When filling night shift positions, it is a common practice to hire temporary staff for these roles. The primary reasons to hire temporary workers include fluctuations in the workload, busy seasons, or serving clients in different time zones. Because of these unpredictable and changing circumstances, hiring temporary staff makes the most sense.
If you are hiring temporary candidates for any of these reasons, you should first have the appropriate recruitment strategies in place to ensure successful hires. There are several factors that make the process of hiring staff for the night shift a bit more challenging than hiring for day shifts. To overcome these challenges, here are some tips for successful recruiting.
6 smart hiring strategies for the night shift
1. Be Clear About Your Expectations
It's important to be crystal clear about your expectations when hiring for night shift. Not everyone is capable and willing to work during the night shift because it can be hard on people’s schedules. So, you don’t want to go through the entire hiring process only to discover later that he or she cannot work night shift because of personal obligations. Setting clear expectations from the beginning is the only way to avoid this potential problem.
2. Check Past Experience
One way of knowing whether the candidate is suited for the position is by looking at their past employment experience. If he or she has successfully worked during night shifts before, they can most likely be trusted with this position. Such candidates are a safe and reliable option compared to those who haven’t worked the night shift before.
3. Look for Their Motive
Try to find out why the candidate is interested in working the night shift. A candidate’s personality and motive can help you decide whether he or she would be a good fit for the role or not. These two factors also have a significant effect on employee engagement levels. Some people can’t work nights due to their personal responsibilities. However, some people are night owls who love to stay up all night and then have the rest of the day to themselves. Such candidates would be a great fit for working night shift, and they will likely be happy and productive during their shifts.
4. Keep the Work Schedule Consistent
It is best to keep the work schedules of those working the night shift as consistent as possible. The reason being, it is difficult to get their sleep cycle back on track after working night shift for a few weeks then going back to the day shift. It can lead to health and safety risks, excessive fatigue, and low productivity levels. Therefore, to ensure that the employee delivers their best performance, keeping their schedule consistent is the best practice. This will guarantee that their internal clock is not disturbed.
5. Outsource Hiring
Since hiring for the night shift is challenging, you might want to consider working with a professional hiring agency. Recruitment agencies can provide your company with experts to spot candidates who perform well in the night shift. They understand exactly what it takes to work the night shift, which gives them the ability to spot suitable candidates very quickly.
6. Mention the Special Facilities Available
Be sure to inform candidates of the facilities available for the night staff. Amenities such as designated pickup/drop-off locations and having additional security guards at night can assure the candidates that the company looks after its employees. Making workers feel safe at night is an important part of employee satisfaction.
In addition to these recommendations, also try to gauge the candidate’s adaptability level during the hiring process. A person who can adapt to different situations will likely be a good fit for the night shift. Remember, not everyone is cut out for working through the night, so being extra curious during these interviews can be very beneficial. Follow the tips mentioned above, and you will surely find the right candidates for your company’s night shift vacancies.
About the Author: Kelly Barcelos is a progressive digital marketing manager for Jobsoid - Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enables her to create value-driven content for her readers - both on Jobsoid's blog and other guest blogs where she publishes content.