Why the Third Shift May be Right for You

July 25th, 2021

The “third shift” is a term that applies to almost any hours worked during the night, but most often, it means a shift that begins soon after midnight and ends at about eight in the morning. The third shift, or the graveyard shift, isn’t an evening; it’s a whole workday put in during the very dead of the night. Taking on this responsibility usually means reversing your circadian cycle so you’re sound asleep while everyone else is bustling through the day, and rising for breakfast at 10 or 11 pm. Not for you? That’s not a surprise. Most people are put off by the physical stress this lifestyle places on the body, not to mention the extreme inconvenience. (It’s hard to schedule personal appointments, talk to friends and family, or run errands when you’re only awake at night.)

But keep in mind, most employers recognize the unpopularity of the night shift, and they really need team members who can do this valuable work. Without night shift workers, some companies would quickly go out of business. Before you give this awkward schedule a hard pass, consider the benefits.

Night shifts come with higher pay per hour.

This can be called a shift bonus, a shift differential, or simply higher pay for doing the same work as the day-shifters, but doing it at night. Paying more for the night shift is standard business practice for 24-hour employers. (Don’t be bamboozled into thinking it’s a “perk” or a benefit. It’s expected. If a potential employer doesn’t provide this differential, walk away.) Over weeks, months or years, a few extra dollars per hour can really add up.

Night shifts are typically less stressful.

In almost every company, through no specific design, night shifts tend to be quieter. Even on a factory floor where the line moves at the same essential pace, the vibe is calmer, voices are quieter, and the overall level of demand tends to change. And most factory or warehouse environments do actually slow down lines and production speeds, for practical reasons; people tend to move slower at night and they often make more mistakes, so slowing down demand is good for business.

Some people don’t respond biologically the same way others do.

Most people experience a level of biological stress while working on a reverse circadian schedule. But just as some of us require eight hours of sleep and some require six or fewer, some suffer from the night shift and others don’t. For reasons that can’t really be explained, some people just aren’t negatively affected by working as night owls. You may be one of them. You’d have to try it for a while to find out.

If a quiet, calm atmosphere, a little darkness, and an introverted lifestyle seem like a match for you, and you don’t mind making more cheddar for doing the same job–just on an unpopular schedule—give the third shift a try. Employers usually scramble to staff these positions, and you might find out you’re the exact employee they’re looking for. Reach out to the team at PSU to learn more.

Questions to Ask your Skilled Laborers in an Interview

July 15th, 2021

You’re on a hiring mission, and you need a candidate who can do a very specific task. Sure, you also need a friendly, adaptable person with a can-do spirit who can learn new things quickly—who doesn’t?—but in this case, all of those qualities pale in comparison to the one you need the most.

You may need a CDC machinist, a cook, a translator who can speak fluid Hindi, or someone who can step up to a podium and command a crowd with their public speaking skills. You might need a trained electrician, an X-ray technician, or someone who can clean the soot out of an industrial chimney. In all of these cases—and many, many more—it’s not practical to hire a cheerful, smart, friendly employee who lacks these skills and simply train them on the job. These are tasks that take years to learn and a lifetime to master, and you need an employee who can step up to the plate on day one.

So how can you be sure that your candidate has what it takes? Here are a few questions to pose during the interview so you can rest assured that you and your candidate are on the same page and both of you understand what’s required and what’s being offered in terms of skill and value.

Ask them to describe their training.

This is a quick way to get a sense of how many hours (or decades) your candidate has been immersed in this activity. Depending on the nature of the skilled task and the needs of your company, a completion statement for a 20-hour training course or a simple state certification may be enough. In other cases, you may need someone who’s possessed this skill since childhood, or someone who has been taking formal lessons for five years or more. It’s easy for a candidate to say “I can do this”. It’s more helpful if they can say “I’ve studied with a master craftsman for a year”, or “I’ve been licensed and practicing since my early 20’s”, or “my grandmother taught me to do this when I was a teenager.”

Ask for a quick demonstration if the circumstances allow.

Of course you can’t usually ask a candidate to bake a cake or cut a child’s hair for you during an interview, but you can ask them to speak a few words in a non-native language or solve a common

puzzle that the task in question may present. Make the task or demonstration reflect the level of difficulty that the person will be likely to experience on the job.

Use tests.

Simply offering a written test can cover a lot of ground when it comes to skill assessment. But keep a few things in mind: some experts at a craft may not be able to convey that in a written test format, so don’t risk losing an expert candidate because you relied on only one weak metric. Also, it’s essential to use the same test for every candidate who applies for the job.

Ask tough insider questions.

If you don’t know what to ask because you yourself cannot bake a cake, speak Italian, or wire a house, then get your questions from someone else—someone who’s fluent in this area of expertise. Bring the candidate’s answers back to that person or source to find out how valid they are. For more, reach out to the staffing experts at PSU.

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