It’s no secret that it’s difficult to hire right now in the employment marketplace. Even with a flood of new positions following the lifting of COVID-19 restrictions and lockdowns, employers are still having trouble finding the employees they need.


There are two main components of successful hiring:

1. Hiring the right people for the positions
2. Hiring the right people for the positions in a timely manner, because the longer that positions stay open, the more likely it is that your company will lose money.

In light of this, you can see how challenging the current market really is. Not only are some companies not able to hire employees quickly enough, but they can’t even find workers at all. This can result in organizations becoming desperate and hiring just about anybody they can find, but hiring the wrong person for the job is nearly as bad as not hiring anybody at all.


With all of this firmly in mind, below are three tips for hiring new employees quickly and not losing quality in the process:


#1—Focus on writing effective job descriptions.


What makes a job description effective? First, it must accurately convey the duties and responsibilities of the position, but while that is important, it’s also dry. An effective job description should also have some “sizzle” that grabs the reader and makes them interested in the position. If you can’t get them interested in the job, then you won’t be able to hire them.


#2—Utilize social media.


If your company doesn’t have a social media presence, then it absolutely must have one. If your company does have a social media presence, then you must absolutely maximize it, especially for the purpose of generating exposure for your open positions. However, you also want to post and share content that is informative and accurately conveys the brand of your organization.


#3—Use a staffing agency.


As mentioned above, hiring right now is as difficult as it has been during the last several years. In addition, you probably have other tasks and duties that you must perform, in addition to hiring. That’s why it makes sense to enlist the services of an experienced and successful staffing agency, one that can help you not only hire the right people for your company, but also hire them quickly without losing quality in the process.


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact Time Staffing today to find out more about our placement services for employers!

You went through the entire interviewing and hiring process and when you reached the end of it, the company offered you the job. Congratulations!


But now the real work is set to begin. That’s because you must start your new job and start it the right way. The reason for this is simple. Just as you are looking for validation that you made the correct decision in accepting this job offer, your new employer is also looking for validation that it made the correct decision in hiring you.


The best way to accomplish this is by providing as much value as you can possibly can and to provide it as quickly as you can. This will help you make the best impression with your boss and co-workers.


Below are four action steps for making your first week on the job a great week:


#1—Be friendly and positive.


This is the cornerstone of personal branding, which is the experience that you provide to other people. When you are friendly and positive, you typically provide a good experience for others and your coworkers and colleagues will want to be around you and interact with you.


#2—Listen more than you talk.


Your first week at your new job represents a great learning opportunity. Ideally, you want learn as much as you can in the shortest amount of time possible. And since everybody around you theoretically knows more than you do—about your new job and about the company—it makes sense to hear what they have to say.


#3—Watch more than you act.


This is a corollary to #2 on our list. Listen more than you talk and watch more than you act. Observe your coworkers closely to see how they approach their work and the things they do to be successful on a daily basis. After all, they’ve been working at the company longer than you have.


#4—Ask as many questions as you can.


Asking questions is definitely part of the learning experience on your first week on the job. While you want to make sure you ask questions that are going to help you be successful and add value quickly, you also don’t want to ask so many questions that you become an annoyance. Your questions should be targeted, practical, and productive.


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact us today to find out more about the employment opportunities that are available in your chosen field!

When employers are looking to hire job seekers for their open positions, they’re looking for people who have a particular skill set and a certain amount of experience. These skills and experience constitute tangible characteristics that translate into value for the employer.


However, employers are not only assessing tangible traits and characteristics when they consider job seekers. They’re also looking for intangible traits, because those also have the potential to provide value. And when you get right down to it, the reason that companies and organizations want to hire is because they’re in need of value. Most of the time, they’re in need of multiple forms of value.


However, unless you know what intangible forms of value employers are seeking, you won’t know which ones to emphasize during the hiring process. Because sometimes skills and experience are not enough to land the job, but they are enough when combined with the right set of intangible characteristics.


With all of this in mind, below are four intangible traits that employers want most in job candidates:


#1—Positivity


A positive attitude can take you a long way, and it can do so in a number of different ways. First, people are intrinsically attracted to those who are positive in nature. Conversely, they are repelled by people who are negative or pessimistic. So it would make sense that an employer would believe a positive and friendly person would be a better cultural fit for the company.


#2—Passion


When somebody is positive and friendly and they’re also passionate about what they do, that’s even better! That’s because they bring a rare level of energy and excitement to their job and to the people working around them. Not only do passionate people complete their work and reach their goals, but they also “rub off” on their coworkers in a positive way.


#3—Professionalism


Many managers do not like to micro-manage their employees, and they don’t have the time to do so, even if they wanted to. What companies want in new employees are self-starters who don’t need to be constantly supervised so management knows that they’re actually doing their work. (And of course, if you have passion for what you’re doing, then you don’t even have to worry about this.)


#5—Resiliency


This might be the most important intangible trait on this list. That’s because your level of resiliency has a direct impact on your level of success, both personally and professionally. The key to being resilient is focusing on the opportunities that exist in the midst of your circumstances and not the circumstances themselves, especially if they’re negative.


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact us today to find out more about the employment opportunities that are available in your chosen field!

In a previous blog post, we addressed what to know about hiring members of Generation Z. But what about once you hire members of Generation Z?


Well, then you must successfully integrate them into your current team of employees. And conceivably, your employees could represent a number of different generations—Generation Z, Millennials, Generation X, and the Baby Boomers. (Although Baby Boomers are retiring by the drove on a daily basis.)


Right now, there are more members of the Millennial Generation in the workforce than any other generation, and that is likely to be the case for the foreseeable future. Simply put, this is an issue that is not going away anytime soon.


Below are three tactics for effectively engaging the different generations in the workforce:


#1—Analyze your current personnel.


This means determining exactly which generations are represented in your workforce. But it goes beyond that. You must also calculate the percentage of each generation.


For example, are 50% of your employees Millennials? Is that percentage higher? What about Gen Z and Generation X? Which generations comprise the company’s management teams?


#2—Identify strengths and weaknesses.


Each generation has its own set of strengths and weaknesses. And while these are true across the members of a certain generation, it’s not true 100% of the time. For example, Millennials and Generation Z are both known to be tech savvy. However, it would be a mistake to assume that every member of those generations is a technology “whiz.”


When considering strengths and weaknesses, you must also take into account the variables associated with individuals. For example, employees have different personalities, regardless of whether or not they’re members of the same generation.


#3—Be proactive about fostering camaraderie and collaboration.


Obviously, if you want to maximize productivity and profitability, then you must find a way to get the members of these different generations to work together and to work together well. However, this isn’t going to happen “all by itself.” As with most things that need to happen, an organization must be intentional in its efforts to make it happen.


This means creating opportunities for the members of the different generations to work together—when it makes sense. We added that last part because you don’t want to force people together just for the sake of forcing them together. That rarely works when the people are the members of the same generation, much less different ones.


The good news is that the members of every generation want the same thing--to be successful in their job and their career. And when you effectively engage them in the workforce and in the workplace, you increase the chances that they will be successful.


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact Time Staffing today to find out more about our placement services for employers!

Obviously, you’re not going to land a job every time that you interview. That simply is not possible. However, what you can do is ask for feedback following every interview, especially in those cases when you do not receive an offer of employment.

When you receive valuable feedback following an interview, you can use that feedback to make adjustments and improvements so you’re able to perform better in the future. And your next interview might just lead you to the job that you really want1

With this in mind, below are three tips for asking for feedback following a job interview:

#1—Ask for feedback in an expedient fashion.

You’re certainly not going to ask for feedback as soon as the interview is over, but you don’t want to wait too long, either. The longer you wait, the less that the hiring manager and company officials are going to remember about the interview. So if you don’t get the job, you want to ask for feedback as soon as you receive notification that you did not get the job.

Talking on the phone for five or 10 minutes is the best way to receive feedback, but if email is your only recourse, then it is certainly better than nothing.

#2—Maintain a positive attitude.

If you do talk with the hiring manager on the phone, don’t be negative. Of course, not getting the job is a negative situation, at least from your point of view. But if you strike a negative tone, the conversation is not going to last very long and you’re not going to get what you want out of it.

Instead, be professional and be positive. Your goal is continuous improvement, not to “grill” the person on the reasons why you didn’t get this particular job.

#3—Focus on improvement and the future.

Asking for feedback and having a conversation about your job interview is not about “living in the past.” It’s about the future. Specifically, it’s about your professional future and the future of your career. So frame your questions accordingly.

For example, don’t ask what you did wrong or the mistakes you made during the interview. Instead, ask the person what you can do to improve so that you can have a more successful interview in the future with another employer that just might have the perfect job for you.

Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.

Contact us today to find out more about the employment opportunities that are available in your chosen field!

It might be obvious to say this, but not everybody works the day shift. And it also goes without saying that not everybody likes to work the night shift.


At the other end of the spectrum, though, there are some people who enjoy working the night shift and even enjoy working it. However, those people are most likely to be in the minority. 


The reality of the situation is that many people work the night shift not of their own free will, but because their boss or employer deems it so. This includes people who were once working the day shift, but are now faced with the reality of making the change to the night shift.


So no matter how you’ve reached the point where you’re about to start working the night shift, below are three strategies for transitioning to such a work schedule:


#1—Prepare mentally to make the transition.


While there are certainly physical challenges associated with working the night shift, the mental challenges are just as important, if not more so. That’s because unless you’ve prepared yourself mentally, you’ll be less successful when you attempt to make the change physically.


If possible, talk with co-workers or friends who have worked the night shift or are currently working the night shift and gain some insight from them. They could have valuable advice that might make your transition smoother.


#2—Develop a suitable sleep routine.


One of the major keys to making the switch from the day shift to the night shift is how you adjust your sleep routine. That’s because the proper sleep is critically important to your success. This is just as important for the night shift as it is for the day shift.


What defines a suitable sleep routine? The answer is subjective. What works for one person may not work for another. Some people like to sleep immediately upon the end of their shift, while others prefer to sleep immediately before it begins. Choose a routine that works best for you.


#3—Create a comprehensive schedule.


Once you’ve developed a suitable sleep routine, you can build your night shift working schedule around it. Once again, the proper sleep is critically important, so once you’ve done that, you can “fill in the blanks” around it.


You must have your schedule in place before your first night shift. You can’t just “wing it” when you’re making the transition from the day shift to the night shift. You must create a plan, put that plan into place, and then execute it.


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact us today to find out more about the employment opportunities that are available in your chosen field

If there’s one thing that companies know about hiring, it’s that there are differences between the members of each generation—from Baby Boomers to Generation X to Millennials to Generation Z.


While there are more Millennials in the workforce than members of any other generation, more Generation Z workers are joining the workforce on a daily basis, and one day . . . they will replace Millennials as the biggest part of the workforce. So it only makes sense that employers should be proficient in their efforts to hire the members of this generation.


With all of this in mind, below are three things to know about hiring members of Generation Z:


#1—They’re incredibly tech savvy.


While Millennials were certainly the first generation that brought immense knowledge of technology with them to the workforce, they were not as fully immersed as this generation. They literally grew up with it. They can’t conceive of a world in which it doesn’t exist—whether it’s the Internet, social media, or smartphones.


This means that if you want to hire members of Generation Z, your employer branding message must be one that exemplifies technology and offers an environment that is replete with it.


#2—They care about more than just money.


The members of Generation Z are looking for a job (and a career) that satisfies them in multiple ways, not just monetarily. They value relationships and human connection, which means they want a job that is a cultural fit and an employer that holds the same core values that they do. In terms of their career, they want to be able to “move up the ladder” and grow within the organization, through promotions and by other means.


Since this is the case, communicating your organization’s company culture, core values, and opportunities for growth and advance should be a priority.


#3—They want to make a difference.


Not only do they want to make a difference, but they also want to work for a company that strives to make a difference—both in the community and in the world at large. Once again, while this is also the case with Millennials, it is even more the case for members of Generation Z.


As mentioned previously, the key to appealing to this aspect of Generation Z lies in your company’s employer branding message. Specifically, your message must communicate the fact that your company cares about more than just making a profit. (Although, of course, making a profit is important).


Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.


Contact Time Staffing today to find out more about our placement services for employers.