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.

Social media is an unmistakable and—to a certain degree—unavoidable part of life. It’s also very subjective in the sense that some people love social media and use it all the time and some people do NOT like it and rarely use it. (If ever.)


However, LinkedIn is the professional social networking site. This means that even if you don’t like social media and don’t like to use it, you should probably have a profile on LinkedIn. You must remember that when you apply for jobs, hiring managers routinely check applicants’ social media profiles when trying to decide whether or not to consider them.


Below are three simple ways to instantly improve your LinkedIn profile:


#1—Upgrade your profile picture and/or cover photo.


First, if you don’t have a LinkedIn profile, then it’s a good idea to create one. Second, if you have a LinkedIn profile, but you don’t have a photo associated with that profile, then you should post a photo to your profile. Third, if you have a LinkedIn profile and you do have a photo, but that photo is not as professional as it could be, then upgrade that photo with one that is more appropriate.


And when we say, “more appropriate,” your work attire is just fine. But make sure that it’s a close-up shot, a head shot in high resolution.


#2—Focus on skills.


Sure, you must post job titles, both with your current employer and also with past employers, but these do not convey the true value that you can offer. That’s why you must not only list the many skills that you possess, but also feature them as prominently as you can on your profile.


That’s because, as we’ve pointed out in previous blog posts, everything in the employment marketplace comes down to value. You could call it your “professional capital.” 


#3—Consistently share content.


It’s not enough to simply just have a profile. If you create a profile and then you don’t do anything with it, that’s nearly as bad as not having a profile at all. The good news is that you don’t have to do a lot to keep your profile looking engaged and active.


In fact, all you really need to do is share one item or post one update per day (or once every other day). LinkedIn is not a social media platform that demands that you post multiple times per day in order to be effective. The idea is to share content that is related to the field in which you work or just the employment marketplace overall.


Use these three simple tips to upgrade your LinkedIn profile instantly and position yourself for more professional and career success!


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

Right now, it’s difficult for some companies and organizations to find the employees that they want to hire. This is due, at least in part, to the COVID-19 pandemic and the economic conditions that currently exist in the country.


With as difficult as it is to find and hire the right people, it’s even more important for employers to hold onto those people once they’re hired. However, turnover is a reality in the employment marketplace. The most that an employer can do is try to reduce it.


With all of this in mind, below are three big reasons for employee turnover:


#1—The job is not what the person expected.


This could entail a great many things. They might not have realized how much physical labor was involved with the job. Or perhaps they find themselves with duties and responsibilities they did not know they would have when they got the job. Whatever the reason, if the job is different enough, then chances are good that the employee will start to formulate plans for their exit.


How do you prevent this from happening? By writing a great job description and also by communicating with excellence during the interviewing and hiring process.


#2—The employee is overworked and suffering from burnout.


We’re not talking about somebody who has worked a few hours of overtime. We’re talking about somebody who is basically being “worked ragged” and it’s been happening over the course of several weeks or months. Sure, every company wants to make a profit and they want to make as much of a profit as possible, but a high volume of turnover can cut into those profits.


A possible solution is to hire more workers, even on a temporary basis, if more permanent hires are not possible for whatever reason. This will lessen the load and help convince your best employees to stay.


#3—The employee is not a cultural fit for the positon and/or the company.


Cultural fit is extremely important when it comes to hiring. This is why companies must consider cultural fit during the interviewing and hiring process, as well as the soft skills of the job seekers who are applying.


No matter the industry in which your company operates, “people are people,” as they say. What does this mean? It means that no matter what other duties and responsibilities an employee has, they probably have to interact with other people during the course of their job. Ideally, you want to hire people who will work well with one another . . . and with management.


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!