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Generation Z, born between the mid-1990s and early 2010s, is rapidly becoming the most influential demographic in the U.S. rental market. As digital natives, they bring a unique set of expectations and preferences that are reshaping multifamily housing. Gen Z and Multifamily Housing Digital-First Expectations: The Demand for Seamless Experiences Raised in a world of instant gratification and constant connectivity, Gen Z expects their rental experiences to be equally seamless. A significant majority prefer digital-first interactions when searching for apartments, with 70% favoring online tools for every step in the rental process. This demand for convenience is pushing landlords and property managers to adopt advanced technologies . AI-driven leasing platforms, virtual tours, and app-based maintenance requests are becoming standard. These tools not only streamline operations but also cater to Gen Z's preference for speed and efficiency. Renting Over Buying: Flexibility as a Lifestyle Choice Unlike previous generations, Gen Z is less inclined toward homeownership . High property prices, elevated interest rates, and the burden of student debt make buying a home less attainable. Consequently, many view renting as a more practical and flexible option. Renting allows them to remain mobile, explore different locations, and avoid the long-term commitment of a mortgage. This shift is evident in the rise of co-living spaces and short-term leases . Companies like Cohabs offer upscale, amenity-rich shared living spaces in cities like New York, attracting Gen Z renters seeking affordability and community. Urban Living: The Desire for Community and Convenience Gen Z gravitates toward urban centers that offer walkability, access to public transportation, and a vibrant community. They value proximity to shops, restaurants, and entertainment, which enhances their overall living experience. This preference is influencing the design of multifamily properties. Developers are incorporating co-working spaces, rooftop lounges, and communal kitchens to foster a sense of community. These spaces not only serve functional purposes but also create opportunities for social interaction and networking. Tech-Integrated Living: Smart Homes and Sustainable Features Gen Z's affinity for technology extends to their living environments. They expect smart home features like voice-activated assistants, keyless entry, and high-speed internet. Additionally, sustainability is a priority , with many seeking energy-efficient appliances, recycling programs, and eco-friendly building materials. Incorporating these features not only meets Gen Z's expectations but also enhances the property's appeal to a broader audience. As sustainability becomes a key consideration, properties that align with these values are likely to attract environmentally conscious renters. Adapting to a New Era of Renting Gen Z's influence on the multifamily housing market is undeniable. Their demand for seamless digital experiences, flexibility, community, and sustainability is prompting significant changes in how properties are managed and designed. Landlords and property managers who understand and adapt to these preferences will be well-positioned to attract and retain this emerging generation of renters. As Gen Z continues to shape the rental landscape, the multifamily industry must evolve to meet their expectations, ensuring a dynamic and responsive housing market for years to come. At BGSF, we understand the evolving demands of today’s rental market and the importance of staying ahead in the multifamily space. Our specialized property management staffing services  connect you with skilled professionals who are adept at leveraging the latest technologies and delivering exceptional resident experiences tailored to Gen Z preferences.

A recent Workday report reveals that outdated human resources (HR) systems cost the U.S. government approximately $1 billion annually. These legacy systems, often reliant on on-premises infrastructure, contribute to inefficiencies, security vulnerabilities, and increased maintenance costs. Modernizing these systems presents an opportunity for significant cost savings and improved operational efficiency The Hidden Costs of Legacy HR Systems Maintaining outdated HR systems incurs substantial expenses. According to the U.S. Government Accountability Office , just ten critical federal IT legacy systems cost taxpayers around $337 million annually to operate and maintain. Between 2014 and 2019, maintenance of such systems consumed nearly 80% of the federal government's total IT spending. These systems often lack integration capabilities, leading to fragmented processes and data silos. Such fragmentation increases the risk of errors, delays in service delivery, and challenges in compliance with evolving regulations. Real-World Impacts: International Lessons The consequences of flawed HR system implementations are evident in international examples. Canada's Phoenix Pay System : Intended to modernize payroll processing, the Phoenix system led to widespread pay errors affecting nearly 80% of federal employees. By October 2024, the system had cost the government over $3.5 billion, with a backlog of more than 408,000 unresolved pay issues. Queensland Health Payroll System : In Australia, a new payroll system for Queensland Health resulted in inaccurate payments for approximately 78,000 staff members. The project, plagued by system defects and inadequate testing, incurred costs exceeding $1.2 billion over eight years. The Case for Modernization Transitioning to modern, cloud-based HR systems offers numerous benefits: Cost Savings : Workday reports that government organizations have achieved up to 47% savings over ten years when comparing the cost of maintaining existing systems versus upgrading. Improved Efficiency : For instance, Clark County, Washington, implemented Workday's solutions and completed payroll 60% faster, cut unapproved spending by 15%, and saved $1.6 million annually. Enhanced Compliance and Security : Modern systems offer better compliance tracking and are built with robust security features, reducing the risk of data breaches and regulatory penalties.  Navigating the Transition: Challenges and Considerations Navigating the transition from legacy HR systems to modern cloud-based platforms like Workday presents a unique set of challenges for government agencies. While the promise of improved efficiency, data transparency, and user experience is compelling, the path to modernization must be carefully planned to mitigate risks. Legacy systems often hold decades of deeply embedded processes and custom configurations that are difficult to unravel. Government entities must consider strict compliance requirements, security concerns, budget constraints , and the need for stakeholder alignment across departments. A successful transition requires not only technical readiness but also strategic change management to ensure continuity, user adoption, and long-term value realization. Procurement can also be a significant barrier, with lengthy approval processes and strict vendor requirements slowing progress. BGSF helps ease this burden as a certified Workday Deployment Partner and an approved vendor through HGACBuy , a cooperative purchasing program that simplifies procurement for government entities. With BGSF's support, agencies can navigate both the technical and procedural complexities of modernization with greater confidence and speed. A Smarter Path Forward for Government HR Outdated HR systems impose significant financial and operational burdens on government agencies. Modernizing these systems is not just a technological upgrade but a strategic investment in efficiency, security, and public trust. By learning from past challenges and prioritizing thoughtful implementation, governments can transform HR operations to better serve both employees and taxpayers. Don’t let outdated HR systems continue to drain your resources and jeopardize compliance. With BGSF as your trusted partner, your agency can confidently move forward with a smarter, more secure, and cost-effective HR solution. As a certified Workday Deployment Partner and an approved vendor through HGACBuy , BGSF streamlines the path to modernization, cutting through procurement hurdles and aligning technology with your unique operational needs. Contact BGSF today to take the first step toward modern government HR.

At BGSF, we believe that mental health isn't a one-month topic—it's a year-round priority. But May ( Mental Health Awareness Month ) offers a special chance to shine a spotlight on how we support ourselves and our teams in and beyond the workplace. To better understand what matters most to professionals when it comes to wellness at work, we asked our LinkedIn community. Workplace Wellness Flexibility is the Future of Wellness 318 people weighed in, and the message was loud and clear: Flexibility matters. In a world where burnout is real and the line between work and life often blurs, flexible work hours emerged as the top priority (63% of respondents) . The desire for autonomy and the ability to shape one’s schedule speaks to a growing movement: wellness isn't just about benefits — it's about control, balance, and trust. When employees can adjust their schedules to better align with family, personal health, or energy cycles, they show up more focused, engaged, and productive. Mental Health Days Still Matter Though not the top result, 28% of respondents  said that mental health days would be the most impactful wellness benefit. This shows a strong desire for time specifically reserved for rest and recovery. These mental health days communicate something powerful: “We see you and we value your mental well-being.” What About Therapy or Stipends? While on-demand therapy/coaching  and wellness stipends  received fewer votes, that doesn't mean they're less important. These resources may support individuals in more targeted or long-term ways. However, access and visibility are key — if benefits aren’t well-communicated or easily accessible, their value can go underutilized. How BGSF Supports Wellness At BGSF, we continue to focus on programs that support whole-person well-being, including: Flexible schedules and remote opportunities  across departments  Mental health resources  through our benefits program  Open conversations  between team members and leaders about managing workload and preventing burnout  Employee Recognition & Wellness initiatives  that prioritize gratitude, rest, and community  We know there’s no one-size-fits-all solution. That’s why we’re constantly listening, evolving, and championing well-being for our people and our clients. Keep the Conversation Going Thank you to everyone who voted and contributed to the dialogue. If you didn’t get a chance to vote, we’d still love to hear from you. What wellness benefit makes the biggest difference for YOU? Let’s keep pushing the workplace forward — together.

As we dive into the second half of 2025, CIOs are facing a technology labor landscape unlike any other. The convergence of accelerated digital transformation, heightened cyber threats, and the evolution of AI has launched a Great Recalibration , forcing organizations to rethink their talent strategies, reskill their workforces, and reassess where expertise truly matters. Here’s what every IT leader should have on their radar this summer as they forecast talent needs and project success for Q3 and Q4. IT Workforce Trends AI Reskilling: The Talent Gap Gets Smarter Generative AI has moved from curiosity to necessity, and with it, the demand for AI-literate talent is surging. Yet most organizations are grappling with a critical shortfall: reskilled internal talent that can operationalize AI tools responsibly, securely, and at scale. What CIOs should do: Launch or accelerate internal AI literacy programs—especially for business analysts, data scientists, and developers. Prioritize hands-on training that connects AI tools (like Copilots, LLMs, and automation scripts) to real business outcomes. Partner with external consultants or staffing firms who can fill the AI expertise gap while internal teams ramp up. Connect with AI experts and get all your questions answered through the Dallas Regional Chamber's AI Office Hours . Whether you're just getting started in AI or looking to scale current efforts, book a free consultation today! Watch For:  Roles that blend AI + domain knowledge (e.g., AI + HR systems or AI + financial planning) will become high-value and hard to find. Cybersecurity Demand Heats Up As geopolitical tensions simmer and ransomware threats evolve, cybersecurity talent continues to command a premium. However, it’s not just penetration testers and red teams in demand—compliance, governance, and security architecture roles are just as critical. What CIOs should do: Conduct mid-year security audits with a talent lens. What roles are critical to maintain coverage during year-end reporting or regulatory deadlines? Plan for Q4 project spikes by securing interim cybersecurity experts now. Look beyond certifications—real-world incident response experience matters most. Pro Tip:  The upcoming holiday season will once again be a prime time for cyberattacks. Get your response teams staffed and stress-tested early. Workday Expertise Is in the Spotlight The Workday ecosystem is seeing a major shift. With 2025R2 rolling out in September, companies are preparing for everything from FDM changes and compliance updates to new extensibility features via Workday Extend. The problem? Workday consultants—especially those with functional and technical cross-skills—are in short supply. What CIOs should do: Plan now for project staffing (especially for post-R2 optimization or module expansion). Use the summer to backfill operational tasks so internal HR and Finance teams can focus on testing and change management. Tap into Workday-certified external experts like BGSF to stay ahead of deployment challenges and maximize ROI. Emerging Trend:  More organizations are leveraging flexible, project-based Workday staffing to balance cost control with agility. Strategic Flexibility Wins The second half of the year will be about adapting fast to new threats, emerging AI capabilities, and internal skill gaps. The CIOs who thrive will be those who blend smart workforce forecasting with just-in-time expertise. Whether you're gearing up for a Q4 ERP upgrade, navigating AI adoption, or tightening your security perimeter, make sure your talent strategy is as future-focused as your technology roadmap. Need support recalibrating your IT workforce? Whether it’s AI consultants, cybersecurity experts, or Workday-certified talent, BGSF delivers flexible workforce solutions to help you stay ahead of change. Contact us today!

Graduating from college is an exciting milestone, but it also marks the beginning of a new challenge—launching a successful career. With so many industries vying for young talent, new graduates often face the daunting question: Which career path offers stability, growth, and meaningful work?   For many, property management emerges as a surprisingly smart and rewarding option. Why Consider A Career in Property Management? Property management combines elements of business, customer service, real estate, and operations management, offering a dynamic and diverse work environment. Here are several reasons why new grads should consider this industry. Strong Job Market with Steady Demand The real estate market may fluctuate, but people will always need places to live and work. This constant demand fuels ongoing opportunities in property management across residential, commercial, and industrial sectors. As communities grow and evolve, the need for skilled property managers to maintain and enhance these spaces continues to rise. Variety and Skill Development Property management isn’t a one-dimensional job. It involves: Handling tenant relations and communications Overseeing maintenance and repairs Managing budgets and financial reporting Ensuring compliance with laws and regulations Coordinating with vendors and contractors This variety ensures that new grads develop a wide range of transferable skills — from negotiation and problem-solving to financial acumen and organizational leadership. Career Growth and Advancement Starting in an entry-level property management role can open doors to numerous career advancement opportunities. Many successful property managers move into senior management, regional oversight, or even real estate development and investment roles. The industry values experience and proven leadership, making it a great place to build a long-term career. Opportunity to Make an Impact Property managers play a critical role in creating safe, well-maintained, and welcoming communities. For those passionate about people and community development, this career offers the chance to make a tangible difference in residents’ daily lives. Competitive Compensation and Benefits With increasing responsibilities and specialized skills, property management roles often come with competitive pay and benefits. Many companies also offer training and certification programs , helping employees build credentials and boost their earning potential. How New Grads Can Get Started Pursue Relevant Education and Certifications While a degree in business, real estate, or hospitality can be helpful, it’s not always required. Many employers value hands-on experience, strong communication skills, and a proactive attitude. Certifications like the Certified Property Manager (CPM) or Accredited Residential Manager (ARM) can also enhance a candidate’s profile. Gain Experience Through Internships and Entry-Level Roles Internships, assistant property manager roles, or leasing consultant positions provide excellent entry points to learn the ropes. These experiences allow new grads to build practical skills and professional networks in the industry. Leverage Staffing Support for Career Placement Partnering with staffing firms that specialize in property management, like BGSF , can help new graduates connect with the right employers. These firms understand the unique needs of the industry and can match candidates with opportunities that fit their skills and career goals. Starting A Rewarding Career Today For new graduates navigating the transition from school to the workforce, property management offers a smart, versatile, and rewarding career path. With its blend of steady demand, skill variety, advancement potential, and community impact, it’s an industry worth exploring. If you’re a recent grad ready to launch your career, consider property management — where your skills can grow, your impact is real, and your future looks bright.

Launching new technology, whether it's an ERP system, cloud migration, AI platform, or digital transformation initiative, is a huge undertaking. It demands the right mix of skills, resources, and leadership. But what if you're heading toward go-live and something feels off? If you're feeling the pressure, it might not be the tech. It could be your team. Here are five red flags that you’re understaffed for your major tech rollout—and, more importantly, what you can do about it. 5 Red Flags You're Understaffed Project Timelines Keep Slipping Red Flag:  You started with a confident project roadmap, but now key phases are consistently behind schedule. What It Means:  You may be relying too heavily on a few overextended team members . Burnout, bottlenecks, and missed deadlines can spiral quickly, derailing the whole project. What to Do:  Reassess resource allocation and bring in specialized consultants or short-term staff  to balance the load and hit critical milestones. Too Many Hats, Not Enough Heads Red Flag:  Core team members are juggling multiple roles—from project management to system configuration and training. What It Means:  Stretching your team too thin can lead to errors, oversights, and a lack of accountability. What to Do:  Conduct a gap analysis. Identify roles that need dedicated attention, like change management, QA, or post-go-live support, and fill them with contract or managed services talent. Trouble Translating Tech to the Business Red Flag:  Communication between IT and business stakeholders is breaking down, causing confusion or resistance. What It Means:  You may lack business analysts, integration specialists, or user adoption experts who can bridge the gap between strategy and execution. What to Do:  Enlist hybrid experts—people who speak both tech and business—to ensure alignment and drive cross-functional success. Increased Turnover or Burnout Red Flag:  Team members are taking extended leaves, exiting the organization, or showing signs of disengagement. What It Means:  You’re likely relying too heavily on internal resources without building a buffer for mental health, PTO, or the unexpected. What to Do:  Rotate in flexible staffing to give your core team breathing room. Partnering with a staffing firm that understands tech rollouts, like BGSF, can ensure a sustainable pace. Testing and Training Are Rushed or Incomplete Red Flag:  End-user training and system testing are being fast-tracked or cut altogether. What It Means:  These are the most visible signs you’re running out of time—and people. Cutting corners at this stage often leads to failed adoption and rework post-launch. What to Do:  Bring in specialists to handle training delivery, documentation, and testing. Augment your team to protect the integrity of your launch. From Red Flags to Results At BGSF, we understand the high stakes of major tech implementations. Whether you're deploying Workday , SAP , Oracle , or a custom solution, our flexible workforce solutions are designed to scale with your project’s needs. From certified consultants and project managers to post-go-live support, we help you fill gaps fast, without compromising quality. Don’t wait for burnout or breakdown to hit. If any of these red flags sound familiar, let’s talk about how we can support your success before, during, and after go-live.

Transitioning from military to civilian life can be both exciting and challenging. For many veterans, the question isn't whether their skills are valuable; it’s where those skills can make the biggest impact. With unmatched experience in leadership, discipline, teamwork, logistics, and problem-solving, veterans are uniquely positioned to thrive in various industries. At BGSF, we recognize the importance of translating military experience into rewarding civilian careers. Below, we explore the top industries that align with military skill sets and how veterans can successfully transition into these fields. Why Military Skills Matter in the Civilian Workforce Veterans bring a wide array of capabilities that employers highly value: Leadership and team management  Decision-making under pressure  Technical aptitude and hands-on experience  Adherence to structure, policies, and procedures  Strong work ethic and adaptability  These qualities are not just relevant, but essential across many civilian sectors, especially those facing talent shortages or operational complexity. Top Industries Where Veterans Thrive Information Technology and Cybersecurity With many veterans having experience in communications, cybersecurity, and intelligence, IT is a natural fit. Skills in network security, systems analysis, and mission-critical operations transition seamlessly into roles like: Cybersecurity Analyst Systems Administrator IT Project Manager Network Engineer Why it fits:  Military training often includes high-stakes technology operations—an ideal match for the ever-evolving tech landscape. Logistics and Supply Chain Management Military logistics are some of the most complex in the world. From coordinating global deployments to managing equipment and supplies, these skills are directly transferable to: Supply Chain Analyst Operations Manager Inventory Control Specialist Transportation Planner Why it fits:  Precision, timing, and efficiency are core strengths of military personnel. Skilled Trades and Property Management Veterans with mechanical, electrical, HVAC, or general maintenance experience can find long-term careers in property management and facilities services. Maintenance Technician HVAC Specialist Building Engineer Project Supervisor Why it fits:  Hands-on expertise, reliability, and certifications earned in the military often meet or exceed civilian requirements. Healthcare and Medical Services Veterans with experience as medics, nurses, or in mental health support can pursue certifications that allow them to serve in: EMT/Paramedic Nursing Assistant Behavioral Health Technician Medical Equipment Technician Why it fits:  A mission-driven approach and the ability to perform under pressure are ideal in healthcare environments. Manufacturing and Engineering Veterans trained in mechanics, operations, and safety protocols are assets in high-tech and traditional manufacturing roles: Quality Assurance Specialist CNC Operator Safety Manager Process Engineer Why it fits:  Precision, quality, and attention to detail are foundational in both military and manufacturing settings. Government and Public Service Veterans often find purpose and alignment in continuing to serve through civilian government roles. Many federal, state, and local agencies actively recruit former military members for positions such as: Homeland Security Officer Emergency Management Specialist Law Enforcement or Corrections Officer Program Analyst Why it fits:  Veterans understand chain-of-command, security protocols, and thrive in structured, mission-oriented environments. Finance and Business Operations Many military roles involve planning, budgeting, procurement, and resource allocation. Veterans transitioning into finance or business ops may thrive in roles such as: Financial Analyst Procurement Specialist Operations Coordinator Project Manager Why it fits:  Analytical thinking, discipline, and accountability are strengths veterans bring to any corporate environment. Tips for a Successful Transition To leap into a new civilian career, veterans should keep the following in mind: Translate your resume : Use civilian language to describe your military experience . Focus on transferable skills and measurable outcomes.  Obtain certifications : Earning industry-recognized certifications (like CompTIA, HVAC, or PMP) can bridge any gaps between military training and civilian requirements.  Network with purpose : Connect with veteran-focused career fairs, staffing partners like BGSF , and LinkedIn groups to gain traction.  Consider temp-to-perm : Staffing firms can help place veterans in flexible roles that build experience and often lead to full-time employment.  How BGSF Supports Veterans At BGSF, we’re committed to empowering veterans as they navigate their second careers. Our team offers: Resume guidance and career coaching  Access to temporary, contract, and full-time positions  Upskilling and certification support in high-demand industries  A dedicated team that understands the unique value veterans bring to the workforce  Military service instills a level of dedication, discipline, and skill that few other experiences can match. As industries across the country face increasing demand for qualified talent, veterans offer a wellspring of potential. With the right support and opportunities, the civilian workforce can become a new mission—one filled with purpose, progress, and long-term success. Ready to take the next step in your civilian career? Connect with BGSF today to explore opportunities tailored to your strengths.

The commercial real estate (CRE) industry isn’t one-size-fits-all, and neither should your staffing strategy be. From the logistics-heavy operations of industrial properties to the dynamic pace of retail leasing, each sector within CRE has distinct challenges. Yet, many firms still rely on generalized staffing solutions that overlook the nuanced skills and sector-specific knowledge required for success. In today's competitive and complex market, that approach simply doesn’t cut it anymore. The CRE Landscape Is Diverse, and So Are Its Talent Needs Each corner of the CRE world functions like its own ecosystem, requiring a different mix of skillsets, compliance understanding, and operational focus. Let’s take a closer look: Office: Optimizing Space, Experience, and Retention The modern office is evolving, with hybrid work, flexible leases , and smarter space utilization driving change. Office-focused roles often include: Property Managers  – Professionals who oversee the daily operations, budgeting, vendor relationships, and tenant satisfaction for office properties. Building Engineers  – Skilled technicians who manage HVAC, electrical, plumbing, and other building systems to ensure peak performance and minimal disruptions. Lease Administrators  – Professionals who ensure lease agreements are accurate, up-to-date, and aligned with business goals. Marketing Specialists  – Creative minds who attract tenants through strategic messaging and compelling value propositions. It takes sector-savvy professionals to strike a balance between cost-efficiency and tenant satisfaction when it comes to office spaces. Retail: Fast, Flexible, and Consumer-Driven Retail is dynamic and fast-paced. From seasonal shifts to changing tenant mixes, the retail sector thrives on agility: Leasing Agents  – Experts who analyze foot traffic, co-tenancy dynamics, and location insights to secure the right tenants for long-term success. Property Managers  – Leaders who keep retail centers operational, profitable, and visually appealing while managing vendor contracts, budgets, and community engagement. Market Analysts  – Data-driven specialists who evaluate consumer behavior and economic indicators to inform strategic property decisions. The right retail staffing keeps your centers vibrant and profitable year-round. Industrial: Where Efficiency Drives Results In the industrial space, operational efficiency directly impacts bottom lines. With e-commerce and supply chain complexity rising, this sector requires: Industrial Leasing Specialists  – Professionals who navigate warehouse specifications and match tenants with spaces that meet their unique operational needs. Maintenance Technicians  – Skilled workers who ensure facilities remain in top condition, minimizing downtime and supporting seamless operations. Building Engineers  – Essential to maintaining industrial-grade systems and equipment, ensuring peak performance and minimizing risk. Sector-specific staffing helps businesses stay agile and scalable as logistics evolve in the industrial sector. Life Science Centers: Precision, Compliance, and Innovation Life science centers—ranging from biotech labs to medical office buildings—demand a workforce fluent in both real estate and regulatory complexity: Regulatory Compliance Coordinators  – Experts who ensure the facility aligns with FDA, EPA, and OSHA regulations specific to life sciences. Technical Maintenance Specialists  – Skilled technicians who support sophisticated systems such as clean rooms, HVAC, and laboratory infrastructure. Building Engineers  – Experts in advanced building systems supporting sensitive life science operations, from high-efficiency HVAC to controlled environments. Staffing in this sector requires a deep understanding of scientific workflows, industry certifications, and the unique pressures of innovation-driven environments. The Case for Specialized Staffing Solutions When commercial real estate (CRE) companies rely on general staffing firms, they often face costly setbacks, mismatched skill sets, prolonged onboarding, and decreased operational efficiency that can impact tenant satisfaction. In an industry where timing and precision are everything, CRE professionals don’t have the luxury of ramp-up time. They need talent that understands the unique dynamics of their sector and can deliver from day one. That’s where tailored staffing solutions come in. With industry-specific expertise, these solutions provide pre-vetted professionals who bring niche knowledge and proven experience. Companies benefit from faster placement timelines, smoother transitions, and the scalability to address everything from seasonal surges to long-term growth. Most importantly, the matching process goes beyond resumes, factoring in compliance requirements, company culture, and the potential for long-term success. Whether you're covering a short-term vacancy or assembling a high-performing team for the future, specialized talent aligned with your sector’s needs makes all the difference. How BGSF Helps CRE Leaders Win At BGSF, we understand that retail doesn’t operate like industrial, and office space isn’t interchangeable with medical facilities. That’s why our commercial real estate staffing solutions are designed with specialization at the core. We provide: Leasing experts with sector-specific knowledge Maintenance professionals who uphold your brand standards External staffing support for seasonal, transitional, or growth-focused needs As CRE evolves and markets shift, real, specialized talent has never been more crucial. It’s time to move beyond generic staffing and invest in a partner that understands the complexities of your sector. Let’s build your team with purpose. Partner with BGSF for specialized staffing that delivers impact, no matter the sector.

As recruiters, we have seen countless employees grapple with the decision of whether to accept a counteroffer after submitting their resignation. While receiving a counteroffer can feel flattering and validating, it's essential to take a step back and evaluate both the immediate and long-term impacts of this decision. Here's our professional take on counteroffers, the motivations behind them, and things you should consider before accepting one. Why Do Employers Offer Counteroffers? When an employee resigns, employers often extend a counteroffer in an effort to retain their talent. From a company's standpoint, there are several reasons behind this move: Team Disruptions : An employee's abrupt departure can disrupt team dynamics, productivity, and morale.  Cost and Time of Replacement : Hiring a new employee involves time, training, and a financial investment that many organizations want to avoid.  Cultural Impact : Losing a key employee can affect the culture, balance, and overall cohesion of the workplace.  In these cases, a counteroffer is a quick fix to stave off immediate challenges, but it's worth considering whether this solution is truly in the best interest of the employee. Short-Term Benefits: What You Get Right Away When you're handed a counteroffer, some obvious short-term benefits may cloud your judgment: Flattery : It’s always nice to feel wanted, especially when you’ve made the difficult decision to leave.  Morale Boost : Being offered a higher salary, a new title, or a promotion can make you feel appreciated.  Higher Salary : A salary bump is often the most immediate and attractive part of a counteroffer.  New Title : Sometimes, a title change can offer a sense of new responsibility or growth.  While these rewards might feel great initially, they come with their own set of potential repercussions that you must weigh carefully. The Hidden Repercussions of Accepting a Counteroffer While accepting a counteroffer might solve a few surface-level problems, there are long-term implications to consider: Strained Loyalty : Once you've given notice and explored other opportunities, your loyalty to your current employer might be permanently affected. Your manager will know that you were actively seeking another role, and that could change the dynamic in your future working relationship. They may not see you as fully committed moving forward, and that lack of trust can be hard to rebuild.  Underlying Issues Remain : If salary wasn't the primary reason you were seeking a new job, a financial incentive might not address the real reasons behind your dissatisfaction—whether it's lack of growth opportunities, a poor work environment, or a mismatch between your values and the company culture. A salary bump or title change may be a temporary fix, but it likely won't solve the underlying issues that drove you to seek another job in the first place.  Impact on Team Dynamics : If your colleagues learn that you were planning to leave, it could cause friction or shift the dynamics within your team. They might see you as less committed or question your intentions, which could erode the team’s trust in you.  Short-Term Thinking : Studies show that even after accepting a counteroffer, employees often leave within 6-12 months. While the counteroffer might solve immediate problems, it doesn't necessarily mean you've found long-term fulfillment. If your original reasons for leaving weren't addressed, you may find yourself back in the same position down the line.  Final Thoughts: Key Questions to Ask Yourself If you find yourself faced with a counteroffer, it's important to reflect on several key questions before making your decision: Will the counteroffer resolve the issues that made you want to leave in the first place?  Is the salary increase or title change enough to address your long-term career goals or work-life balance needs?  Is the counteroffer a quick fix or a true solution?  Ask yourself if the changes are just a temporary fix or if they address the larger, underlying concerns you have.  Will there be any retaliation or awkwardness with your peers or manager?  Knowing that you were considering leaving could change how others view you. Consider whether this might lead to tensions or affect your relationships at work.  Would you have received this raise or promotion if you hadn't put in your notice?  It’s worth considering whether this change was offered only as a response to your resignation and whether you would have received it otherwise.  Do you feel more valued now?  Accepting a counteroffer should make you feel like your contributions are recognized and valued. If you don’t feel that way, the counteroffer might not be enough to retain your commitment.  Could this impact your future career growth?  Think about whether accepting the counteroffer could derail future promotions, your career trajectory, or even your long-term satisfaction.  Have you spoken to someone you trust?  Before making any major career decision, it’s always helpful to seek advice from someone close to you—whether it’s a family member, mentor, or trusted friend. A clear perspective can help you make a more informed decision.  Is a Counteroffer the Right Choice for Your Career? While accepting a counteroffer can seem like a quick and flattering solution, it’s essential to carefully weigh the potential drawbacks. A counteroffer might address immediate needs, but it’s unlikely to fix the larger, underlying reasons why you were looking for a new job in the first place. Make sure that any decision you make aligns with your long-term career goals and personal values. If you're uncertain, seeking guidance from a mentor or recruiter can help you evaluate whether staying or leaving is the best move for your future. Looking for a new role or the next step in your career? Check out our open positions and apply today!

As the summer sun heats up, so does the competition in the multifamily housing market. Prospective renters are not just looking for a place to live, they're seeking a lifestyle. And the amenities your property offers can be the deciding factor between a signed lease and a missed opportunity. Understanding which amenities sizzle and which fizzle is crucial to maximizing occupancy during the peak leasing season. The Sizzle: Amenities That Attract and Retain Residents Outdoor Workspaces and Flexible Design: The shift towards remote work has transformed residents' expectations. Outdoor work zones have become a sought-after feature, allowing residents to work amidst nature without leaving their community. Flexible designs, such as folding partitions that create seamless indoor/outdoor connections, are gaining popularity even in traditionally colder regions. These spaces not only cater to remote workers but also enhance the overall appeal of the property. Year-Round Outdoor Amenities: Properties are extending the usability of outdoor spaces beyond the summer months. Heated pools, fire pits, and electric heaters are being incorporated to ensure residents can enjoy outdoor areas even in colder climates. Such features not only provide comfort but also differentiate properties in competitive markets. Unique and Multifunctional Spaces: Innovative amenities like music practice rooms, rooftop running tracks, and golf simulators are redefining luxury living. These unique offerings cater to diverse interests, fostering a sense of community and enhancing resident satisfaction. Moreover, integrating technology through virtual reality lounges and multi-sport simulators appeals to tech-savvy residents and sets properties apart. The Fizzle: Outdated Amenities That May Deter Prospective Renters Underutilized Business Centers: While business centers were once a staple, the rise of in-unit workspaces and co-working areas has rendered traditional business centers less appealing. Residents now prefer multifunctional spaces that offer flexibility and comfort over formal business centers. Generic Common Areas: Common areas lacking character or purpose can fail to engage residents. Spaces that do not foster interaction or offer unique experiences may be overlooked. In contrast, thoughtfully designed areas that encourage socialization and community building are more likely to be utilized and appreciated. Amenities Without Resident Input: Implementing amenities without considering resident preferences can lead to underused spaces and wasted investments. Regularly surveying residents and involving them in the decision-making process ensures that amenities align with their needs and desires, enhancing satisfaction and retention. Strategies to Enhance Your Leasing Season Engage with Residents:  Conduct surveys and feedback sessions to understand what amenities residents value most.  Invest in Versatile Spaces:  Design areas that can serve multiple purposes, adapting to various resident activities and preferences.  Embrace Technology:  Incorporate smart home features and tech-driven amenities to appeal to modern renters.  Promote Community Building:  Host events and create spaces that encourage interaction, fostering a strong sense of community.  Add Some Sizzle to Your Leasing Season By focusing on amenities that resonate with current trends and evolving resident needs, such as coworking spaces, pet-friendly features, wellness centers, and smart home technology, property managers can create communities that stand out in a competitive market. These thoughtful additions not only appeal to prospective renters during the busy summer leasing season but also contribute to long-term satisfaction for current residents. The result is stronger retention, positive word-of-mouth, and a community that thrives well beyond the summer rush, ultimately turning seasonal opportunities into year-round success. Need support bringing your amenity vision to life? BGSF provides experienced professionals who can help manage seasonal demand, execute property upgrades, and deliver exceptional resident experiences. Let’s make your summer leasing season a sizzling success— connect with BGSF today .

As the final graduation caps hit the ground and summer break begins, many universities are anything but on vacation. Behind the scenes, institutions across the country are leveraging the quieter summer months to roll out critical Workday enhancements—strategic upgrades designed to improve system performance, support incoming students, and streamline back-office operations before the fall semester begins. Why Summer is the Prime Time for Workday Upgrades Summer offers a narrow but crucial window for IT and administrative teams to make system changes with minimal disruption. Workday’s flexibility, cloud-native infrastructure, and biannual release schedule make it well-suited for agile upgrades during this off-peak period. Here are the key reasons universities are taking action now: Lower System Load : With fewer users logged into student portals and finance systems, summer is ideal for testing and deploying new features.  Fall Preparedness : Enhancements now can alleviate registration bottlenecks, onboarding issues, and scheduling glitches during the high-pressure fall term.  Change Management : Summer provides more bandwidth for training, communication, and user adoption before students and faculty return en masse.  Top Enhancements Universities Are Prioritizing As the pace of digital transformation in higher education accelerates, universities are prioritizing Workday upgrades that improve student experiences, streamline back-office operations, and ensure regulatory compliance. Here’s a closer look at the key areas institutions are enhancing over the summer: 1. Student Module Enhancements Workday Student is becoming a central hub for the full student lifecycle—from admissions to alumni engagement. Universities are: Streamlining Course Registration : Enhancing the registration experience with real-time seat availability, waitlist automation, and user-friendly interfaces that reduce advisor workload.  Automating Degree Audits : Deploying rule-based logic to track academic progress automatically, giving students and advisors clearer visibility into graduation requirements and credit completion.  Improving Financial Transparency : Rolling out self-service tools for viewing tuition balances, payment options, and financial aid disbursements, to reduce help desk traffic and boost student satisfaction.  These upgrades ensure a smoother onboarding and academic planning experience for new and returning students. 2. Human Capital Management (HCM) Upgrades The beginning of the academic year often brings surges in hiring, especially for adjunct faculty, student workers, and seasonal staff. Universities are optimizing: Mobile-First Onboarding : Implementing mobile-friendly onboarding portals with checklist automation for documents, tax forms, and training modules—accelerating time-to-productivity.  Dynamic Job Requisition Workflows : Simplifying hiring manager tasks with more intuitive routing, alerts, and approval chains for quicker turnaround on seasonal hiring needs.  Faculty Credential Management : Aligning credential tracking with compliance requirements and integrating professional development tracking into faculty profiles for accreditation audits.  These enhancements improve recruiting speed, compliance, and employee engagement from day one. 3. Finance and Grants Management Improvements With fall budgeting and new research funding cycles approaching, finance teams are updating Workday to drive smarter decision-making: Real-Time Grant Tracking : Automating expense tracking across the grant lifecycle with dashboards that give PIs and finance teams up-to-date insights on remaining balances and upcoming deadlines.  Enhanced Budget Controls : Enabling budget-to-actual variance tracking and proactive alerts to help departments manage spending responsibly before the fiscal year-end.  Streamlined Procurement Workflows : Integrating supplier management tools with Workday Procurement to simplify vendor onboarding, invoice approval, and payment timelines.  These improvements provide clearer financial oversight and reduce administrative overhead. 4. Security & Compliance Updates Data privacy and regulatory demands are rising, especially in higher ed, where student and health data intersect. This summer, institutions are: Tightening Role-Based Access : Refining security groups and access protocols to ensure users only see the data necessary for their roles, minimizing risk across distributed campuses.  Conducting System-Wide Audits : Using Workday’s audit capabilities to track configuration changes, detect outdated permissions, and document workflows for compliance reporting.  Aligning with FERPA, HIPAA, and GDPR : Updating policies and technical configurations to reflect evolving data governance requirements and reduce institutional exposure.  Security enhancements now mean fewer headaches—and fewer compliance violations—later. How BGSF Helps Universities Maximize Summer Enhancements At BGSF, we understand the pressure higher education institutions face to get it right before students return. Our Workday-certified consultants provide: Project-based support  to execute enhancements on time and on budget  Backfill staffing  so core teams can stay focused on daily operations  Strategic advisory  to align enhancements with long-term institutional goals  Whether you’re implementing new features, optimizing existing modules, or preparing for Workday’s upcoming release in September, we’re here to help. Don’t Wait Until It’s Too Late The countdown to the fall semester is already ticking. Institutions that invest in summer upgrades not only enter the academic year stronger, but they also reduce stress on students, faculty, and staff when it matters most. Ready to maximize your Workday environment before the fall rush? As a trusted Workday Deployment Partner , let BGSF help you take full advantage of summer. Contact us  to start the conversation.

In today’s fast-moving business landscape, the question isn’t just “Do we need more people?” —it’s “What kind of support will drive the most value?”  Whether you’re scaling, adapting to new tech, or tackling a one-time initiative, aligning the right workforce strategy to your needs is critical. That’s where staffing up or staffing smarter comes into play. The Three Core Staffing Options Let’s break down your primary staffing choices: Full-Time Hires : Best for long-term needs, culture continuity, and strategic investment in talent.  Contract Staffing : Ideal for flexible, short- to mid-term support, especially for spikes in workload or specialized skills.  Managed Services : A hands-off, outcomes-based approach where an external partner oversees the delivery of a specific function or project.  Staffing Decision Tree: What’s the Right Fit?  Use this mini-guide to help determine your best route: When to Staff Smarter (and Save) Smart staffing doesn’t just save costs—it improves agility. Here are common scenarios where staffing smarter pays off: Technology Upgrades : Don’t tie up internal teams with complex implementations. Use contract talent for surge capacity or managed services for end-to-end execution.  Compliance & Reporting : Leverage managed services to stay ahead of ever-evolving requirements.  Busy Seasons : Scale up your workforce with contract support for accounting, customer service, or property maintenance roles.  Talent Shortages : Fill gaps fast with pre-vetted talent instead of waiting for the “perfect” full-time hire.  Pro Tip: Mix and Match The smartest staffing strategy is often a hybrid. Full-time employees ensure continuity, contract talent brings flexibility, and managed services deliver specialized outcomes. The key is knowing when—and how—to blend them. Staff Smarter with BGSF At BGSF, we help companies staff smarter across IT, finance & accounting, property management, and more. Whether you need to scale up, scale temporarily, or scale strategically, our experts guide you through every step—from assessment to execution. Ready to build the right workforce for right now? Let’s talk.