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  • 3 Tips For Managing Your Warehouse Team

    At BGSF, we have years of experience working with manufacturing facilities and warehouses. Understanding that small workflow problems can often have a significant impact on the bottom line, we specialize in helping warehouses staff and manage their employees more effectively. Here are three simple tips that managers can implement to help optimize the skills of their workforce and keep their warehouses running as smoothly as possible. 1. Promote Senior Workers to Receiving It’s common for warehouse managers to assign less experienced employees to receiving. While there may be some benefit to keeping rookies off the main floor, sending new hires into receiving may cause larger problems down the line. In order to avoid the headache of having to redo orders, it’s a good idea to promote senior workers to receiving, since experienced employees know better how your facility operates. Moreover, it’s important to pay to receive clerks well and stress their value to other personnel throughout the company. 2. Offer Regular Training and Feedback A lack of communication between management and lower-level employees is one of the most common ways in which a warehouse’s workflow is disrupted. As a manager, it’s imperative that you keep your team informed about what’s going on with the company and encourage them to provide periodic feedback. Additionally, you should make sure that all employees are up-to-date on their training and certifications so that your warehouse can run as effectively as possible moving forward. 3. Keep an Orderly Warehouse One of the simplest ways to ensure your warehouse runs effectively is to keep the facility as clean as possible. Something as simple as spilled water can be a major safety hazard, so be sure to keep the floors dry and clear equipment and supplies from heavy traffic areas. Not only will having a clean workspace protect the safety of your workers, but it will also help to keep products and supplies where they need to be, and allow your warehouse to run more smoothly.

  • 3 Ways You Can Improve Your Warehouse Team

    Although they may work behind the scenes, your warehouse team is the heart of your company, helping ensure that products leave the facility in good condition and reach the customers who purchased them. It’s only logical to make sure that the heart stays healthy and strong. A leader in warehouse staffing solutions, BGSF helps companies find top warehouse workers and keep them for the long haul. Here are some of BGSF expert tips for improving the quality of your warehouse team in 2020 and beyond: Offer Opportunities for Growth No one wants to stay at a company where they feel their career has stagnated. To keep top warehouse workers on board and engaged, make sure that opportunities exist to rise through the ranks. By promoting from within, you can keep current workers happy and motivated while ensuring that your warehouse’s managerial team truly understands the business from the ground up. Schedule Regular Training Technology enables many companies to produce their goods and services more efficiently. However, a business can’t be productive if the entire team isn’t on the same page. To improve your warehouse team in 2020, arrange for employees to attend regular training sessions for new inventory tracking systems and other technologies. Although training programs may cost you money in the short term, the company will reap the rewards in greater profits and performance down the line. Ask Top Staff for Input Trying to optimize productivity among your warehouse team? Instead of leaving all the operational decisions to managers, you may want to consider asking your employees to contribute ideas. Because they spend the greatest amount of time on the floor, warehouse workers can pinpoint process speed-bumps and even offer suggestions for improving performance. Additionally, asking your warehouse team for feedback shows that you care about their opinions and job satisfaction, making for a happier workforce overall.

  • 2 Tips for Optimizing Every Recruiter Conversation

    As a recruiters, we speak with thousands of consultants to evaluate their background and determine the best fit for our clients’ requirements and for consultants. It is important for consultants to get he most out of every conversation with recruiters in order to access more opportunities. Here are two suggestions on how to best communicate with recruiters about your skills. Each point finishes with a question you can utilize to make the most out of every conversation. 1. The recruiter doesn’t need to know how you do what you do. Not all recruiters will understand the technology you are using and that’s OK! Take a step back from what you know and aim to communicate how you put it to work on your last project. Break out your technical/hands-on experience and functional requirement gathering duties. Talking about a recent experience from a 10,000ft view will allow you to connect with the recruiter and quickly determine your interest and success on the project that’s being presented. Ask the recruiter: Where do you land on the techno/functional scale? (60/40, 70/30, 80/20) 2. Your most recent experience is typically the most relevant. Your overall experience and career path define your current abilities to perform at a new company. Although, all of your experience is important, the past three years will heavily influence whether or not you quickly score an interview for a new position. If your recent experience has been 90% technical, recruiters will likely cue in on this and present opportunities that are heavy on the technical side. Selling your strong functional skills from five years ago typically won’t be weighed as heavily as your more recent experience. Framing your resume and conversation around your most recent work can be beneficial towards deciding if you move quickly through a recruiting process. Ask the recruiter:  What have you been most focused on in the last three years of your working career? Recruiters typically know the market for the position they are presenting. Part of our job is to work with the client to manage the expectations of their technical and functional requirements. When connecting with recruiters, be understanding and remember that they are advocating on their client’s behalf.

  • Do You Need a 401K?

    Yes. We’ve all heard the saying “you’re never too young to start saving for retirement.” Saving money can help prevent you from scrambling when you’re approaching retirement age. It can also help with unforeseen expenses along the way. Life is full of surprises that include unexpected and sometimes burdensome obstacles like car accidents or health issues. That said, life will also include events you’ll plan for like a wedding or buying a house. Whether planned or unplanned, both cases always seem to require that you spend more money than you anticipate. Other common expenses include: Buying a car Raising Children Supporting an aging family member Paying off student loans Are you saving enough? One of the easiest ways to save for retirement is with a 401(k). This is but one of the many suggestions the IRS recommends for saving. Even contributing a small percentage of your income regularly can grow an account into a sizable retirement nest egg. Other tips for getting closer to your financial goal include: Speak with a financial professional. Take advantage of an individual retirement account (IRA) or other saving mechanisms. Know the difference between “Roth” and “traditional.” Pick the account that works best for you and begin saving. Understand the savings options available through your employer. Set money aside in accounts you can access prior to retirement. Make plans now, to have money waiting for you at retirement so those unanticipated costs don’t sneak up on you. Life promises surprises along the way and with the right preparation, you won’t have to worry when the unexpected happens.

  • 4 Warning Signs – When Applying For A Job

    Tired of toiling away at that job you despise? At BGSF, we specialize in connecting talented job seekers with a wide range of employment opportunities. However, not all positions are created equal. Based on our years of staffing experience, we’ve compiled a list of five criteria that all job searchers should look out for when applying for a new position. Take a look at the following tips and then call BGSF to schedule an appointment with a member of our team. Excessive Commute There’s nothing worse than spending an hour each morning stuck in bumper-to-bumper traffic…except having to go to work for 8 hours after. Before accepting that new position in Timbuktu, consider what your commute will be like on a daily basis. Take factors like gas and auto maintenance costs into consideration and determine whether the job is truly worth the drive. After all, it’s better to turn down an offer now than quit in a few weeks when the commute becomes too much to bear. Poor Corporate Culture The fact is, most of us spend 8 to 10 hours a day in the office. However, the workday can feel a heck of a lot longer if we can’t stand our coworkers! Yes, corporate culture can have a huge impact on our overall happiness. Before you sign on the dotted line, take a moment to assess the workplace atmosphere and determine if it’s a good fit. You should also consider whether your own values mesh with those of the organization. If you anticipate future ethical dilemmas or a stressful workplace populated by Negative Neds and Nancys, then you may want to walk away now. Lack of Leadership and Direction Is your company seriously lacking when it comes to leadership? While it’s normal for workers to disagree with senior management now and then, a pattern of poor judgment can spell disaster for businesses. Before accepting a new job, consider whether your future managers seem up to the task. If a company appears directionless or economically unstable, you may find yourself job hunting again in the near future. Opportunities for Advancement If you’re new to the working world, or on the verge of a career change, your starting salary may not be all that you hoped. However, a solid job prospect should offer opportunities for climbing the corporate ladder, even if the initial wages aren’t all that. After receiving an offer, take the time to question other employees about long-term growth potential. If other employees are grunting and groaning about lack of opportunity, the chances are good you will suffer the same fate.

  • Are Your Job Postings Too Descriptive?

    Are your job postings a little on the long-winded side? In the long run, poorly written or overly descriptive job postings can have a negative effect on your hiring rates. If your dull job listings are failing to attract the best of the best, it may be a time to turn your hiring over to the professionals. If the postings feature too much information, then you may scare away candidates who can help your company. Check out these signs that your job postings aren’t marketing your business in the best possible light: Too Many Job Duties Have your last few job listings read like a laundry list of duties and assignments? If you’re using your job posting to describe everything the employee might do in the next five years of work, you probably aren’t marketing the job or the company successfully. Rather than stuff the posting full of requirements, focus on the key skills needed to do the job. You don’t want to risk turning away great prospective employees because they don’t possess every skill and trait on your list. Quality job candidates can learn the day-to-day tasks, but finding candidates possessing the desired characteristics is more difficult. Overlong Company Description The best employers are proud of their businesses and want to ensure that potential hires know it. However, including an overly lengthy company description can be a serious turnoff for prospective job candidates. While it’s smart to include details on your company mission and culture, including a long-winded explanation of how the business was founded is rarely beneficial. Instead, focus on the company culture and why employees would be lucky to join the team. Job candidates are probably reading a lot of job descriptions, so a lengthy company description won’t make an impact. However, talking about the unique features of your company in a bullet-point format will excite job candidates and make them want to work for you.

  • 2 Keys To Interviewing: Preparation and Questions

    An interview can be both exciting and stressful, and your level of preparation ahead of a meeting can make or break your chances at the role, regardless of your skillset. The types of questions you ask during an interview can say so much about your personality and your genuine interest in the company you are hoping to join. We have observed that qualified consultants with rich backgrounds did not always advance in the interview process because they didn’t ask the right questions or simply did not ask any questions at all. Those clients were looking for more than just skill, they were looking for the whole package. Preparation is important. Do your research on the firm. If you haven’t heard of the client, ask your network! Reference a recent news article about the company and incorporate it into a closing question in your interview. Are they going through some changes? What are some upcoming initiatives that they will be implementing? The company’s changes may or may not affect your position within the organization. “I understand you are going through some mergers and acquisitions, how is the merger going? On what ERP system does the company you’re merging with run?” “I read on your website that your firm invested $X, will that have an impact on this department?” Do your research on your interviewers. Ask your recruiter for their profiles. We equip consultants with as much information as possible on who they will be interviewing with as to creates the opportunity for transparency. Don’t be afraid to ask the interviewer what their role is in the company. They may have several responsibilities outside of their title and this may give you insight into the company structure. Clients are human and there are various interview approaches and styles. Some may be more direct about who they are and what they’re looking for. Others may give you the spotlight and say very little. Always ask questions of the interviewer regardless of the amount of information you already have. While the answer to “do you have any questions?” may seem like a minor part of the interview, it is the last impression that you will leave the interviewer. This is an opportunity to conclude the interview on a memorable note.

  • Understanding the Recruitment Process and Why You Shouldn’t Wait

    Timing is Everything. The hiring process can end up feeling like a game of “hurry up and wait.” Due to this mindset, even the most qualified candidates can fall into a cycle of believing they have time to burn and miss out on making the first impression. If you are truly excited about a project, don’t wait until tomorrow to let recruiters know! According to LinkedIn, 40% of contractors who signal on LinkedIn that they’re open to new opportunities respond within 24 hours and 20% respond within a few hours. Don’t be late to the party! You need to reach out now. Get out in front fast. A busy hiring manager does not want to spend hours skimming through resumes – that’s why they rely on people like us at Extrinsic! We have a reputation in the industry of providing qualified, reliable consultants. In a competitive market, the first few candidates that come across a hiring manager’s desk will likely be in the best position. Not to mention, the last thing a manager has time to do is coordinate interviews all week. Some clients will simply move forward with an offer as soon as they find a good fit, even if it’s the first candidate they interview. What’s the hold-up? To shed a little light on our recruiting process, we are not just sending out your resume and crossing our fingers! There is a lot more that goes on behind the scenes to set you up for success like the following: Right to Represent: First and foremost, we cannot submit you without your written approval. This email serves as the green light to move forward for both parties. It also includes the rate agreement and client information, so you can make sure you’re not double submitted. Checking professional references: If we have already worked with you or have checked these in the past, we can skip this step. If not, this can be the biggest roadblock! When consultants delay this process without explanation, it can also signal a red flag. Our clients trust us because they know we are completing this step for them upfront. Creating your profile for EVERY role: Before a hiring manager even opens your resume, they are looking at a snapshot that we have created, highlighting your relevant skills and experience based on the scope of the project. We draw this information not only from your CV but from our conversation with you about the role, so go ahead and elaborate! To speed up the process, feel free to send a few additional bullet points to help you stand out. Think of it as a quick, easy way to get the manager excited about opening your resume and eager to schedule your interview. Hockey Hall of Famer Wayne Gretzky said, “you miss 100% of the shots you don’t take.” Our tip for you is: don’t let a lack of urgency prevent you from taking that shot!

  • Why You Should Be On LinkedIn and How To Make Your Profile Better!

    Think social media is optional in today’s working world? Well, think again! Although you might not need to be a regular on Twitter or Instagram to score that new job, LinkedIn is one social platform that’s an absolute must for the modern job seeker. However, it’s not enough to establish a presence on the site; you should also create the strongest possible profile to boost your chances of career success. Here are some top tips for improving your LinkedIn profile: Update your headline. Want to stand out in the LinkedIn landscape? Instead of just using your current title and company name, it is recommended that job searchers craft an original headline stating their area of specialization. Many employers mine the LinkedIn listings for potential hires, so don’t be afraid to add a couple of keywords related to your professional expertise. Take the time to create a truly awesome headline for your profile and see your view rate rise. Add a picture. Think headshots are just for aspiring actors? In the world of LinkedIn, a good professional headshot can be the difference between scoring that dream position and getting lost in the crowd. In fact, studies show that HR managers are more likely to click on the profile of a candidate with a headshot than one using the generic photo supplied by LinkedIn. Upload a recent pic and reap the rewards in more job offers. Secure recommendations. It’s no secret that referrals can have a significant effect on hiring decisions, and the world of LinkedIn recruiting is no exception. Along with showcasing your skills to potential employers, recommendations demonstrate that you can get along with colleagues and peers. Ask former supervisors and clients to post testimonials to your LinkedIn profile to show prospective hiring managers you’re up to the task. From keeping up with industry trends to connecting you with potential contacts, LinkedIn is a powerful tool for professional networking.

  • Recruiters Love LinkedIn!

    One of the most valuable tools for job seekers is LinkedIn! If you do not have a LinkedIn profile, we highly encourage you to create one. LinkedIn is the top professional social networking site with over 133 million users in the U.S. alone. LinkedIn has made it very easy for recruiters to quickly identify candidates that meet the requirements our clients are looking for. Here are a few top tips to follow when creating and updating your profile: Make sure your profile is up-to-date and consistent with your resume Make sure to list all your relevant skills; adding keywords helps recruiters find you Make sure your profile picture is conservative and professional Let recruiters know you are available. LinkedIn allows you to list that confidentially where only recruiters can see.

  • 4 Ways to Ensure a Successful Peak Season

    Planning, preparing, training, and smart staffing are the 4 keys to success to ensure you’re not left in the dust during those busy and lucrative times. 1. Plan. Use data collected from the previous year’s plans to confirm your highest and lowest producing days, weeks, and months. This will help to determine which ones required the most or least staff. You can also see what type of workers were needed and how often. Planning enables you to compare and recreate past successes when your goals were exceeded, and production levels were highest. Additionally, always plan for the unexpected as you can guarantee fewer problems during and after ramp-ups by creating a contingency plan. A comprehensive plan will provide more flexibility for unexpected turns and can help ensure productivity goals are met. To elevate administrative burdens associated with ramp-ups and downs consider using staffing solutions that can take off any undue burden. 2. Create a calendar. Calendars are a fantastic way to record your highs and lows of the season. They also provide valuable, relevant history, enabling you to anticipate future needs by utilizing last year’s recruiting forecast. If you feel like you already know when there will be increases in demand, don’t forget to build those into your peak season plans. 3. Calculate your staffing needs. Use your calendar reflecting highs and lows to calculate how many of each type of worker you’ll need to work with differing demands. A staffing provider can assist in the creation of a strategic workforce plan. Because you’ll need varying levels of skillset, they’ll be able to source the specific talent needed for both highly skilled and semi-skilled positions. 4. Update your training processes and procedures. Develop training programs to target and prepare each type of new hire in advance and as soon as possible. You’ll also want to make sure that everyone involved with your planning has a clear understanding of the standardized processes and procedures needed to make a successful transition. To ensure the process is smooth, you may consider utilizing similar operating procedures for on and off-boarding training to minimize the burden on internal teams, especially during your peak seasons. Don’t get left in the dust this season!

  • 3 Ways To Recognize Trustworthy Candidates

    Your business is only as strong as the employees who represent you to customers and clients. For this reason, businesses need to work extra hard to find job candidates they can count on to show up and get the job done. While every hiring manager wants to know if a candidate is trustworthy, few know the best questions to ask to determine this fact. Here are three ways to evaluate the reliability of job candidates before you hire them. 1. Ask why they want the job. This question seems simple, but it can reveal a great deal about a candidate’s intentions. Applicants who are genuinely interested in doing good work tend to answer this question from the heart. Additionally, they can speak to the company’s goals and product offerings. For best results, choose a candidate who demonstrates a genuine interest in the company as well as growing their career. 2. Check employment history. If you want to evaluate a candidate’s reliability, start by checking their performance at previous jobs. While the occasional job gap isn’t necessarily a bad sign, repeated lags and job jumping can indicate a problem with authority. Don’t be afraid to ask about experience with past jobs and stay alert to candidates who seem to hold a grudge against all their previous bosses. 3. Contact a recruitment agency like BGSF. Not only can a bad employee cost your firm money in lost time, but they can also cost you clients. If your last few job candidates have been duds, you may want to consider working with a staffing agency moving forward. Not only do recruiters have access to larger talent pools, including passive candidates, but they also have the resources needed to perform extensive background checks and screenings. Working with a staffing firm, can increase the odds that your next hire will be reliable before they walk through your doors.

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