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Today's workforce is more age-diverse than ever before, with up to five generations contributing to organizational success: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each group brings unique expectations, communication styles, and career motivations. As a result, a one-size-fits-all approach to employee engagement and development no longer works. To build a thriving culture, businesses must shift from generic employee experiences to personalized journeys that reflect the needs and values of every generation. Understanding Generational Differences The first step in personalizing the employee journey is understanding the unique needs and values of each generation. Here's a brief overview of what each generation might prioritize: Baby Boomers (born 1946-1964):  This generation values stability, job security, and face-to-face communication. They often seek loyalty from employers and appreciate recognition for their years of experience.  Generation X (born 1965-1980):  Known for their independence and work-life balance, Gen X employees appreciate flexibility and autonomy. They may also seek professional development and opportunities for career advancement.  Millennials (born 1981-1996):  Millennials prioritize meaningful work, career growth, and work-life balance. They value feedback, collaboration, and the opportunity to contribute to a company's mission.  Generation Z (born 1997-2012):  The most digitally savvy generation, Gen Z is focused on innovation, flexibility, and rapid career progression. They expect technology to enhance their work experience and desire a strong sense of purpose in their jobs.  Personalizing the Employee Journey Tailor Onboarding to Different Learning Styles Onboarding is the first step in the employee journey, and it’s essential to make it relevant for each generation. Baby Boomers  may appreciate a more structured, formal onboarding process that includes face-to-face interactions with mentors and colleagues, giving them the opportunity to form strong relationships early on.  Gen X employees  might prefer a mix of traditional onboarding and self-directed resources like digital manuals or online training modules, allowing them the freedom to learn at their own pace.  Millennials and Gen Z  are typically more comfortable with technology-driven onboarding. Virtual onboarding tools, gamification, and interactive training sessions will resonate with them and keep them engaged.  Offer Flexible Benefits to Meet Diverse Needs A personalized benefits package is key to addressing the diverse needs of a multigenerational workforce. Different generations have different priorities when it comes to benefits. Baby Boomers  may prioritize healthcare, retirement savings, and long-term financial security, while Gen X employees  might focus more on family-oriented benefits like flexible scheduling, health and wellness programs, and caregiving support.  Millennials and Gen Z  tend to value work-life balance and wellness programs, such as mental health support, paid time off, and opportunities for professional development. Offering a variety of benefits that cater to these needs will help make employees feel valued and supported.  Provide Personalized Learning and Development Opportunities Professional development is essential for employee engagement across generations, but the learning methods that appeal to each group may vary. Baby Boomers  may appreciate more traditional learning formats such as in-person workshops, mentorships, and formal leadership training programs. They value long-term career growth and will benefit from leadership roles or management training.  Gen X  employees often seek opportunities for skill enhancement through online courses or certifications that allow them to advance in their careers while balancing personal obligations.  Millennials and Gen Z  are more likely to gravitate toward online learning platforms, micro-learning modules, and mentoring opportunities that provide immediate feedback and rapid skill development.  Foster an Inclusive Work Culture Promoting an inclusive workplace that embraces different perspectives is essential for engaging a multigenerational workforce. It’s important to create a space where employees feel comfortable sharing their ideas and perspectives, regardless of their age or background. Encourage cross-generational mentoring  programs where employees from different generations can share their experiences and learn from each other.  Create flexible work policies  that accommodate the needs of employees at various stages of their lives—whether it's allowing parents to work remotely or providing Baby Boomers with flexible hours as they approach retirement.  Incorporate diverse team-building activities  that appeal to different generations, from tech-savvy virtual events for Gen Z to traditional in-person networking opportunities for Baby Boomers.  Provide Real-Time Feedback and Recognition Regular feedback and recognition are crucial for employee motivation, but the way different generations prefer to receive feedback can vary. Baby Boomers  appreciate formal recognition, such as in-person praise or a company-wide announcement of their achievements.  Gen X  employees prefer a mix of feedback styles, with an emphasis on constructive feedback that helps them improve professionally.  Millennials  value frequent, real-time feedback, and prefer it to be delivered through technology, such as via emails, apps, or even social media.  Gen Z  also seeks immediate recognition and often values feedback through digital channels, but they also appreciate personalized messages and acknowledgment of their contributions in public forums.  Offer Flexible Work Options Generational expectations for flexibility vary. Boomers may prefer structured hours, while Gen X seeks autonomy. Millennials and Gen Z often prioritize hybrid or remote-first environments. Empower employees to choose their ideal work model wherever possible, and communicate the “why” behind company decisions to earn cross-generational trust. Ensure Career Advancement Opportunities Across Generations Offering career progression opportunities is essential for retaining employees from all generations. Baby Boomers may seek leadership positions or the chance to mentor others, while Gen Z may be looking for quick promotions and growth opportunities. To cater to both, ensure that career paths are clearly defined and include options for mentorship, skill development, and internal mobility. Make sure employees know how to progress in their roles and what the next steps in their careers might look like, regardless of their generation. Fostering a Strong Multigenerational Workforce Personalizing the employee journey for a multigenerational workforce is not a one-time effort but an ongoing strategy that requires understanding the unique needs of each generation. By offering flexible benefits, personalized learning opportunities, and career advancement pathways tailored to the values of each group, organizations can create a more engaged, productive, and loyal workforce. Embracing these differences and fostering an inclusive, tech-driven, and supportive environment will not only enhance employee satisfaction but will also contribute to long-term success and retention.

In light of an extremely dynamic market, companies are facing increasing pressure to reduce costs, streamline operations, and focus on growth and strategic priorities. For many organizations, accounting and finance (A&F) functions are critical to success but can be time-consuming and resource-intensive. Managing these functions in-house can be a challenge due to talent shortages, evolving regulations, and technological advancements. BGSF's Nearshore Accounting Services At BGSF, we offer Nearshore Accounting Services through our Business Process Outsourcing (BPO) and Co-Sourcing models to help alleviate these challenges and allow you to focus on what truly matters. Our goal is to provide you with the flexibility and expertise needed to manage your Financial Accounting and Reporting, Transactional Processing, and Regulatory Compliance requirements all while reducing the stress of hiring, retaining, and training industry experts. Advantages of BGSF Nearshore Solutions Efficient, Cost-effective, Scalable Model: BGSF’s Nearshore Accounting Services provide an efficient, scalable model that can be customized to meet your unique business needs. Whether you need full outsourcing or co-sourcing support, we ensure cost-effectiveness while maintaining the quality and flexibility you require. Cost-effective, Top-performing Talent: Our nearshore solutions connect you with highly skilled, dedicated professionals who build proficiency in your company’s processes. This ensures continuity of service and reduces turnover—leading to a consistent, high-quality experience. Cultural and Time Zone Alignment: With our nearshore hub in Mexico City, we offer seamless collaboration with shared time zones and business culture. Our bilingual team can communicate effectively and respond quickly to your needs, eliminating language barriers and speeding up turnaround times. Leading Practices for Risk Management and Internal Controls: We adhere to best practices for managing processing risks and maintaining strong internal controls. You can rely on our industry experts to ensure compliance and security, enabling you to focus on strategic goals rather than day-to-day administrative tasks. Advanced Technology Expertise: Our team stays ahead of the curve by utilizing sophisticated technologies and ongoing training to manage the tools and systems critical to your business. We continuously integrate technology to improve efficiency, reduce errors, and maximize performance. Seamless, Scalable Staffing: One of the standout features of our Nearshore Accounting Services is the ability to scale up or down quickly based on your business needs. Whether you’re experiencing growth or need to manage fluctuations in workload, our staffing model is flexible and can adapt to your changing requirements. Supervision, Training, and Career Development: BGSF ensures that our nearshore team receives ongoing supervision, training, and career development. This investment in our people results in lower turnover rates, a dedicated workforce, and staff members who are deeply aligned with your company’s culture and goals. Work-life Balance and Employee Retention: By offering a balance between work and personal life, BGSF fosters a healthy work environment. Our employees are motivated, engaged, and committed to delivering exceptional service to your business. Why Choose BGSF for Nearshore Accounting & Finance? Significant Cost Reductions: Eliminate the high costs associated with recruiting, hiring, training/retraining, related IT infrastructure, and employee terminations. Business Continuity Built In: As a geographically distributed partner, we provide a resilient solution that supports your Business Continuity Plan and helps mitigate location-based disruptions. Enhanced Communication & Collaboration: With comparable time zones and aligned working hours, communication is seamless—resulting in faster decisions, stronger alignment, and fewer delays. Faster Turnaround with Quality Assurance: Enjoy quicker response times, more manageable service level arrangements, and a stronger focus on quality and accountability. Explore the BGSF Nearshore Center of Excellence Our Nearshore A&F Center of Excellence in Mexico City offers time zone compatibility, cultural alignment, and outstanding English language proficiency, driving exceptional performance in all your accounting and finance needs. Whether you choose an outsourced or co-sourced model, we deliver value beyond cost savings—transforming your business operations and enabling you to focus on the future. Unlock the potential of nearshore accounting and finance resources with BGSF. Explore our Nearshore Solutions today and discover how we can support your business in navigating the complexities of financial accounting, reporting, and compliance. Contact Us Today To learn more about how BGSF’s Nearshore Accounting Services can benefit your business, get in touch with us today . Our experts are ready to tailor a solution that meets your unique needs and sets you on the path to success.

Navigating compliance and reporting in higher education is a complex and ongoing challenge, requiring institutions to stay updated with evolving regulations, manage vast amounts of data, and ensure accurate, timely submissions to regulatory bodies. To address these challenges, BGSF , a nationwide leader in strategic workforce solutions, has partnered with SISSCORP® , a trusted Workday® Innovation Partner. This collaboration integrates the power of Workday® Student with SISSTEX© , a cutting-edge application designed to streamline state-mandated reporting, enhance efficiency, and ensure regulatory compliance for Texas colleges and universities. Transforming Compliance with SISSTEX© Meeting state reporting mandates is a significant administrative burden for higher education institutions. SISSTEX©, built specifically for Workday® Student, provides a seamless solution that automates the creation and validation of reports required by the Texas Legislature and the Texas Higher Education Coordinating Board. By consolidating data from auxiliary systems, SISSTEX© ensures institutions have a comprehensive and accurate view of their compliance-related information. While colleges and universities remain responsible for submission and certification, SISSTEX© simplifies the preparation process, reducing errors and saving valuable time. "We’re excited to partner with SISSCORP to deliver modern, automated solutions that directly address the needs of our higher education partners," said Eric Peters , Professional Division President at BGSF. "This collaboration empowers institutions to confidently meet their reporting requirements with fewer headaches and greater efficiency." A Future-Ready Solution for Higher Education What makes SISSTEX© stand out is its adaptability. SISSCORP continuously monitors updates from the Texas Higher Education Coordinating Board and collaborates with Workday to ensure SISSTEX© evolves alongside Workday® Student enhancements. This proactive approach ensures institutions benefit from ongoing efficiency improvements and long-term compliance reliability. The Strength of BGSF in the Workday Ecosystem As a trusted Workday Services Partner , BGSF has a proven track record of delivering expert talent and strategic solutions to Workday customers nationwide. With deep expertise in Workday implementations, BGSF supports institutions with feature adoption, business transformation, staff augmentation, permanent placement, post-production support, and Phase X projects. BGSF’s mission is to empower organizations with seamless Workday implementations and consulting services. By leveraging a customer-first approach and certified expertise, BGSF helps institutions optimize their Workday investment, streamline operations, and drive sustainable growth. With a highly skilled network of consultants and a proactive approach to feature adoption and best practice sharing, BGSF stands out as a key player in the Workday ecosystem. Advancing Higher Education Through Collaboration  Through this strategic partnership, BGSF and SISSCORP are reinforcing their shared commitment to innovation, compliance, and educational excellence across Texas. By combining expertise in workforce solutions and higher education technology, this collaboration delivers long-term value to institutions striving to meet evolving regulatory demands. Click here to read the full press release.

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post. 228,000 jobs. That’s how many were added in March according to the BLS — marking one of the strongest months for job growth so far in 2025.  Despite ongoing economic uncertainty and modest cooling signs earlier this year, employers are clearly still hiring — and they’re moving fast. The unemployment rate held steady at 4.2%, continuing a nearly year-long trend of relative stability. But underneath that headline number, there are important shifts happening that matter for both businesses and job seekers. At BGSF, we’re paying close attention — and we’re here to help you navigate it all. Key Takeaways from March: Payrolls jumped by 228,000 , far outpacing the 12-month average of 158,000. Unemployment remains low  at 4.2%, with little change across most demographics. Healthcare, social assistance, transportation, and retail  led the way in job growth. Professional and Business Services held steady , while Finance and Rental/Leasing saw modest gains. Federal employment declined , continuing a downward trend. Wages rose  by 0.3% month-over-month and are up 3.8% over the past year. Industry Highlights 🔍 Professional & Business Services: Holding the Line While March didn’t bring major gains in this sector, employment remained stable — which is notable in today’s market. Temporary help services were flat, but management and consulting services held steady, signaling continued demand for specialized expertise. “We’re seeing a consistent demand for high-impact talent across consulting, accounting, and operational roles,” said Eric Peters, President of BGSF’s Professional Division. “Businesses are being selective — but they’re hiring. They want people who can deliver results right out of the gate.” 🏢 Rental and Leasing: Quiet but Positive Employment in the rental and leasing services  industry showed a small but notable increase , adding 2,200 jobs in March. That’s a solid recovery following a flat February and part of a steady upward trend over the past year. “We continue to see strong demand for property management professionals — especially in markets with growing multifamily housing,” said Kelly Brown, President of BGSF’s Property Management Division. “Clients are expanding their portfolios, and they need skilled people to manage the day-to-day operations and resident experience.” 💼 Finance and Accounting: A Stabilizing Trend After a slower start to the year, finance and insurance  added around 3,000 jobs in March. The gains were modest, but they mark a stabilizing trend that’s encouraging after recent volatility. Employers remain cautious but are investing in roles tied to compliance, auditing, and financial planning. 🔍 What This Means for Employers The labor market may be steady on the surface, but competition for talent is heating up in key sectors. March’s strong job growth signals that many employers are still hiring aggressively — particularly in healthcare, logistics, retail, and pockets of professional services. If you’re waiting weeks to make decisions, you may already be losing out to faster-moving competitors. Wage growth remains moderate at 3.8% year over year, but that doesn’t mean you can undercut the market. Candidates have options, and they’re paying attention to both compensation and career path.  Flexible work arrangements, clear growth opportunities, and speed in the hiring process are becoming non-negotiables. 💡 What This Means for Job Seekers March showed that the job market isn’t cooling — it’s shifting.  And that shift could work in your favor. Sectors like transportation, healthcare, and social assistance are adding jobs fast. Even traditionally stable fields like professional services and finance are showing signs of renewed hiring.  But employers are being more strategic than ever — they want candidates who bring immediate value. That means it’s time to refine your story. What impact did you have in your last role? How have you helped your team or company grow?  Be specific, and be ready to show it in interviews. A polished resume and LinkedIn profile are no longer nice-to-haves — they’re essential. And if you’re one of the 5.9 million people currently outside the labor force but open to work , this is your sign: Now’s the time to re-engage.  The opportunities are out there — and BGSF is here to help you find the one that fits. At BGSF, we’re here to help  both businesses and job seekers navigate these shifts. Whether you’re looking to hire top talent or land your next role, we’ve got the expertise to guide you. Let’s connect and make 2025 a year of opportunity! Contact BGSF today! About BGSF BGSF is a leading workforce solutions provider that connects employers with top talent across industries such as property management, professional services, IT, and managed solutions. With a commitment to building strong partnerships, BGSF delivers innovative staffing strategies that empower businesses and job seekers alike. For media inquiries, please contact our Media Relations  team

The U.S. labor market continues to face a persistent shortage of workers, leaving many businesses struggling to fill positions. From demographic shifts to pandemic-driven changes, employers must adapt their hiring and retention strategies to stay competitive. Understanding the Labor Shortage Recent reports highlight several key reasons behind the labor shortage Lower Workforce Participation The U.S. labor force has faced challenges in returning to pre-pandemic levels, reflecting a persistent gap in workforce participation. Despite signs of recovery, millions of workers remain absent from the job market, either due to ongoing health concerns, caregiving responsibilities, or the lingering effects of pandemic-related job losses. This is coupled with factors like increased early retirements and the rapid adoption of automation and technology, which have replaced certain types of jobs. As businesses continue to navigate this tight labor market, there’s an increasing reliance on staffing solutions and workforce flexibility to bridge gaps and maintain productivity. Demographic Challenges Several key demographic shifts are contributing to the thinning of the talent pool. The aging population is a significant factor, as more baby boomers reach retirement age earlier than expected. This exodus of experienced workers from the labor force has not been entirely offset by younger generations entering the workforce, due to factors like lower birth rates and more young adults opting to pursue higher education or alternative career paths. Additionally, immigration rates, which have traditionally helped fill labor shortages, have declined due to changing immigration policies and global mobility restrictions. These demographic challenges mean that companies must explore innovative ways to attract and retain workers, such as offering targeted training programs, increasing wages, or providing relocation assistance. Workforce Priorities Have Shifted One of the most notable changes in the workforce is the shift in priorities. Many workers, particularly millennials and Gen Z , have reevaluated what they want from their jobs in light of the pandemic. Flexibility, remote work, and a strong work-life balance have become top priorities. For many employees, the ability to work from home, flexible schedules, and mental health support have outweighed traditional job perks such as higher salaries or career advancement opportunities. This shift has caused businesses to rethink their staffing strategies, as they must now offer more adaptable work arrangements, support employee well-being, and foster a culture of flexibility in order to attract and retain talent. In some cases, companies are offering hybrid models or flexible work hours to meet the demands of workers, as this new work-life integration becomes the norm. How Employers Can Adapt To combat the labor shortage, companies must rethink their approach to hiring and employee engagement. Offer Competitive Compensation & Benefits: With wages rising across industries, businesses need to ensure their pay structures remain competitive. But compensation isn’t just about salaries—offering benefits such as tuition reimbursement, mental health support, and childcare assistance can make a company more attractive to workers. Invest in Workforce Development: The talent pool may be shrinking, but businesses can bridge skill gaps by training employees internally. Investing in upskilling programs , apprenticeships, and certification courses can turn entry-level workers into long-term assets. Embrace Flexible Work Models: Many workers now expect hybrid or remote work opportunities. Employers who remain rigid risk losing talent to competitors offering greater flexibility. Even industries that require on-site work can explore alternative scheduling models to accommodate worker preferences. Leverage Technology & Automation: AI and automation tools can help companies maintain productivity despite workforce shortages. From AI-powered chatbots in customer service to automated scheduling in healthcare and retail, technology can reduce the strain on existing employees. Rethink Hiring Strategies: Businesses may need to expand their candidate pool by considering non-traditional applicants, such as retirees looking for part-time roles, parents re-entering the workforce, or individuals seeking career changes. Expanding diversity and inclusion efforts can also help attract untapped talent. Utilize External Staffing Support: For companies facing immediate labor shortages, leveraging external staffing solutions can provide short-term relief while maintaining productivity. Partnering with a top workforce solutions provider, like BGSF , can help businesses quickly adapt to fluctuating hiring needs. A Unique Opportunity to Innovate The labor shortage presents both a challenge and an opportunity for businesses to innovate. By adopting flexible work models, investing in reskilling, and leveraging technology, companies can attract and retain top talent while boosting operational efficiency. This approach not only helps businesses navigate the current labor market but also fosters a more resilient and adaptable organization for the future. Embracing these changes allows companies to build a stronger workforce, improve employee satisfaction, and secure long-term success. How BGSF Can Help Utilizing BGSF's staffing services can support businesses in overcoming the challenges of the labor shortage. With access to a broad pool of qualified candidates, BGSF helps companies find the right talent quickly and efficiently, whether for temporary staffing or long-term placements. Our expertise in workforce solutions, including specialized staffing for industries like property management, technology, and finance, ensures that businesses have the support they need to stay competitive and flexible in a rapidly changing labor market. BGSF's tailored staffing services provide the agility companies need to adapt to workforce demands and maintain a high-performing organization. Contact us today!

Fair Housing Month isn't just a time for property managers to check compliance boxes—it's an opportunity to go beyond the law and build communities where everyone feels valued, safe, and truly at home. The Fair Housing Act , passed in 1968, was a groundbreaking step toward eliminating discrimination in housing. But decades later, there’s still work to be done. Inclusion isn’t just about avoiding discrimination—it’s about creating spaces where diversity thrives, and everyone has equal access to housing opportunities. Let’s explore how property managers can move beyond compliance and take actionable steps toward fostering truly inclusive communities. Understanding the Fair Housing Act: More Than a Legal Obligation The Fair Housing Act (FHA) prohibits discrimination based on race, color, national origin, religion, sex, familial status, or disability. For property managers, compliance means ensuring fair rental policies, providing reasonable accommodations, and preventing discriminatory practices. But laws alone don’t create inclusive communities—people do. A truly inclusive community goes beyond avoiding lawsuits and fines. It’s about making sure every resident feels a sense of belonging and fairness. This requires an intentional approach to policies, resident interactions, and community culture. How To Build Inclusive Communities Cultivate a Culture of Awareness and Education Your team is at the frontline of resident interactions. And while most property management professionals know the basics of Fair Housing laws, real-world application can be tricky. Offer interactive training with real-life scenarios, role-playing exercises, and case studies to help staff recognize unconscious bias and prevent discrimination before it happens.  Keep your team updated on state and local Fair Housing laws, which often expand on federal protections.  Train leasing agents on how to use inclusive language when showing units, explaining policies, or handling requests for accommodations.  A well-trained staff ensures that inclusion is baked into daily operations—not just legal paperwork. Foster Inclusive Marketing and Communication The way you market your property sets the tone for who feels welcome in your community. Unintended bias in advertising can discourage certain groups from applying. Use diverse imagery in marketing materials that reflect different races, ages, abilities, and family structures.  Choose words carefully. Instead of saying “perfect for young professionals,” opt for “ideal for anyone looking for modern amenities.”  Ensure your website and leasing office materials are accessible to people with disabilities. This includes screen-reader-friendly websites and large-print versions of important documents.  Your marketing should reflect an open and inclusive community that welcomes everyone. Design for Accessibility and Inclusion Fair Housing compliance means offering reasonable accommodations to people with disabilities, but inclusive design takes it further. Offer adaptable units with wider doorways, step-free entrances, and accessible kitchen features—not just when requested, but as a standard option.  Invest in community spaces that cater to diverse needs, such as quiet zones for neurodivergent residents or multi-use areas that accommodate different cultural gatherings.  Ensure that maintenance teams are trained to handle accessibility requests quickly and respectfully.  An inclusive property isn’t just legally accessible—it’s intentionally  welcoming. Encourage Community Engagement and Diversity A community feels inclusive when residents see themselves reflected in leadership, events, and policies. Property managers can help by: Hosting cultural appreciation events that highlight different traditions, holidays, and cuisines.  Partnering with local advocacy groups to support fair housing initiatives and provide resources for residents in need.  Creating a resident advisory board where diverse voices can provide input on policies, amenities, and community improvements.  The more residents feel involved, the more invested they become in building an inclusive environment. Address Bias in Resident Screening and Leasing Practices Even with the best intentions, bias can creep into leasing decisions. Property managers must regularly assess and refine their processes. Use standardized screening criteria to ensure all applicants are evaluated fairly.  Be mindful of disparate impact—seemingly neutral policies that disproportionately exclude certain groups (e.g., credit score requirements that disadvantage historically marginalized communities).  Provide language support for non-English-speaking applicants, ensuring they fully understand lease agreements and policies.  Every step of the leasing process should be designed to eliminate barriers, not create them. Fair Housing is Just the Starting Point Fair Housing compliance isn’t just about avoiding lawsuits—it’s about building thriving communities where everyone has a fair chance at safe, quality housing. True inclusion requires ongoing effort, education, and intentionality. This Fair Housing Month, let’s challenge ourselves to go beyond compliance. By fostering inclusive spaces, we create stronger communities, happier residents, and ultimately, more successful properties. Ready to take action? Start with an internal audit of your policies, engage your team in Fair Housing education, and look for new ways to make your community truly welcoming to all. Looking for expert staffing solutions to support your property management team? BGSF is here to help. Connect with us today to find skilled professionals who align with your values and community goals.

In today's commercial real estate (CRE) market, property management has become more critical than ever. With evolving market dynamics, increased tenant expectations, and economic fluctuations, the role of property managers extends beyond maintenance to strategic asset management. As vacancies fluctuate and businesses reassess their space needs, expert property management can transform underutilized properties into valuable, income-generating assets. The Shifting Landscape of Commercial Real Estate The CRE industry is navigating a period of transformation , driven by factors such as: Hybrid Work Models  – Companies are rethinking their office footprints, leading to higher vacancy rates in traditional office spaces. Retail Evolution  – E-commerce growth has reshaped physical retail needs, increasing demand for flexible leasing arrangements. Industrial and Logistics Boom  – Warehousing and distribution centers are in high demand, requiring specialized management strategies. Sustainability and Compliance  – Green initiatives and regulatory requirements are shaping property upgrades and tenant expectations. The Strategic Role of Property Management Property management today goes beyond basic maintenance—it’s about enhancing property value, maximizing occupancy, and driving long-term profitability. Here’s how: 1. Maximizing Occupancy & Tenant Retention Effective property management involves proactive leasing strategies, ensuring high occupancy rates by attracting and retaining tenants. Today’s tenants expect:  Seamless digital experiences (online portals, smart access, automated maintenance requests)  Sustainable and energy-efficient buildings  Top-tier customer service and fast response times Property managers act as tenant experience specialists, focusing on satisfaction, flexible leasing terms, and strong communication to improve long-term retention. 2. Operational Efficiency & Cost Control Managing a commercial property isn’t just about keeping the lights on. Rising utility costs, maintenance demands, and compliance regulations make operations more complex than ever. A skilled property management team can:  Implement cost-saving maintenance strategies  Ensure compliance with local laws and safety codes  Optimize energy management and sustainability efforts By leveraging predictive maintenance and smart building technology, property managers cut unnecessary expenses, streamline operations, and boost asset performance. 3. Enhancing Property Value Through Upgrades & Compliance Property managers oversee renovations, sustainability initiatives, and regulatory compliance to keep properties competitive. Key strategies include: Implementing energy-efficient HVAC systems Upgrading to smart lighting and water conservation programs Securing green building certifications for ESG compliance With sustainability and tenant expectations evolving, these property enhancements don’t just reduce costs—they increase asset value. 4. Data-Driven Decision-Making is Key The use of PropTech and analytics allows property managers to make informed decisions on: Pricing strategies based on market trends Tenant preferences and space utilization Risk mitigation through predictive analytics By leveraging real-time data, property managers can optimize building performance, reduce costs, and create more attractive leasing opportunities. 5. More Investors, More Properties, More Demand With new real estate investment models—such as Real Estate Investment Trusts (REITs) , institutional investors, and private equity firms—expanding their CRE portfolios, the need for expert property management is skyrocketing. Many investors don’t have the time or expertise to handle day-to-day operations, making professional property managers essential for: Maximizing returns on investment Managing multi-property portfolios Navigating market shifts and economic fluctuations Why Commercial Real Estate Needs Professional Property Management Now The commercial real estate industry is changing, and with it, the role of property management is evolving from a behind-the-scenes necessity to a front-and-center driver of success. Whether you own office buildings, retail spaces, or industrial properties, the right property management team can make the difference between a struggling investment and a thriving one. As demand continues to grow, now is the time for CRE owners to invest in top-tier property management services. After all, well-managed properties don’t just retain tenants—they create long-term value. How BGSF Can Help At BGSF, we provide specialized property management solutions tailored to commercial real estate needs. Our team of experts assists with staffing and workforce solutions for property management teams and PropTech implementation to support your efforts. Whether you need to address vacancies, enhance tenant satisfaction, or streamline operations, BGSF has the expertise to transform your property from vacancy to value. Ready to optimize your commercial real estate portfolio? Connect with BGSF today!

Artificial intelligence (AI) is transforming how businesses operate, but with its rapid adoption comes the challenge of governance and compliance. Organizations must balance AI innovation with ethical considerations, transparency, and regulatory requirements. ServiceNow’s Yokohama release introduces several AI-driven features designed to enhance governance, streamline compliance, and help businesses harness AI’s power responsibly. The Growing Need for AI Governance As businesses integrate AI into their workflows, they must navigate evolving regulations, such as the EU AI Act and various industry-specific compliance frameworks. AI governance is crucial to ensure that automated systems operate fairly, securely, and within legal and ethical boundaries. Without a structured approach, organizations risk unintended biases, data privacy violations, and operational inefficiencies. Key AI Governance Enhancements in ServiceNow’s Yokohama Release 1. AI Governance Module: A Centralized Approach A standout feature of the Yokohama release is the AI Governance Module, which provides a centralized workspace for AI stewards to manage and monitor AI assets. This workspace includes an AI Inventory built on a unified AI asset data model, along with governance business processes to ensure compliance and oversight. With this module, businesses can proactively enforce AI policies and maintain regulatory alignment. 2. Now Assist for Integrated Risk Management: Issue Summarization To further streamline compliance efforts, the Yokohama release introduces Now Assist for Integrated Risk Management (IRM) with issue summarization. This generative AI skill enables Governance, Risk, and Compliance (GRC) teams to: Generate concise summaries of issues, including actions taken and resolutions. Provide feedback, copy summaries, or post them into work notes effortlessly. By simplifying the issue lifecycle, Now Assist enhances risk management and decision-making processes. 3. Smart Assessment Engine: Enhancing Compliance Assessments The Smart Assessment Engine has been significantly enhanced, offering advantages across the risk portfolio. Notable improvements include: Business Continuity Management – BIA Analysis:  Utilizes Smart Assessment's capabilities within BIA templates, allowing for automated assessment responses and scoring functions. Integrated Risk Management – Compliance Case Management:  Seamlessly integrates risk assessment into compliance case management, generating meaningful assessment scores based on responses and data types. Privacy Management – Privacy Assessments:  Streamlines privacy assessments with automated responses, improving accuracy and reducing the need for multiple assessments. These enhancements facilitate more efficient and accurate compliance assessments, reducing manual effort and increasing reliability. 4. Digital Operational Resilience Incident Reporting Addressing regulatory requirements such as the EU Digital Operational Resilience Act (DORA) , the Yokohama release introduces an incident reporting workflow. This feature enables organizations to: Leverage new workflows to meet regulatory reporting requirements for IT and security incidents. Automatically trigger compliance cases, notifications, and assessments with relevant Configuration Management Database (CMDB) ties. Autogenerate initial, intermediate, and final reports for DORA compliance. By automating these processes, organizations can ensure timely and accurate reporting, maintaining compliance with regulatory standards. 5. AI Model Transparency and Explainability One of the standout features in the Yokohama release is improved AI model transparency. Businesses can now gain deeper insights into how AI-driven decisions are made, ensuring they align with regulatory requirements. This enhanced visibility helps organizations document decision-making processes, making it easier to audit AI-generated outcomes. 6. Automated AI Policy Enforcement ServiceNow now offers automated policy enforcement tools that help organizations align AI applications with internal compliance standards. These tools allow businesses to define and enforce ethical AI usage guidelines, reducing the risk of bias and ensuring adherence to industry regulations. 7. Stronger Data Privacy Controls With increasing scrutiny on data usage, the Yokohama release introduces enhanced privacy controls to help businesses manage sensitive information responsibly. Organizations can implement more robust data anonymization and access control measures, ensuring AI systems only use data in ways that comply with privacy laws. 8. Real-time AI Monitoring and Risk Assessment Businesses now have access to real-time AI monitoring features, which proactively identify potential risks in AI workflows. This includes automated alerts for anomalies, bias detection, and performance inconsistencies. With this level of oversight, organizations can mitigate risks before they escalate into compliance violations. 9. Enhanced Audit Trails and Reporting To support compliance audits, ServiceNow provides improved logging and reporting capabilities. Organizations can generate detailed audit trails that track AI-driven decisions, model adjustments, and policy adherence, making it easier to demonstrate compliance during regulatory reviews. Why AI Governance Matters for Businesses AI governance is no longer optional—it is a business imperative. Without proper governance, organizations expose themselves to reputational damage, legal repercussions, and operational setbacks. By leveraging the AI governance features in ServiceNow’s Yokohama release, businesses can now proactively manage AI risks, maintain compliance, and build trust with stakeholders. How BGSF Can Help At BGSF, we specialize in helping businesses implement and optimize ServiceNow solutions, ensuring they maximize AI-driven efficiencies while staying compliant. Our experts can assist with AI governance strategies, regulatory alignment, and system customization to meet your unique business needs. If you’re ready to enhance your AI governance framework, contact us today to learn how we can support your ServiceNow implementation and compliance initiatives.

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post. Enterprise Resource Planning (ERP) systems are designed to streamline operations, improve decision-making, and support business growth. However, after the implementation phase, many organizations struggle to quantify the true impact of their ERP investment. That’s where KPIs come in. By tracking the right key performance indicators (KPIs), you can measure whether your ERP is delivering on its promises—or if it’s time for a course correction. Here’s a deeper look at the most critical KPIs that will help you assess ERP success. ROI on ERP: Key Indicators Total Cost of Ownership (TCO) & Cost Savings ERP ROI starts with understanding your Total Cost of Ownership (TCO). This includes all the direct and indirect costs tied to the system. Key Metrics to Track: Initial investment vs. ongoing costs  – Compare implementation costs to recurring expenses like licenses, maintenance, and training.  Reduction in IT maintenance costs  – Cloud-based ERPs often reduce infrastructure costs compared to on-premises solutions.  Cost of manual processes vs. automated processes  – Measure the savings from automation in functions like payroll, procurement, or inventory tracking.  Why It Matters:  A lower TCO with increasing efficiency means you’re maximizing your investment. If costs continue to climb without measurable benefits, it may be time to optimize your ERP strategy. Process Automation & Operational Efficiency One of the main reasons businesses implement ERPs is to streamline workflows and eliminate manual tasks. Efficiency gains are a key sign of ERP success. Key Metrics to Track: Time saved per task  – Measure how long tasks like order processing, reporting, and approvals take before and after ERP implementation.  Reduction in manual data entry errors  – A well-integrated ERP should cut down human errors significantly.  Order-to-cash cycle time  – Track how quickly your company moves from order placement to cash collection.  Why It Matters:  If processes are still slow or require excessive manual intervention, your ERP may not be configured optimally—or employees might not be using it effectively. Revenue Growth & Profitability Impact A high-performing ERP should help drive revenue and improve profitability through better decision-making and process efficiency. Key Metrics to Track: Sales growth post-ERP implementation  – Has your ability to process and fulfill orders improved?  Increase in gross margin  – Measure whether your cost efficiencies translate to improved profitability.  Revenue per employee  – A more efficient workforce should generate higher revenue per team member.  Faster billing cycles  – Shorter invoice-to-payment times boost cash flow.  Why It Matters:  If your ERP isn’t supporting revenue growth, it may not be fully optimized—or you may be underutilizing key features. Employee Productivity & ERP Adoption Rates Even the most powerful ERP won’t deliver ROI if employees don’t use it effectively. Adoption rates and productivity levels are key indicators of success. Key Metrics to Track: User adoption rate  – The percentage of employees actively using ERP functions relevant to their roles.  Time spent on ERP-related training  – Are employees investing time in learning the system, or struggling due to lack of training?  Reduction in IT support tickets related to ERP  – Fewer help desk requests indicate better system usability.  Employee output per hour  – Compare work efficiency before and after ERP implementation.  Why It Matters:  Low adoption rates and frequent system-related issues suggest the ERP isn’t intuitive or employees aren’t properly trained. Customer Satisfaction & Service Levels A well-implemented ERP should enhance the customer experience by improving order fulfillment, service responsiveness, and overall efficiency. Key Metrics to Track: On-time delivery rate  – Does your ERP help ensure timely fulfillment?  Order accuracy rate  – A properly integrated ERP should reduce fulfillment errors.  Customer support resolution times  – Faster access to customer data should improve service efficiency.  Net Promoter Score (NPS)  – A rising NPS suggests your ERP is contributing to a better overall customer experience.  Why It Matters:  If customers are still facing delays, inaccuracies, or poor service, your ERP might not be fully optimized for front-end operations. Compliance & Risk Management ERP systems help businesses maintain regulatory compliance and minimize risk exposure. If your ERP isn’t helping here, it could become a liability rather than an asset. Key Metrics to Track: Reduction in compliance violations  – Does the ERP help track and enforce regulatory requirements?  Audit completion times  – A well-organized ERP simplifies audits, reducing time and effort.  Cybersecurity & data breach incidents  – Your ERP should enhance data protection, not create vulnerabilities.  Fraud detection & reporting improvements  – ERPs with advanced security and financial controls help reduce fraud risks.  Why It Matters:  A good ERP keeps your business compliant and reduces the risk of financial or legal penalties. Is Your ERP Driving Real ROI? If your ERP investment isn’t translating into measurable efficiency, cost savings, and growth, it’s time for a reevaluation. Are your KPIs trending in the right direction? Are employees leveraging the ERP effectively? Are customer satisfaction and profitability improving? If not, your ERP might need better optimization, additional training, or even a new approach . At BGSF, we help companies assess, optimize, and fully leverage their ERP investments for maximum ROI. Need an expert perspective? Let’s talk.

Rather listen? We've got you, click our podcast player to play the podcast episode from this post In today’s digital-first world, businesses depend on IT professionals to drive innovation, secure their operations, and maintain smooth day-to-day functions. However, the demand for skilled IT talent far outpaces the supply, leaving many organizations struggling to fill critical roles. Delaying hiring decisions can lead to severe consequences, including security vulnerabilities, stalled projects, and lost competitive advantage. The Growing Demand for IT Professionals The tech industry is experiencing a talent shortage at an unprecedented scale. According to a recent report by CompTIA , IT job postings continue to rise, with cybersecurity, cloud computing, and software development among the most sought-after skills. Factors contributing to this crunch include: Rapid Digital Transformation:  Businesses across all industries are adopting advanced technologies, increasing the need for IT expertise. Cybersecurity Threats:  The rise of cyberattacks has made security professionals indispensable, yet they remain in short supply. AI & Cloud Expansion:  Companies implementing AI, cloud computing, and automation require specialized talent that is often difficult to find. The Cost of Waiting to Hire A prolonged hiring process can have ripple effects throughout an organization. Some of the key risks include: Security Risks Understaffed IT teams often struggle to keep pace with the rapidly evolving landscape of cyber threats. Hackers and malicious actors continuously develop more sophisticated attacks, exploiting vulnerabilities in outdated or unmonitored systems. Without a full team dedicated to cybersecurity, businesses face an increased risk of data breaches, ransomware attacks, and compliance violations. The consequences can be severe, including financial losses, reputational damage, and legal ramifications. Organizations that fail to invest in the right IT talent may also struggle to implement proactive security measures such as regular system updates, threat monitoring, and employee cybersecurity training—leaving their digital infrastructure exposed to potential threats. Operational Delays The absence of skilled IT professionals can create bottlenecks in critical technology initiatives, slowing down progress on essential projects like system upgrades, cloud migrations, and new software development. When IT teams are stretched thin, tasks that should take weeks can drag on for months or even be abandoned due to a lack of resources. This can disrupt business operations, affect customer satisfaction, and hinder a company’s ability to adapt to technological advancements. Additionally, delayed IT projects can increase costs, as businesses may need to spend more on troubleshooting, last-minute fixes, or third-party interventions. Having the right IT talent in place ensures that technology-driven projects are completed efficiently, keeping the organization on track with its strategic goals. Lost Competitive Edge In today’s digital-first world, businesses that fail to attract and retain top IT talent risk losing their competitive edge. Companies with under-resourced IT teams may struggle to innovate, optimize their digital platforms, or implement emerging technologies such as artificial intelligence, automation, and data analytics. Meanwhile, competitors with strong IT departments can stay ahead by rapidly adopting new solutions, enhancing user experiences, and improving operational efficiency. The gap between companies that invest in IT talent and those that don’t continues to widen, making it harder for businesses with talent shortages to keep up. To remain competitive, organizations must prioritize hiring and retaining skilled IT professionals who can drive digital transformation and business growth. How BGSF’s IT Staffing Services Can Help At BGSF, we understand the urgency of finding the right IT talent when you need it most. Our IT staffing solutions offer: Speed & Efficiency:  We have a deep, expansive network of qualified IT professionals ready to step into key roles quickly. Expertise Across Technologies:  Whether you need project managers, analysts, developers, architects, or engineers, we match candidates with the right skills for your business needs. Flexible Solutions:  From contract roles to full-time placements, we provide staffing options that align with your strategic goals. Don’t Wait—Secure the IT Talent You Need Today The IT talent crunch isn’t going away anytime soon, and businesses that act quickly will gain the upper hand. Whether you need to fill a single role or build an entire IT team, BGSF is here to help you stay ahead. Contact us today to discuss your IT staffing needs and ensure your business doesn’t fall behind.

Rather listen? We've got you, click our podcast player to play the podcast episode from this post The Workday 2025 Spring Release  (Workday 2025 R1) is here, bringing a host of innovations across HR, finance, and workforce management. As a Workday Services Partner , the BGSF team has been analyzing the latest updates to help organizations make the most of these enhancements. Here’s a look at some of the standout features and our expert insights on how they can impact your business. Workday 2025 Spring Release: Key Features AI-Driven Enhancements in Talent Management and Recruiting Workday continues to integrate AI into talent acquisition and management, making hiring and employee development more efficient. "Workday’s AI-powered talent solutions are a game changer," notes Kirby Collins , Senior Vice President for Workday Services at BGSF. "By streamlining talent matching and onboarding, organizations can dramatically reduce hiring cycles and improve employee retention. At BGSF, we are thrilled to help customers integrate these innovative tools to maximize their impact." Key features and updates include: AI-Powered Talent Matching : Workday’s new capabilities streamline candidate rediscovery, helping organizations quickly find the best talent in their existing databases. Personalized Onboarding Journeys : New automation tools enhance preboarding and onboarding, increasing new hire engagement. AI-Driven Career Pathing : Employees receive dynamic career recommendations based on skills and company needs. BGSF’s Perspective BGSF's team of Workday experts helps businesses customize and integrate AI-driven talent solutions to ensure they fit seamlessly into existing workflows. By implementing these tools effectively, companies can enhance workforce planning, improve engagement, and drive long-term success. Workday AI Gateway and App Development The Workday AI Gateway provides developers with new ways to integrate AI-driven automation into business workflows: Enhanced Data Query Capabilities : Enables employees to interact with data using natural language. Document Intelligence : Automates data extraction from invoices, contracts, and other documents. BGSF’s Perspective These enhancements can significantly improve productivity by reducing manual tasks. By leveraging Workday AI Gateway, organizations can streamline data access, automate document processing, and build AI-powered applications tailored to specific business needs. BGSF can help businesses integrate and customize these AI solutions, providing the expertise to ensure seamless implementation, maximizing efficiency and return on investment. Advancements for Frontline Workforce Management Workday is improving tools designed for frontline employees, including: Offline Time Kiosks : Employees can clock in and out without internet connectivity. AI-Driven Scheduling Suggestions : Reduces administrative workload by recommending optimal shifts. BGSF’s Perspective These tools are particularly beneficial for industries with shift-based workforces. Ensuring accurate scheduling and time tracking is crucial for workforce productivity, and our experts assist organizations in configuring these tools to align with labor laws, union agreements, and business policies. With our support, businesses can enhance workforce operations while maintaining compliance and employee satisfaction. User Experience and Administrative Improvements Workday’s latest updates enhance usability and streamline administrative tasks: Smarter Search in Workday Assistant : AI-powered search improves access to HR and finance data. Centralized Workday Help Center : Provides employees with easier access to resources. Expanded System Admin Hub : Simplifies administration and configuration. BGSF’s Perspective Our team knows that streamlined processes and intuitive tools make all the difference in managing HR and finance operations. Workday’s latest updates focus on exactly that—enhancing usability, reducing administrative friction, and empowering teams with smarter tools. Finance and Accounting Innovations Workday’s latest financial tools focus on automation and efficiency: Workday Services CPQ : Speeds up service quoting and contract processes. AI-Powered Invoice Matching : Automates AP processing to reduce errors and manual intervention. BGSF’s Perspective By automating financial processes and improving data accuracy, businesses can enhance financial reporting, minimize errors, and streamline procurement and accounts payable functions. Our consultants work closely with finance teams to tailor these tools to meet specific operational goals, driving efficiency and compliance. Partner with BGSF for a Seamless Update The Workday 2025 Spring Release offers powerful tools to drive efficiency and innovation, and BGSF is here to help businesses implement, customize, and maximize these new features. Whether you need assistance with AI-driven talent solutions, workforce management enhancements, or finance automation, our team of Workday experts is ready to support you. Want to explore how these Workday updates can benefit your business? Contact BGSF today to learn more about our Workday consulting services.

Rather listen? We've got you, click our podcast player to play the podcast episode from this post In today’s rapidly evolving workforce, multifamily housing organizations face an urgent need to adapt to talent gaps that threaten the smooth functioning of their operations. With a competitive job market and shifting labor trends, property management companies and developers are forced to rethink traditional hiring strategies and workforce development practices. So, how can multifamily housing leaders address this challenge and ensure their teams are prepared for success? Understanding the Talent Gaps in Multifamily Housing The multifamily housing sector is experiencing significant disruptions in its talent pipeline, exacerbated by factors such as: High Turnover Rates:  With job satisfaction and workplace culture increasingly in the spotlight, many employees are seeking new opportunities, contributing to high turnover rates. Limited Access to Skilled Labor:  In specific areas, it’s difficult to find candidates with the necessary skills and certifications, especially in technical roles like HVAC, plumbing, and electrical maintenance. Competitive Job Market:  The broader labor market offers a range of opportunities across industries, making it harder for multifamily housing companies to attract top talent in property management, leasing, and maintenance. Strategies for Addressing the Talent Gap Investing in Training and Development:  One of the most effective ways to bridge the talent gap is through comprehensive employee training and development programs. By offering ongoing learning opportunities, multifamily housing companies can upskill their current workforce and develop the next generation of talent. Programs like BGSF’s Maintenance Training Program  are invaluable for providing staff with the technical skills needed in areas like HVAC, make-ready, and groundskeeping. This approach not only boosts employee performance but also enhances job satisfaction, making employees feel more valued and motivated. Embracing Technology and Automation:  As the demand for skilled workers intensifies, multifamily housing companies can leverage technology to improve operational efficiency and reduce reliance on manual labor. From property management software to automated leasing processes, technology helps alleviate some of the pressure on staff, enabling them to focus on more complex tasks. By integrating PropTech solutions , property managers can streamline daily operations and improve resident experiences while reducing the burden on employees. Fostering a Culture of Retention:   Retaining talent is as important as attracting it. Multifamily housing leaders must prioritize employee satisfaction, offering benefits like competitive compensation, flexible working conditions, and opportunities for career advancement. Creating a positive workplace culture and investing in employee well-being not only reduces turnover but also enhances the quality of service provided to residents. Leveraging Temporary Staffing and Consulting Support:  The flexibility of temporary staffing solutions is an essential tool in managing talent gaps in the multifamily housing sector. Temporary staff can fill in for employees on leave, help during peak periods, or support specific projects like renovations and maintenance overhauls. Furthermore, external staffing support can offer specialized expertise to address skill shortages in niche areas, ensuring business continuity without the lengthy recruitment process. BGSF’s expertise in providing experienced temporary staff can provide multifamily companies with skilled professionals for both short-term and long-term needs. Navigating a Complex Industry The multifamily housing industry is navigating through an increasingly complex labor market, with talent gaps posing a significant challenge to growth and operations. However, by investing in training, leveraging temporary staffing, adopting technology, and fostering a positive work culture, companies can mitigate these gaps and build a strong, adaptable workforce for the future. Experience is everything in property management staffing, and BGSF leads the industry with unmatched talent access and expertise. As the nation’s largest and oldest property management staffing firm, we help multifamily and commercial real estate teams overcome workforce gaps with temporary, temp-to-hire, and direct-hire solutions. Our extensive network, specialized training, and external staffing support ensure your team thrives. Partner with the trusted leader—because when it comes to staffing, bigger is better. Are you ready to adapt to the new workforce reality? Let BGSF help you bridge the talent gap and strengthen your team’s capabilities.