Management Positions Indianapolis

I know it is not news to anyone that it is HOT outside. The temps are rising, but it does not appear that hiring trends are following the lead of the weather. This week we have some news from the Secretary of Labor about how to work in excessive heat and some "cooling off" labor market updates from SHRM and Careerbuilder. Do you know some horrible bosses? We have some tips that might sound familiar. The good news is that according to a recent story in the IBJ, State officials say Indiana is flush with cash reserves because of an improving economy and deep budget cuts made over the past year. Stay cool out there!
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Paycheck pickup...make sure you understand the laws: Can an organization require employees to pick up their paychecks only at specific times and dates? Can the company require employees to sign up for direct deposit? Review this article focusing on the laws govern such actions. (HRE online)

2011 Mid-Year Job Forecast from Careerbuilder: CareerBuilder just released their interesting job expectations for the remainder of 2011. The report highlights some very encouraging figures for the U.S. job market. (recruiter.com)

Looking for the perfect Employee? Be Specific About What you Want: Detailed Job Descriptions are critical in finding the perfect employee (Net-temps.com)

As the Temps rise, hiring Cools in the US.: U.S. manufacturers and service-sector companies will add jobs at a lower rate in July 2011 than in July 2010, and HR professionals are still struggling to recruit workers for key positions. (SHRM.org)

Statement by Secretary of Labor Hilda L. Solis on excessive heat across the country: (Dept of Labor)

Sure signs that you Might Be a Horrible Boss: From the results of a recent survey of over 200 business professionals, here are the top twelve body language behaviors of less-than-ideal bosses. (Forbes)

Make sure your wellness incentives are rewarding the right behaviors: Forgetting the golden rule and rewarding wrong people are among the top four reasons Sykes lists for why employee wellness incentives fail. (Benefit News)

Employees want caring over cash: According to a recent survey conducted by Monster.com and Unum, the top-rated item on would-be employees’ wish lists is a company “that truly cares about the well-being of its employees.”

Local IT consultancy plans to add 200 jobs: An Indianapolis-based information technology consultancy plans to lease additional office space on the city’s north-east side to make way for a planned addition of 200 workers by 2015.

Working the mobile way is becoming business as usual: “Nearly one third of small-business owners tell us that they check their mobile device before they brush their teeth in the morning, which really signals the growing importance of mobile devices for conducting business today.” (portfolio.com)

Interesting Stats on Nonfatal Injuries and Illnesses By Occupation: There were 1,238,490 cases of nonfatal occupational injuries and illnesses in 2009, the Bureau of Labor Statistics reported. (recruiter.com)

I am not an actively social person. I am fortunate to have married a man who is equally private about his life so together we live a fairly introverted and quiet life. I like it this way because for the most part, I am not interested in the opinions of others when it comes to things that I feel are personal (child-rearing, religion, politics, money, etc). That said, I came to the realization over the weekend that even for those of us who run away to the country most weekends, we cannot escape the importance of community. You cannot and should not expect to "do it all" on your own, particularly when there are others available and interested in helping you in a way that makes your life a little better.

This really became clear to me over the July 4th weekend on a number of fronts.

• At That's Good HR, we like to have fun. In the spirit of originality in our quest for fun, two of our staff members decided to celebrate Christmas in July. They planned and executed an entire day dedicated to traveling around Indianapolis and spreading some July 4th cheer to our local client community. Without our loyal Indianapolis staffing customers, where would we be? This is a community of people call us for much more than simply need us to provide a service. They call us just to talk, to check in and to see how we are doing. They provide us with referrals to other customers and they are not afraid to tell us when we need to do something better.

• My husband has been searching for a boat to buy for over a year. This weekend he finally found what he was looking for and just in time for a perfect boating weekend. As we spent much of the weekend on the lake with a boat that we were still learning how to use, the importance of the boating community became clear. Boaters are wonderful people. Your ticket to entry is a boat. After that, anyone is willing to help you along in your quest to become an active and competent participant in this community. We had a number of little glitches along the way this weekend and there was always someone there willing to offer help. As I idled by the loading dock waiting for my husband to bring down the trailer, I observed the dynamics of boaters loading and unloading and the constant activity of strangers helping each other as challenges presented themselves.

• My neighbor is working on a website dedicated to supporting the cancer community. It is unique in many ways and as this site prepares to launch, testing of the site usability and functionality is in full swing. As we were talking about this project over the weekend, I was amazed to hear about all of the people who have experienced cancer in any way (patient, survivor, caregiver) who are so willing to participate in helping others in the cancer community. I have not personally had experience with cancer, thankfully, but if I ever do, it was heartwarming to hear that I would not be alone in my journey.

It was a thoughtful weekend for me as I believe that we can take for granted the strength of the communities that surround us. Typically I think about networks and support as it relates to Indianapolis staffing and HR as this is where my focus is day to day. These are important communities to engage as they will carry you through good times and bad in your career so take good care of the relationships you have within these communities. Don't forget to look around and recognize other communities that can help to make your life better in many ways big and small.

Not a lot of fireworks in the news this week, but a lot of "sparklers" that could blossom into big HR challenges as things progress if you are not paying attention. This week, some updates on what the NLRB and DOL are up to and sobering news about benefits and IT talent pools. The good news? Indianapolis has been a hotbed for capital investments and new job commitments so far in 2011. Another bit of good news: If your company is focusing on Wellness, you are likely headed for some positive outcomes. Happy Independence Day and be sure the wave that flag proudly this weekend!
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Mixed reactions on federal appeals court ruling on individual mandate: Employer organizations and trade groups expressed mixed reactions Wednesday afternoon when the first federal appeals court to rule on the health care reform law upheld the constitutionally of its so-called individual mandate provision. (Benefit News)

The positive outcomes of a healthy Workforce are well worth the effort:  If every company was as progressive in their thoughts and actions as Lincoln Industries the U.S. would be full of healthy, happy and productive workers who are bringing down the cost of healthcare. (Industry Week)

Over 2,600 New Job Commitments, $553 million in Capital Investment for Indianapolis in First Six Months of 2011:  The City of Indianapolis has secured commitments from 33 companies to relocate or expand in Indianapolis/Marion County through the first half of 2011.  Together these companies have committed to creating 2,661 new jobs and investing $553 million over the next few years. (DevelopIndy.com) 

It is a mistake to stop Recruiting your top people the day they start working for you: It seems to me that after a company recruits, wows, and hires an individual, the recruiting and candidate courting process stops. (Blogging4Jobs)

State limits on jobless benefits take effect Friday: Indiana residents who fail or refuse a drug test given by an employer before they're hired will soon be unable to claim unemployment benefits. (IBJ)

Shrinking Benefits: Interesting statistics...Seventy-seven percent of surveyed human resources professionals said the economy has negatively affected benefits to some or to a large extent this year, up from 72 percent in 2010. (Staffing Industry and SHRM)

Update on NLRB Aggressive Stance On Handbook Policies and More Recently, in two key developments, the National Labor Relations Board (NLRB) has indicated there is some truth to predictions regarding the types of drastic changes the “new” NLRB will undertake. (Indiana Chamber HR Notes)

DOL puts tracking your workweek right in the palm of your hand. Just Check Your Phone: The Department of Labor (DOL) has announced the launch of its first application for smartphones. The app is a timesheet to help employees independently track regular work hours, break time and any overtime hours for one or more employers. (Indiana Chamber HR notes)

Logistics firm planning 415 jobs in Plainfield: Brentwood, Tenn.-based Ozburn-Hessey Logistics LLC plans to expand its distribution center in Plainfield and create up to 415 new jobs by 2015, the Hendricks County town announced on Monday. 

2010 statistics show a decline in the number of teleworkers: Official telework tracking data began in 2003 and for the first time since this tracking began, the number of people working remotely at least one day per month decreased to 26.2 million in 2010, down from 33.7 million in 2008, according to the Telework 2011 WorldatWork study. (FCW)

Where has all of the IT talent gone? Considering that employment has been growing considerably in IT, particularly compared to general employment, and that salaries are at the high end of the spectrum, it is a mystery to me why schools have not been able to attract more graduates in this field in the past few years. (Staffing Industry)

Social Media from and Executive perspective: Fifty-three percent of executives believe they must adopt Social Business or risk falling behind. (TechCrunch.com)

If you currently staff any part of your organization with temporary employees, your staffing partner should be looking out for your best interests and providing guidance on how to properly manage that relationship.  I consider my Indianapolis staffing relationships with my clients as a trusted partnership and therefore it is my responsibility to consistently communicate with you to reduce any risk for your organization.  Here are some important tips to keep top of mind:

Let's begin with the candidate selection process. 

• That's Good HR reduces your risk by sending you candidates that closely match the compensation expectations for the position. For example, we would not present a candidate that has been making 40k previously to a position that is paying 20k.  All compensation negotiations and discussions go through us so there is no confusion around who their employer is (co-employment risks)
  
• We complete a criminal background check on every candidate that we place even if it is not required by your company. Again, this is our responsibility as the employer to ensure you are protected.
• We make sure that our candidate is interested in the opportunity by giving them the client’s name before presenting their resume to the hiring manager (this may sound obvious,  but the truth is, not all agencies tell the candidate the name of the company before they send their resume)

Next - the most important area of concern, once you have a contractor working for you. 

The lines can get crossed once a temporary employee is on site and working for you. Here are some ways you can protect your organization from any confusion around this relationship: 

• My most important reminder:  The contract employee is an employee of our company, not yours.  This is important due to all of the legal responsibilities around the employee/employer relationship which reside with us. Our employee should have no reason to misunderstand that relationship. We are the experts in our field and we are here to help you.
• All hiring and firing conversations must be handled by a That's Good HR professional, not someone on your staff.
• If our temporary employee is not meeting your productivity standards, all performance concerns should come through us and discussions with the employee about these concerns are conducted by us.
• All attendance concerns should be communicated to us immediately.  If we failed to inform you that our employee is going to be absent or tardy, that likely means we did know about it.  While we make it very clear in our process, at times a temporary employee may forget and bypass communications with us (their employer) and only inform you (the customer) about time off. When this happens, please redirect them to us.
• Ultimately all employment related issues should come through us including harassment, injury, pay, benefits etc.  This is why we are cautious even about discussing an employee’s pay with you as the customer. The less involved you are in employment related decisions and information, the clearer the lines are in the employment relationship.

My pledge to you, my customer is this: I will do anything possible to reduce your co-employment risks.  This list is just a summary of what we do behind the scenes to look out for you and as it is with any vendor relationship, your understanding is critical.

Co-employment is the term often used to refer to the relationship between staffing firms and their clients and to the legal issues that arise from that relationship.  Click here for more information on co-employment. Questions about this post? Drop me a line or give me a call! 

I have been the fortunate recipient of random acts of kindness recently so I woke up today with "pay it forward" at the top of my "to do" list. I came to work today and decided I would start with my That's Good HR blog post just to remind others to make sure they are doing the same.

My boys went to camp recently and as I engaged with the counselors I heard them say things to me like "I would rather spend my summer here with the kids than anywhere in the world" and I watched one of them take my 8 year old son's hand and make the experience of being away from home for a week for the first time in his life a truly awesome experience.

I witnessed a local weather personality taking her personal time on a Sunday morning, (after her own sleepless night due to thunderstorm tracking) to demonstrate to my son how she tracks the weather so he did not need to spend every rainy day analyzing the clouds, tracking the radar and shuddering with fear. She made him feel like he did not need to worry because she was taking care of watching the weather for him and would let him know if he needed to "go to the basement" or not.

Not sure how I can pay it forward on true acts of kindness and expression such as these, but I am sure going to try.

How does paying it forward apply to the staffing industry or your Indianapolis job search? Recently, I posted a blog titled "What People Say about You" that highlights the importance of having solid business and personal references - people who will say great things about you. What it did not talk about, however, is the equal amount of importance you should put on making sure that those who stand up for you know how much you appreciate it. Social networking sites are a great example of how important it is not only to stay engaged and network with others, but also to support, thank and shout out for those in your network who are most important to you.

Twitter is based upon a mutual exchange of support and encouragement. I post something interesting and cool, you retweet it and credit me and I thank you for doing that. You post something interesting and cool and I then do the same for you. You write a great blog post, I tell all of my Facebook friends to read it. I did a great job working on a project for you and you endorse me on Linkedin. Look for opportunities to support your friends and those in your network who do great things - don't wait for someone to do that for you first.

One word of warning: All of these acts of kindness must be genuine, however, because social networkers have become very savvy about false accolades and your endorsements will quickly go from credible to crap if you appear to only be a shallow opportunist vs a true fan.

So, what are you waiting for? Get out there and find a reason to pay it forward, or just pay it forward for no reason at all!

Another banner week for umbrella sales in Indianapolis. Some good information in the news this week to keep close for a rainy day when those HR issues come to knock on your door. Someone wants a raise? Someone telling you to pay them overtime for working on their Blackberry at night? Trying to make some sense of "reasonable accommodation? Good employees leaving? Difficult employees staying? Read on for some great HR tips in this week's news update. We would love to talk to you more about these and other employment related issues!
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Did you know that one in three of your workers on their way out the door?  Yes, it is true, according a recent study conducted by Mercer LLC. What can you do about it? (Bloomberg News)

Understanding the psychology behind the 'Difficult' Employee: A new study finds that about one in five workers have a personality disorder that negatively impacts their career. (hreonline)

Someone asking for a raise? Maybe they are asking because they think it is the only way to get one. How to Handle a Raise Request (Harvard Business Review)

Confused about what constitutes a reasonable accommodation for disabled employees Under ADA? A panel of experts met at the EEOC to discuss the use of leave from work as a reasonable accommodation under the ADA. (tlnt.com)

Working on a social media policy and have no idea where to start? There are some great tips in this ebook from Blogging4jobs.com.

Pay attention to what the Fair Labor Association is doing to strengthen its standards for recruitment. The new Code of Conduct requires companies to establish human resource management policies and procedures along the entire factory employment lifecycle, from recruitment and hiring to terms and conditions of employment, administration of compensation, work rules and discipline, and termination and retrenchment. (Recruiter.com)

What to do when the DOL makes an unannounced visit: The unannounced on-site visit is a common tactic employed by Wage & Hour Division investigators, particularly when dealing with small employers who may not fully understand their legal rights. (wagehourinsights)

Be sure to get a handle on the use of BlackBerry Devices and Smart Phones Off-the-Clock: As these devices become more affordable, more nonexempt employees are receiving them from employers, raising Fair Labor Standards Act and state wage and hour concerns. (shrm.org)

US Labor Department announces $48.7 million to fund re-employment, eligibility assessments for unemployment insurance in 37 states and D.C. (dol.gov)

What the Wal-Mart court decision could mean to employers: The Supreme Court threw out a sweeping sex-discrimination lawsuit against Wal-Mart Stores Inc., ruling Monday that the 1.6 million women allegedly victimized had too little in common to form a single class of plaintiffs. (WSJ)

Insights on state immigration law proceedings: A federal judge grilled an attorney for the state of Indiana on Monday about the state's new immigration law, questioning how police would enforce the law and saying one of its provisions conflicts with federal law. (iBJ)

Back in May I posted a blog about taking your mother's advice that was in response to an article from http://hrpeople.monster.com.   The same site had a similar article about the life lessons we learn from Dad that can also be applied to our careers.  Since we just celebrated Father's Day this past weekend, I thought it was appropriate to also honor our fathers and the advice they give us by sharing this article. 

When reading through this article, the 3 quotes that hit home the most with me were the following:

• "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.  

I'm sure there are several other quotes and words of wisdom that my Dad shared with me that can be used in my professional career.  I am so fortunate to have a Dad that instilled a strong business sense into my brothers and I at a very early age and I still lean on him a lot to this day regarding various life and business decisions.  I would love to hear about any quotes or sayings that your parents may have used that you still refer to today. 

Some good local Indy news and lots of great HR legal information to keep on top of. It has been a busy news week so I hope this update helps you to digest the important stuff in little bites. For all of my fellow fathers out there, enjoy your Father's Day weekend as we pause to contemplate the important things in life.
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Retirement Plans Make Comeback, With Limits: Many U.S. companies that during the recession cut 401(k) matching contributions—one of the most valuable employee benefits—are beginning to restore them. (From the Wall Street Journal)

Indy Recognized at "the place to be" according to a recent article in the L.A. Times.(from the Indy Chamber):

Roche to add 50 HR employees in Indianapolis: Swiss health care giant Roche Holding AG has selected its diagnostics division in Indianapolis as the site for a new North America human resources center, a move that will add 50 employees to its local operations. (IBJ)

Seeking Social Status: Hiring with Social Media in Mind: While it might be a bit of a stretch, the reality is that with social media now established as a potent marketing tool, more businesses are seeking employees with large online followings. (business news daily)

Protest Group Calls Press Conference on Opening Day of SHRM Conference: Frustration is growing among a handful of past presidents and board chairs of the Society for Human Resource Management who have been calling for a meeting with the industry association’s leaders to discuss recent board decisions and concerns about the future of the organization. (workforce.com)

Economic indicators - some relief could be on the way:Food and gasoline prices may be heading for a drop toward end of summer. (IBJ)

High Court Affirms State E-Verify Laws: On May 26, the U.S. Supreme Court voted 5-3 that states have the right to enforce mandatory E-Verify statutes tied to the issuance of state business licenses. (SHRM.org)

Justice Department Provides Antidiscrimination Guidance: Employers must know that while they have the obligation to obey immigration law by hiring only authorized workers, they also must not violate antidiscrimination laws when hiring or firing workers.

EEOC Discusses Leave As Reasonable Accommodation: Last week, the Equal Employment Opportunity Commission had a meeting to try to clarify that ambiguity.  At that meeting, they heard a range of views from a diverse panel of experts on the matter.  While the witnesses differed as to some employer and employee obligations, they agreed on the need for clear and uniform guidance from the EEOC. (recruiter.com)

A view on the US Economy: http://blogs.ft.com/the-a-list/2011/06/15/teetering-us-economy-needs-more-stimulus-first/   (financial times)

What people say about you can be more important than what you say about yourself. Professional business references are among the most powerful tools you have in your quest for a new job or career change. Your Indianapolis job search must begin with the accumulation of solid references from professionals who can enthusiastically support your skills, experience, capabilities and even more so, your character. No one wants to hire someone who does not have strong support from those who have worked with them before. Getting other people to talk about you (positively) is the best way to convince a hiring manager that you are also a quality individual that will contribute much more to the company than simple work product.

Entry level jobs do not require the same skills and experience as Executive jobs in Indianapolis (or anywhere for that matter), but they DO both require that you have other people who are willing to back up your ability to do the job and do it well. Call any headhunter or staffing firm in Indianapolis for help in your job search and one of the first things they will request from you are professional references. That said, before you call your local recruiter for help with your Indianapolis job search, you should check their references as well. A little research online can go a long way in finding out what people are saying (or not saying) about you or others.

The access to information about most everything and anyone on the Internet is something to be very conscious of but not afraid of. Use this mechanism to your advantage in your career search. How? First you have to manage your online brand by checking out what comes up when you search on yourself. If nothing comes up, that can be as worrisome as if your late night inebriated tweets come up. If you don't exist in the vast universe of the Internet and you are looking for a sales or business development job or a management position that requires deep expertise in a particular area, you have some work to do on your online brand. Complete that LinkedIn profile and connect with professionals who know you well and start building that list of recommendations and referrals. Clean up your Facebook page to ensure that when stumbled upon, it is not in direct conflict with the image you are working hard to create.

So, as you are preparing for you Indianapolis job search, before you send that resume or plan your attire for your interview, get a handle on what people are saying about you and how you plan to manage it. Gather those great references and complete your online professional profiles by adding references. Then get out there and share it.

Recession? Recovery? Double Dip? Are you as confused as I am about the direction our economy is heading?  Looking back over the past 8 weeks of Weekly News Updates, one begins to feel a bit conflicted about better times, worse times and how to ride the waves as they ebb and flow. To have a crystal ball right now...

As a 20 year staffing industry veteran, I am quite used to change, uncertainty and the need to adapt. Staying ahead of the curve is a full time job for us as I am sure it is for you.  I hope this update is useful in that effort. Here are some of the the top headlines of the week for your review. Will it change again next week? Tune in and see, but likely so!

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Employers struggle to control wage-and-hour litigation: The complexity of federal and state laws, the relative ease of winning class action certification and workers laid off as a result of the weak economy have led to more litigation in recent years, observers say. (BusinessInsurance.com)

Jobs data stoke US recovery fears:  The US added just 54,000 jobs in May, confirming fears that the recovery of the world’s largest economy has stalled. (FT.com)
 
HR Policy Highlight: Summer hours can be a perk with more bang for your buck than more traditional employee benefits. (Inc.com)

You Need to Get Your Senior Managers Engaged: Here’s the key finding that jumped out at me from this survey: to make talent management successful, it’s all about senior management and the CEO. If they are engaged in the process, it’s likely to work. If they’re not, it probably won’t. (tlnt.com)

6th Largest Graduate School of Education Relocating from Illinois to Indiana: American College of Education (ACE), an academic institution that provides online graduate degrees for working educators seeking advanced degrees, announced today that it will move its main campus from Chicago to Indianapolis, creating up to 40 new jobs by 2014. (DevelopIndy)

US job woe raises fears for economic growth: US employers hired far fewer workers than expected in May and the jobless rate rose to 9.1pc, raising concerns the economy might be stuck in a painful slow-growth mode. (The Telegraph)

High fuel prices dog Republic Airways: Shares of Republic Airways Holdings Inc. have been skimming treetops lately, falling within pennies of their 52-week low of $4.43 per share as the once contract-only airline struggles with rising fuel costs for Frontier Airlines, the scheduled carrier it acquired in 2009. (IBJ)

College Grads Facing Tough Choices : As the Class of 2011 graduates from college and joins the ranks of millions of other Americans desperate for work, there are several things to keep in mind for these latest members of the Austerity Generation. (Newgradlife.com)

EEOC Settles Staffing Case, Files Another: The U.S. Equal Employment Opportunity Commission announced it settled a national origin discrimination suit with a temporary staffing firm, a local franchise and one of its clients. Separately, the EEOC also announced it filed a suit in May against a staffing firm for refusing to hire an applicant because of a disability. (Staffing Industry)
 
A Crackdown on Employing Illegal Workers: Obama administration officials are sharpening their crackdown on the hiring of illegal immigrants by focusing increasingly tough criminal charges on employers while moving away from criminal arrests of the workers themselves.(NY Times)

Writing a resume can bring on challenges whether you are just starting your Indianapolis job search or if you have many years of work experience. When you have a long work history it is hard to know what to include and what to leave out. It may have been years since the last time you needed to even worry about a resume. Resume etiquette has changed, and it is important to change along with it.

At That's Good HR, we are constantly reading the most recent and relevant material out there that applies to the staffing industry and the Indianapolis job market. I recently came across an article on http://jobs.aol.com/ that gave helpful tips for updating your resume to remain relevant in the eyes of the recruiter. Here are some of the key items I would like to share with you.

1. Always include your e-mail address to your resume. If there is no e-mail address listed on your resume, it will be more than difficult for an employer to contact you quickly, so they may just pass you up in favor of the next candidate who listed an e-mail address.

2. Include links to social media profiles. Many believe that social media will eventually surpass or replace e-mail. Be current by creating a LinkedIn profile http://www.linkedin.com and displaying the URL within your contact information.

3. Don’t make your years of experience the focal point of your top summary. Eliminate phrases such as “over 30 years of experience” or “seasoned professional.” If you have had a 30 year career but the last 10 years have been in a specific industry or function, focus on that rather than the total number of years.

4. Consolidate early experience. Account for early work experience to keep the chronology consistent and transparent, but abbreviate this experience when possible. You can include a section called “additional experience” and provide an overview of your earlier jobs.

5. List current technical skills if relevant. If you are proficient in Excel or some other programs that is important to your job, list it on your resume. It is always helpful to list technical skills that are relevant near the beginning of a resume.

6. Eliminate old phrases. Avoid phrases on the resume such as “references available upon request.” Employers know that if they want you to provide references they can ask you for them. Other outdated phrases include “responsible for,” “duties included,” and “out of the box thinker.” Instead use action verbs such as: Revised, Directed, Interpreted, Adjusted, Evaluated, Exceeded, Managed, etc.

7. Use an updated resume format. When everyone used a typewriter to create their resume, it was a lot easier to put the dates of employment for each position on the far left. But now with computers, putting the dates to the far right is a more updated strategy and placing dates to the right allows better use of the space on the page. When it comes to dates of employment it is not only important to include the year but always the months. For example, January 2000 – January 2005. Also, choose an updated font such as Arial, Arial Narrow, Times New Roman, or Tahoma. Overall, strive for readability.

Ask others to critique your resume and reword as needed to ensure clarity. Use adequate spacing and emphasis (using bold and caps) to enhance readability. Don’t try to cram too much information onto one page. Emphasize accomplishments; quantify them when possible. It is important to be able to defend what you write. People’s backgrounds vary widely, so you should format and organize your resume in a manner which best presents your skills and supports your career focus.

Good luck!

June is here and the temperatures are rising but you don't have to sweat keeping up with the important news of the week. Simply sign up to receive our blog posts right to your email inbox and That's Good HR will make sure that you have a copy of my weekly news snapshot to keep you current. This week has some interesting information on managing your "generationally" (I think I just made up a new word) diverse workforce that is becoming increasingly more tech savvy. Enjoy the weekend and stay cool.

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May 2011 Economic Briefing: The Marion County unemployment rate dropped 0.4 percent from 8.9 percent in March 2011 to 8.5 percent in April 2011 dropping 0.5 percent below the national rate. The Indianapolis-MSA rate dropped 0.5 percent from 8.1 percent in March 2011 to 7.6 percent in April 2011. (from developindy.com) 

The Truth About Generation Entitlement: After a decade of bad press, Millennials in the workforce are speaking up and speaking out about the accusation of vocational entitlement and why it’s time to rethink the role of young professionals. (from portfolio.com)

The Mobile Recruitment Revolution: Today, there are 91.4 million mobile internet users in the United States and this will jump to 132.5 million—a whopping 41.5 percent of the U.S. population—by 2015, according to eMarketer.

Back towards a US double-dip:The US economy was supposed to be in bloom by late spring, but it is hardly growing at all. Expectations for second-quarter growth are not much better than the measly 1.8 per cent annualized rate of the first quarter. (From Financial Times)
 
Employees using social media: How many times do we have to tell you? It seems like every week there are a couple of social media-induced lawsuits in the news. And there is no end in site, as people try to figure out (again) what speech is free and what speech is slanderous and damaging. Here are a couple of recent lawsuits in the news. (from Techrepublic.com)

Hell Hath No Fury Like An Employee Ignored: Laying out a clear vision for your company is one thing. Getting your employees to buy in and implement it is an entirely different animal. Dwight Eisenhower said real leadership is getting someone else to do something you want done because they want to do it. (From Openforum.com)

Personal mobile devices create security headaches for biz: Results of a recent survey of 1,400 technology professionals in 14 nations show 21% of companies have no restrictions on use of personal mobile devices, while 58% have lightweight policies, and only 20% have stringent guidelines. (from usatoday.com)

Equal Benefits Gain Ground: Employers that provide equal benefits to employees with same-sex partners and spouses confront many challenges. Benefits managers must keep track of conflicting—and changing—state laws on same-sex marriages, civil unions and domestic partnerships. (From SHRM.org)

It seems like all of the best songs and stories come from pain, suffering and unhappiness. Why does it take a state of despondency to get the creative juices flowing? As a dedicated blogger for That's Good HR and for our local HR organization, IndySHRM, I am required to be creative on a regular basis. The problem I have been running into lately is that I am just so darn happy all the time that I do not have the inspiration of despair to reach my creative peak. Well, I have decided that sometimes people get sick of the negativity, the bad news, the woe is me attitude and every once in a while they just want to smile.

There are actual studies out there that hanging around with people who are negative and unhappy is actually bad for your health. As a matter of fact, I wrote a blog post last year called "You are what you eat" addressing the issue of toxic people. You may have noticed that my posts are all pretty positive and I like to make people smile. You will find that people like to have you around when you make the smile. Now that the warmer weather is coming and the sun might actually show itself, I encourage you to practice your smile.

So, without despair, where does the inspiration come from? You would be amazed at how much there is to talk about these days that is good news. For example, the job market and hiring trends are improving. Students are wrapping up for the summer (or forever) and are adding some new vigor and creativity to our workplaces. Central Indiana jobs are becoming more plentiful and we are seeing more and better offers coming for our candidates. Good people who may have lost their jobs during the economic downturn are going back to work. This is all good stuff and gives us something to be happy about. I am an avid Twitter follower and I have to tell you, no one wants to follow someone who is complaining all of the time.

My point? (Yes, I do have one, don't worry). Stop sounding like a bad country song, get happy and get creative and breathe some new life into your Indianapolis job search. If you are having trouble getting happy and creative on your own, get some help. Sign up with a staffing service or connect with a recruiter to guide you on your way. Read some good news and stay away from those stories that just get you down. Our owner, Harry Danz, publishes a weekly news update blog (find this week's here) that tries to focus on the good news out there. I encourage you to follow it.

If that is not enough, follow me...I will do my best to deliver reality with a good dose of sunshine regularly.

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)

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.

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.

Is it just me, or have we become a society that is all about appearances? What is the obsession with doing good only when someone is watching or someone notices? Facebook and Twitter have made it so easy for us to make sure that we are not alone in whatever we do, especially when we do good. It amazes me how many companies make sure that their charitable activities dominate the home page of their websites. Why?

Don't misunderstand, I am not just throwing stones - I am as guilty as the next person. I even pay someone to stand next to me during my workouts to make sure that I go the extra mile. If I am left to my own devices, I will simply stop when I got tired. I am not proud of that fact, but it is the truth. At the same time, I am fiercely private and other than my workouts, I really don't want people in my business. Does that stop me from random posting on Facebook about something that might be going on in my life? Heck no, I have the need to stay connected and this is a venue where I can without having to engage in a long conversation about the details of my life.

So is that it? Is it our need to be connected or is it our need to be validated? Would you volunteer or give to charity if no one else knew about it? How many anonymous good acts do you do? Do you clean the house when no one is coming over? Do you go on a cool vacation just to spend quality time with your family or do you invest in the opportunity just so you can tell others all about it?

Does it really matter? I think it does. I think that those who are happiest and most content in their lives are the ones who go that extra mile at work, help out a friend in need, go on an awesome vacation to get away and take extraordinary care of their loved ones without anyone else ever needing to know about it. My husband is one of those people so I know they exist. I strive to be one of those people too, do you? It is no easy task.

I recently read a blog post by Seth Godin called "self directed effort is the best kind" focused on this concept. He talks about the value of taking your own initiative to do things well, to go above and beyond and to excel only because you want to -  not because someone or something else is forcing you to. I love this idea but have some work of my own to achieve this level of competence. Those I know who are most fulfilled in their lives, personal and professional, exist with a zeal for life and success that is personal and not defendant upon others for approval. These people have a personal brand that is one of quality and hard work - you can just tell, you don't have to be told.

As you embark or continue on your Indianapolis job search or your next career move, don't clam up about your accomplishments - that is not at all what I am saying. When you fashion your resume or talk about your skills and experiences, however, make sure you own them and don't just focus on how others made you what you are today. Take ownership of your experiences and share them in a way that makes it clear that what you do you do for your own personal growth, not just so you can drop a name or tell a story.

Could it be? Is that the sun I saw making a appearance this week? If even for a minute, that is progress. BIG news week and I am going to spare you any stories about Bin Laden, as I am sure you have had your fill. Interesting to note, however, that a lot of other things of note were in the news this week. Here is a quick wrap up of some I found particularly relevent regarding Indianapolis careers, hiring trends, HR and staffing agencies. Enjoy!
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Hiring Starts to Pick Up Pace: According to the WSJ online, so far this year, small businesses have added roughly twice as many workers a month as they did in most of 2010, recent data show. Experts say small employers are cautiously ramping up as they gain confidence that business conditions and loan activity will hold steady or improve.

Are companies hiring the newest graduating class, or aren’t they?  A recent survey from CareerBuilder suggests that recent college grads should try to stay optimistic.  Recruiters might see if this thread of possibility holds strong this spring and summer. Read more at Recruiter.com.

Play Power: How to Turn Around Our Creativity Crisis: The division between work and play is a myth. If America is going to teach its youth to innovate, we need to unite the two. According to Newsweek, the United States is in a creativity crisis. TIME reports that today's students are less tolerant of ambiguity and have an aversion to complexity.

April 2011 Economic Briefing: A summary of the Indianapolis/Marion County economy from DevelopIndy

Fastest Growing Industry Also Well-Paid: Over the next decade, it’s predicted that the most rapid job creation will occur in  the management, scientific, and technical consulting services industry.  This field is expected to grow by 83 percent (more than 800,000 jobs) over the 2008–18 decade, which is both the fastest projected rate of growth and the largest expected job gain of all detailed industries.

The Secret of Higher Performance: How integrating employee engagement and strengths boosts both. Great information from Gallup.com.

A Sense of Disclosure: According to CFO.com, new 401(k) rules pose a challenge for small and midsize companies. CFOs at small and midsize companies should monitor new 401(k) plan disclosure requirements. There are several new or forthcoming rules, and one in particular — ERISA Section 404 (a)(5) — could cause headaches.

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.

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.

Lots of time to stay inside and read during this stormy, rainy week. Good news from Careerbuilder on the quarterly job forecast, interesting developments with a few key HR legal issues, some advice on employee retention and much more in this week's new roundup. I am interested in any comments anyone might have on some of the items below this week.
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CAREERBUILDER AND USA TODAY’S Q2 2011 JOB FORECAST: The quarterly hiring outlook for the U.S. is the strongest in three years, according to the latest nationwide survey of employers and workers from CareerBuilder and USA TODAY. Nearly three-in-ten employers (28 percent) added full-time, permanent employees in the first quarter of 2011, the highest since the first quarter of 2008. The momentum is expected to continue with the same amount of employers planning to add full-time, permanent jobs in the second quarter.

1099 Repeal Bill Passes Senate: Following months of procedural and political back and forth, stand-alone legislation that would repeal the 1099 tax reporting requirement for businesses included in the Affordable Care Act (or the health care reform law) was signed by President Barack Obama on April 15. More here from the Indianapolis Chamber...

HR Jobs Picking up: Job postings for HR and recruiting positions were up 34 percent year-over-year in March and job-seeker clicks on those ads increased by 51 percent, according to Indeed.com, which aggregates employment ads from a variety of online job boards and company websites. Get more of the story here from Hireonline...

Staffing industry employment rose 7 percent year over year in April and was up 1 percent from the previous month, according to the American Staffing Association’s monthly staffing employment survey, released yesterday. The index stands at 92 for April, up one point from March, the ASA reported. Staffing employment is typically lowest during the first few months of each year and grows throughout the subsequent months. The index measures changes in the number of temporary and contract workers.

Want to Keep Your Employees? Give Them Growth Opportunities : In a global study from consulting firm BlessingWhite, employees revealed they stick with a job because they like the work they do. However, they often leave to advance their career. More from Business News Daily....

Tables turned: Employer wins settlement from EEOC: Good news for employers: A federal judge has slapped down the EEOC for pursuing a bias case the agency knew it couldn’t win.

Supreme Court Rules that Companies Can Ban Class Actions: From Recruiter.com. Think about all the people whom you helped find jobs.  How many of them are for private companies?  Probably the image that you like to conjure in your mind is an image in which workers are able to stand up for themselves.  As of now, things have changed for workers.

Does A Higher Minimum Wage Kill Jobs?: Minimum wage supporters are hoping to prompt at least a few states to act. In Illinois, for example, some lawmakers have been pushing to raise the state minimum wage up to $10.65 in steps over four years. So far, they have not been successful. In fact, no state has voted to increase the minimum wage this year. More from NPR...