For many businesses, peak seasons bring both opportunities and staffing dilemmas. The surge in demand often means your current team is stretched thin, but finding qualified staff can be a daunting task. Instead of lagging behind and losing ground to competitors, consider leveraging the benefits of outsourcing peak season staffing. Benefit One: Time Savings Outsourcing during peak seasons grants your company valuable time to concentrate on its core operations. While your regular team continues their work, peak-season professionals handle the additional workload. This solution offers flexibility, allowing you to bring in temporary staff without long-term commitments. Plus, it simplifies letting go of underperforming seasonal employees without the need for permanent contracts. Benefit Two: Cost Savings Outsourcing peak season staffing not only saves time but also significantly reduces expenses. It eliminates the costs associated with in-house recruitment, including sourcing, vetting, hiring, and training. Furthermore, you can avoid additional HR and payroll expenditures, as expert outsourcing agencies often manage these tasks. Benefit Three: Improved Quality Hiring specialized, temporary employees enhances the quality of your work. Seasonal professionals bring industry-specific experience, reducing the learning curve for tasks and projects typically handled during their off-season. This leads to improved service and product quality. Benefit Four: More Flexibility Top outsourcing agencies offer flexibility in terms of seasonal demand. You can hire peak-season staff for specific periods or projects, ensuring that you only pay for what you need. This adaptability extends to remote or on-site work options, optimizing your resources. Benefit Five: A Competitive Edge Outsourcing peak season staffing provides a competitive advantage. Seasoned professionals understand your industry’s unique challenges, contributing valuable insights and problem-solving capabilities. Additionally, it offers access to experienced experts who can enrich your team. Benefit Six: Improved Company Culture Expert outsourcing agencies excel in recruitment, sourcing suitable candidates to align with your company culture. This can lead to a more positive and diverse work environment, fostering a stronger sense of community within your organization. Benefit Seven: Improved Morale The intensity of peak season can strain your internal team, leading to burnout and declining morale. Fresh talent, ready to contribute during peak times, can rejuvenate your workforce and boost overall employee morale. Benefit Eight: Easier Onboarding Outsourcing agencies streamline the onboarding process, ensuring that seasonal employees are ready to work promptly. This minimizes hiring mistakes during peak times and offers a more efficient transition for new hires. Benefit Nine: Improved Collaboration Qualified peak-season staff can enhance collaboration both within your organization and with clients and suppliers. Their diverse experiences across various industries can facilitate better communication and relationships between different parties. Benefit Ten: Easier Ongoing Staff Training Outsourcing peak season staff provides access to continuous training and development opportunities. Expert agencies offer support, ensuring your team remains up-to-date and capable, ultimately reducing stress levels and enhancing productivity. Investing in outsourcing services during peak seasons can help your company thrive amid heightened demand, offering a competitive edge, cost savings, and improved quality and efficiency. Consider making TA Staffing an integral part of your peak season strategy to unlock these valuable benefits.

In times of hiring deficits, staffing agencies provide a range of valuable benefits that can help organizations navigate challenges and maintain operational continuity. Here are four key advantages: Access to a Ready Talent Pool: Staffing agencies have a curated pool of candidates with diverse skills and backgrounds readily available. This eliminates the time-consuming process of sourcing and screening candidates, enabling businesses to quickly fill crucial positions and bridge workforce gaps. Flexibility and Scalability: Hiring deficits often require quick adjustments to staffing levels. Staffing agencies offer flexibility by providing temporary, part-time, or project-based solutions. This scalability allows organizations to address varying demands without committing to long-term employment contracts. Specialized Expertise: Staffing agencies often specialize in specific industries or roles. This expertise ensures that organizations gain access to candidates with the precise skills needed, reducing the learning curve and enhancing operational efficiency. Whether it’s a sudden demand in customer service, logistics, or IT, agencies can swiftly match qualified candidates to open positions. Time and Cost Savings: The hiring process involves numerous steps, from posting job ads to conducting interviews and onboarding. Staffing agencies streamline these tasks, saving businesses valuable time and resources. Additionally, agencies handle administrative tasks such as payroll and benefits, reducing administrative burdens on employers. In the face of hiring deficits, partnering TA Staffing offers organizations a strategic advantage by providing a readily available talent pool, flexible solutions, specialized knowledge, and substantial time and cost savings.

Whether you are in the job market or hiring your own staff, there are several benefits to partnering with a staffing company like TA Staffing. Here are some reasons why people choose to work with staffing companies: For Job Seekers: Access to Opportunities: Staffing companies have connections with various employers across different industries. They can provide job seekers with access to a wide range of job opportunities, including temporary, contract, part-time, and full-time positions. This increases the chances of finding suitable employment. Job Market Insight: Staffing companies stay updated on current job market trends, including in-demand skills, industry developments, and employer requirements. They can offer valuable insights and guidance to job seekers regarding their career choices, resume building, interview preparation, and skill development. Flexibility: Staffing companies often offer flexible work arrangements, such as temporary or contract assignments. This can be beneficial for individuals seeking short-term work, trying to gain experience, or exploring different industries. Flexibility allows job seekers to maintain a work-life balance, accommodate personal commitments, and build a diverse skill set. Skill Enhancement: Temporary assignments through staffing companies can provide opportunities to develop new skills, gain industry experience, and expand professional networks. Job seekers can learn from various work environments, enhance their resumes, and potentially secure permanent positions based on their performance. Personalized Support: Staffing companies typically have recruiters and staff who work closely with job seekers to understand their career goals, skills, and preferences. They can provide personalized assistance, including resume reviews, interview coaching, and ongoing support throughout the job search process. For Employers: Time and Cost Savings: Staffing companies handle the time-consuming tasks associated with the recruitment process, such as job postings, resume screening, and initial interviews. They help save employers valuable time and resources, allowing them to focus on core business activities. Access to Talent: Staffing companies have a pool of pre-screened and qualified candidates. They can quickly match employers with suitable candidates based on their specific requirements. This streamlines the hiring process and ensures that employers have access to a larger talent pool. Flexibility and Scalability: Staffing companies provide flexibility in staffing needs, allowing employers to adjust their workforce based on business demands. Whether it’s filling temporary positions, managing seasonal spikes, or accommodating project-based work, staffing companies can provide the necessary workforce scalability. Expertise and Industry Knowledge: Staffing companies have expertise in recruitment, HR practices, and compliance. They stay updated on labor market trends, industry regulations, and hiring best practices. This knowledge can benefit employers in attracting and retaining top talent while ensuring compliance with employment laws. Risk Mitigation: When employers work with staffing companies, they may transfer certain employment risks, such as workers’ compensation, payroll administration, and compliance issues. Staffing companies often assume responsibility for these aspects, reducing potential liabilities for employers. Recruiters at TA Staffing have expert knowledge of the entire job market. Whether you’re looking for a new job or the best candidate to fill a position in your organization, our team can help.  

The light industrial sector offers numerous opportunities for professional growth and advancement. Here are some tips on how to grow professionally in this field: Take Advantage of Training Opportunities: Most companies in the light industrial sector offer training programs to help employees improve their skills and knowledge. Take advantage of these opportunities to enhance your abilities and broaden your knowledge base. This can also make you a more valuable asset to your employer, which can lead to promotions and higher pay. Seek Feedback: Asking for feedback from your supervisors or coworkers is an effective way to identify your strengths and weaknesses. Use this information to develop a plan to improve and showcase your abilities. Also, consider seeking out a mentor who can guide you through the process of professional development. Learn New Skills: Stay up to date with industry trends and new technologies by learning new skills. Take courses, attend seminars or conferences, or join professional organizations to network with peers and learn from experts in your field. Build Your Professional Network: Building a strong professional network is important in any industry. Attend industry events and conferences, participate in online forums, and join professional organizations to connect with other professionals in the field. Take Initiative: Show your employer that you are committed to your job and are eager to take on new responsibilities. Volunteer for projects, offer to help coworkers and take the initiative to solve problems. This can demonstrate your value to your employer and position you for advancement opportunities. By following these tips, you can develop the skills and knowledge necessary to grow professionally in the light industrial sector and achieve your career goals.

According to CNBC, the employment picture started off 2023 on a great note, with payrolls posting their biggest gain since July 2022. Payrolls increased by 517,000 for January, above the Dow Jones estimate of 187,000 and December’s gain of 260,000, according to a Labor Department report on February 3. The unemployment rate fell to 3.4%, the lowest jobless level since May 1969. A broader measure of unemployment, including discouraged workers and those holding part-time jobs for economic reasons, also increased to 6.6%. Leisure and hospitality added 128,000 jobs to lead all sectors. Other significant areas were professional and business services (82,000), government (74,000), and healthcare (58,000). Retail was up 30,000 and construction added 25,000 jobs. The spike in job creation comes despite the Federal Reserve’s efforts to slow the economy and bring down record-high inflation. The Federal Reserve has raised interest rates eight times since March 2022. Wages also posted growth for the month, with the average earnings increasing by 0.3%.  The gross domestic product also grew at a 2.9% pace in the fourth quarter of 2022.

According to a study by Deloitte and The Manufacturing Institute, the manufacturing skills gap in the U.S. could result in 2.1 million unfilled jobs by 2030. The cost of those missing jobs could potentially total $1 trillion in 2030 alone. The study’s findings derive from online surveys of more than 800 U.S.-based manufacturing executives, leaders, and economic analyses. They all fear the manufacturing labor shortage. In August, U.S. manufacturers added 22,000 new positions, the economy added 315,000 jobs, and the unemployment rate rose slightly to 3.7%. The surveyed Manufacturers reported that finding the right talent is now 36% harder than pre-pandemic. Executives claim they struggle to fill higher-paying entry-level production positions, let alone find and retain qualified workers for specialized roles. The study found that diversity, equity, and inclusion initiatives exert a growing influence on workforce trends and can help manufacturers fill these open jobs. Manufacturers have work to do to attract larger numbers of women and diverse workers in an industry-wide effort to close the opportunity gap. “Given the foundational role the manufacturing sector plays in our nation’s economy, it is deeply concerning that at a time when jobs are in such high demand nationwide, the number of vacant entry-level manufacturing positions continues to grow,” said Paul Wellener, Deloitte vice chairman and U.S. industrial products and construction leader. “Attracting and retaining diverse talent presents both a challenge and solution to bridging the talent gap. To attract a new generation of workers, the industry should work together to change the perception of work in manufacturing and expand and diversify its talent pipeline.” “Manufacturers are proud to lead efforts to build stronger, more diverse, and inclusive workplaces because we are committed to being the solution,” said Carolyn Lee, executive director of the Institute. “As we expand our programs at The Manufacturing Institute, and work with the National Association of Manufacturers on initiatives like our Creators Wanted campaign and tour, we’re making sure that Americans of all backgrounds in all states can find a home in manufacturing and get equipped with the skills to seize these opportunities.”

Will 2022 remain an applicant’s market? 2021 was the unprecedented state of the labor market resulting in “The Great Resignation”. Businesses that were eager to reopen after pandemic shutdowns couldn’t hire enough staff to meet the demand. Corporations across the country rolled out big signing bonuses and lavish benefits to average applicants. Labor Shortages Will Continue to Steer the Job Market There’s plenty of data to back up that assertion. Indiana University’s Kelley School of Business predicts that labor shortages will continue to be a running theme throughout 2022. Companies will have to get more creative with their hiring process. That Could Lead to Higher Salaries in Entry Level Fields The labor shortages that defined 2021 have been forcing salaries up in higher-paying fields all year long. In 2022, that trend will likely filter down the food chain. The high rate of turnover caused by The Great Resignation is forcing many companies either to pay a premium for more experienced employees or to hire newbies and train them on the job. The Hiring Process Will Speed Up 2022 will likely see an expedited hiring process as employers move faster to secure talent in a tight labor market. Speed of hire is now a competitive edge. This will mean that as a job seeker, you may have multiple companies running you through their recruiting process quickly to beat the competition to offer. Contract-to-Hire Will Grow in Popularity Contract-to-hire or a temp-to-perm job is something we are going to see trending in all industries. Internal HR teams do not have the capacity to hire at the spend of dedicated recruiting companies and will likely outsource hiring to these types of establishments. If you are contacted by a staffing company, you are on the fastest path to getting your foot in the door.

Every business wants to hire the best available talent, and today’s technology is rapidly moving toward a consistent and objective process that supports greater diversity and engagement. (Bonus: These tech advances also allow for safely hiring during a pandemic.) According to Forbes, a diverse workforce yields 19% higher profits than those with uniform employees, yet hiring decisions continue to be influenced by unconscious biases that can be difficult to uncover. It is no secret that the old way of scanning resumes comes with implicit bias. Hiring managers may perceive candidates who attended certain schools or have particular employment histories as more capable than other applicants. So, how do you effectively hire candidates while eliminating unconscious biases? Structuring and standardizing your interviewing process is the first step, and this can be done by digitizing the process to guarantee every candidate has a fair opportunity. On-demand digital interviews assess the entire top of the funnel instead of forcing time-constrained humans to implement biased processes to shrink the pipeline. The benefit is a broader net of potential candidates that allows for more first-round impressions. On-demand digital interviews also help recruiters and hiring managers to compose structured, unbiased interview questions. The structured part of the interview involves the kind of questions being asked, how they are asked and the order in which they are asked. Any changes in these variables can sway the candidates’ responses, leading to bias judgment that restricts diversity. Current interviewing practices often inadvertently exclude people from moving forward in the process, but on-demand digital interviews eliminate geographical barriers and scheduling conflicts. For example, a qualified candidate may be working an inconsistent schedule or not be able to secure time off to interview. Scored online assessments are another efficient tool. According to the Society of Human Resources, scoring assessments remove human bias and hold everyone accountable in the selection process. The system supports objective decision-making by showing that all the other candidates did not meet the skill sets required to do the job effectively. It is imperative that hiring managers pivot and set concrete, fair criteria for the hiring process. Structured, virtual interviews paired with online assessments are easily measurable to ensure each candidate is evaluated based on the same standards.

TA Staffing is proud to announce the Grand Opening of our seventh location in Clarksville, TN. TA Staffing has a reputable history of serving the Middle Tennessee and Southern Kentucky regions for over 30 years. This expansion came as no surprise when the demand for talent rose in the Clarksville area.  Leading this endeavor was our Training and Compliance Manager, Avee Ismail, who helped smooth the transition to the new site. “We are excited to serve the great community of Clarksville. Starting a new location comes with its challenges, of course, but we immediately felt the warm welcome as we opened  our doors to our Clarksville Branch. We aim to build great relationships with our associates and entrench ourselves in the community.”  With a new location also comes new talent internally. TA Staffing had the pleasure of hiring two new faces to run the branch- Casey Avera (left)  and Jenn Olsen (right).  Casey Avera, Branch Manager, is a wife and mother from Orlando, Florida. She graduated from the University of Central Florida with a degree in economics and moved to Clarksville shortly after to be with her husband stationed at Fort Campbell. She is a former Veterinary Technician, huge animal lover and the owner of 6 backyard chickens. Avera has a huge passion for helping others and strives to always maintain a positive energy. Her goal is to take the best possible care of our associates and to help the Clarksville community however she can. Jenn Olsen, Placement Coordinator, is originally from Colorado, where she grew up raising buffalo on a ranch in the mountains. She has been in Clarksville for 5 years and has an extensive background in customer service. She is a proud cat lady and overall jack of all trades. Jenn has taken to the staffing world like a bird with wings. She is very driven and outgoing. Her aim is to establish great relationships with our associates, and she works tirelessly to do so. Whether you are looking for a job or in search of talent, please contact any of our 7 locations listed below.  TA Staffing Nashville 1100 Kermit Drive #105 Nashville, TN 37211 (615)-366-1100 TA Staffing Mount Juliet 151 Adams Lane Mount Juliet, TN 37122 (615)-773-7377 TA Staffing Bowling Green 2712 Nashville Road Bowling Green, KY 42101 (270)-904-6056 TA Staffing Franklin 1429 Nashville Road Franklin, KY 42134 (904)-693-4125 TA Staffing Clarksville 1604 Madison Street Suite F Clarksville, TN 37043 (931)-378-8400 TA Staffing Smyrna 599 Sam Ridley Parkway Smyrna, TN 37617 (615)-930-2933 TA Staffing Nashville (Second Location) 1100 Kermit Drive #201 Nashville, TN 37211

Nashville shifted into Phase Three of Mayor John Cooper’s reopening plan Monday. Public health officials will keep the city in Phase Three for at least four weeks or until July 20, with a chance of the restrictions being extended. The city’s 14-day case trend remains elevated, but the Coronavirus Task Force said hospital capacity is in good shape along with a continued increase in testing. Businesses permitted to open during Phase Two like restaurants, gyms, hair salons, and retail stores can operate with the same restrictions as Phase Two. Metro Public Health is requiring businesses to have all employees wear facial coverings when interacting with other employees or with the public. Open businesses are also required to have signage at every door asking people to wear facial coverings. The health department is encouraging businesses to make customers wear masks upon entry, but that is not currently a mandate. PHASE 3 GUIDANCE AND RESOURCES During Phase Three, all businesses open shall continue to: Screen daily all employees with symptom checks. Employees with symptoms or a temperature of 100.4 degrees Fahrenheit or greater must leave the premises immediately. Post conspicuous signage with information about health precautions for patrons, employees, and staff, including safe social distancing measures and practicing good hand hygiene. Advise employees with any symptoms of illness to be tested and to stay home until they receive medical clearance. Establish policies that make it possible for employees to isolate and quarantine. Require employees who interact with the public, or who cannot maintain a safe social distance from their co-workers, to wear cloth face coverings or masks. Social distancing can be accomplished through physical barriers between people or groups. Sanitize all items, supplies or equipment after each use on or by each customer. Bars Serving Food and Restaurants Bars serving food & restaurants may continue to operate at 75% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. Bar areas may open to the public at 50% or less of the maximum seated counter capacity and adhere to proper social distancing. No standing at the bar is allowed. No parties of more than six people. Self-service food, beverage and shared condiments are not permitted. Restaurants are required to clean all surfaces after use by a patron. The use of disposable, virtual or no-touch menus is recommended. Take-out alcohol sales will remain. Live music or entertainment is allowed, subject to the conditions set out Public Health Order 7. No dance floors permitted. To the extent possible, tables can be placed on dance floors or the dance floor area shall be physically closed off. Ancillary or participatory activities including, but not limited to, arcade games, pool, football, darts, laser tag, or similar activities may open and should be cleaned between each use. Cleaning supplies should be provided alongside such participatory activities for customers to use between each use. Commercial and Retail Establishments Commercial and retail establishments may continue to operate at 75% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. Sanitize shopping carts, baskets, and all other items after each customer’s use. No sampling or testing of food, beverage, personal care products, or similar product shall be allowed. Close Contact Personal Service Businesses Close contact personal service businesses may continue to operate at 50% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. No sampling or testing of food, beverage, personal care products, or similar product shall be allowed. Gyms and Exercise Facilities Gyms, fitness & exercise facilities, including swimming pools and specialty fitness studios may continue to operate at 50% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. Expanded social distancing requirements (10 feet) for more vigorous aerobic activities remain in place. Indoor and outdoor pools limited capacity is based on the posted maximum bather load limit, provided the pool facility adhere to proper social distancing. Sports and recreation leagues or sports tournaments may resume. All team members and spectators shall adhere to proper social distancing. Indoor facilities used for recreation leagues and sports tournaments are subject to the requirements and guidance for gyms, exercise, and fitness facilities listed in this section. No steam room or sauna shall be allowed. Modify or limit group fitness activities to facilitate proper social distancing, to the extent possible. Limit the use of shared exercise equipment (free weights, medicine balls, jump ropes, etc.) or pool equipment (fins, kickboards, floats, etc.), to the extent possible. Increase the frequency of sanitation of restrooms, locker rooms, and changing rooms. Close unneeded restroom and locker room facilities, to the extent possible. Close bath and workout towel services, to the extent possible. Museums Museums may continue to operate at 50% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. Foot traffic control measures should remain in place. Interactive exhibits may open. Sanitize interactive exhibit components after each customer’s use. Install hand sanitizing stations near these spaces and provide cleaning supplies alongside such interactive exhibits for customers to use between each use. Guided tours may operate at 50% or less of regular capacity, provided the tour adhere to proper social distancing. Public programming may operate at 50% or less of regular capacity, provided the public program adhere to proper social distancing. No field trips or group visits shall be allowed. Smaller Venue – Minimal Touch Entertainment Smaller venue, minimal-touch entertainments may continue to operate at 50% capacity or to the maximum occupancy that can maintain social distancing, whichever is less. Ancillary activities (arcades, game rooms) may resume operation. Sanitize all shared implements (bowling balls, golf clubs, steering wheels, etc.) between each use. Ancillary or participatory activities including, but not limited to, arcade games, pool, foosball, darts, laser tag, or similar activities may open and should be cleaned between each use. Cleaning supplies should be provided alongside such participatory activities for customers to use between each use. Guided tours may operate at 50% or less of regular capacity, provided the tour adhere