top of page

Search Results

431 items found for ""

  • Don’t Solely Rely on Perks to Help Company Culture

    Looking to build a robust company culture? Contrary to popular belief, a great culture is about a lot more than free snacks and video games in the breakroom. If you want to hire excellent people and retain them for the long haul, you need to look beyond the superficial perks. A leader in local staffing services, BGSF helps businesses hire well and keep their employees satisfied. Here are two tips for building a genuine and meaningful corporate culture that goes beyond the little perks: Share Your Core Values Your employees may appreciate the free pizza on Fridays and subsidized gym memberships … to make up for all the free pizza. However, this type of perk isn’t what keeps employees at your business. On the contrary, most employees want to believe they’re working toward a noble cause. To that end, it makes sense to create a mission statement detailing your business’ ultimate goals and values, and share this info with your team. Not only do core values help keep your business goals on track, but they also give employees the motivation to come to work every day. Encourage Employee Bonding All the perks in the world don’t make up for an unpleasant work environment. To foster cooperation and minimize petty disagreements, encourage employees to bond both inside and outside of work. For example, you could schedule group lunches, arrange for company trips, or sponsor a business-wide contest or competition. Additionally, many companies are encouraging cross-departmental bonding by allowing workers to sit wherever they please. You can even create workspaces with standing desks, so different people can work together and get to know one another.

  • Financial Reporting Process Improvement

    Division Accounting and Finance, Executive Leadership, Finance & Accounting, Team Building May 24, 2019 At a time when everyone from corporate executives to regulators and investors wants more, and more timely, financial information, many enterprises are realizing that each additional accounting standard – such as U.S. GAAP or IFRS – adds yet another layer of complexity to the reporting process. Using Fiat Chrysler as a case study, Workiva’s Joe Howell and FCA Group’s Ed Young, demonstrate that financial reporting process improvement depends on harnessing three resources: people; processes; and technology. More than 65% of large enterprises have more than five legal entities, according to a recent group study. Depending on your type of business, you might have more than a half-dozen reporting systems. Typically, organizations were required to comply with a number of reporting standards including US GAAP, IFRS, and others. Each additional standard, system, or business adds another layer of reporting complexity. A Fundamental Problem of Financial and Management Reporting A fundamental problem for reporting managers is that the primary, desktop-based tools they use to do their jobs, including email, have not kept pace with business reporting requirements. The truth is that these tools were never designed to handle the complexities of business reporting, to begin with, and instead bring with them their own sets of challenges. Beyond the tools that most teams use, there are process issues that are too often accepted as just a part of doing business. Interrelated reports are frequently treated as ad hoc, which creates unnecessary duplicated efforts. When in fact, reconciliation for one report can often be applied to other reports. And when teams can find time and space to create process improvements, they may not have the time or capability to assess a process holistically. The process improvements become modular, and they become stuck in a loop of improving the process improvements. The amount of non-value-add work created from inefficient tools and processes adds up. According to a recent FP&A Technology Survey conducted for the Association of Financial Professionals, 66% of the financial professionals surveyed said that they spend more than nine hours on non-value added activities, and 27% said they spend 20+ hours a month. There clearly needs to be a change. Changing a process before it is understood could create more problems than solutions. So, start with understanding what you and your team are trying to achieve. What information is needed? What resources are available? Be sure to ask “Why?” at every phase. Understand your reporting process: Begin by mapping each of your major reports from cradle to grave. This doesn’t need professional flowchart software – on a whiteboard or on paper is just fine. Ask why the report is needed, what the inputs are, and what the outputs are. How are the interim steps connected? What are the various destinations for the report? What actions must happen in each one, and what are the things that delay the process from moving from one phase to the next? Common Challenges of Desktop Systems Inconsistencies: Duplicative information may appear differently across tables or charts. Lack of efficiency: Repeated data must be entered individually for each use. Version-control issues: When edits are made, there is no master document for teams to reference. Lack of accountability: Edits to documents are not tracked, leaving issues for audit ability or governance. Accessibility issues: Files are either hidden in personal computers or locked for individual use on servers. Lack of true collaboration: Documents are created and edited in isolation. Security issues: Emailed files and comments are too often sent to the wrong recipient. Begin Improving the Reporting Process The most effective place to start is the process you are personally responsible for: Step 1: Collect and normalize data. Let the data collection process normalize your data for you. Step 2: Organize the information. Organize and control collected information, so reporting teams can easily access and understand the continuously changing information. Step 3: Create a single source of truth. Establish links between source data and all of its destinations. Step 4: Collaborate. Find an environment where users can work in parallel. Step 5: Review, approve and sign off on the same document. Establish a review process where project teams can review contributor feedback in one active document. Step 6: House final reports in one location. Provide an environment where you can leverage your certified and trusted source information. Leverage Technology to Improve Your Reporting Process There are new cloud-based, software as a service (SaaS) business reporting solutions on the market that enable you to take these steps and transform your reporting process. Conclusion If reporting challenges are getting you down, break them down into smaller actionable steps. First, evaluate the challenges in front of you. What challenges are you facing today in your reporting? How many processes are built on antiquated tools which are critical to you? How much time do you and your team spend chasing these non-value added items? Second, assess what you can do differently. Establish one source of truth in your reporting process. Connect constant changes. Connect your teams and your data to truly collaborate. Make sure there are accountability and audit ability. Use technology that is available to your advantage. Finally, stop waiting and take action. You and your team can conquer your reporting challenges.

  • Gearing Up for Your Important Phone Interview

    So, you’ve made it through the hard part and now it’s time to speak with the hiring manager. It’s important to prepare for this properly so that you are positioning yourself in the best light. Some of these steps may seem rudimentary but understanding them and keeping it simple will put you a step up on your competition. Finding a quiet room with a strong signal. Using a landline is preferred but if you are using a headset, make sure that the connection is there so that it doesn’t sound as if you are on speaker or in a wind tunnel. You also want to interview in a quiet environment, so you and the hiring manager can freely communicate. Screaming children and barking dogs can cause an undesired distraction. Do some research on the company. Most interviewers would find it positive to know that you have already taken an interest in them and their company rather than just showing up and nothing more. Have a one-minute commercial about yourself. The interviewer only knows you by your resume at this point and having a brief introduction can help them understand your personality and goals. It is important not to carry on and have the introduction take too much of allotted time though, so keeping this around a minute is generally appreciated. Have the job description and your resume in front of you. This can be used to highlight some accomplishments where you added value that correlate to that specific role. This also allows you to ask intelligent questions regarding the work environment, responsibilities, and expectations. Understand the questions and use checkback phrases. Most of the time when a candidate answers a question incorrectly, it’s not because they don’t know the right answer, it’s because they didn’t understand the question. It’s human nature to hear some keywords and automatically associate it with our process regardless of what the question was actually about. Asking “is that what you were looking for?” can stop you from going down the wrong direction. Ask closing questions. After you are finished, ask what the next steps are. This is going to be your first glimpse at the buying signs of the interviewer and they may tip their hand as to how they think it went. If they are asking about when you can be onsite and additional details, this is a great sign for you. Interviewers can tell if a candidate was properly prepared for their interview. Follow these tips and both you and the interviewer will appreciate that you did.

  • Are Resumes For Warehouse and Manufacturing Jobs a Must?

    Think you don’t need a resume for that manufacturing job? Think again! In today’s competitive job market, showing up to your interview with a resume in tow tells hiring managers that you have the professionalism and determination to succeed on any warehouse floor or manufacturing job. Additionally, resumes give you a leg up on the competition by: Separating you from entry-level candidates Highlighting past industry experience Detailing your computer skills Conveying your incredible attention to detail Of course, not all resumes are created equal. At BGSF, we specialize in helping manufacturing and warehouse workers craft top-quality resumes that stand out from the crowd. Check out the below tips and contact our staffing specialists for more information: Tips for Crafting Your Resume Include an objective statement. Want to craft a resume that stands out from the pack? Include an objective statement revealing what you hope to gain from your new warehouse or manufacturing role as well as the skills you will contribute to your new company. Able to lift heavy loads? Skilled at supervising colleagues? Put it on paper for a better chance of landing that job. Highlight past employment. You don’t necessarily need to mention that summer you spent babysitting for your twin cousins, but a resume is a great place to highlight relevant employment. Include any past warehouse or manufacturing experience as well as jobs where you showed leadership and initiative. Detail education and training. A warehouse job may not require an Ivy league degree; still, your new supervisors will want to hear about any special training you possess. Use your resume to list professional certifications, licenses, computer skills, and any other training that may be of value. Not only will these skills help you land the job, but they may position you for future promotion, should a better-paying role open up at the company.

  • Identifying Employees Who Are Masters of The Art of Multitasking

    Are you the kind of person who can accomplish various chores simultaneously? If so, you are probably a multitasker. Not only is multitasking crucial for managing a home, but it can also be a huge boom in the working world. A clerical worker, for example, may have to deal with incoming packages while talking to a customer on the phone and helping another standing at the desk. As a result, it’s important that employees can prioritize tasks and accomplish more than one at a time. Here are three tips to help businesses identify those employees who are successful multitaskers: Reduce Training Requirements No worker is going to come to your business fully trained. However, hiring and promoting employees who are also good multitaskers can reduce the need for costly and extensive training down the line. After all, multitaskers may already be familiar with multiple areas of your business. As an added bonus, multitaskers are often better able to handle the stress that comes with taking on a new position. Open to Opportunities Along with requiring less training than their single-tasker counterparts, multitaskers are typically more open to new opportunities and responsibilities. Because they boast experience in various areas of the business, multitaskers can take on new duties and assignments as necessary. This flexibility can be a serious advantage in the event that a worker leaves suddenly or a company takes on new work spur of the moment. Save Money Desperate to cut corners at your office? One of the benefits of hiring multitaskers is that they can perform the work of more than one employee. While you don’t want to take advantage of asking a worker to do too much, it’s fine to request that your receptionist send a few emails out in between greeting customers and clients. Delegating a few easy tasks to multitaskers can tighten belts while avoiding the hassle of bringing on a new employee.

  • The Power of Data and Analytics for Business Auditing

    Division Information Technology, IT, News, Science and Technology, Tomorrow's Talent May 7, 2019 Reliable information has always been vital to decision making, as well as to investor confidence, in the business world. Executives leading these enterprises, as well as their auditors, must be prepared for an environment that is data-rich and technologically enabled. Like so much in today’s business world, this new strand-data and analytics (D&A)-revolves around the indispensable use of technology, but just as important is the ability to connect and effectively use data. D&A enables auditors to harness the power of technology to arrive at greater rigor and precision and thus enhancing audit quality. The increased automation that D&A allows means that data can be processed much more quickly and across whole datasets. A company’s transactions, for example, can be analyzed virtually in their entirety and scrutinized at a more detailed level. How Are Data and Analytics Used in the Audit? Using D&A tools, we can start by analyzing the general ledger, running all the journal entries in the general ledger against accounting and audit rules and principles to assess the extent to which the contents of the ledger are in line with expectations or not. D&A enables an auditor to work at greater levels of detail, which could result in better audit evidence. For example, with a company’s revenue or sales, the auditor can analyze not just the postings in their financial management system, but the underlying documentation itself, such as actual invoices and bank feeds. And rather than just sampling, say, a couple of hundred invoices, literally millions can be analyzed: an analysis of all transactions. Disruptive events have called into question the reliability of assumptions in traditional forecasting and valuation models. Thus, while the examination of historical information is foundational, the ability to identify and assess future trends is becoming increasingly critical. This is important because if a company is overestimating future prospects, it could lead to an impairment or write-down further down the line-something that could hit its share price, cut the value of investors’ holdings and damage market confidence. In the near future, auditors will use leading technology applications to systematically analyze structured and unstructured data using text mining, semantic analysis, and similar techniques. Looking a little further ahead, they are also likely to use ‘cognitive technology’ (or artificial intelligence) to fine-tune assumptions and give a better sense of what the future may bring. The use of cognitive technologies and machine learning, the development of process robotics-all of these are exciting areas that could have far-reaching potential for the audit. The auditing profession must develop and deploy advanced technologies to harness this explosion of data and unleash the insights embedded within it to advance audit quality and provide a deeper understanding of business and financial reporting risks, processes, and controls. A recent Forbes Insights survey found 58 percent of auditors and businesses believe technology will have the single biggest impact on the audit over the next three to five years. And by 2020, smart machines will be a top-five investment priority for more than 30 percent of chief information officers. As businesses transform their operations to become more digital, and perhaps more global, many will be overhauling their IT systems with more sophisticated technologies. As a result, audit professionals must embrace the use of advanced tools such as data and analytics (D&A), RPA, automation, and cognitive intelligence to manage processes, support planning and inform their decision-making. Auditors will need to continue to develop innovative capabilities and technologies to maintain audit quality and strengthen the relevance of their audits into the future. Cognitive technology allows auditors to obtain and analyze information from non­traditional sources, including social media sites, TV, radio and the Internet, and determine if any of this external information may impact an audit either directly or indirectly. In combination with visualization tools, cognitive technology can bring audit information to life through automated charting and graphics that allow for a greater understanding of what’s been discovered and promote timely and calibrated responses. For instance, these tools can provide clear illustrations of account relationships and transaction flows as well as anomalies in the data, both of which can offer a wealth of insights about a company’s controls, processes, and performance. Cognitive technology will enhance the ability of auditors to: Cognitive technology (also frequently referred to as cognitive automation or artificial intelligence) essentially is an algorithm or chain of algorithms that enable the software to absorb information, reason and think in ways similar to human beings. When combined with advances in digital and process automation, and data and analytics, cognitive technology can have a profound impact across a broad spectrum of working environments and occupations. While cognitive and data and analytics are different, they work together to generate greater analytic depth, broader perspectives, and more effective decision-making. This combination of capabilities is essentially a force multiplier that can increase the level of detail and accuracy of audit processes, which in turn, enables auditors to sharpen their focus on higher-value audit activities and helps them deliver more insightful and effective audits. In this environment, teams of professionals must possess more than just an understanding of accounting and auditing-they need stronger critical thinking, analytical, data science, and IT skills to complement their financial and business acumen. The profession will need to continue to work with universities, regulators and leading technology companies to enhance the skill sets of its people and develop new capabilities to advance audit quality.

  • The Importance of Learning New Skills

    Think that the time for learning is done the day you graduate from college? Think again! On the contrary, the individuals who are most successful in life pursue continuing education throughout their careers. Here are just a few reasons that BGSF recommends job candidates keep learning new skills: Keep Current in Your Industry If you’re not keeping up on industry news, you may be missing out on valuable work opportunities. As technology and trends develop, employees who don’t keep up may find themselves at a disadvantage. In the long run, neglecting to learn new skills may even stop you from landing that dream job. There are a number of easy ways to stay current with the latest topics and developments. Reading blogs, following influencers on LinkedIn, finding interesting Twitter users and utilizing RSS feeds are four methods of getting news delivered to your fingertips multiple times a day. Increase Income Potential Who doesn’t want to make more money? If you want to increase your value in the workplace, consider going back to school to develop your skills and abilities. Not only do graduate degrees increase lifetime earning potential, but attending these programs in your off hours also shows your boss that you truly care about helping the company succeed. In the long run, going back to school may just help you score that much-desired promotion. Avoid Boredom It doesn’t matter how much you enjoy your job – if you routinely perform the same tasks and activities, you are bound to feel a little bored on occasion. Fortunately, education is a great way to stave off boredom. If you’re feeling unmotivated, consider signing up for a night course at your local college or taking a class online. Fully committing to a degree program isn’t a requirement, so finding a course that interests you is a great alternative. You could also attend a business seminar or trade show. Not only are these events a great way to stimulate your interest in the career you once loved, but they may also serve as valuable networking opportunities. You may even meet your next employer on the convention floor!

  • Why Reference Checks are Important for Verifying Candidates

    While some companies pride themselves on speed and efficiency, others tend to work on a slower, more qualitative pace. Timing plays a huge factor in this industry and can truly make any opportunity a make-or-break situation. So, the question becomes: “How do we efficiently qualify strong talent without sacrificing quality?”. The “Why” Behind a Reference Request: The ability of a recruiter to ultimately verify that the consultant can do what he or she says they can do is left to one key component: the reference check. A recruiter can ask amazing questions and still be fooled into thinking they are talking to the perfect fit because, at the end of the day, if they had the true knowledge of a great consultant, they would probably be consulting and not recruiting. A good reference check is the last line of defense prior to introducing your “star candidate” to a potential client. What a Great Reference can Accomplish: A verifiable reference is the greatest tool a recruiter has in their arsenal to prove that a consultant can effectively handle the proposed task at hand. A manager who is willing to put their name on the line to back a consultant’s work ethic and abilities can go a long way in this congested line of work. As a recruiter, I have received a lot a push back on reference requests. If you were a hiring manager with three qualified candidates to decide on and only one of them has great references on file from a recent position, which one would you choose? This could be the clear difference between a candidate receiving an offer or being passed on by the hiring manager.

  • Avoid These Four Customer Service Pitfalls

    Most of us have experienced bad customer service at one time or another. And while you probably know that a poor service experience can destroy your relationship with the client in question, you may not realize the effect it can have on referral rates across the board. With unhappy patrons increasingly turning to the Internet to air their grievances, companies need to work harder than ever to earn their customers’ respect. Here are tips for avoiding some of the biggest customer service pitfalls out there: Long Holds It’s only natural that your business will experience occasional periods of high activity when customers have to wait longer for service. However, companies that regularly leave their clients on hold may find that retention rates suffer. To show your clients you value their time, consider hiring more customer service representatives. For a less-costly solution, evaluate your website’s FAQs section to make sure it truly does answer the most frequently asked questions among your clients. Relying on FAQs A “frequently asked questions” page can be a great starting point for customer concerns. However, if the problem persists, your client will probably want to speak to a real person. Whenever possible, provide a phone number on the website so that customers can get the support they need from a friendly and knowledgeable source. Too Many Transfers No one likes having to repeat themselves. If you want to keep your customers happy and loyal, avoid transferring them from person to person when providing phone support. For best results, publish several phone numbers on your website so customers can call the right department based on their needs. Lack of Regard for Feelings You’ve probably heard the expression that says the customer is always right. And while some clients are definitely wrong from time to time, it’s crucial that service representatives treat all customers with respect. Even if you can’t resolve a customer’s issue, it’s important to make them feel heard and understood. And never, ever suggest that the client is the one to blame for the situation!

  • Allow Recruiters To Discover You On LinkedIn!

    Looking for a new opportunity or interested in staying in the know is just a few clicks away. Recruiters search LinkedIn for available consultants all the time.  Below are some tips to assist you with letting recruiters know you are looking and that you are open to being contacted for new opportunities. Make yourself available: Use that “Open to New Opportunities” feature.  Under the area that says “Let recruiters know you’re open,” you will see a button.  Turn that button to “On” and the word goes out! This setting is only visible to LinkedIn members that have a LinkedIn Recruiter subscription.  Your connections will not see that you have turned this feature on unless they are on LinkedIn Recruiter.  Also, this setting is for 180 days only, after which it is automatically turned off. It can simply be reactivated for a further 180 days. Keep your page up to date and detailed: Making sure your contact information is current will allow recruiters to reach you immediately. Highlight your skillsets that you have hands-on experience with. Recruiters with specific jobs to fill know what candidate they are looking for. Keywords associated with your field will attract recruiters and help them decide if you are the right fit.  Don’t forget to showcase your accomplishments! How did you save the company time, money, or effort? Stay connected and make connections: Having a large network benefits you when it comes to recruiters searching for a candidate with a specific skill set. Recruiters could be shown your profile because they may have a 1st, 2nd, or 3rd connection with you.  The more networks you have could allow you more opportunities for career growth. Be Responsive: You never know what the future holds and sometimes it’s all about timing.

  • Behavioral Interview Tips to Land Your Next Job

    Everyone wants to make a good impression during an interview. But did you know that your performance in future interviews might be evaluated based on what you did as well as what you said? No, that doesn’t mean you have to learn to juggle or stand on your head to make a good impression. However, behavioral interviews — in which candidates are expected to talk about their past experiences and how they handled challenges — are becoming increasingly popular among hiring managers. Here are some behavioral interview tips to help you land the job of your dreams: Use the STAR Process Want to make sure you answer behavioral interview questions in the most thorough manner possible? Use the STAR method when responding. First, state the Situation or Task in which you were involved. Next, describe the action you took to resolve the issue. Finally, describe the result of that action. Call On All Your Life Experiences If you are a younger employee or one who has recently made a career switch, being called upon to answer behavioral interview questions can be especially intimidating. However, even if you don’t have a great deal of experience in a particular field, you can still succeed in this interview format. For best results, call upon all your available life experiences, including college jobs and time spent volunteering. Prepare Your Comments in Advance Think preparing some stories ahead of time is cheating? On the contrary, the savviest job candidates spend some time brainstorming about prior work accomplishments before the big interview. For example, you may want to think up a few anecdotes to back your stated skills and abilities.

  • 10 Steps for Maintaining Career Growth

    Continue to be extremely successful through career ups and downs by paying close attention to these 10 keys: 1. Continually reevaluate your career. Is your career path well aligned with your priorities and interests? Do you have the experience and education needed to be successful? If not, consider developing a plan to grow your skills and advance your value. 2. Set clear career goals. You can’t achieve your goals if you don’t know what they are! The only way to gauge success is to define exactly what you want to accomplish and start your journey. 3. Create a plan. Determine the steps you need to take for your next position or promotion. Include resources and due dates. Schedule these activities in your planner and follow through. 4. Communicate your career goals with management. If you work in an organization that promotes employee development, communicate your goals to your manager and ask for his or her support. 5. Volunteer for new projects. This shows initiative, puts you in a visible position and builds new skills. It also gives you the opportunity to showcase your leadership skills. 6. Stay current in your field and in transferable fields. Become a leader in your field. Read industry publications and reports. Be aware of changing trends and position yourself accordingly. But if you’re industry is a dinosaur with no growth potential, consider transferring your skill set to another industry. 7. Take classes or obtain a certification. Use your industry knowledge to your advantage. Take a course in a new area or a specialty that will benefit your organization and give you an edge over the competition. 8. Assume a leadership role. Offer to mentor a junior associate in your organization, apply for a position on a local board, or chair a committee for a nonprofit organization. 9. Network, Network, Network. Within your organization and within the community. Increasing your visibility and gaining contacts are vital to your success when climbing the corporate ladder. No one ever got to the top alone. 10. Excel in your current position. Exceptional performance speaks for itself. You won’t get ahead with mediocre performance, regardless of how many other steps you implement.

bottom of page