recently been working on an internal project around hiring trends in Indianapolis that has me pondering one of the key factors that really differentiates That's Good HR from the "staffing world at large". Cultural Fit - that obscure business buzzword that has become a

requirement to filling most any Indianapolis job opening these days. How do we begin to understand, identify and capture this vague requirement and then successfully match a person to said "culture"? And why does it even matter so much?

On my quest for clarity, here is a bit of what I discovered:

One source that dates all the way back to 2007 still rings true with the following observation:

"In any size company, in almost any industry, in any location, culture plays a significant role in both attracting and keeping great talent. When hiring employees, hiring managers have a major responsibility to ensure that each person they “invite to the card game” and introduce into their group has been effectively screened for both their ability to perform their job and their cultural fit within the organization."

This post makes an analogy of cultural fit as it compares the concept to the weekly "poker game" where a set group of acquaintances gather regularly to play cards and where there is a mutual understanding of the rules and the expected behavior. When someone new joins the group, they too must understand the environment, the expectations, the rules AND they have to be willing and interested in joining under the terms of the "culture". Without agreement on both sides, the relationship is doomed.

This is where I think people get confused about cultural fit. It is not a one way street where the company picks the candidate who passes the "cultural fit" test. Many times, it is the candidate who picks the company based upon their personal cultural fit requirements. So, where do we go wrong most of the time? It is when you find the ideal candidate with the perfect skill set and experience and you alter your representation of the culture in order to fit the peg into the hole. The match is made, the employee comes to work and within a month, both parties wonder why it is not working out and many times, part on not such good terms. Money, time and energy wasted based on an avoidable mistake.

As a hiring company, you should never design the story around your culture based on what the perfect candidate wants to hear and job candidates should never sacrifice their own cultural requirements just to get the job unless they plan to live in harmony with the consequences. Compromise is a short term fix to the problem - the company gets a qualified person to fill a seat and the candidate gets a job. Long term, everyone loses and usually at a very high cost on both ends.

There is a great post on Fistful of Talent that does a colorful job of illustrating this point. This post takes a "tongue in cheek" look at the reality of what cultural fit means by taking a look at hiring for the DMV. While I am not in agreement of the full analogy, the story it tells is compelling. Here is what they have to say:

"Cultural Fit is hard to describe for most folks. A company can have a culture that most observers say is “good,” but that doesn’t mean that all qualified candidates will be a good fit. And if you’re looking for an organization that gets hiring for cultural fit perfectly? I would suggest looking at… nope, not Netflix, not Google, not Target… look at your local Department of Motor Vehicles (DMV). Surprised? Think about it for a second."

At That's Good HR, we have developed a knack for understanding the culture of the company, department or office where our candidates are going to potentially be working BEFORE we even take the first step in making the match. It is not rocket science, although we would like to believe that it is an acquired and very valuable skill. It is not magic, but there is some mystery and intuition that goes into developing both customer AND candidate relationships to the level of being able to really "get it" when it comes to understanding the culture. Working with placing candidates in federal government positions, this becomes critically important so we have spent years developing a true understanding of the culture and we are constantly reviewing our understanding to keep it current and relevant.

To further illustrate the impact of understanding cultural fit in the workplace, it is interesting to note that one of the most relevant articles I found in my research on this topic is global...this one comes from Australia and it is very applicable right here in the US. I encourage you to take a look at the business case it offers...good stuff.

At the end of the day (another key overused business buzz phrase) be true to yourself, as cliche as that might sound. If you choose not to, as the client or the candidate, be ready to maintain the facade for as long as you want the relationship to stay alive....sounds a little like dating, doesn't it?

A Big Fat Secret about Employee Appreciation

Thursday, March 3, 2011 by Karen Seketa

Here's a secret....and I won't even charge you for it. Free advice, right here from That's Good HR. It has to do with yet another "day" officially designated to recognizing people we should already be recognizing every day of the year. Our employees. Do you want to know the very best way to celebrate "Employee Appreciation Day" this Friday, March 4th? Here it is....

TALK TO THEM! Tell your employees that you appreciate them. Plain and simple. No flowers, cookies, movie tickets, plaques, poems or form letters needed. Just a conversation please, however brief. Just a few minutes to look them in the eye, learn something new about them and thank them.

Truth be told, I think it is ridiculous that we have dedicated a single day to employee appreciation. Seriously, if you are not appreciating your employees on a regular basis then A) you have the wrong employees or B) you need to review your priorities as supervisor. Or both. As an Indianapolis staffing company, it can be challenging to stay connected to our employees as the roster changes every day. The nature of temporary work is that there are many talented people who are your employee one day and are not the next. Add to that challenge the fact that they all physically work somewhere else. As you can imagine, we really struggle with communicating to our employees how much we appreciate them. That is not an excuse - we know it is our job to figure it out and manage our communications with our temporary employees so they know we care about them.

We survey every one of our candidates after they come to our office to apply and interview (yes, we actually MEET our candidates before we submit them for a job) and then we survey them again each time they complete an assignment for us. Do you want to know what is MOST important to almost all of those surveyed? You guessed it - communication. Keeping in touch, keeping them informed, keeping them connected. Now, I would be outright lying to you if I said we had this mastered. I am telling you the truth, however, when I say that this is the top priority that we discuss, brainstorm around and struggle to master every day. When we figure it out, that will be another secret for another day.

When you are a temporary employee, you suddenly become part of a bigger group of people who all want the same thing....gainful and meaningful employment. I read an interesting post on Fistful of Talent that talks about employee appreciation and I love what it has to say. It is called The World Is Bigger and We Are Smaller – The Paradox of Recognition and here is an excerpt:

"Use Employee Appreciation day to find a way to connect one-to-one with each person on your team. Make them huge in your eyes. Don’t make them small by comparing them to everyone – make them big by valuing what and who they are individually.

It is a paradox. We want recognition on a large scale but value recognition from just one.

Shrink someone’s world and make him or her valuable to you.

Ask yourself, how will I make someone large this week? Next week? All year?"

I concur. Now stop reading this blog post and go talk to someone and make them huge.

Tips for Getting the Most Out of Career Fairs

Tuesday, February 22, 2011 by Stacy Rouse

If you are currently in an Indianapolis job search or will be in the future, you have probably thought about attending some sort of career fair. To most people a career fair is easy: you show up, you bring a few copies of your resume, gather some business cards and other goodies, then head home and hope to hear back from someone regarding their Indianapolis job opening(s). However, there is much more thought and preparation that should go into being properly prepared for a career fair and to make the experience a success. Below I have listed several tips to help you make sure you are putting your best foot forward when attending a career fair.

Bring many copies of your resume to submit to employers. Also make sure to provide a copy of your resume at the registration table. Most career fairs scan in those resumes and send out a database to all employers.
Come prepared--do your homework. Make sure you know who is going to be there and gather information about the companies that you intend to target specifically so you can have intelligent interactions with them.
Dress appropriately. First impressions are important. VERY important! Appropriate attire for any type of career fair is Business Professional…no exceptions!
Respect employers' materials/sample items. Some employers bring large quantities of print materials or "give aways" clearly intended for job seekers to take. Other employers bring a few copies of print materials, sample products, etc. as displays at their tables. Always check with employers before taking materials from their tables and don't take materials still packed in boxes. Do not ask if you can take some goodies home for your friends or kids. Some employers come to multiple days of fairs and plan to have enough materials for all days.
Prioritize the employers you're most interested in. If your schedule allows, you may find it easiest to start with the employers that are least likely to have a position in your area of expertise, but are still companies of interest to you. This will allow you to hone your approach and to be most confident when you approach the employers you're especially excited about. Assume that you will need to wait to speak with some employers.
Be flexible. Thecareer fair web directory usually provides a brief summary of employers' opportunities. This information is not always submitted by the same people who attend the career fair. Some positions may no longer be available and other openings may have just emerged. No single employer representative is knowledgable about all positions available, especially in a large organization. Some reps attending fairs are there to share their experiences working at the organization and may not be involved in the hiring process. If the employer rep at the fair does not know specifics about jobs/internships of interest to you, ask how they recommend that you obtain that information.
Introduce yourself. Extend your hand, say "hello" and state your name. Have your resume ready to give to the employer.
Take notes when you inquire about next steps and the possibility of talking with additional representatives. The representative at the fair may not be able to answer all of your questions or know specifics about your job interests. Write down the names, telephone numbers, etc. of other staff in the organization whom you can contact later.
Ask the representative for his/her card. Having the business card of the representative you have just spoken with serves three purposes. First, you have a direct contact within the organization, including the proper spelling of the representative's name, direct telephone line, etc. Second, a brief thank-you note acknowledges the help they gave you and the time they took to speak with you. Third, sending thank-you notes is a good professional habit.
Be courteous! In addition to representing yourself, you also represent the organizations to which you belong. Demonstrate sensitivity to other job seekers waiting to speak with employers by keeping your questions brief and offering to continue your conversation at a later time. Enjoy the fair and your interaction with the employers. Let your positive attitude show!
Allow yourself adequate time. Come as early as possible. Typically, fairs are less crowded in early hours and are busiest during the lunch hour. Fairs close promptly at publicized ending times to accommodate employers' travel arrangements, so don't expect them to stick around.
Don’t complain. About anything! The length of time you had to wait in line. The temperature in the room. The economy. Your past employer. Employers are excited to hear how you may be a great asset to their company and not about how well you can complain about things.
Be prepared to answer the question “What are looking for?” with something more unique than just, “I am just looking for any kind of job right now.”
Don't overlook the importance of staffing agencies. Obviously the majority of job seekers are looking for a full time position. However, Indianapolis Staffing companies may have contract or part time Indianapolis job openings in your area of expertise and with the companies you would love to work for. As hiring trends continue to show Indianapolis openings being filled by contract or contract to hire staff, you could be missing out on a number of opportunities by not keeping your mind open to contract positions.

If you take these suggestions into account when preparing to attend a career fair you will be more likely to land the Indianapolis job opening that you want. Preparation and attitude is key, so make sure you put extra effort in both of those areas. Look for That's Good HR at the following upcoming career fairs. Come by and see us and be sure to tell your college friends, co-workers or children to stop by to introduce themselves at one of these upcoming events.

Kelley Career Fair - February 23rd
Collegiate Career Expo - February 24th
Just In Time Career Fair - March 30th

Home with the flu? Perfect time to prioritize....

Monday, February 14, 2011 by Karen Seketa

Last week is lost to me. It is a hazy memory of sleeping, coughing, sleeping, aching, sleeping

and then tending to my son who caught my germs and went through the same scenario. Being sick wreaks havoc on productivity and is really a colossal waste of time. My inability to even get out of bed for over 48 hours was one of the most frustrating experiences I have had in a long time. It is when you are sick, I mean really, really sick - that you truly appreciate what it is like being healthy. True to form, however, I was determined not to let my illness spit me out on the other side without something to say for myself. I realized that when you are sick and cannot do all of the things expected of you, this is perhaps the very best time to do some priority checking.

When you are down and out and simply cannot keep up with your responsibilities, someone has to step up and take on those most important items on your list. This is the time when you really have to decide what can be skipped, what can go without doing for a few days and what on your list is a non-negotiable. For the non-negotiables, who is going to cover for you while you are out of commission? It is interesting to look at a few days in your life from this perspective and quite honestly, a little bit humbling because no matter how busy you feel like you are, life does go on without you. As a veteran of the Indianapolis staffing industry, this is what we do for a living - we make sure the work still gets done, even when someone is missing.

Now, as you are reviewing your list of things for coverage while you are ill, if there are any non negotiable items on that list that no one can do but you, you have failed at the important skill of delegation. You should never put yourself in a situation where you are the only option for something important to get done and if it is something for work, your boss should never have someone on their staff who is the ONLY one who can get something critical done. I know it is good for our egos to be "needed" and it makes us feel important and secure in our roles, but the bottom line is, you are doing everyone around you a disservice if you hold the only key to important tasks in life.

For instance, I thought I was the only one who could get my kids ready for school with a proper breakfast and a healthy packed lunch but my husband did just fine getting them where they needed to go and it turns out they can pack their own lunches when they need to. I also learned that I am not the only one who can go grocery shopping, cook dinner, read bedtime stories, check homework, and the list goes on (laundry is still questionable). Thank goodness I was wrong or life would have been miserable for everyone last week.

As far as work was concerned, the things that only I do are all in the important but not

urgent category so they could wait for me to return. I found myself prioritizing my job by those things I really needed to get back and get done and those things that I really enjoyed doing and appreciated about having the job I did. As I was lying sick in bed, I was able to really focus on my job and the key elements of what I do and strip away those things that were good to have, but not urgent enough to take precedence when I returned. Being out sick for a few days really makes you recognize where you are wasting time on a regular basis and to get a better focus on how you really should be spending your time and energy.

I urge you to do a sick "trial run". No matter what job you might have, be it a part time job or a six figure job - pretend you are down and out for a few days and prioritize your responsibilities. Make sure there is someone there to back you up, both personally and professionally and most of all, don't be the only person who can do anything that is critically important. You will be glad you did, because I can tell you from experience, if you get what I got, you will not care if the whole world stops spinning because you can't get out of bed - you will just want to sleep through it.

One of the first things on my list was to write and post a blog on our website and as luck would have it, my illness provided some great content so that is one thing I can check off as of right now!

What Will Show Up On Your Background Check?

Wednesday, January 5, 2011 by Lisa Minter

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!

The "Naked "Truth about Employment Trends

Monday, December 27, 2010 by Karen Seketa

Patrick Lencioni's newest book, "Getting Naked", heralds a provocative approach to client service. He focuses on the concept of "entering the danger" in your consultative

relationships with your customers. Here is an excerpt from Patrick on this topic:

"Entering the danger is powerful because it makes a bold and unequivocal statement that you care more about helping your client than about protecting your business. Whenever I've entered the danger with clients, they almost always stop me afterward and say something to the effect of "thank you for making us deal with that issue; we've been avoiding it for way too long."

Now, entering the danger does have costs. First, it is always uncomfortable. As positive as it almost always turns out to be in the end, it can be downright scary in the moment. Second, in rare cases, a client won't appreciate the naked approach and might very well punish you, going so far as to end your relationship. But without the discomfort and possibility of backfire, there would be no danger."

As an Indianapolis staffing professional, one of my core responsibilities (and natural tendencies) is to keep current on any "danger" trends that we see in the marketplace as they relate to hiring trends and Indianpolis job opportunities. Currently,we are experiencing two rather sensitive "danger" trends as they relate to Indianapolis job openings. One on the client side, one on the candidate side. We know these issues could cause some emotional response from our constituents but from our perspective these are very real and very important to recognize so we are going to risk the danger to talk about them out loud.

For our clients - we have noticed a recent and quickly escalating trend of our best candidates securing fulltime employment faster and having more irons in the fire that are all moving quickly through the hiring process. Our fair warning is that for clients who are used to taking a long time moving through the interview and decision process, you will no longer have the luxury of those great candidates having the patience to wait for you. There are too many other interested and viable options that they can pursue and the fastest to the hiring finish line will win the loyalty of the candidate. This is a hard message to communicate to our customers who are used to having the time to mull over their hiring decisions with our candidates, but the reality is that it is part of our responsibility as a service provider to be very clear and consultative about employment trends, as we are typically the first to see them. We are doing a great disservice to our customers if we do not. Our message with new job orders these days is this: move quickly or lose your chance at the choice candidate we work hard to source and carefully select for you.

For our candidates - the trend is a scary one. The applicant flow we are seeing is showing more and more signs of having been out of the workforce for anywhere from 12-18 months, sometimes longer. The extensions in support from unemployment payments has resulted in many choosing the remain on unemployment instead of taking a lower paying position to remain in the workforce. This is a tough conundrum and one can understand the argument of keeping your stream of income coming in from unemployment funds vs changing your lifestyle to adapt to a lower income if you don't have to. The downside to this is that our customers are standing firm on their requirement for recent and relevant work experience in order to even consider a candidate for a position. This goes for both temporary and full time positions. The relevant may not be as critical as the recent, but given the significant of changes that have taken place in the workplace over the past year or two, anyone who has not been employed may find it difficult to adjust to today's office cultures, technology and expectations.

Our advice for our clients is to take a moment to assess your hiring processes and see how you can streamline them to ensure that you get the candidate that you want before they get away when your competitor moves faster. For our candidates - make sure that you are taking any action possible to update your resumes with recent and relevant experience - and if you have been out of the workforce for an extended period of time, see if you can apply other experiences such as part time work, self-employment experiences or volunteer work. Be sure to recognize that the workplace has changed over the past year and educate yourself on updated technology and workplace trends through research and following blogs such as The Hiring Site by Careerbuilder and Career Realism.

At That's Good HR, it is a fine balance to please our customers and our candidates while providing important information about local workplace and employment trends. We do our very best to be honest and forthcoming with what we are seeing and hearing out there in the Indianapolis job market so we can provide a service that goes above and beyond the simple of matching of a need to a candidate. I know that we always appreciate it when our customers and candidates are honest with us and it is our goal to provide the same service to them, even when it means we have to enter the danger.

Confessions of a High "C"

Monday, November 8, 2010 by Karen Seketa

It is not easy always living by the rules and for someone like me who has a DISC personality profile with a Conscientious or Compliance factor off the charts, it can be downright cumbersome just to cross the street sometimes. The actual definition of a high "C" factor is:

Conscientious: People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful.

When people ask me what a High "C" personality means, I always use the following example:

When the red man (or hand) is showing on the crossing signal, it is almost impossible for me to cross the street. If th

ere is no little green man walking, it causes me physical and mental pain to step out into the street. Why? Because those are the rules and I always follow the rules. I don't go in the express grocery line with even ONE extra item (even if it is a small as a pack of gum), I don't call in sick at work if I am not actually sick, I am quiet in the library and I go to the dentist every 6 months. Yes, it is an affliction that can make life challenging at times because I have to tell you that it is not unusual for me to be the ONLY one following the rules in certain situations. More than one friend has left me on the curb alone to wait for the little green walking man because they have dodged traffic and crossed the street without me.

Yes, it can be lonely being a rule follower, but the truth is that in many ways it makes life easier. I don't have to deal with people sending negative energy my way for not following the rules, I don't have to keep track of the lies I have told for fear of getting caught, I have passed that trait onto my children which makes them much easier to get along with and I sleep well at night.

Every once in awhile I really want to break the rules when I find them to be illogical or when they don't really feel like "rules" at all upon closer inspection. For example, when I signed up for a recycling pick up, I read the pamphlet closely and it seemed to me there were an awful lot of rules around what to recycle and what they could not take. I never

knew there were so many different kinds of plastic, for example. On the first pickup date, I was very careful to sort through everything I had to make sure it all complied with the rules. Once I did that, I realized that I could not possibly get it all in the little orange bin so I ended up actually trashing some my recyclables just to make sure I followed the rules. As I drove down the street that morning, it occurred to me that all of the other homes had extra bags in addition to the little orange bin and the every type of plastic, paper and cardboard were represented. After observing this for a few weeks, I decided that the information on the pamphlet I received were really more of "guideline" rather than the rules. Guidelines, I can work with and now we have enough recycling to fill multiple bags.

Which brings me all the way around to the topic of your Indianapolis job search and Indianapolis staffing. My point? There are rules about your job hunt and then there are guidelines. Rules of the job search are simple and logical:

Show up for your appointments
Don't be late
Be professional
Tell the truth
Do your best

Guidelines are all around HOW you follow the rules. There are so many avenues and resources for identifying and pursuing job opportunities - there is no hard and fast rule about which one to use. There are many ways to interpret what it means to be professional and it is important to understand what that means for each and every interaction you have during your job search. Telling the truth may seem obvious, but how you spin your answers and your stories in your interviews can ruin a great opportunity if you are not honest. "Do your best" may mean different things on different days; we all have our good days and bad ones. One tried and true rule of the job search (and most anything you ever do) is that you will NEVER get back more than what you put into something.

It does not matter if you are high compliance or not, when you are in your job search, you still have to follow the rules and do your best to interpret the guidelines. Self awareness is of great value in your job search so you know what to expect of yourself and how to best manage the various aspects of your personality. It is worth the time and money (within reason) investment to conduct and review a personality assessment of yourself as part of your job search preparation. Quintcareers.com is a website I have used over time for reference materials and they have some suggestions for some free and paid personality assessments you can take. Take a look and then you also might consider working with a recruiter, like those at That's Good HR, for more personal coaching and preparation for your job search.

Best of luck in your search and remember, be true to yourself, understand the rules of the game and the follow them. Don't cross the street if the green man is not walking.

Job Announcements Galore for Indiana!

Tuesday, November 2, 2010 by Stacy Rouse

Wow, what a whirlwind of a week it was last week! Not because I was busy with attending job fairs and giving presentations in addition to my normal daily tasks, but because the state of Indiana has received several big announcements regarding job creation! Nearly 2000 new jobs

were announced for 4 companies that are growing or bringing functions to Indiana. On Tuesday, ExactTarget, Inc. announced plans to grow it's Indianapolis headquarters by 500 and Cummins revealed plans that they intend to add 350 jobs as part of a growth initiative for their global headquarters in Columbus. Today, Progress Rail Services announced plans for a manufacturing facility in Muncie and Ascension Health will be adding nearly 500 jobs in a professional service center that will be located here in Indianapolis.

This is great news for those in the Indianapolis job search and for the Indiana economy in general! According to Indiana Secretary of Commerce, Mitch Roob, this could be the largest number of job announcements in one week that Indiana has had in a very long time. I have to admit that I am a little skeptical on whether all of these will truly come to fruition since we have had some announcements in the past that didn't quite pull through like anticipated; however, I am hopeful that the majority of these will come through and just the activity itself is awesome!

In all the excitement over these announcements some job seekers can get a little over-eager in their efforts to fill one of these Indiana job openings.  Therefore, I have a couple of words of advice for anyone that may begin targeting these companies in their active or passive job search.

1.  Don't start approaching any company or open opportunity without a well thought out plan.  Pause. Take a deep breath. Then put together a plan for how you will target these companies.  It will be very apparent if your networking activities are haphazard.

2. Only apply to those jobs for which you really qualify. Don't just start applying to any and every position that they post on their website in hopes that you will get selected for something. Be patient and only apply to those positions that actually match your skills and experience. It will take time for these positions to all be filled and recruiters don't want to handle thousands of candidates beating on their door before they're ready to start filling these position.

3.  Don't spam current employees of those companies. You should not just start asking to connect via LinkedIn with anyone and everyone that works for those companies. Instead, only connect with those you can truly offer something up to to make it worth their efforts to connect with you or that you have met in person through an event or organization.  Remember, you are one of hundreds (if not thousands) of people who are trying to get the time of these employees. Make sure that you make a good impact that shows your intelligence and willingness to develop a relationship with them that is mutually beneficial.

Your approach to these companies and openings can make or break any progress that you're hoping to achieve. Don't let the excitement of all of these great announcements cloud your vision and jeopardize your otherwise organized Indianapolis job search. The other important thing to remember is that people will be leaving their current positions to take some of these opportunities, which means that other companies will then have open positions as well that may be just as fitting for your background.

That's Good HR is excited for the state and it's job seekers that this activity is happening. Hopefully this is just the start of job growth for the end of 2010 and the start of 2011!

Useful LinkedIn tips for college students

Wednesday, October 20, 2010 by Stacy Rouse

Recently I participated in a Career Services Advisory Board meeting for Butler University where the group discussed hot topics in career planning for college students beginning their Indianapolis job or internship search. There was a lot of interesting discussion and I could share millions of the thoughts and ideas that were expressed, but I thought I would keep this post focused on one portion of the meeting which I feel was most applicable to all students, no matter where you are in your search. The topic was the use of LinkedIn by college students to aid in their Indianapolis job or internship search and where we, as employers, feel students are really missing the mark.

As hiring trends continue on the path of employers using LinkedIn to not only find talent but

to also promote their company brand, it is extremely important that students put adequate effort into their personal brand through LinkedIn. The overall consensus of the group was that most students are not focusing their efforts correctly when building their profiles and trying to make connections, especially with those people that work for a company they're targeting. Therefore, the employers in the room helped develop a list of items that the Internship and Career Services office would be working with students on every time they met with them. Below I have outlined some of the main points that were discussed:

Your Profile: Make sure that your profile is as close to 100% complete as possible. If you are simply listing your name, the university you are attending and your major, you're not doing yourself justice. Make sure to list relevant school activities and organizations that you are involved with to prove that you have been doing more than attending class, eating and sleeping. Have a couple of other people review your profile for completeness and grammatical errors.
Profile Picture: If you are going to post a profile picture, make sure that it is extremely professional. Remember, this is not Facebook, it is a much more professional social media outlet. Don't post a casual picture with you in a Purdue t-shirt (which, as a Boiler fan, is hard for me to say) and jeans outside of your apartment. You need to be in a business suit with a professional backdrop. Ideally it would be best if you can post a headshot picture taken by a professional; however, we do understand that not everyone has that at their disposal.
Invitations to connect: The majority of our time was spent on this topic and how most students mistakenly leave a bad impression by simply sending the general LinkedIn message of, “I would like to connect with you on LinkedIn”. This is especially bad when you are trying to make a contact within a company you’re targeting in your search and that person doesn’t even know you. As employers and professionals, we consider that spam. In addition to that, why would they want to make an effort to give you additional information or even offer an informational interview with their company if you can’t take the time to send a well thought out, tailored message?
Recommendations: Make sure that you are getting recommendations from reputable sources that can speak intelligently about you as a working professional. For example, if you are part of an on campus organization, don't have your group's president write a recommendation about your work as the secretary. It is going to carry much more weight if you have a recommendation from the faculty advisor of your group. This is someone that is in a professional role and can truly attest to your capabilities from more of a “management" perspective. A side note to that is that you should not just send random, blanket e-mails to your connections asking for a recommendation. Either reach out to the person(s) you would like a recommendation from via a phone call or a separate personal e-mail, not sent through LinkedIn. You want them to know that you would really value their individual recommendation.

I know a lot of this can sound like basic common sense, but overlooking any of the above items can put a stop to any strong connection you may be attempting to get. When used appropriately, LinkedIn can be one of the best tools for anyone in the Indianapolis job search.

Honesty really is the best policy...

Monday, October 18, 2010 by Karen Seketa

My son, Nate, loves Halloween. The truth is, he loves any reason or no reason to

put on a costume. My sister calls him the "man of many faces". That said, it will come as no surprise that he had chosen and purchased his Halloween costume in early September this year. The "skeleton zombie" decided to test the effectiveness of his costume right away which included wearing it when we went to visit friends. The first time Nate jumped in the car wearing his skeleton zombie costume, I sighed heavily and said, "put on your seat belt"; to which he replied, "why would I do that when I am already dead?". Could he have been more honest?

Fast forward to the soccer tournament this past weekend. Interested friends and neighbors asked Nate if he thought they would win. Without skipping a beat, Nate replies, "No way, we stink". Brutal honesty.

The topper. Last night I was helping Nate work on his "Star of the Week" Poster. All of you parents out there know exactly what I am talking about. Each week a student is chosen at random to be showcased as the "Star" when they get to tell the class all about themselves. One of the statements for him to complete on the poster said, "I am a Star because...". Nate had done a great job completing the questions that asked about his favorite color (blue), favorite food (pancakes), favorite animal (carp - the fish (really?)). For this section of the poster, however, his answer was obvious. Nate's poster now reads "I am a Star because, my name was drawn from the jar". Again, could you be more honest?

I have always told (warned) people that I know and work with that I have a tendency to be brutally honest, even to the point where if you want to know if your butt looks fat in those pants, I will tell you the truth. Harken back to my blog post titled "What I Learned from my Father..." and you will see that with my son, the apple does not fall far from the tree.

This trait has served me well in the Indianapolis Staffing business. It is important to me that candidates and clients do not waste time in their job search or in filling an important job opening by giving them false hope or information that is not clear. It does not matter if you are looking for a six figure job or a part time administrative job, time is money and clarity is key. Be sure that you are working with someone who is going to be clear and be honest with you, even if the news is not what you want to hear. The intention is to get right to the point and to help you make your next move appropriately and efficiently. At That's Good HR, our recruiters are trained to be straightforward and honest with everyone in the hiring process in order to ensure that the services we provide are real and have the integrity upon which our business was built. And that is the honest truth.

Working as a Temporary Employee AT That's Good HR

Wednesday, October 13, 2010 by Customer Experiences

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

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

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

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

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

Thursday, September 16, 2010 by Mary Springer

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

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

My definition of the word grateful follows:

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

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

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

"WOW! What a great surprise! Can’t thank you all enough for the bag full of goodies. All things that I can use and especially like the idea that they will sit on my desk and remind me of the wonderful company that employs me!! And the candy was great, too!! That I didn’t need, but can I tell you it’s gone already?!

Seriously, it’s a pleasure to know and work with such pleasant, thoughtful and professional people."

In this industry, there is sometimes the perception that staffing companies work only for the client company because they ultimately pay the bill and that we do not care as much about our candidates. I am sure there have been instances in our industry where that has been the case and it is unfortunate. My belief is that we could have more job orders than we know what to do with but if we do not have good employees to place in the positions our company ultimately would not be successful.

Our lifeblood in the staffing industry is placing quality people in the right jobs at the right time, but the most important part of that equation is the "people" part and it is important that we treat our "people" with the respect that they deserve as loyal and hard working extensions of our company. I am sure that I have fallen short on that in the past but after last week's reminder of how important our temporary employees and contractors are to That's Good HR, I will not be forgetting again anytime soon.

So, in case you did not hear us say it last week, let me be clear when I say to you, our employees...THANK YOU!!!!