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

The independent world can be unpredictable at best, so it’s important to maximize what you can control as a consultant: 1. LinkedIn Do you really need a LinkedIn? Yes. As an independent consultant, you are your own brand and having a LinkedIn presence is important. However, if LinkedIn isn’t really your thing – that’s okay! You don’t need to be super active, you don’t need 1000+ connections, and you don’t even need a ton of detail… That’s what your resume is for, right? What is important are the essentials (which can be set up in 30 minutes or less): your title, a short summary of what you do, and current/previous employment. Then, simply update it every few months with new skill-sets, certifications, and projects. Remember, it’s not just recruiters that are looking at LinkedIn profiles – hiring managers are too. If you already have a LinkedIn and want to maximize your profile, ask for recommendations. It’s very easy to request endorsements from managers and coworkers right through the platform. Just view your own page, select the drop-down below your picture, and locate the Additional Information tab. 2. Cover Letter While traditional cover letters might be a thing of the past, catering a few bullet points geared toward the position you are applying for can go a long way in catching the eye of a hiring manager. What do you want them to know about you if they didn’t have time to open your resume? Think of it as your own elevator pitch for their project. Work with your recruiter, as they will likely have some insight as to what is most important to the client. Use the job description as a point of reference to highlight your strengths as it relates to the scope of work. Be as quantitative/specific as possible in relation to their need: “I bring eight years of experience across five full lifecycle implementations in both the US and Canada.” Paint a picture of how you helped previous clients with a similar initiative: “My last client was having trouble gathering KPI’s so I built a custom report that cut data processing time by 70%.” 3. Resume I have two words for you: Keyword. Search. Let’s say your profile has caught the attention of the hiring manager… Although they might spend more than six seconds, they are NOT likely to read every word of your resume. However, if they perform a few keyword searches and your resume isn’t peppered with the skill-set they are looking for (even if it’s innate), they might move on to the next resume. This disqualification method does not mean you are not proficient in the role, nor does it mean that you need to redo your resume. If it’s in the job description and it’s something you have experience with – take five minutes and make sure it’s on your resume.

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

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

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

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

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

Does your resume highlight your skill sets that are pertinent to the opportunity you are applying for? We see resumes every day that contain too much irrelevant information. It is extremely important that you highlight your skill sets that are directly related to the job description for which you are applying. Non-pertinent skills force hiring managers to scan through a resume rather than actually read your resume. Make sure that you are keeping track of all your tasks and duties completed in a general resume and then translating that to a targeted resume for each specific role. This strategy will effectively highlight your skills within the space constraints of a resume and give you a competitive edge within the job market.

With unemployment at an all-time low, in the hottest IT market in over a decade, NOW is the time to set yourself apart from the rest! When competing for a job, it’s important to accentuate your attributes in an effective manner to optimize your chances of winning over the client. No detail is too small when trying to make a good impression. In a world flooded with IT professionals, how can you shine? We’re glad you asked… Nine times out of ten, the client will see your resume before they see you! Being able to communicate and articulate efficiently is often a quality that is sought in a candidate. Something as simple as a spelling error or inconsistent format could disqualify you for a role that you are a perfect fit for. Take the extra minute and look at your resume through the client’s eyes! Be available and flexible to interview on short notice! Needing a 24/48-hour notice to interview, as opposed to being able to interview upon request, maybe the difference between landing the opportunity or not. Be prepared to pivot when presented with an opportunity! Have go-to talk points about your experiences and skill-set. Of course, you know what you do and what you’ve done, but are you able to effectively communicate them to others? You never know when you’re going to find yourself in a situation where casual conversation could turn into a job opportunity. You know what they say, it’s all about who you know! Work with a recruiter that you trust. Building a relationship with someone who has eyes, ears, and connections all throughout the industry could be the career advancement that you’re looking for. Equip your recruiter with all things, you, and watch as your resume lands on the doorstep of your dream job!

In the past, many employers assumed temporary workers were little more than glorified secretaries. However, these days the savvy supervisor knows that temp employees come in all shapes and skill levels. Not only can a good temp help your company out in a bind, but they can also enhance performance and productivity company-wide.  Check out the following benefits of hiring temporary employees and then contact BGSF to start your candidate search: Ensure Employees Will Work Out Ever wish you could test-drive a prospective employee like you would a new car? Okay, maybe it’s not exactly like that. However, hiring temporary employees does allow you to see how workers do their jobs before you bring them on full time. Additionally, you can make sure prospective employees will gel with current staff, avoiding potential human resources disasters down the line. Support Seasonal Needs Not everyone is in high spirits over the holidays. In fact, the Christmas season can spell serious stress for your regular employees, who often find themselves working dozens of extra shifts to keep up with demand. By hiring temporary workers, you can take the burden off your regular workforce without making promises you don’t intend to keep. As an added bonus, if your seasonal staff works out, you can always offer them more permanent positions down the line. Save on Hiring Costs Desperate to save on employment costs without sacrificing quality? Hiring temporary employees can be a more affordable proposition for the average business owner. Because they are only staying for a brief time, the hiring process can be shorter and, as a result, less expensive. Additionally, temp workers don’t traditionally qualify for benefits, a fact with reduces the overall cost to employers. Expose Your Team to New Skills These days, temporary workers perform far more than your basic clerical tasks. In fact, many companies hire highly skilled temps to handle important but short-term projects. Temporary employees can even help train your everyday staff to perform a wider range of functions on their own.

Do your employees work well together? Or do they have a tendency to bicker like little kids? As a supervisor, you have a responsibility to make sure your teammates are working well despite any personal differences of opinion. A leader in workplace management, our team specializes in helping managers create better relationships among their teams. Here are some of our tips for cultivating a positive office environment: Set Clear Expectations If infighting is preventing your team members from doing their best work, ambiguous expectations may be to blame. To create a more harmonious and productive office, set clear expectations regarding both work and how employees should interact. For example, let staff know if you expect them to work independently or consult with their colleagues on a regular basis. Of course, you should practice what you preach by treating all teammates with respect and empathy. Invite Other Opinions Most people don’t want to stay in a job where they feel their voices are discounted. To improve workplace relations, make sure employees feel comfortable sharing their ideas and suggestions. Additionally, you should acknowledge everyone’s input and give credit where credit is due. With any luck, your workers will learn from your positive example and treat their colleagues with the same deference moving forward. Demonstrate Empathy It’s no secret that competition can breed ill will in the workplace. To keep your teammates working as one, model the kindness and empathy you hope to see in your employees. If you sense that a worker is experiencing a personal crisis, take the time to express your sympathy and ask if you can help. Not only will you set the tone for the team by encouraging kindness and empathy toward one another, but you will also help inspire loyalty among workers, reducing the odds that your best staff will leave you for the competition.

1. Help Us Sell You to the Client No matter how great we think you are for a role, it’s ultimately up to the client as to whether they feel the same or not. We often must work hard to promote not only you but also the value you would add to their project. Sometimes, it can be something as simple as the client feeling like you are overqualified that could cost you the job. Trust us when we say we will fight for you and put our neck on the line if we feel like you are the right person for the job. What we need to be successful in doing this is for you to convince us of the benefits you will bring to the role. The best way to do this is by: Giving us a breakdown of your achievements Giving us a list of companies that you would love to work for and reasons why Handing over as many fantastic references as you get We can and will use this information to help secure you an interview slot. 2. Keep a Record of the Jobs You Have Been Submitted For As a Recruiter, it is often challenging to call a consultant, explain the role that we are calling about, qualify you for the role and then find out you have already applied for or been submitted by another recruiter.  We understand that at times, you have applied to several jobs and cannot always remember which ones, but it behooves both of us to keep a record. It can also be confusing when recruiters advertise their vacancies without telling you who the actual employer is. There are reasons that recruiters will sometimes keep the employer anonymous until they are ready to submit you for a role. Sometimes, the Recruiter may not want their competitors to know who they are working with and on occasion, the employer does not want anyone to know that they are hiring.  Whatever the reason, this can make dealing with multiple agencies messy and confusing at times. By keeping a record and notes of all the agencies, job titles that you’ve applied for and dates you’ve applied, it will be easier to navigate and keep track of what jobs you are applying for and have been reached out to about. You can also keep a note of all the emails and phone calls that you make too. These strategies can eliminate feelings of pressure and allow you to make a positive impression from the start.