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How should I format my resume? As recruiters, it’s not uncommon to receive several hundred resumes per role we’re working on. I find that candidates will format their resume in a “flashy” way to catch my attention. While I appreciate the effort that’s put into it, it’s not actually helpful or a good use of time for either the candidate or the recruiter. To make your resume stand out: • Keep it two pages or under. • Use bullet points to help organize your thoughts. • Use engaging language but don’t just use a thesaurus for every other word. • Use clear and concise formatting & language •Thoughtful descriptions, i.e. leave behind typical phrases such as “hard-working” or “self-motivated” Lastly and most importantly, have friends, family, mentors, former coworkers, etc. read your resume and give you feedback! To kick off the new year on the right foot, give BG Professional Division a call for any additional help you need. Whether it’s IT implementation/configuration, data management, financial & accounting, project support, HR, creative marketing, and more; we are here for you. Reach us at BGSF.com. We can’t wait to be part of your success story in the new year!

The law of supply and demand is a fundamental economic principle that impacts all businesses. Simply put, the more an item is in demand, the greater the price that a seller can charge for that product. The more difficult it is to source the product, the more valuable manufacturers who can produce the product become. As supply becomes more constrained and demand increases, the price of that product will continue to escalate and manufacturers of the product will have increasing leverage and pricing power, leaving those in need with a difficult decision. They must either agree to pay the market price or accept the consequences of going without that product, absorbing the business impact of their decision. Since the onset of the pandemic, the law of supply and demand has impacted our daily lives in many ways: The shortage of toilet paper Not being able to find hand sanitizer The availability of ventilators and oxygen devices The scarcity of hospital beds The ability to get a vaccine or a booster shot These items had a direct impact on our personal lives, some of these with greater consequences than others. However, depending on your financial means and your ability to gain access, acquiring these items was easier for some than others. For some, it meant a certain level of comfort, for others it was the difference between living and dying. Supply and Demand in Cyber Security While Cyber Security does not have life or death consequences like healthcare, a company’s ability to protect itself and conduct its business securely and responsibly can be the difference in its ability to meet its business objectives and long-term sustainability. The best way that a company can ensure that they are protected against threats and adversaries is to build a competent and effective cyber security program under the leadership of a capable Chief Information Security Officer. Hiring and retaining a qualified security team, with technical capabilities and relevant business acumen, is the most significant contributing factor in a successful security program that will both enable and protect the business. While there is an infinite number of security products and services that are easy to acquire, the talented security professionals needed to operate and manage them are not nearly as easy to come by. There are about 1 million “Cyber Security Professionals” currently working in the United States and about 500,000 cyber security job openings, right now, in the United States. That means for every cyber security professional who is currently employed, there are two (2) open positions currently available in the market. While these statistics alone are daunting, this is not necessarily “new news” and some of these headline-grabbing numbers can be misleading and manipulated to prove a point and gain attention. Telling the Whole Story What you don’t know is that the shortage in pure numbers does not tell the whole story. All cyber security jobs are not created equal and the shortage of people in the market as a data point alone is misleading. The real shortage of cyber security talent is in quality and experienced cyber security professionals. These are the professionals who really can impact an organization. These are people who have technical foundations, are adaptive learners, and have kept themselves technically current.  These are professionals who have made continual investments in their careers.  These are people who have the ability to communicate and garner respect with technology and business leaders.  These are people who have practical skills and domain expertise that can easily dissect problems and architect and implement solutions that make a difference in how securely and seamlessly business is conducted. These are people who Google, Netflix, Amazon, Facebook, Microsoft, and Apple all want to hire.  These are the people who the large global banks, payment companies, crypto exchanges, and hedge funds want to hire.  These are the people that all of the “hot new start-ups” want to hire. These are the people who the aforementioned companies can afford to pay, as they understand how valuable they are to their business.   These are the people who are in the shortest supply and who are in the greatest demand. For every one of these capable and qualified security professionals, there are 50-100 open positions. The Talent Gap This is the law of supply and demand in its truest form. What makes things more difficult is that the market is creating opportunities and needs for cyber security talent much more quickly than our universities can create Computer Scientists and Technologists. So, the problem is not going to dissipate for quite some time, in fact, it will likely get worse before it gets better. While companies are attempting to figure out how to compete with these global giants in their core businesses, they also need to figure out how to compete with these companies for cyber security talent. And if they are lucky enough to hire some strong capable cyber security talent, how do you retain them and keep them on “your team” and prevent them from seeking greener pastures. Yes, this problem is daunting, but it’s real. You can no longer plead ignorance. The board of directors, investors, and customers are all going to want to know how you are addressing cyber security, and you need to have a strategy. The most important part of that strategy is the people. How do you attract them? How can you compete? What can you offer that goes beyond money? In a situation when Cyber Security professionals have a choice in employers – why will they choose your company? These are questions that you need to be able to answer.

Technology leaders are facing many unique challenges and struggling to fill roles in today’s dynamic job market. Noah Boudreaux, the General Manager of VENYU, recently sat with our own Eric Peters, President of BGSF’s Professional Division, to discuss recruiting, hiring, and retaining world-class technology talent, providing insights from organizations across the country. Check out the recording below to learn how to overcome your most critical IT staffing and workforce challenges from the experts! To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

It’s been more than two years since majority of our offices transitioned to remote environments, can you believe it? How does it simultaneously feel like we’re still in 2020 but also, 2022 is moving so FAST? Since we now have two years of remote work teams, we figured we would take a moment to reflect on how business practices have evolved and share what we have learned to be best practices! Industry Impact Our Clients: Video blurred the lines between work life and home life, allowing operations to continue as clients had to rely on video for recruiting, interviewing, hiring, and retaining talent. But, there was still the need to connect with teams on strategy, initiatives, project management, and overall engagement. While these topics could quickly be discussed in passing in an office setting, the time now had to be scheduled, allowing “relaxed” business etiquette to creep in and resulting in virtual fatigue for many. Our Candidates: This virtual world has made it challenging for consultants to network and discover new opportunities. It limits their ability to see the true work environment/culture of a company and has made communication styles difficult to view from the candidate/hiring side. Video Etiquette Dogs, kids, and messes! Oh MY! The age of WFH is most certainly a blend of our home and work lives, making it difficult to maintain professionalism when speaking with team members, potential, and current clients and candidates. Below are simple tips and tricks to keep that work and life boundary intact: Do’s Mute your microphone when necessary If you remain unmuted, your everyday noises may be completely disruptive. We’re talking shuffling of clothing, clearing of the throat, dogs barking, YOU NAME IT, etc. Your mic picks up much more than you think! Wear meeting appropriate clothes – at least from the waist up! Keep your surroundings suitable and clean Try looking at the camera, to simulate ‘eye contact’ Stabilize your device – shaky camera movements will take the focus and may cause dizziness in your audience. Select a professional background or picture Do Not’s Don’t position your camera too low, or too high Don’t try to multitask during meetings, stay focused. Don’t sneak out! (And if you do, turn of your camera, or send a quick chat that you will “be right back.”) Don’t mumble, but don’t shout Don’t interrupt others Set Your Space Up for Success Impressions are everything! Especially the first ones. By now, we know that working from home presents unique challenges and culture shock – especially to those who have worked in offices for many years! We covered this topic in Elaine Priesman’s Feature Friday blog. Equipment and Lighting Make sure your internet connection, camera, and microphone are all set up and functioning properly. Try to troubleshoot before any meetings Frame your face! Set your camera as close to eye-level as possible Assess your lighting: Make use of natural light and overhead lighting Backlighting can cause shadows and make it difficult for others to see you Check your camera angle prior to meetings to catch any up-the-nose situations or the most dreaded: double-chin angles Connect your computer to your ethernet cable so you can have the best internet connection possible. If you cannot be hard-wired, make sure you have adequate bandwidth on your Wi-Fi network If you must use your Wi-Fi network, forewarn those living with you that you will need the bandwidth for a certain amount of time, so they can limit their use Privacy and Background If you cannot find a private space, use headphones to reduce background noise If you have others in your home that are working from home or virtual learning, let them know you’ll be on a call to reduce interruptions If possible, close the door to the room you are in. Bonus – lock the door if you have little ones who like to run in and out, especially during meeting times! Clean up your background! Tip: Too messy, and too little time? Try using a blurred or virtual background Tempting though it may be to use the fun backgrounds, try to choose less distracting ones In-Person Etiquette In many parts of the country, people are back in their offices and more likely to want to meet in-person if distance allows. Keep in mind that not everyone will feel comfortable with this option and may prefer to continue connecting remotely. Below are simple tips and tricks to ensure that expectations and options are available when the situation arises: Meetings Establish clear guidelines regarding any mask or vaccine requirements Offer alternatives and/or accommodations to those who may not be ready for face-to-face interaction due to different health needs Do not make the person feel badly or question their choices – remember, we all have options and must do what is best for ourselves Purposeful Communication Be intentional about your communication, whether in person, via phone, through video conferencing, or email As we have experienced the pandemic for the past two plus years, there is now a greater focus on mental health. Be sensitive to the challenges we have faced and don’t forget to check in on your coworkers, clients, candidates, and YOURSELF. It matters! The key to achieving success in the current workplace is being flexible, adaptable, and putting people (including yourself) first. As we navigate the ever-changing workplace dynamics, it may take trial and error to determine what is acceptable and valued within your teams. For more tips on this topic watch our webinar: Business Etiquette in the New Video, Virtual World

For Recruiters: In a high-demand market for IT professionals, your job is not the only opportunity a candidate is evaluating. Make sure to ask your candidate, “what other roles have sparked your interests? Are there other companies you would be interested in joining?” There is nothing wrong with doing a compare and contrast between your opening and what the candidate is also interested in. It’s important to know where your opportunity ranks so you can address any potential concerns that could come up during the closing. For Candidates: As a candidate, make sure you are open and honest with your recruiter. It’s important to make your motivations very apparent so they can make sure they are bringing the best opportunity to you. You can fully prepare by anticipating the questions above and reviewing our blog “How to Answer Frequently Asked Interview Questions.” If you’re ready to search for your next opportunity, check out our open positions here!

(Originally published by the Weaver Cryptocurrency Task Force here) With cryptocurrencies becoming more mainstream, Weaver is consistently asked to decrypt what crypto means for individuals and businesses that want to learn more. Recently, we co-hosted a webinar with BGSF covering various business implications of cryptocurrency. Our Cryptocurrency Task Force covered topics such as regulation and compliance, financial reporting, taxation, and information technology considerations. Below are some of the key takeaways from each of the topics presented. Regulation & Compliance Both federal and state regulators face an issue with the classification of cryptocurrency. Without a universal identity, which regulator can claim jurisdictional authority over cryptocurrency? Should cryptocurrency be considered a security, commodity, currency, or perhaps even its own asset class? Currently, we are in an environment of regulation by enforcement, but advisors for the digital assets community doubt the current status for regulation and compliance is sustainable as cryptocurrency technology advances. Financial Accounting & Reporting How do the Financial Accounting Standards Board (FASB) and Association of International Certified Public Accountants (AICPA) define cryptocurrency? While the AICPA issued a practice aid on accounting for digital assets, no authoritative accounting guidance currently exists. Based on the practice aid, cryptocurrencies should generally be accounted for as indefinite-lived intangible assets and evaluated for impairment for U.S. GAAP purposes. Additionally, companies accepting cryptocurrency as payment should also look to ASC 606, as defined by FASB and the International Standards Board, for revenue recognition considerations. Taxation The IRS established a position classifying virtual currency as property. For most taxpayers, the classification of cryptocurrencies as property results in capital asset investments, ultimately producing capital gain or loss upon disposition or exchange. However, those with substantial transaction activity will be tasked with burdensome documentation and data maintenance requirements. As cryptocurrency advances and utility evolves, the classification as property may need to be expanded to engage the variations of token functionality. Information Technology The emergence of cryptocurrency on a wide scale inevitably gives rise to cybersecurity threats. There have been targeted attacks on mining operations, wallets, decentralized finance protocols and exchanges, exposing vulnerabilities resulting in estimated losses exceeding $12 billion in 2021, up 600% from 2020. Maintaining strong data security measures is critical in asset protection. Always ensure private keys, passwords, and credentials are controlled and protected. Also, evaluate how your service providers maintain their security protocols to protect your digital assets and data. About Weaver’s Cryptocurrency Task Force As a top 35 national CPA firm with capabilities far beyond the traditional assurance and tax services, Weaver’s philosophy has always been about doing more than expected. Weaver’s Cryptocurrency Task Force identifies the evolving needs of the digital asset community including investment funds, financial institutions, blockchain companies, and more. We support those needs through a wide array of services such as risk advisory, IT advisory, financial advisory, audit, and tax. Weaver also serves clients across a variety of industries, including large public, private, national, and international organizations, as well as government and not-for-profit entities. To keep up to date with the evolving business regulations surrounding cryptocurrency, contact us. We are here to help. Authored by Rebekah Reeder, Brett Nabors and Tim Savage.

(Originally published on the Nashville Area Chamber of Commerce blog here) The Current War for Talent While 2020 was marked by a total transformation of the job market created by the pandemic, 2021 saw an incredible hiring boom and quite possibly the most competitive hunt for top talent in years! As a result, attracting and retaining top talent has become a real challenge for companies, with candidates demanding more flexibility, an inclusive environment, higher salaries, and a defined career progression. Having a robust talent strategy has never been so important, as this trend is expected to continue. Therefore, in addition to collecting robust salary data for 150+ professional positions, we have also compiled expert market insights and best practices for hiring across industries into one comprehensive guide to help you navigate this competitive market. Built for both employers and job seekers, the 2022 Professional Division Salary Guide provides data and insights from both sides of the hiring process, fully preparing you for the 2022 Job Market. How Can Companies Stand Out? So, how can companies stand out among candidates, beside­­s offering higher salaries and financial benefits? Have a clear, quick, hiring process in place. “In this market, if you’re able to truncate your hiring process by even a couple days, you’re at an advantage,” said Tim Gibbons, a founder and the Vice President of Delivery for BGSF’s Professional Division. “That’s how hot this market is.” Gibbons continues, “What I mean by truncating (the hiring process), I mean, it’s going in with a plan,” he said. “That there will be a process: These are going to be the three individuals who are going to be part of the interview panel. These are the questions or the areas that they’re going to be focusing on, in talking with the candidate. And share feedback quickly.” The quicker you can make an offer, the better. Open your search up to a nationwide market. “If you’re looking to hire in your local market, the competition isn’t just the organization across the street from you, or down the road,” said Gibbons.  “Your competition for talent is nationwide at this point. Organizations that have accepted that are well ahead of those that are sticking to their guns, seeking people who are within a 50-mile radius of the office.” A company can really stand out based on its strong culture and online reputation. Having a positive online reputation, including five-star Google reviews and social media channels that accurately represent one’s culture, can have a significant impact on whether or not a candidate will accept a position with you. Therefore, it’s important to not only track, but try to manage one’s online reputation, in addition to cultivating your company culture. Understand what is motivating candidates and build an offer that truly speaks to them, beyond compensation. Eric Peters, President of the Professional Division, notes that not all companies will be able to keep up with the higher demand in compensation. Therefore, they need to consider other benefits that are important to candidates. “You might not be making the most money within an organization, but you see the most potential … to grow within the organization, and you’ll get your money there,” he said. In addition to growth potential, some of the top things current candidates are looking for include a clear company mission and values, diversity, equity, and inclusion, transparent communication, recognition, encouragement to take PTO, and a fun workplace. It’s clear that this steep competition for talent will continue throughout 2022, and possibly beyond. And, as compensation continues to rise throughout a variety of industries, successful organizations will look to other benefits to attract, hire, and retain top talent. To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

Education/Credentials (CALP, CAM, CAMT, CAPS) | All aboard the education train! The NAAHQ credentials are a fantastic way to not only reward an employee for loyal service but also ensure they continue to be a loyal employee for years to come with the knowledge to be a true asset for your company. It’s a win-win! Marketing and Advertising | Don’t skimp on this! Besides digital marketing on search engines, don’t forget to include advertising line items on platforms like Facebook, Instagram, Snapchat (hello geofilters!), and more. Also take into consideration localized print ads, digital billboards, or even sports venue advertising. It’s always better to pad this line item and have a little bit of leftover! Employee Recognition and/or Contests | Even more since the pandemic started, employees are feeling the desire to be recognized by their coworkers and upper management. Setting aside a little capital to give back to your employees in the form of exclusive company swag, team bonding days, virtual happy hours or craft classes (watercolor painting class courtesy of Craft Happy, anyone?) is enough to give any employee the warm fuzzies. Events! (as we start getting more social post-pandemic, hopefully) | Whether it be resident events, grand openings, sponsorships, or that annual employee holiday party, event budgets are one of the few that get forgotten or left off the budget list. While it’s easy to nix “extra” spend, keep in mind that the more employees or residents feel engaged with their company or community, the less you have to spend to lease that extra apartment or fill that empty desk. Shipping or postage | The NUMBER ONE THING that is forgotten about! If you’re shipping swag, sending employee orientation gifts or welcome gifts, boxes of giveaways to communities, shipping can ADD UP depending on weight. It’s better to go ahead and set aside some extra cushion built into your budget. And when in doubt, ask your promotional items printer about approximate shipping costs. That way, you’ll be prepared for whatever 2022 brings. Remember, your local BGSF team can help sponsor your budget camps, team retreats, or anything else you have planned! As you are working on your hiring budgets, don’t forget that we also offer SmartHire payrolling services, the option to hire through Direct Hire, and a comparable buy-out fee for any talent you want to retain permanently. Let BGSF be your partner in success for 2022!

By 2025, Generation Z will make up about 27% of the total workforce, according to the World Economic Forum. Therefore, it’s in many companies’ best interest to quickly understand what this generation values, find out what they are looking for in an employer, and implement that within their organization, fast. Here are five tips you can consider when thinking about adjusting your hiring strategies and company policies for this new wave of workforce talent. They Use Their Phones to Apply It’s no secret that we are on our phones more than ever, but this is especially true for Gen Z, who have never known a world without the internet and smartphones. According to Yello, “46% (of Gen Z) have applied for a job on their mobile device, and 54% won’t complete an outdated application format online.” This means that your UX design for applications needs to be simple, comprehensive, and made-for-mobile. Not having these elements will result in high drop-off rates in the application cycle of your jobs. They Believe in Job-Hopping Contrary to past generations that have historically valued company loyalty, Gen Z plans to learn all they can from one organization and move on to continue growing in their career. “55% plan to work for their current employer for less than three years.” Therefore, it’s important for companies to address this trend after the 1st and 2nd year of employment and not ignore it. If there’s a chance that a person has the ability to move up within the company or to another division, that should be discussed and encouraged in order to retain Gen Z. You can bet that if you don’t have the growth they are seeking, they will move on to a company that does. They Want Benefits That Matter It feels like a lifetime ago that an office that had a gym and a ping pong table was deemed trendy and forward-thinking. Now, Gen Z is not as concerned with recreation or downtime at the office, rather a financial investment in their future. However, stock options and a standard 401(k) won’t cut it when they are actually searching for “student loan assistance, tuition reimbursement, and maternity and paternity benefits.” This generation values a work-life balance and is highly optimistic for the future, so these types of benefits will not only attract but also encourage them to stay and take advantage of these opportunities. They Want to See Diversity and Inclusion This highly educated, highly diverse generation is craving a passion and dedication to diversity and inclusion from their employers. As a result, “86% of Gen Z job seekers cite a company’s commitment to diversity as an important factor in deciding whether or not to accept an offer.” Here it is very important for a company to talk the talk and walk the walk. Diversity and inclusion cannot just be a phrase in your company’s mission statement or a committee that meets once a quarter. This dedication needs to be seen in initiatives like asking one’s pronoun preference, adequate accommodations for those who are differently-abled, policies to ensure fair and equal pay, etc. They Want an Offer, and They Want it NOW Standard HR procedures make it difficult to establish a hiring committee and follow the correct protocol when extending an offer. Gen Z wants no part of that. They feel if it’s a right fit, the offer should be made. “Nearly one in five Gen Zers expect a job offer one week from the initial phone screen. The majority expect an offer within two weeks.” Whether this expectation is realistic or not, companies that make an actionable change to speed up their hiring process will win top Gen Z talent. *Statistics pulled from Yello

Did you know that no matter what you are protecting, where you are located, and the extent of your budget, you can be successful in hiring information security professionals? Learn how to level the playing field when attracting and retaining top talent in the field through our Cyber Security Talent Shortage Guide:

Interviewing can be one of the most anxiety-producing events you can experience! We all go through the motions of preparing for it. We re-read the job description, pick out the perfect outfit, make sure we print our resumes, and hopefully have done some prep questions with our recruiter! While all of these are great ways to make sure that you are prepared for your interview, we can often still feel overwhelmed when the time comes to walk in to meet your potential new boss. My advice? Meditate. Meditation is a practice where an individual focuses their mind to become more aware and achieve a mentally clear and emotionally calm state.  As silly as it may sound, taking a few moments to clear your head before you step out of the car can really make or break your interview. As someone who interviews for a living, I can guarantee that candidates who seem calm and collected immediately give off a professional vibe. You can access this calming state through many means, like using calming breathing techniques or even following a quick guided meditation online. Not super familiar with meditation? YouTube has a lot of great videos to help you through the process. You can also check out some of my favorite apps: Headspace The Mindfulness App Mindfulness Coach It’s hard not to be nervous before an interview! While this might not take all of the jitters away, it will help you be in the right headspace before the big meeting. So, before your next interview, take a deep breath, center yourself, and go get that job! -Brianne Wade