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Fair Housing isn’t just a legal requirement—it’s the foundation of a strong, inclusive community. For property management professionals, from leasing agents to maintenance teams, understanding Fair Housing laws is essential to maintaining a strong residential community. One mistake, even if unintentional, can lead to serious consequences: hefty fines, legal trouble, and a damaged reputation for your property. But Fair Housing isn’t just about avoiding penalties. It’s about ensuring that everyone—regardless of race, disability, family status, or any other protected category—has equal access to housing. So, how do you make sure you’re on the right side of Fair Housing compliance while still doing your job effectively? Let’s break it down. What Is Fair Housing and Why Does It Matter? The Fair Housing Act (FHA)  was signed into law in 1968, making it illegal to discriminate against anyone based on: Race  Color  National Origin  Religion  Sex (including gender identity and sexual orientation)  Familial Status (having children under 18, pregnancy, guardianship, etc.)  Disability  That means every decision you make—whether it’s approving a rental application, advertising a vacant unit, or responding to a maintenance request—must be fair, consistent, and free from bias. But here’s the tricky part: discrimination isn’t always obvious. It doesn’t have to be intentional. Even a casual comment in a property listing or an unconscious preference for certain applicants over others can be considered a Fair Housing violation. Fair Housing in Everyday Situations Let’s look at some real-world scenarios that could get property managers, leasing teams, and maintenance staff into hot water—without them even realizing it. 1. Marketing & Advertising Have you ever seen an apartment listing that says, "Great for young professionals"  or "Ideal for retirees" ? 🚫 Why That’s a Problem:  Even if it’s meant to be helpful, this kind of language suggests a preference for a certain age group, which could be viewed as age discrimination . ✅ What to Do Instead:  Focus on the property’s features—"Spacious 2-bedroom apartment with great amenities"—and avoid making assumptions about who might be the "ideal" renter. 2. Leasing & Screening Applicants Imagine a leasing agent telling a prospect, "This neighborhood is mostly families, so it may not be the best fit for you." 🚫 Why That’s a Problem:  This could be considered steering , a Fair Housing violation where applicants are subtly guided toward or away from certain properties or areas. ✅ What to Do Instead:  Provide neutral, factual information about the property and let the applicant decide if it’s the right fit. 3. Maintenance & Repairs A long-time resident calls about a leaky faucet. The maintenance team knows her well and fixes it that afternoon. Meanwhile, a new resident with a similar request has been waiting for three days. 🚫 Why That’s a Problem:  Even if the delay wasn’t intentional, prioritizing certain residents over others—based on familiarity or any other non-objective reason—could be viewed as discrimination. ✅ What to Do Instead: Follow a first-come, first-served policy for maintenance requests and keep records of all service orders. 4. Accommodations & Modifications for Residents with Disabilities A resident requests permission to install grab bars in their bathroom due to a disability. The property manager says no, citing a policy against "altering units." 🚫 Why That’s a Problem:  Under the FHA, landlords must allow reasonable modifications for people with disabilities (though they may not always be required to pay for them). ✅ What to Do Instead:  Understand the difference between reasonable accommodations (policy changes, like allowing a service animal in a no-pet building) and reasonable modifications (physical changes, like ramps or wider doorways). When in doubt, consult legal counsel. How to Protect Yourself & Your Property Fair Housing laws can feel overwhelming, but staying compliant doesn’t have to be complicated. Follow these best practices: Stay Educated  – Laws evolve, and what was acceptable a few years ago might not be today. Regular Fair Housing training is a must. Document Everything  – If it’s not in writing, it didn’t happen. Keep records of lease applications, maintenance requests, and policy changes. Be Consistent  – Treat every applicant, resident, and request the same way. No exceptions. Ask Before You Act  – If you’re unsure about a Fair Housing situation, consult your supervisor or legal team before making a decision. Fair Housing Is More Than Compliance—It’s Good Business Beyond avoiding legal trouble, fair and equal treatment creates stronger communities and builds trust with residents. A reputation for fairness and inclusivity can increase resident retention, reduce complaints, and even attract more applicants. At BGSF , we provide staffing solutions that keep communities thriving. Need trained professionals who understand the ins and outs of Fair Housing? We’ve got you covered.  Contact us today  to learn more about how we can support your team!

Companies need to stay agile and efficient to remain competitive in today's volatile market. A critical component of this agility is having the right technology in place—and for many organizations, that means utilizing Workday . Workday provides a comprehensive suite of cloud-based enterprise management software solutions, offering powerful tools for finance, HR, planning, and analytics. However, as organizations scale and evolve, so too must their Workday environment. This is where Workday AMS (Application Management Services) comes into play. With ongoing support, optimization, and tailored updates, Workday AMS ensures your system continues to deliver value and aligns with your organization’s evolving needs. The Benefits of Workday AMS Maximizing the Value of Your Workday Investment While Workday offers robust functionality out of the box, your organization’s needs will change over time. Whether you're expanding into new markets, launching new initiatives, or responding to regulatory changes, your Workday environment must adapt. Workday AMS ensures that your system is consistently updated, customized, and optimized to meet your unique requirements, allowing you to unlock the full value of your Workday investment. Without continuous management, your organization risks underutilizing the platform's features or missing critical updates. Workday AMS provides ongoing support to help you leverage the latest enhancements, minimizing downtime and maximizing the benefits of your system. Proactive Monitoring and Issue Resolution Workday AMS provides proactive monitoring to ensure the system operates smoothly. This continuous oversight means that any potential issues—whether they are performance bottlenecks, integrations, or system errors—are identified and addressed before they can negatively impact operations. A well-managed Workday environment will also see reduced instances of system downtime and interruptions, ensuring seamless operations. With a dedicated AMS team in place, your organization can avoid the costly disruptions that often arise from technical issues, freeing up your internal resources to focus on core business objectives. Scalability and Flexibility to Support Growth As your business grows, so too should your Workday environment. Workday AMS offers the scalability needed to support expanding teams, new business processes, and the increasing complexity of your organization. AMS ensures that your Workday environment can scale efficiently, handling increased data loads, new workflows, and additional modules seamlessly. Whether you’re adding new global offices or introducing new lines of business, Workday AMS helps manage growth without missing a beat. Continuous Improvement with Regular Updates Workday is constantly evolving, releasing new features and functionality that can help your organization become more efficient. With Workday AMS, your organization is always aligned with the latest version of the platform. Regular updates keep your system current, providing new tools and capabilities that enhance your processes and drive long-term value. This includes updates for compliance, security, and regulatory changes, ensuring your organization stays up-to-date with industry standards and avoids the risks associated with outdated systems. Cost-effective and Efficient Resource Management Managing Workday in-house requires dedicated IT and HR resources, which can be costly and time-consuming. Workday AMS helps reduce the internal burden by providing specialized expertise and resources for system management, allowing your team to focus on strategic priorities. Outsourcing this function to a trusted AMS partner means you can access a team of experts who are well-versed in Workday’s intricacies, helping optimize your system without the overhead of maintaining an internal team. Improved User Adoption and Training A significant challenge organizations face after implementing new software is ensuring that employees are fully trained and able to use the system effectively. Workday AMS includes training and support services that empower your workforce to fully leverage the system’s capabilities. With a focus on user adoption, AMS helps facilitate smoother transitions, reducing resistance to change and ensuring that employees can navigate Workday confidently. This is particularly important as you scale or roll out new functionality across the organization. Strategic Guidance for Future Growth In addition to providing day-to-day technical support, Workday AMS offers strategic insights to ensure that your Workday environment evolves in alignment with your business goals. By partnering with an AMS provider, you gain access to expert guidance on how to optimize your processes, implement best practices, and stay ahead of industry trends. This forward-thinking approach ensures that your organization isn’t just reacting to challenges but proactively positioning itself for long-term success. Ensure a Strong Future with Workday In today’s competitive business landscape, staying ahead of the curve is key to long-term success. By investing in Workday AMS, you ensure that your Workday environment is continuously optimized, scalable, and aligned with your business objectives. Whether you’re looking to drive efficiency, enhance user adoption, or ensure compliance, Workday AMS offers the support and expertise needed to maximize the value of your investment and set your organization up for sustained success. How BGSF Can Support Your Workday AMS Needs BGSF is proud to be a certified Workday Partner , bringing extensive experience and expertise to help organizations fully leverage the potential of their Workday environment. As an official Workday Services Partner, BGSF can provide end-to-end support for your Workday system, from initial implementation through to ongoing AMS. With a team of certified Workday experts, BGSF ensures that your system is continuously optimized, secure, and aligned with your business strategy. Whether you need assistance with system updates, proactive issue resolution, or strategic guidance, BGSF is here to provide the support your organization needs for long-term success. Partner with BGSF  for seamless Workday management and unlock the full potential of your cloud-based enterprise software. Our dedicated team of experts will work alongside you to ensure your system is performing at its best, every step of the way.

AI is rapidly transforming the hiring process, but how do professionals really feel about it? We recently conducted a poll to gauge perspectives on AI in recruitment, and the results were telling. A Preference for Human-Led Hiring The largest group of respondents (46%) prefer human-led hiring , signaling that despite AI’s advancements, human judgment remains paramount. This aligns with concerns about AI’s ability to fully grasp nuances in soft skills, cultural fit, and the unique qualities that candidates bring to the table. LinkedIn follower Scott explained his concern, "I don't think every new hire can be broken down to a statistic. That's all AI really does. Not that it's always wrong because that is far from the truth." AI’s Role: Efficiency with Limits While only 8% see AI as a game-changer , a combined 45% believe AI can be useful if properly implemented . These respondents recognize AI’s ability to streamline tasks like resume screening, candidate matching, and initial assessments, but they emphasize that human oversight is crucial for fairness and quality hiring. LinkedIn follower Nancy discussed its limitations, "We need to get back to the basics of human interaction and stop slipping away from real-time communication. AI is not and never will be authentic in the hiring process. Use AI in other areas where it’s beneficial but let’s respect our candidates." According to recent reports, 44% of recruiters use AI to save time in hiring, automating repetitive tasks and allowing them to focus on strategic activities. Also, companies implementing AI in recruitment have reported a 30% reduction in hiring costs, as AI streamlines processes and reduces time-to-hire. ​This data makes a strong case that there is a space in recruiting and hiring where AI can be extremely beneficial when used properly. Context Matters With 25% stating that AI’s impact "depends on how it’s used," it’s clear that recruitment strategies should be tailored to individual companies and industries. Transparency in AI decision-making, bias mitigation, and ethical considerations remain key concerns. While many candidates view AI positively, excessive reliance on it may deter applicants, highlighting the need for balanced AI adoption in recruiting processes. ​ What This Means for Employers For companies leveraging AI in hiring, these insights highlight the importance of maintaining a balance. While AI can enhance efficiency, candidates and hiring managers alike value the human touch. Organizations should: Use AI to automate administrative tasks while keeping recruiters engaged in decision-making. Ensure AI tools are transparent, ethical, and unbiased. Communicate clearly with candidates about how AI is used in hiring decisions. At BGSF, we understand the evolving landscape of recruitment and how AI can complement, not replace, human expertise. Whether you're looking to streamline your hiring process or ensure a human-first approach, our workforce solutions are designed to meet your needs. What are your thoughts on AI in hiring? Let’s keep the conversation going in the comments!

Rather listen? We've got you, click our podcast player to play the podcast episode from this post There's a new generation in town, and they're not just entering the workforce—they're changing it. Meet Gen Z: the digital natives, change champions, and purpose-driven professionals who are redefining what it means to work, lead, and succeed. Born between the mid-1990s and early 2010s, this cohort brings a unique blend of skills, values, and perspectives that are transforming organizations from the inside out. Gen Z in the Workplace Adaptability: Their Superpower In a world where change is the only constant, Gen Z thrives. Willing to pivot when needed, Gen Zers are highly adaptable and flexible when it comes to work dynamics. They can accept and overcome change quickly. This resilience isn't just impressive—it's essential for navigating today's turbulent business landscape. Whether adjusting to new tools, shifts in organizational structures, or adapting to market changes, Gen Z is ready for the challenge. Tech Wizards and Data Dynamos Raised on a diet of smartphones and social media, Gen Z's tech proficiency is unparalleled. But it’s not just about posting the perfect TikTok. These digital natives are leveraging their skills to drive innovation, streamline processes, and uncover game-changing insights from complex data sets. With the fresh perspectives and innovation that this generation is known for, they can find new ways to look at data that can help your company navigate the ups and downs of the industry. From AI to blockchain, Gen Z is at the forefront of the tech revolution, ensuring companies stay ahead of the curve. Purpose-Driven Professionals For Gen Z, it’s not just about the paycheck—it’s about the purpose. This generation is deeply committed to social and environmental causes, and they’re bringing that passion to the workplace. They’re not just employees; they’re advocates for sustainable business practices and champions for positive change. Gen Z’s desire to create impact aligns with the rise of purpose-driven companies, making them an integral part of modern workplace culture. Entrepreneurial Spirit Meets Corporate Innovation Who says you can’t be an entrepreneur within a corporation? Gen Z is proving otherwise. Many Gen Zers enjoy working for themselves and starting their own businesses. The root of this desire often revolves around independence and the desire for innovation. This entrepreneurial mindset is fueling innovation and driving companies to think outside the box, creating a perfect fusion of corporate culture and startup mentality that accelerates growth. Harnessing the Gen Z Advantage "What if the key to a more innovative, agile, and purpose-driven workplace lies in the way we engage Gen Z?" asks Janel Hunt , Executive Vice President of Human Resources at BGSF. "By reimagining leadership, embracing technology, and fostering a culture that resonates with them, HR leaders have a unique opportunity to unlock the full potential of this dynamic generation." So, how can organizations harness the power of Gen Z? Here’s the blueprint: Leverage their tech-savvy:  Position Gen Z as trainers for new technologies and software. Embrace their social consciousness:  Let them lead sustainability initiatives and corporate social responsibility programs. Utilize their data skills:  Involve them in complex data modeling and analysis projects. Tap into their adaptability:  Make them champions for change initiatives and early adopters of new processes. Fuel their innovation:  Involve them in research and development, product ideation, and service improvements. According to Janel, "Curiosity is the key to engaging and including Gen Z in the workplace. Leaders who embrace their fresh perspectives, tech fluency, and drive for purpose will cultivate innovation, foster inclusion, and create a culture where this generation thrives." The Gen Z Workplace Wishlist Want to attract and retain top Gen Z talent? Here’s what they’re looking for: Work-life balance that actually balances Meaningful work that aligns with their values Transparent communication and authentic feedback Opportunities for growth and development A diverse, inclusive, and socially responsible work environment From A to Gen Z Gen Z isn’t just entering the workforce—they’re elevating it. By understanding and leveraging their unique strengths, organizations can drive innovation, enhance adaptability, and build a more purposeful and productive workplace. The future of work is here, and it’s speaking Gen Z. Are you ready to listen? Ready to harness the power of Gen Z in your organization? BGSF can help you maximize the potential of this game-changing generation. Let’s build the future of work together!

Rather listen? We've got you, click our podcast player to play the podcast episode from this post. With a new administration in place and critical funding decisions on the table, property managers must stay ahead of federal policies that directly impact the rental housing industry. Let’s break down what’s happening and what it means for property management teams. A Review of Federal Housing Policies HUD Funding & Rental Assistance: What’s at Stake? The federal government is reevaluating funding for key housing programs, including the Section 8 Housing Choice Voucher (HCV) program. The industry was relieved to see the administration recognize the importance of rental assistance, particularly after an initial funding freeze, but the conversation is far from over. Why This Matters for Property Managers: More funding = more residents with stable rental assistance A well-funded HUD means better support for affordable housing providers Cuts to HUD could impact payments, administrative processes, and resident retention The Tax Policy Shakeup: How It Could Impact Property Owners With the 2017 Tax Cuts and Jobs Act (TCJA) set to expire in 2025, rental property owners and operators could face major tax increases. Three Key Tax Issues to Watch: The 20% Qualified Business Income Deduction (Section 199A): If this expires, pass-through entities like LLCs and partnerships will see a tax increase, making it more expensive to operate rental housing. The Low-Income Housing Tax Credit (LIHTC): This program has built or preserved 4 million affordable units, but advocates are pushing for an expansion to meet demand. State & Local Tax (SALT) Deductions: If eliminated, property taxes (already making up 40% of operating expenses) will hit property owners. Rent Costs & Supply Shortages: What’s Next? After years of rising rents, the market is starting to stabilize, thanks in part to record levels of new apartment construction in 2024. However, 2026 could bring another supply shortage as high interest rates and declining building permits slow down development. The Big Picture: According to the National Apartment Association (NAA), Multifamily building permits fell 23% in October 2024 Housing starts were down 29% The U.S. needs to build 266,000 apartments per year to meet demand How This Affects Property Managers: Short-term:  Rent growth may slow in some markets as new supply hits. Long-term:  If construction slows, expect rising demand and rent pressures in 2026. Rent Control & Zoning Reform: The Policy Battle States and cities are debating rent control laws and zoning changes that will impact housing supply. While rent control policies can limit property managers’ ability to adjust pricing based on market conditions, zoning reform is a step in the right direction to encourage more housing development. The Eviction Notice Debate: Federal vs. State Rules A key issue still being debated is whether a federal 30-day eviction notice requirement—originally a temporary COVID-era policy—should remain in place for properties with federal backing. Property managers should be aware of potential federal eviction policy changes and how they might impact lease enforcement. Final Thoughts: What Property Managers Should Do Now Federal policies shape the rental housing market, and 2025 is set to be a pivotal year. Property managers can take action by keeping up with legislative changes and industry advocacy efforts and preparing for potential shifts in rental demand, operating costs, and tax obligations. Scalable staffing solutions can help keep your property operations adaptable in a fluctuating housing market. Contact us today for on-demand talent!

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post. As property managers and real estate investors continue to navigate an evolving market, one persistent challenge remains at the forefront—rising property management costs that are outpacing rent growth. With inflationary pressures, labor shortages, and rising utility costs, property management costs are becoming a significant strain on both property owners and residents. In this blog, we’ll explore the primary causes of these rising costs and how property managers can mitigate their impact through strategic solutions. The Causes of Rising Property Management Costs Inflation and Material Costs:  The inflationary pressures of the past few years have significantly affected the cost of goods and services. From maintenance supplies to construction materials, property managers are seeing a substantial increase in the prices of essential items. Whether it’s drywall, plumbing supplies, or roofing materials, these cost increases directly impact property management expenses. With the rising costs of materials, repairs and renovations become more expensive, stretching budgets further than anticipated.  Energy and Utility Costs:  Rising energy prices are another contributor to higher property management costs. Utility expenses, including electricity, water, and gas, are climbing due to global supply chain issues and policy changes. In turn, property managers face higher utility bills that they often must absorb or pass on to residents. Additionally, older properties may face inefficiencies that contribute further to higher utility costs, requiring investments in energy-efficient upgrades.  Regulatory Compliance and Legal Fees:  New regulations regarding resident rights, energy efficiency standards, and building codes often require property managers to invest in compliance measures. These regulatory changes can involve significant administrative costs, legal fees, and the potential for costly fines if not adhered to properly. Keeping up with changing local and state laws requires both time and financial investment.  Technology and Security Upgrades:  As resident expectations evolve, so does the need for property managers to adopt technology-driven solutions . Whether it's keyless entry systems, integrated property management platforms, or enhanced security systems, these innovations come at a price. Though they can help streamline operations and improve the resident experience, the initial investment in technology and ongoing maintenance can further drive up property management costs.  Labor Shortages and Wage Increases:  A persistent issue across many industries, including property management, has been the labor shortage. As the demand for skilled workers increases, wages have also risen. Property managers are finding it more challenging to attract and retain qualified maintenance staff, leasing agents, and other essential workers. As a result, wage inflation directly impacts overall property management costs, as businesses must offer higher salaries and benefits to remain competitive.  Solutions to Mitigate Rising Costs Investing in Energy Efficiency:  To combat rising utility costs, property managers can focus on improving energy efficiency in their properties. Simple upgrades, such as LED lighting, smart thermostats, and energy-efficient appliances, can significantly lower energy consumption. Additionally, investing in insulation and window treatments can help regulate temperature and reduce heating and cooling costs. Many local governments also offer incentives and rebates for energy-efficient upgrades, which can help offset the initial investment.  Regular Maintenance and Preventative Care:  Preventative maintenance is key to reducing long-term costs. Routine inspections, timely repairs, and regular upkeep of HVAC systems, plumbing, and other major systems can prevent costly emergency repairs down the line. Establishing a proactive maintenance schedule or implementing predictive maintenance technology and processes ensures that properties remain in good condition, minimizing unexpected issues that can result in higher expenses.  Emphasizing Resident Retention:  Retaining existing residents can be more cost-effective than constantly seeking new ones. Offering incentives for lease renewals, maintaining positive relationships, and addressing resident concerns quickly can help minimize vacancy rates. When residents stay longer, property managers can save on the costs associated with marketing, showing units, and onboarding new tenants. Leveraging Technology to Streamline Operations:  Property Technology, or PropTech, can be a property manager’s best ally in reducing costs. Property management software allows for more efficient scheduling, budgeting, and communication. Automated billing systems, for example, can reduce the need for manual invoicing and collection efforts, saving both time and money. Additionally, smart home technology can help reduce energy consumption and improve security, creating long-term savings. BGSF is uniquely positioned to support you in the implementation , maintenance, and upgrades of the latest PropTech - learn more here! Partnering with Staffing Experts: Given these rising costs, many property managers are turning to BGSF’s Property Management staffing services to help manage the strain on their operations. BGSF offers a range of staffing solutions that help property managers reduce costs, streamline operations, and improve efficiency, all while maintaining high levels of resident satisfaction. Our temporary and contract staffing options give property managers the flexibility to bring in skilled staff on a short-term basis. This solution helps alleviate the financial strain of maintaining a large, full-time staff during slower months while ensuring that properties are still adequately managed during busier periods. Mitigating Rising Property Management Costs The rise in property management costs is undeniable, but by understanding the underlying causes and exploring strategic solutions, property managers can better navigate this challenging landscape. Energy efficiency, leveraging technology, and temporary staffing support can help mitigate the financial strain. By taking a proactive approach, property managers can not only protect their bottom line but also ensure long-term success and resident satisfaction in an increasingly complex market. At BGSF, we understand the unique challenges facing property managers and offer a range of services, including staffing support , managed services for PropTech implementation , and financial consulting to help streamline operations. Let us help you navigate these rising costs and find sustainable solutions for your property management needs. Contact us today!

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post The rise of artificial intelligence (AI) has sparked a significant shift in the workplace. For many employees, this new technological frontier is a source of both excitement and anxiety. While AI offers incredible potential to streamline processes, enhance productivity, and unlock new opportunities, it also raises valid concerns about job displacement and the future of work. Let’s explore the sentiments surrounding AI in the workplace, balancing the hope, fear, and opportunities it presents. The Divide: How Employees Feel About AI’s Impact on Their Jobs A recent Pew Research Center report shows a fascinating yet divided perspective on AI. While 36% of workers express hope about the potential for AI to improve their jobs, there’s a palpable sense of apprehension. A significant 52% of workers are worried about AI’s impact on their future in the workplace, with 33% feeling overwhelmed by the changes it might bring. This fear often stems from the perception that AI could replace human roles, especially in lower- and middle-income sectors where job security is already a concern. On the flip side, 29% of workers feel excitement about AI’s role in their work, viewing it as a tool that could enhance their efficiency and capabilities. These mixed emotions—hope, fear, and excitement—highlight the complex relationship workers have with AI. While some see it as a transformative force for good, others worry about its consequences. The key lies in navigating these emotions with a balanced approach. AI as a Tool for Efficiency, Not Replacement A staggering 63% of employees don't use AI  in their jobs, and it seems that the central fear among many is that AI will replace them. However, the reality is that AI, when used correctly, can be a powerful tool for enhancing productivity rather than replacing workers. For instance, AI’s ability to automate repetitive tasks frees up time for employees to focus on more strategic and creative aspects of their work. This can lead to greater job satisfaction and more engaging roles for workers. AI can also assist employees by improving the speed of work rather than its quality. AI chatbots and virtual assistants are increasingly being used in workplaces for research, content editing, and drafting reports, areas where workers can benefit from AI’s ability to process information quickly. This shift in how AI is perceived—more as a tool for efficiency rather than quality enhancement—could help alleviate some of the anxieties workers feel. The Opportunity: Job Creation in the Age of AI A smaller yet vocal group of workers (6%) believes that AI will create more job opportunities , and for good reason. As businesses adopt AI technologies, new roles are emerging in fields like AI development, data analysis, machine learning, and IT support. Moreover, industries such as information technology, banking, finance, and professional services are already seeing the positive impact of AI adoption. These sectors are leading the way in integrating AI into daily operations, creating new opportunities for workers with the right skill sets. To truly leverage these opportunities, businesses must invest in upskilling their workforce. AI-related training can equip employees with the tools they need to excel in an AI-enhanced environment. Encouraging employees to learn AI skills, such as machine learning, data analysis, and automation management, will be crucial in ensuring that the workforce remains competitive and adaptable. Bridging the Skills Gap However, there’s a gap between the need for AI skills and the actual training employees are receiving. Only 24% of workers who received job training in the last year reported that it included AI-related content. As AI continues to evolve, businesses must prioritize AI education to prepare their teams for the future. In fact, 35% of workers believe AI skills are crucial for career success, though they still lag behind other soft skills like communication and critical thinking. Embracing the Future of AI in the Workplace As AI continues to reshape the workplace, businesses need to approach its implementation thoughtfully. Addressing employee concerns while highlighting the benefits AI offers can help foster a more positive and open attitude toward AI. By investing in AI training, emphasizing AI as a tool for efficiency, and creating new opportunities for skilled workers, businesses can ensure that AI becomes a catalyst for growth and innovation rather than a source of fear. At BGSF, we understand the importance of adapting to these technological changes. As a company focused on supporting businesses with staffing and consulting solutions, we can help bridge the gap between skepticism and adoption. Contact us to learn more!

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post In today’s rapidly evolving multifamily housing market, property owners and managers face a variety of challenges. Among these, fraud remains a significant concern, impacting not only the financial stability of a property but also its reputation. Fraudulent activity can range from identity theft to rental payment fraud, lease violations, and even insider misconduct. As such, it’s essential to implement robust measures to detect and prevent fraudulent behavior. In this blog, we’ll explore some of the best practices for preventing fraud, with a special focus on how AI and technology are transforming strategies. Fraud Prevention Best Practices Leverage AI-Driven Screening Tools AI-driven tools have revolutionized the resident screening process. Instead of relying solely on traditional methods of verifying identity and financial history, AI can analyze a wealth of data sources in real-time. These tools can detect inconsistencies in information, identify suspicious patterns, and flag potential red flags, such as inconsistent rental histories or unusual credit activity. For example, AI algorithms can compare a potential resident’s information against a broader database of known fraud indicators, helping property managers identify individuals who may be using false identities or have a history of fraudulent activity. Implement Advanced Payment Monitoring Systems Fraudulent rental payment schemes are a growing issue in multifamily housing. One of the most effective ways to prevent fraud in payments is by utilizing technology that tracks and monitors every transaction in real-time. AI-powered payment systems can flag unusual payment behavior, such as attempted chargebacks, overpayment anomalies, or the use of stolen payment methods. For example, integrating digital payment platforms with fraud detection algorithms can provide immediate alerts to property managers when a payment raises suspicion, allowing them to take swift action before significant losses occur. Adopt Blockchain Technology for Lease Agreements Blockchain technology, known for its ability to securely track transactions, can be a powerful tool in preventing fraud in lease agreements. By creating an immutable record of all lease-related activities, such as lease signing, renewals, and payments, blockchain ensures that no data can be altered or deleted without proper authorization. This transparency helps both property owners and residents maintain trust and provides a clear, unchangeable history of transactions. With blockchain in place, fraudulent activities, such as falsified lease terms or altered payment records, become much more difficult to execute. Conduct Regular Audits and Data Analytics Fraud often begins with small discrepancies that go unnoticed until they snowball into significant issues. By regularly auditing financial records and using data analytics, property owners and managers can spot irregularities early. AI tools can analyze financial statements, lease records, and payment histories, highlighting discrepancies and identifying patterns that might indicate fraud. Automating this process using AI-driven software ensures continuous monitoring, freeing up time for property managers to focus on mitigating risks and making data-driven decisions. Enhance Employee Training and Awareness While technology plays a crucial role in preventing fraud, the human element is equally important. Property managers and staff must be trained to recognize the signs of potential fraud and know how to respond effectively. AI can assist in this regard by providing real-time alerts and data on unusual activities, but human vigilance is key in applying the right responses. Providing ongoing education about emerging fraud schemes and the latest security technologies ensures your team stays ahead of potential threats. Additionally, a culture of transparency and accountability within the organization can discourage fraudulent behavior among employees. Embrace Digital Lease Signing and Verification The process of signing leases digitally has become standard in the multifamily industry, and it’s also an effective tool in preventing fraud. By utilizing secure digital platforms for lease agreements, property managers can ensure that all signatures are authentic and that documents are securely stored and time-stamped. This reduces the risk of fraudulent lease alterations or disputes over contract terms. Moreover, digital identity verification technologies, such as biometric authentication or multi-factor verification, can be incorporated into the lease-signing process to further ensure that the individual signing the lease is who they say they are. Install Automated Access Control Systems Access control systems are another critical component of security in multifamily housing. AI-powered systems can automate access management, ensuring that only authorized individuals are granted entry into specific areas of the property. These systems can analyze factors such as entry logs, biometric data, and access history to detect suspicious activity, such as multiple unauthorized access attempts. By incorporating automated access systems, property managers can not only prevent fraud but also reduce the risk of physical theft and ensure the safety of both tenants and staff. A Proactive Approach to Fraud Prevention Fraud in multifamily housing is a persistent threat, but with the right blend of best practices, technology, and vigilance, property owners and managers can significantly reduce the risk of fraudulent activities. By leveraging AI, blockchain, and other advanced technologies, property managers can take a proactive stance against fraud—spotting potential issues early, preventing financial losses, and safeguarding the integrity of their properties. At BGSF, we understand the challenges of managing multifamily properties in an increasingly digital world, and we’re here to support you with staffing and consulting solutions tailored to your needs . Whether you’re integrating AI into your operations or looking for additional expertise to handle security and fraud prevention, BGSF can help ensure your property stays protected. Contact BGSF today to learn how our expert solutions can streamline your operations and bolster your fraud detection efforts.

The latest February 2025 Jobs Report  shows a moderating labor market , with 151,000 jobs added , a sign that hiring is slowing but not stopping . The unemployment rate held steady at 4.1% , reflecting a job market that is cooling compared to the rapid growth of 2023 but still offering opportunities in key industries. For industries that BGSF specializes in—professional services, property management, and the public sector—opportunities remain strong . Demand continues to grow in finance, real estate, leasing, maintenance, and public sector roles, making now an important time for employers to fine-tune hiring strategies and for job seekers to stay proactive. Rather Listen? We've got you, click our podcast player to play the podcast episode from this post Key Highlights from the February Jobs Report ✅ 151,000 jobs added , reflecting a slowdown in hiring compared to previous months ✅ Unemployment remained stable at 4.1% , with 7.1 million unemployed individuals ✅ The number of people not in the labor force but who want a job rose by 414,000 to 5.9 million , expanding the potential talent pool ✅ Professional & business services and real estate sectors continued to see hiring demand ✅ State and local government jobs remain strong , driven by public services and education ✅ Average hourly earnings rose by 0.3% MoM and 4.0% YoY , signaling continued but moderate wage growth ✅ December and January job revisions were minor, with a net decrease of just 2,000 jobs from previous reports What This Means for Employers While overall hiring has slowed, demand remains strong in key sectors , meaning employers still need to stay competitive in attracting top talent. 🔹 Leasing & Rental Services Show Steady Growth  – 3,000 jobs were added in February , highlighting continued demand for leasing professionals, property managers, and maintenance technicians. Even as new apartment construction slows, a record 518,000 new rental units are expected to be completed in 2024, increasing the need for talented professionals to lease, manage, and maintain properties. For property management firms, now is the time to strengthen hiring strategies to ensure top talent is in place as occupancy levels rise. Kelly Brown, President of BGSF’s Property Management Division, explains: " With a record number of apartment units being completed , property management hiring remains strong. We’re seeing continued demand for leasing agents, maintenance technicians, and property managers as communities fill vacancies and maintain properties. Now is the time for employers to secure top talent and for job seekers to find stable, rewarding roles in this growing industry." 🔹 State & Local Government Continue Hiring  – 21,000 new jobs  were added across education, public services, and administration roles, reinforcing the need for skilled professionals in the public sector. Many government agencies are still facing staffing shortages and need fast, efficient hiring solutions to meet demand. Through BGSF’s HGACBuy partnership , we help government agencies streamline hiring and connect with pre-vetted talent quickly , ensuring they can fill crucial roles without the delays of traditional procurement processes. Eric Peters, President of BGSF’s Professional Division, emphasizes the importance of strategic hiring in the public sector: "State and local governments need the right talent to keep essential services running, but hiring can often be a slow, complex process. Through our HGACBuy partnership , we’re able to provide government agencies with immediate access to highly qualified professionals, cutting through red tape and ensuring they can fill critical positions faster." 🔹 Professional Services Hiring Holds Steady  – While professional and business services saw a slight decline of 2,000 jobs, the sector remains a key driver of employment. Employers in finance, administration, and consulting should focus on retention strategies, as competition for skilled professionals remains high despite slowing wage growth. 🔹 An Expanding Talent Pool  – The number of people who want a job but aren’t in the labor force increased by 414,000 to 5.9 million. This represents a potential untapped workforce for employers who are willing to offer flexible schedules, career development programs, and targeted outreach to bring these workers back into the job market. 🔹 Wage Growth is Moderating  – Average hourly earnings rose by 0.3% in February and 4.0% YoY , marking a slower pace of wage increases. This could help ease cost pressures for employers, but it also means companies must focus on total compensation packages—like benefits, flexibility, and career development—to attract and retain top employees. By taking a strategic approach to hiring, employers can stay ahead of the competition and secure the right talent to drive business success in 2025. What This Means for Job Seekers Opportunities still exist in key industries , but with hiring slowing and more people looking for jobs , competition may be increasing. BGSF Advice for Job Seekers: ✅ Move quickly  – Jobs in high-demand sectors are still available but could fill faster . ✅ Focus on industries with continued demand  – Leasing, property management, and public sector jobs remain strong hiring areas . ✅ Be flexible in your job search  – With more candidates entering the job market , consider expanding your search to industries that are hiring . ✅ Look beyond salary  – With wage growth slowing , consider the full compensation package , including benefits, career growth opportunities, and flexibility. February’s report confirms that hiring is slowing, but key industries—like property management, leasing & rental services, and government—are still expanding. Employers should refine their hiring strategies to attract talent, while job seekers should act quickly to secure opportunities. 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

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post AI and automation are rewriting the rules of business. A staggering 85 million jobs may be displaced by automation by the end of this year, while 97 million new roles could emerge, according to the World Economic Forum . That’s not just disruption—it’s transformation. The question isn’t whether your teams will adapt, but how fast and how effectively they can. Resilient teams—those that thrive amid change—aren’t built by accident. They require intentional strategies that blend human ingenuity with technological advancement. Here’s how organizations can future-proof their workforce while leveraging AI to stay ahead. Future-Proof Your Workforce for AI and Automation 1. Rethink the Role of AI—As a Partner, Not a Threat Many employees fear AI will replace them . But the most successful companies view AI as a tool that enhances human potential, not eliminates it. Example:   Workday’s AI-driven automation improves HR processes by handling repetitive tasks like payroll and compliance, allowing HR teams to focus on strategy and employee engagement. To build resilience, businesses must foster a mindset shift—helping employees see AI as a collaborator that augments their skills rather than replaces them. Action Step: Upskill employees  on AI tools relevant to their roles. Offer training on automation-driven workflows, analytics, and AI-enhanced decision-making. 2. Invest in Adaptive Skillsets, Not Just Technical Skills AI changes job functions faster than ever. Technical expertise alone isn’t enough—resilient teams need adaptability, critical thinking, and emotional intelligence. Stat Alert:  According to LinkedIn’s 2024 Workplace Learning Report , adaptability is the "top skill of the moment", with a 25% year-over-year increase in demand. Resilient organizations don’t just train employees for today’s skills; they prepare them for the unknown. Action Step: Develop learning agility  by creating cross-functional project teams where employees can experiment with different roles and technologies. 3. Build a Culture of Continuous Learning AI evolution isn’t a one-time shift—it’s an ongoing process. Companies that embed continuous learning into their culture will be the ones that thrive. Case in Point:  Businesses that embrace upskilling programs, mentorship, and learning incentives will cultivate teams that adapt effortlessly to emerging tech. Action Step: Encourage microlearning  with short, AI-driven courses integrated into daily workflows, making learning seamless rather than overwhelming. 4. Strengthen Human-Centric Leadership AI can automate processes, but it can’t replicate human leadership, empathy, and ethical decision-making. Leaders must be equipped to navigate change, communicate AI’s role transparently, and empower teams through uncertainty. Example:  Microsoft encourages AI ethics discussions among employees, ensuring that AI implementations align with company values and societal impact. Resilient teams need leaders who foster trust and psychological safety—key factors in navigating rapid technological shifts. Action Step: Train leaders  in change management and emotional intelligence to help teams embrace AI-driven transitions with confidence. 5. Balance Efficiency with Innovation Automation improves efficiency, but resilient teams don’t stop there. They leverage AI to drive innovation—freeing employees from repetitive tasks so they can focus on creative problem-solving. Stat Alert:  A McKinsey report found that AI adoption leads to a 20-25% productivity boost in organizations that integrate it effectively. Companies that prioritize both automation and human creativity will gain a competitive edge. Action Step: Encourage innovation  by dedicating “AI-free” brainstorming sessions where teams think beyond automation and develop new strategies. AI Won’t Replace Teams—But Adaptability Will Define Success AI and automation aren’t the end of human-led work; they’re the next chapter. The most resilient teams will be those that embrace AI as a partner, invest in continuous learning, and cultivate human-centric leadership. Ready to future-proof your workforce? Let BGSF help you build resilient, AI-empowered teams. Contact us to learn more!

Rather Listen? We've got you, click our podcast player to play the podcast episode from this post In recent years, commercial real estate (CRE) teams have found themselves increasingly focused on the challenges posed by extreme weather events. From heatwaves and heavy storms to unexpected snowfalls and flooding, these events are becoming more frequent and intense. CRE teams can stay ahead of the curve by adapting their strategies to ensure buildings remain safe, sustainable, and operational. Preparing for Extreme Weather in CRE Here’s how CRE teams are preparing for extreme weather events and what you can do to stay ahead of potential risks. Enhancing Building Resilience Resilience is a key factor in future-proofing commercial properties. CRE teams are investing in building materials and designs that are resistant to extreme weather conditions. This includes reinforced roofing, flood-resistant foundations, and energy-efficient insulation to mitigate heat and cold extremes. By upgrading buildings to meet or exceed local codes for extreme weather, property owners can avoid costly repairs and downtime. Additionally, retrofitting existing buildings with modern technologies such as impact-resistant windows or automated energy systems that can adjust based on weather forecasts can provide extra protection and save on energy costs. Implementing Real-Time Monitoring Systems With advanced technology, CRE teams are embracing real-time weather monitoring systems that offer insights into upcoming extreme weather events. These systems provide early alerts about impending storms, hurricanes, or heatwaves, allowing property managers to take proactive measures to safeguard buildings and tenants. By using weather data integrated with IoT sensors across facilities , CRE teams can monitor critical systems such as HVAC, water pipes, and electrical grids to ensure they remain operational during adverse conditions. Predictive analytics can also help identify potential issues before they become emergencies. Emergency Response Planning and Training In the face of extreme weather, response times are crucial. CRE teams are now investing more resources in developing comprehensive emergency response plans, which include clear protocols for evacuations, communication strategies, and coordination with local authorities. Training staff on how to handle these situations, whether it’s securing equipment, moving tenants to safer areas, or managing logistics during power outages, helps ensure an effective and efficient response when needed most. Simulation exercises and drills are becoming more common to keep teams prepared and organized. Sustainability and Energy Efficiency Initiatives As extreme weather events become more common, sustainability and energy efficiency are increasingly important. CRE teams are exploring renewable energy options such as solar and wind power to ensure that properties remain energy-efficient during high demand periods caused by weather extremes. Additionally, green building certifications such as LEED are becoming more prominent in CRE strategy. These certifications can help minimize a building’s environmental footprint while improving resilience to extreme weather conditions. From rainwater harvesting systems to energy-efficient lighting, there are many ways to prepare your property for future climate challenges. Collaboration with Experts Finally, CRE teams are turning to external experts for guidance. Whether through consulting services or partnerships with vendors specializing in disaster recovery or climate adaptation, external expertise can help teams create long-term strategies to mitigate the impact of extreme weather on properties. BGSF’s external staffing support , for example, provides expert staffing solutions that can help with immediate property needs such as storm preparation, storm cleanup, or fire watch services when systems fail. Collaborating with professionals who understand the risks and solutions available ensures that your CRE team is never caught off guard. Preparing for the Future Preparing for extreme weather is no longer an optional strategy—it’s a necessity. CRE teams must embrace modern technology, build resilient infrastructures, and implement proactive plans to protect buildings and tenants from the growing threat of climate change. By investing in these strategies, property managers can ensure their properties remain operational, safe, and sustainable well into the future. For immediate assistance, reach out today to ensure you’re prepared, supported, and ready to weather the storm together.

Rather listen? We've got you, click our podcast player to play the podcast episode from this post Navigating a job search can be overwhelming, and when you're working with a recruiter to find your next opportunity, making a great impression is key to success. But, sometimes, certain behaviors can sour the process and make recruiters question whether you're truly serious about the opportunity. So, if you want to keep things moving smoothly and increase your chances of landing that dream job, here are 5 "recruiter icks" you should avoid. 5 "Recuiter Icks" to Avoid 1. Showing Up Unprepared Picture this: You’re on a call with a recruiter, and they ask you about your skills, the role you're interested in, or why you're a good fit for the job – but you have no idea. Yikes. This is a major red flag! Why it’s a problem:  Recruiters are busy, and while they're here to help you, they also need to know you're taking the process seriously. If you're vague about your qualifications or haven't researched the job you're applying for, it can make you look unprepared and disinterested. What to do instead:  Do your homework. Be clear about the position, your skills, and what you're looking for. Review the company’s website and the job description before your conversation, and be ready to discuss your experience and career goals confidently. A little prep goes a long way! 2. Over- or Under-Communicating Whether you're bombarding the recruiter with messages or going radio silent for weeks, neither is a good look. Why it’s a problem:  Bombarding your recruiter with constant calls, emails, or texts can overwhelm them. On the flip side, not asking questions, going quiet, or not responding to emails or calls can make you seem disengaged or uninterested. Recruiters want to see that you’re engaged in the process and taking the opportunity seriously. What to do instead:  Keep your communication balanced. Respond promptly to follow-up emails and stay in touch, but don't overwhelm them. A quick, professional response shows that you’re both interested and respectful of their time. Also, show genuine interest by asking relevant questions about the role, company culture, or next steps. Thoughtful questions demonstrate enthusiasm and help you make informed decisions while keeping communication professional and balanced. 3. Being Dishonest About Your Skills or Experience Honesty is the best policy, right? Well, this definitely applies when working with a recruiter. Exaggerating your skills or lying about your qualifications may seem tempting, but it will almost always backfire. Why it’s a problem:  Recruiters are experts at matching the right candidates with the right jobs. If you're dishonest, they might push you toward roles that aren't a good fit. Plus, getting caught in a lie can seriously damage your credibility, not to mention your reputation. What to do instead:  Be upfront and honest about your skills and experience. If you're lacking in certain areas, it's perfectly okay to acknowledge that and show your enthusiasm for learning. Being transparent helps the recruiter find a role that genuinely suits you. 4. Focusing Only on Salary We get it – salary is a big deal. But if it's the first and only thing you're focused on, that could give the wrong impression. Why it’s a problem:  If you're talking about salary right away, it can seem like you're more motivated by money than by the opportunity or the company's culture. This can turn recruiters off, and they might not push as hard for you to land the role. What to do instead:  When you first speak with a recruiter, shift the conversation toward the role itself, the company culture, and the team dynamics. Once you’ve built some rapport and have more information, you can bring up salary. After all, it’s not just about what you earn – it’s about finding a position that's a perfect fit! 5. Ghosting (Or Failing to Communicate) If you're no longer interested in a role or working with a particular recruiter, don't just disappear into thin air. Why it’s a problem:  Ghosting your recruiter is one of the fastest ways to ruin a potential relationship. It not only wastes their time, but it can also make you seem unprofessional and unreliable. Recruiters want to help you, but they can't do that if they’re left in the dark. What to do instead:  If you've changed your mind about a role or no longer want to work with a recruiter, let them know! A quick message saying that you've decided to go in a different direction or that you're no longer interested is a respectful and professional way to end things. The Recruiter Relationship: Your Key to Career Success Remember, recruiters aren’t just gatekeepers to new job opportunities —they’re your allies in the hiring process. Their goal is to match you with a role that aligns with your skills, experience, and career aspirations. By showing professionalism, responsiveness, and honesty, you can make the most of this partnership and set yourself up for success. Avoiding these common “recruiter icks” will also help you stand out as a top-tier candidate, keep the process smooth, and ultimately increase your chances of landing that dream job. So, take the time to prepare, communicate effectively, and show appreciation for their guidance—it could be the game-changer in your job search!