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  • 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!

  • How to Network in the Real Estate Industry

    Networking can be tough. Sure, there’s the familiar events out there, the ones with open bars, plenty of extroverted people, get-to-know-you prompter questions, and at the very least, passed appetizers. But if you’re brand new or trying to get a foot in the door of the real estate industry, there can be more dead ends out there than wide-open opportunities. Sometimes you have to create your own. Keep reading for some fun, creative, and engaging networking ideas to get the ball rolling on your new (or existing!) real estate career. 1. Check out your local apartment or builder’s association. A GREAT first step is to check out what associations are in your area. Realtor associations, apartment associations, and builder associations are found in most major metro areas and most also offer virtual links to attend if you live a little further away. Surrounding yourself with like-minded people -even if you haven’t started your career yet- is a great way to make some connections. To make a large association even smaller, look into joining a committee or task force within the organization. Most associations host committees to focus on everything from legislative advocacy to marketing and advertising, so you’re guaranteed to find something to spark your interest! 2. Find a mentor. Having a sounding board within your chosen career is a fantastic way to invite an unbiased influence into your circle. Ideally, your mentor should be in the same industry as you but maybe not the same company. Big decisions like job changes, promotion negotiations, career shifts, and other opportunities are always easier to sort through if you have someone in your corner with your best interests at heart. 3. Get educated. From Certified Apartment Managers to licensed Realtors, there’s always another certification, class, or credential to help you learn more about your chosen profession. Bonus: most companies offer scholarships or will pay for half of the cost of the course if you sign something promising to pay it back if you leave the company within a certain timeframe. Being able to commit to a class and pass a test shows your current and any future employer that you are dedicated to your industry and want to thrive in your role. If you’re not sure about educational offerings, find a board member or committee member within the association and ask! 4. Be a mentor. Once you’ve ingrained yourself in your industry, consider taking a newbie under your wing. Someone who is getting their own start in the industry could really use a strong and positive influence as they navigate through their career. Being able to pour into someone else will always pay you back tenfold in the satisfaction you get in seeing your mentee thrive. 5. Teach. You’ve heard the phrase “if you can’t explain it, you don’t know it well enough”? Take it to the bank! Ask your association if there’s an opportunity to teach or instruct classes throughout the year. Have an idea for a class that isn’t offered? Suggest it! From Diversity & Inclusion classes, Social Media Marketing classes, and even industry panels of experts, there’s always an opportunity to bring new and exciting information to the people who are in your industry. Plus, in preparing to teach, you’ll probably learn something new as well! For any networking event, even those within your own company, it’s nice to have a supplier partner who has your back. Your local BG Real Estate branch is available for sponsorships, facilitating continuing education, or helping put together a networking event for your company. To partner with us, reach out on social media or on our website at BGSF.com.

  • Feature Friday: Betsy Kirkpatrick on NAA & BGMF being the Hottest Power Couple

    The National Apartment Association & BGMF = the Industry’s Hottest Power Couple The National Apartment Association was formed to be a leading voice for rental housing. With 153 affiliates and 82,000 members operating over 10 million apartment units worldwide, the NAA exists to support the growing multifamily industry. As BG Multifamily supplies top talent to multifamily management companies, either on a temporary or direct hire basis, we work closely with the NAA to support their initiatives and what the multifamily owner-operators are doing. For supplier partners, NAA established the National Suppliers Council (NSC) to continue developing a strong relationship between the rental housing industry and its national service partners. As a longstanding National Supplier Council member, BGMF is proud to be active within the NAA and its many initiatives throughout the calendar year. Employees of BGMF are encouraged to participate in NAA, state, and local associations and engage fully in the top three initiatives of any association: education, advocacy, and networking. We sat down with Betsy Kirkpatrick, Strategic Accounts Executive of BGMF, to hear more about her involvement with NAA and how it benefits her job role. Tell me more about the value you find in NAA. BK: When we support the industry, when we grow the industry through education, advocacy, and networking, our clients reap the benefits. When they grow, they need more candidates, which is better for us and perpetuates a cycle of industry partnership. What benefits have you found being part of the NAA in your role as Strategic Accounts Executive? BK: I’ve gotten to know people all across the US and receive national training through conferences. I participate in Advocate (The NAA’s political action committee and an essential arm of the NAA’s advocacy on behalf of the apartment housing industry). and being part of the NAA gives you the exposure that you wouldn’t normally get. It gives you those connections. People I’ve met through NAA, I would never have met otherwise. A great example is Alexandra Jackiw (current Chief Operating Officer of Hayes Gibson Property Services, industry trainer and speaker, multifamily veteran, and general powerhouse). I attended a training of hers and then I connected with her on social media. Through additional events and networking, she’s now a friend of mine and someone I can just pick up the phone and call if I need a sounding board within the industry. What’s your biggest piece of advice to multifamily suppliers? BK: Don’t downplay education and advocacy! So many suppliers only focus on networking, but that’s only a third of what the association is. Education and advocacy control the health of the industry, which controls your company’s bottom line, ultimately. Play the long game, and ALWAYS ask yourself, “What can I do to better support the industry as a whole?” Connect with Betsy on LinkedIn here. Learn more about the National Apartment Association here.

  • How to Beat Burnout as an Introvert 

    Burnout for introverts is different from other types of burnout. The core differences are the causes of the stress and overexertion that result in feeling burnt out. For introverts, it can be exhausting to have long periods of socialization without any breaks. Even the surrounding environment can be overwhelming if it is too stimulating or chaotic. Introverts, unlike extroverts, feel most comfortable when they have ample time to be alone or are engaging in quality, personal interactions. So, if you feel drained after meetings or conferences with many people where you feel like you have to project a more polished, excited version of yourself, you may be an introvert! There are many signs of burnout. Some include a lack of motivation and confidence, exhaustion, emotionally distancing yourself from others, high-stress levels, and poor decision-making. As you can probably tell, this is not a state anyone wants to find themselves in. And, unfortunately, it can creep up on you if you aren’t paying attention to what your mind and body need. The good news is burnout is not permanent! With the proper self-care, you will be able to go about your life, as good as new. Here are some tips and tricks to get back to feeling like your best self: Try to pinpoint when and why you started feeling burnt out. By discovering the root of the cause, you can do more than just cover up the problem and keep it from coming back. And, you can also keep your eye out for other situations that may have the same effect on you and better manage your response in the future. Take some time to step back and have some quality time alone. Resting will be hugely beneficial to your physical and mental health. Increased stress and emotional withdrawal can have long-term negative effects on your life, and it is important to take care of yourself, inside and out. Create a plan for the future. When you are aware of what triggers your burnout, you can set proper boundaries and establish the support system you may need to control your response. Everyone’s self-care looks different. Some people may find that sharing their experiences with a trusted friend or family member (or even a mental health professional) makes all the difference in how they feel. Others may rely on healthy boundaries like scheduling specific times to work and rest or limiting their time on social media to ease their anxieties and stressors. No matter what it looks like for you, allowing yourself to step away from the things that overwhelm and exhaust you to take the time to do things you enjoy is a great way to keep yourself mentally and physically healthy in the long run. Is your career burning you out? BGSF can help you take the next step towards your dream career! Contact a BG recruiter at bgsf.com today!

  • 5 Best Property Management Practices to Navigating Politics in 2020

    This year’s political climate has prompted individuals as well as organizations to take action. It’s important as Property Management professionals to stay one step ahead and be readily available for the residents and tenants we serve. While the election climate has maintained a serious undertone, we can always implement fun ideas to keep engagement with our tenants lighthearted and genuine. These best practices will outline useful principles to help you stay engaged with your apartment or office community 1. Let tenants know they have a voice Let your community know that you support them and their right to exercise their political voice. This message can be spread through a mass email to the residents outlining the Property Management company values and how they align with their freedom and right to vote. It’s also important for guests of the building to see that your building supports each sharing their voice. This message should be clear and displayed in common areas such as lobbies, elevators, and on-site property management offices. This message can be displayed on digital screens, vinyl banners, and any COVID-19 equipped amenities. 2. Maintain a Congruent Message on Social It’s important as Property Management to inform tenants, guests, and residents about their rights and options to express their voice while on the premises. Management must carry that same message of support onto your social media pages. Residents and guests are savvy enough to tell when a company or organization is sharing one message to the world but practice a different set of values in person. Be sure to have consistent, and uniform team communication so all members on the same page week to week, and day-to-day. Create fun and engaging hashtags for your community to use when interacting with your posts. 3. Address Political signs on your community Rather than outlining what tenants cannot do when it comes to posting signs, start by educating tenants on what they can do. So long as it’s following safety code and language per the lease. Let tenants know they’re allowed to post signs in their window or on their door. Follow the information with any restrictions per the lease such as no use of profanity or explicit content. Notify tenants of other restrictions such as how big the size of a sign can be. Research local ordinances on how long a sign can remain posted. If the local law does not clearly state the rules about signs, the community can discuss creating reasonable rules that outline proper signage behavior (example- 90 days before election and/or 15 days after the election). 4. Be an election resource to residents Partner with local polling stations and early registration organizations to be a resource to those who are interested in participating. Send community-wide emails notifying residents of nearby voting registration stations. Mail-In ballots becoming more prevalent, it would be a great idea to create a How-To guide for the community that is easy to follow with clear instructions. To take it a step further, setting up some formal training for your in-house staff to learn proper voting procedures and methods to answer any questions your residents may have will be worth investing in as this year isn’t the only time they can vote. Providing resources can also be fun! Have your team come up with a raffle for any residents who participate in early voting and share the activity to inspire the rest of the community. 5. Ask for feedback This practice is done most often by leaders of their industry. Leaders are usually the first to act in the marketplace because they have a firm understanding of their core values but are just as quick to ask for feedback once the action has taken place. The question to receive important feedback is ongoing and consistent. How can we do better? Asking this question will give you all the information you need to know about your residents. Depending on the feedback, you’ll know if you need to put more of an emphasis on social media messaging or if you need to create specific resources for your resident’ unique needs. No matter how you decide to manage your property this election cycle, be sure to remember that everything we do is to serve the people in our buildings and to be viewed by the community as a valuable resource that cares deeply about their tenant experience.

  • Feature Friday: Working Remotely, and Adapting with Patience

    Elaine Priesman’s experience with BGSF and the recruiting industry has given her plenty of insight into the business and the changing industry. Her commitment to great service and building personal connections makes her a valuable resource to BG, especially in today’s environment. Brittany Berrodin, the Marketing Specialist for the Professional Division, was able to speak with Elaine and discuss working remotely through the pandemic and its affect on BGSF as well as the staffing industry. Take a look: Brittany Berrodin: So, a big part of today’s world is centered around COVID, and how big of an impact that has on everything. How do you think it’s affected the sales and recruiting process for you guys? Elaine Priesman: Well, when we went into 2020, we were expecting this to be a banner year until things came to a screeching halt, and it’s still so hard to even imagine that something like this has pretty much shut down our country. It was very drastic and very fast-moving; we were forced to end some previously planned business. So, COVID hit us in our division and in our city, really hard. Houston is still very oil and gas-focused and the bottom fell out, so it’s really… I think we were all more resilient than we expected us to be, and we picked up the pieces because we knew what we had to do to keep things going. I think the disappointment was in hearing so many of the stories from our clients that really are still going through a lot of pain from this. BB: Do you see it affecting the staffing industry, specifically your clients? EP: I think that the cost-cutting measures were just really very drastic and had to happen very quickly. So, it has absolutely affected us and them. Now we also know that this is not a forever thing, and it’s going to come back, and so we’ve had some great conversations with clients, and we’ve told them “we’re ready when you’re ready, we have some interim resources available for you, and we can put people to work very quickly.” It’s given us some time to reconnect with a lot of new candidates who obviously might have been laid off or will be ready to go back to work quickly. And I will tell you, it’s been a joy to be able to connect with some people that might not have had the time available for me to have some long conversations. So, everyone is eager to have a conversation, they’re just not as quick with the changes in their budgets to quite move forward yet. But they know the good work that we’ve done, so of course, we’ll get back on track with them when the time is right. BB: And what positives have you seen from the changes that COVID brought? EP: So, I will tell you one of the things that our clients that still have some open positions—obviously the business has to continue to keep going—are pretty astounded by the number of resumes that are coming in off of their own postings and off of social media. I think they’re finding the value of using somebody like us that really knows how to vet candidates and can only send the best of the very best rather than them having to go through hundreds of resumes to find one or two. So, I think that they’ve learned a lot having to do some of this sourcing and find some solutions on their own, which have not been positive. So, I think it’s given them an opportunity to see the value of our group. BB: That’s a great way to look at that.  Do you think that BG stands out in that way? And what makes us different within the staffing industry? EP: Well, I could speak to my own Houston group—and we are a very tenured group of people—some people will tell you in our industry is unusual to be with a company as long as most of us have been with Donovan & Watkins and BGSF. It speaks a lot to not just the good work that we do, but to the company and the company that we keep. So, culturally, we are absolutely a company that people want to come to work for. I think people do recognize the fact that there’s something that drives us and keeps us working for the same company. There’s a lot of talk about people in our industry that do move around, but we’re not that kind of company. And a lot of those conversations lead to that by saying, “We’re a really tenured group. We’ve been around a long time and we love our company, and we want to know what makes their companies a great place for them to work,” and we share the same ideas. That’s one of the things I know that stands out for our brand, in particular; our just recognition, our brand recognition, and we keep that at the forefront. BB: Do you enjoy working from home? Do you find your work style to be impacted by it? EP: You know, I really, I miss my team, so I do call them a lot. We make each other put cameras on so we could see each other. I really, really got into working from home. And I’m structured, I’m organized; I get up the same time every day. Putting out my shorts and T-shirt the night before, I’m still doing a lot of the things I did before because that’s how I work best. I didn’t want to take away my structure and organization that I had—getting up, getting dressed, going to the office—I do the same thing at home. I probably am working more hours now than I was before, but that’s okay. I think we all found that it was just easy to continue working longer. But we needed it because we needed the extra time to continue to try to make things happen that weren’t happening before. So yeah, I’m enjoying working from home. I really am. And I’m really enjoying having my husband working from home too. Although we worked together when we were in the advertising business; we worked together for ten years and we said, “We’ll never do that again.” But it’s worked out really well. And I kind of like the quiet time also. There’s not a lot of distractions when you’re on a call, so it’s nice. BB: What about being virtual has changed the way you approach business? EP: Marketing. Marketing is more important than ever right now because it’s our lifeline to our clients. You want to be able to have something that you can continue to put out in front of them because we know they’re on their computers. They may not pick up the phone, but we know that they’re doing the same thing that we are—and they’re checking their mail more often because they think they might be getting something from their bosses—and so I think marketing right now is really, really important. BB: Finally, do you have any advice for recruiters or maybe candidates, whichever you would prefer, during COVID? EP: Yeah, I think that this is not a complicated business, but it can be challenging. Nobody wants to be patient when they’re in sales. Nobody wants to be patient when they’re in recruiting. And I think that’s the hardest thing for anyone new coming in, to almost any job, but especially I think in what we do, is to just be patient. The more you give, the more you’re going to get. But I think we all want just immediate satisfaction in everything. We want an immediate vaccination so that we can all go back to being normal. We just want things to happen so quickly, but we just need to be patient and know that we’ll get there. The one thing I would add would be that in this stage of my life and having been in recruiting and staffing for a long time, I can’t imagine having this job with any other company. I think that’s honestly the reason why I’ve stayed as long as I have and don’t have any intentions of leaving. But I can’t imagine doing this job with any other company. And it’s kind of one of those things that nobody would believe you if you told them really who we are and what we stand for. I keep up with our competition and I know what they’re doing out there, the cultures of their companies, and a lot of people in our industry, and unless you really work for BG, I don’t think you really get how good we are. Elaine Priesman is a Sr. Business Development Manager & Senior Recruiter with Donovan and Watkins, having joined the firm in 2006 and resides in Houston, Texas.  With over 15+ years in recruiting and business development, Elaine specializes in the areas of Accounting, Finance, HR & Legal.  Elaine has successfully built a network of notable clients and candidates and continues to meet personal and company goals achieving Diamond Club Award status each year. She has worked with individuals and industry leaders within the financial services, manufacturing, insurance, oil & gas, non-profit, and many service-related industries. Prior to her success in the employment industry, Elaine previously held the position of Regional Director/Vice-President of Money Mailer Marketing where she established and directed the marketing/sales of a direct mail and internet marketing service company. She was responsible for all start-up operations for the SE Texas region, including direct sales, marketing, and administration of all sales activities. Elaine was consistently ranked in the top 10% in sales as part of a national team of over 400 franchisees. Elaine is an active member of many charitable and professional organizations and is an Alumni of the University of Oklahoma…Boomer Sooner!

  • An Extrovert’s Guide to Burnout in Quarantine

    Extroverts around the world are suffering during the pandemic. Why? Because extroverts find fulfillment and energy from their connections with other people and, well, quarantine is basically the antithesis of social gatherings. Burnout for extroverts happens when their relationships are stressed or obstructed and working from home can have this effect on work relationships. This manifests in symptoms like increased stress, emotional bluntness, exhaustion, lack of enthusiasm and drive, and even depression. If that sounds scary, don’t worry! These are usually temporary symptoms and can be reversed with a little self-care and prioritization. It is important to keep in mind, however, that if you are experiencing these symptoms with little or no relief for more than two weeks, to tell trusted friends or family members and potentially consult a mental health professional. Your mental and physical health is important. Now, are you ready to get started on your path to contentment and fulfillment? Here are some ways you can incorporate self-care in your everyday life to avoid burnout: Identify what triggered your feelings of burnout and when it started. Awareness of these triggers will be vital in the future for anticipating situations that may cause a negative response and managing them to cope ahead of time. Being proactive is never a bad idea, especially when your health is involved. Reach out to your inner circle—your closest and most trusted friends and family—and communicate your feelings. In a time of caution, seek out emotional connection where in-person interactions are scarce and feed the relationships that bring you joy. Your relationships will have to adapt, but that doesn’t mean they have to be less fulfilling. Establish a coping strategy that will help you long-term. One of the symptoms, emotional bluntness, is a silent threat because, to many people, it can feel like a healthy coping mechanism when it is the opposite. Allow yourself to feel whatever you are feeling without pushing it away or ignoring it—doing these things will actually speed up the burnout process. This may take some practice and self-reflection but get into the habit of assessing what your mind and body need and giving it to them. Your plan may look nothing like the person’s next to you; listen to your personal needs and respond accordingly. Taking care of your health, mentally and physically, is the best way to show yourself the appreciation you deserve. Move away from unhealthy coping and towards things that bring you contentment and you will see an improvement in your personal and professional life. You got this! Is your career burning you out? BGSF can help you take the next step towards your dream career! Contact a BG recruiter at bgsf.com today!

  • Virtual Interviews: Do’s and Do Not’s

    Virtual interviews are the new normal, so making sure you’re prepared for this different interview format. Luckily, we at BGSF are experts at how to knock an interview out of the park! So, here are five do’s and (definitely) do not’s that will hopefully give you the leg up you need. DO: Show up on time. This is one of the easiest ways to start off on the right foot in an interview and is a great way to show you are reliable and punctual. Test your technology. With virtual interviews, it is important to make sure your camera, microphone, and internet connection are in working order before the interview starts. This way, you can avoid interruptions and keep the focus on you! Limit distractions. One of the best pieces of advice for virtual interviews is to treat it like it is an in-person interview. That means setting up where you won’t have any disruptions from other people and where there is a simple and professional-looking background. It will help you and the interviewer stay on track. Be yourself! Companies aren’t looking for the perfect employee, they are looking for employees who can contribute something unique to the company and culture. So, showcase your best sides and let the real you shine. Follow up. Within 24 hours of the interview, call or email the interviewer to thank them for the opportunity and give them the chance to ask additional questions. Even a message on LinkedIn can help you keep your name on the front of their minds and at the top of the pile. DO NOT: Wear your pajamas. Or, anything you would typically wear to lounge around the house. It sounds silly, but we’ve seen it happen! Wear business professional clothes and make sure your hair is neat; appearances are a simple way to show you are serious about the job. Forget to prepare. Do your research on the company culture, clients, competitors, and the industry they operate in. This way you know how you can contribute to the company as a whole and you are ready to answer any questions the interviewer throws your way. Use your cell phone during the interview. In fact, turn it off or put it in another room altogether. Don’t let it be the reason the interviewer thinks you aren’t as committed as you are. Talk down on your previous employer or coworkers. Building rapport with potential employers involves showing you have a workable relationship with those you’ve worked within the past. If you can bring a positive reference from your previous place of work, that’s even better! Lie or misrepresent yourself. A good interviewer will see through any attempts to sound better or more qualified than you actually are. Honesty is the best policy and you have so much to offer without adding anything fake. Now that you have five of some of the most common do’s and do not’s, you are ready to hit the ground running. And remember, you are the only you in the world—get out there and show them what you can do! BGSF is the nation’s leading staffing and recruiting firm and we want to use our 100 years of combined expertise to help you land your dream job!

  • How to Respond to Recruiters

    LinkedIn is a great and powerful tool. It helps recruiters reach out to candidates that we may not find on job boards as well as makes a connection within the marketplace. When I send LinkedIn messages, I try to make the messages as personal as possible so that I’m not just “blasting” a job requirement out to hundreds of people who may not be a good fit. Responses tend to flow in pretty quickly, especially in the current market we find ourselves in. Below are a few tips for candidates to help streamline the process of getting submitted to a job by a recruiter: DO respond about why you are interested. We tend to get a lot of responses. The easiest way to get to the top of the pile is letting us know why you are interested and what about your skills, availability, and location make this the right job for you. DON’T just ask who the client is. Please understand that we have to respect client confidentially on 99% of the job requirements we get. Recruiting is a competitive business and the last thing a client wants is multiple salespeople calling them because a recruiter “leaked” a requirement. A good recruiter will never submit you to an opportunity without telling you who the client is. We just have to make sure it’s a good fit before we do. DO let us know what your availability is. The quicker we can get through the back and forth via LinkedIn, the quicker we can get you submitted. Quick response with a few timeslots of when you can speak will make setting up a call that much easier. DON’T expect to be submitted to a requirement without chatting with a recruiter. A recruiter shouldn’t submit you to an opportunity without talking to you. It’s impossible to get all the details we need for our clients about your background and situation via messenger. Set up a quick time to chat. You will know within the first three minutes of the call if it’s worth your time or not. Follow these quick tips and make landing your next opportunity that much easier.

  • Top 8 Reasons to Get Your Career Started in the Apartment Industry

    We get it- a global pandemic is no time to start looking for a career change. Or is it? If 2020 had a buzzword, it must be “pivot”. We’ve all had to do it- shifting to working from home, homeschooling our kids, trying to manage a full-time job with full-time parenting, and limited time outside of the house with little to no contact with family or friends that you haven’t been quarantined with. The term “work-life balance” has taken on new meaning as we host video calls from our kitchen tables, while wrangling toddlers, feeding babies, and telling our school-age kids to log in to their remote classes. If there is a silver lining here (and here at BGSF, we like to find the silver lining in everything!), it’s that this year has unveiled what is most important in our lives and possible changes that need to happen. If you’ve been considering making a career shift, keep reading for the top reasons to take a good look at the apartment industry. You’re considered “essential.” The apartment industry, officially called the multifamily industry, due to the nature of apartment homes housing more than one family in a single building, provides housing to over 33% of all Americans. At the start of the pandemic, all personnel in multifamily housing, management, or construction were deemed “essential” and therefore necessary to continue on in the workforce while others stayed home. That job security alone is a huge plus, pandemic or not. No matter what city you’re in or what kind of apartment community you choose to work for, people will always need people to help make sure operations at apartment communities goes smoothly and doesn’t stop for the residents who live there. It’s a growing industry. Besides just the job security factor, apartment buildings aren’t going anywhere anytime soon. In fact, apartment construction is booming with nearly 300,000 apartment units being built in 2019 alone. Metro markets like New York, Dallas/Fort Worth, Seattle, San Francisco, Miami, Atlanta, and Charlotte show that rents are rising, construction is continuing, and there is no slowdown of job opportunities. (Source: RentCafe.com) People will always need a place to live, amirite? It’s always changing. Not just the amount of apartment being built, but the entire industry is shifting. New sales platforms for leasing associates like AI, chatbots, and Smart Home technology are bringing apartment leasing into the future. Green and LEED certified construction measures mean a new set of processes and procedures. Operations and facilities platforms being developed also help management companies of all sizes manage service requests and help secure resident information and data. No two days are the same and whether on-site or in a corporate office, the multifamily industry offers and exciting environment for anyone who is looking for more than the typical 9-5 desk job. There are so many career paths. With multifamily hosting about 12.3 million employees (Source: multifamilyexecutive.com), there are many more positions available in 2020 than just your run-of-the-mill property manager and leasing agent. How about Social Media Director, Branding Coordinator, Resident Event Director, or Lead Maintenance Supervisor? Podcast hosts, blog writers (hello!), asset managers, regional directors, technology specialists, and even coffee baristas and bartenders have a place in the new multifamily industry. Departments like IT, human resources, accounting, and marketing and being brought in-house to so many apartment management firms, and the job possibilities are endless. Interested in learning more about what positions are available? Check out job sites like Glassdoor.com or Indeed. Interested in trying out several roles before deciding on one? Partner with BG Multifamily and get a taste of the multifamily industry to see if it’s right for you! Associations provide social and educational outlets. Apartment associations across the country have been formed over the last 40 years or so to provide a governing body to that area’s multifamily employees and communities. These associations provide the opportunity for anyone who works for a multifamily company (including suppliers like flooring vendors, advertising vendors, or staffing agencies- hello again!) to join a committee, attend conferences, participate in social activities, and continue their multifamily education with classes and provided instructors. Dinner meetings, awards galas, keynote speakers, and charity involvement are just a few of the exciting things apartment associations offer their members. Reach out to your association for membership costs. Trust us, it’s worth it. Networking and mentorship opportunities. Along with the association involvement with hundreds to tens of thousands of your closest friends, any association is a great place to network and find your industry mentor. Just like an orientation group at college, finding your niche with a committee that inspires you or taking a credential class helps you find your “people”- and even more importantly, a possible mentor for your multifamily career journey. Having an experienced someone who works in the same field really makes a difference in the longevity and loyalty you will have in the industry. It can get tough- hey, what job can’t? – and having that person to encourage you along the way can sometimes be all you need to get through. Plus, when that promotion or new opportunity comes along, you have someone you can call to share the good news! And don’t forget that BEING a mentor to someone else is also an amazing way to influence the next generation of multifamily leaders. Make a difference. You have a unique opportunity at your apartment community to make a difference in the lives of so many people. Your residents, for instance, love being able to rely on someone in the office for their needs at home. Past that, things like resident events, personalized birthday cards on their door, extra treats for their pets, and a warm smile around the community can also go so far in making sure a resident feels comfortable in their home. Providing housing means you’ll encounter people who possibly have come through a divorce, cross-country moves, or life changes. Each interaction you have is an opportunity to lend an ear, get to know that person, and give them the joy of finding that perfect place to live in your apartment community. Residents- current and future- are the reason we do what we do. Have that work-life balance. Unlike retail and restaurant jobs, most apartment offices close between 5-7 pm. Some are closed on weekends and most are closed on major US holidays. Plus, there are so many apartment management companies that offer additional benefits to support work-life balance, like additional PTO days, shorter workdays before holidays, and parental leave. Work-life balance shouldn’t just be on the wish list for your career- it’s a requirement. It’s necessary for survival, not just during this COVID-era, but in this permanently changing landscape. From either completely work-from-home setups to partial work-from-home days, companies across the nation are responding to their employees’ need for flexibility. Be sure to ask your interviewer about their work-life balance policies. And once you get that coveted job, don’t be afraid to suggest some ideas to your Human Resources team! There’s never been a better time to get involved in the multifamily industry. If you’re ready to start exploring open positions, check out the roles we’re hiring for at bgmultifamily.com. We can’t wait to help you get your new career started!

  • 5 Ways to Appreciate Your Maintenance Team

    For most multifamily properties, maintenance is a pillar for long-term success. Proper maintenance will positively affect nearly everyone’s experience with your community. Most apartment reviews—positive or negative—center around management and maintenance, especially the timeliness, effectiveness, and emotional impression of each interaction. Reputation management relies on positive experiences at each touchpoint. So, to improve your reputation and ensure long-term success, creating a great work environment for the maintenance staff on your property should be a top priority. 1. Invite Feedback and Opinions The maintenance staff knows more than you do about maintenance. This is just a fact. Firsthand experiences allow them to have so much more insight into their responsibilities than anyone else. Just like only you know what you go through at your job every day, recognizing this perspective is the first step of empowering your staff to take ownership of their roles and be proud of their work. This experience also means they will see the flaws and inefficiencies of each job first—your staff knows where procedures are necessary and where the process only slows down productivity. They can see where you are over- and under-staffed and how to make improvements. So, to show appreciation for your staff, they must feel they have control and that their voice matters. Since they understand what each job needs best, communication of these needs is how you can make sure your property and residents are being well taken care of while showing your trust in your maintenance team. 2. Show Empathy Your maintenance staff has contacts in all aspects of your property, which means their happiness will influence all aspects of the property. While it may seem like a behind-the-scenes type of job, paying attention to this department will make a noticeable difference. Providing reasonable work hours, providing growth opportunities, and listening to their needs will make all the difference in the health and happiness of your business. Every act of empathy builds trust. And trusting your maintenance team is imperative to creating smooth and efficient procedures that maximize your business while appreciating those who make it run. It can be as small as asking them how their day is going, or as big as asking them to give you honest feedback on your community’s opportunities. 3. Celebrate the Small Victories Show them you care about their careers outside of a simple checklist; give them space and resources to grow and improve and watch them take ownership of their work. It is important to make them feel seen and heard on a personal level as well so you can know when to push them and when to back off. Remember: managing people also means understanding how their personal lives affect their professional lives. Finally, set attainable goals and make sure to celebrate when they are completed. A little recognition can go a long way towards establishing a great work environment and encouraging great outcomes. 4. Be Transparent Transparency is another great way to build trust. You can do this easily by sharing upcoming plans, including changes and goals, that are relevant to your staff. These plans often offer the chance to give clear expectations. When your maintenance staff knows exactly what you expect from them, you can trust them to fulfill these expectations because there is no room for guessing or doubt. Transparency also shows respect for your staff and is another opportunity to foster ownership. Each of these things helps establish a two-way street for communication that builds mutual trust and respect which are key ingredients for proper appreciation. 5. Develop a Personal Relationship Your maintenance staff are people too. You should try to get to know at least one thing about each employee that makes them feel noticed and appreciated for their contributions. This can be anything from their favorite movie or their favorite foods to the names of their family members or pets. Let them know they are valued beyond their work and that their presence is meaningful to the team. Another way to build this relationship is to be an approachable and helpful resource. Being available and open to communicating through issues, needs and observations is a great way to let your team know you are advocating for them and are committed to their best interests. Each of these methods will help you understand their individual needs in order to foster a great work environment and show just how much you appreciate your maintenance team. Looking to expand your maintenance team or even just for an extra set of hands to help out? Call BG Multifamily or BG Talent to book in your temporary or direct hire maintenance help!

  • Feature Friday: Be Genuine, Make Connections

    Elaine Priesman’s energy and sincere interest in getting to know you is the first thing you notice when meeting this exciting and impressive businesswoman. For Elaine, it all comes down to building connections and relationships with people, which she successfully incorporates into her professional life. Brittany Berrodin, the Marketing Specialist for the Professional Division, had the great opportunity to speak with Elaine and discuss her strategies for success and the joy she continues to find in her position. Brittany Berrodin: How did you find yourself at BGSF and what is your current role? Elaine Priesman: I started with Donovan & Watkins in 2006, and we were purchased by BG in 2015, so I guess I’m coming up on fourteen and a half years. I’m a senior business development manager. I do some recruiting wherever I can help our recruiting team, but I primarily focus on our business development. BB: What is your approach to business development? EP: I am very focused on making connections with our clients. Repeat customers that we’ve done business with through the years, I continue to stay in touch with, but I’m always out there developing new opportunities, meeting new people, doing a lot of networking, making really good connections. I think that’s one of the things I’ve enjoyed so much, is meeting so many new people and continuing those relationships over the years, following them when they leave their roles and maybe join some other companies as well. So, business development is something that I’ve done my entire career, and I love it, I just love making connections with people. BB: Do you enjoy the recruiting part as well, being able to still do that? EP: I do. I enjoy both sides, but I really focus on solving problems for our clients in their roles within their companies. At the same time, I love helping people make a connection and changing their life by helping them join a new company, start a new career. I really started out in recruiting because I think it’s just a great place to start before you move into any type of business development, and business development is something that you can’t be fearful of. You just have to keep pushing forward, because every company doesn’t need you all the time, but I need their connection. I need to stay in touch with them, whether it’s a good time for us to do business or not. So, I do love recruiting because I love getting to know people, but I can do that on the client-side as well. BB: So, you’re very much a people person it seems. EP: Yeah! I guess I kind of feel like everybody’s my friend. Or if they’re not, they should be. So, I just have this great desire to know people’s stories, how they got to where they are. If it is somebody that’s sitting in a CFO role, how they reached that, because we all know that everybody starts out in the same place. So I try to stay connected through some of my networking groups, I reach out to just random people and see if I might have something in common with them, or start off by saying, “You know, I think we might have met in the past, I can’t really remember where, but I saw that you had mentioned something on LinkedIn.” Or “You went to the University of Oklahoma and I thought we might connect.” I don’t have any hesitation with calling people randomly. I do have a large contact list of people that I am always reaching out to, congratulating them on their new roles. I use social media to find out where people are, and then I find their phone numbers and I just call them and just try to connect that way and stay connected. Sometimes I reach out to people asking them how they can help me, how I can help them, or just how we can be a valuable resource to each other. Sometimes it’s not even work-related, I just try to find some common ground with everyone. BB: Do you have any specific goals for Donovan & Watkins? EP: I think our DonWat goals really start with everyone’s personal goals. We have a really tight-knit group. We’ve worked together for a long time, so our goal is to continue to build our brand. We have brand recognition in the Houston area, and later, of course, we opened up our Dallas branch. Our goal is really to continue what we do and build our brand and make more connections with people and just offer some really great solutions in a lot of different areas. Now that we are partnered with our other brands, we hope that these opportunities moving forward will secure more cross-sell opportunities, but really the focus would be on just offering more services to our clients. BB: Have sales blitzes helped you in achieving this goal to bring more services to your clients? EP: So, all of our blitzes have been opportunities for us to learn. Because we were so focused for so long on accounting and finance as our own subject matter expertise, all of the blitzes have given us opportunities to just learn something new. We might not have been calling on some of those clients in the past or focused on areas of education outside of what we could do for them in accounting and finance. A good example would be some of the work that we did at Rice University and University of Houston, but we would not have normally been calling on people in admissions or people in other areas of the organization. We would have probably just focused on our accounting people. So, all of the blitzes, and especially I think in the education, just allowed us to introduce ourselves to other hiring managers that we might not have tried to really reach in the past. BB: How has working with other brands in BG helped DonWat to grow internally? EP: I think in the past, we wanted so much to focus on our own areas of expertise because those are where we obviously feel confident. We’re more comfortable in an area that we have been working in for so long. The blitzes and these opportunities to work with our additional brands have been a huge learning curve, I think, for all of us, but we love that. We love learning something that we hadn’t been exposed to before. I think it takes a little bit of time, but I think now, we’re really starting to get more comfortable with what our partner brands are focused on as well. We can’t be the experts in everything, but it’s been a great education for all of us to learn a little bit more about what they’re doing so that we can help each other and just continue to grow all of our BG brands. BB: Do you think that this gives BG an edge over the competition or other companies that are trying to sell the same thing but maybe don’t have our resources? EP: I think we have a huge opportunity because BG offers so many different services. I hear all the time from clients that they would really like one resource that can handle everything for them. I think that’s what really gives us an edge. That we can really handle everything that our clients are looking for, from our real estate development clients, our IT areas, our light industrial areas, and all of our professional groups. There are very few companies out there that can offer all of the services and be good at them. You don’t want to go out there and say you can do everything when you honestly can’t. I think when I started my career, I used to tease some of my teammates and say, “Just say yes, and then we’ll figure out Elaine Priesman is a  Sr. Business Development Manager & Senior Recruiter with Donovan and Watkins, having joined the firm in 2006 and resides in Houston, Texas.  With over 15+ years in recruiting and business development, Elaine specializes in the areas of Accounting, Finance, HR & Legal.  Elaine has successfully built a network of notable clients and candidates and continues to meet personal and company goals achieving  Diamond Club Award status each year. She has worked with individuals and industry leaders within the financial services, manufacturing, insurance, oil & gas, non-profit, and many service related industries. Prior to her success in the employment industry, Elaine previously held the position of Regional Director/Vice-President of Money Mailer Marketing where she established and directed the marketing/sales of a direct mail and internet marketing service company. She was responsible for all start-up operations for the SE Texas region, including direct sales, marketing, and administration of all sales activities. Elaine was consistently ranked in the top 10% in sales as part of a national team of over 400 franchisees. Elaine is an active member of many charitable and professional organizations and is an Alumni of the University of Oklahoma…Boomer Sooner!

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