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September marks International Update Your Resume Month , a timely reminder to keep your professional story current. Your resume and LinkedIn profile aren’t just networking tools; they’re reflections of your skills, achievements, and growth. Yet, many professionals only update them sporadically, which can mean missed opportunities for career advancement. To see how people approach this, we asked: How often do you update your resume or LinkedIn profile? Here’s what our poll revealed: Only when job hunting – 51% The largest group waits until a career transition prompts a refresh. While understandable, this reactive approach can mean achievements or new skills are forgotten, leaving your resume or LinkedIn profile less impactful when opportunities arise. It’s a reminder that career management is most effective when it’s ongoing, not just event-driven. Regularly (every few months) – 35% About a third of respondents are proactive about maintaining their professional profiles. Updating regularly ensures accomplishments are captured while they’re fresh, projects are documented, and your skills remain visible to recruiters and peers. These professionals are positioning themselves for continuous growth, networking, and new opportunities, even when they aren’t actively job hunting. Once every few years – 9% A small percentage of respondents only update every few years. This approach may work for some, but it risks missing emerging trends in your field or underrepresenting recent accomplishments. Employers and recruiters increasingly value real-time relevance, so infrequent updates can put candidates at a disadvantage. Never – 4% A tiny portion of respondents never update their profiles. While some may not be actively seeking new opportunities, keeping your professional story current—even minimally—can open unexpected doors, whether through networking, speaking engagements, or industry recognition. Why Updating Your Resume Matters Even if you’re not seeking a new role, keeping your resume and LinkedIn profile current helps you: Capture achievements while they’re fresh Stay visible to recruiters and industry peers Identify skills gaps and professional development opportunities Make networking more impactful with up-to-date talking points Tips to Stay Ahead Schedule quarterly “resume refresh” sessions. Add measurable results to your accomplishments. Update your LinkedIn with new projects, certifications, or leadership roles. Ask peers or mentors for feedback on your profile. This September, don’t wait for a job search to remind you. Make it a habit to keep your professional story ready for any opportunity, because you never know when the right one might appear!

As 2025 enters its final quarter, finance leaders are already looking ahead to 2026 with a sharper focus on how they can leverage data for decision-making. In a landscape shaped by rising interest rates, shifting regulations, and global economic uncertainty, one theme stands out: organizations that invest in data readiness and dashboard optimization  will be better equipped to act with agility and confidence. Why Data Readiness Matters Finance has always relied on accurate numbers, but the demands of today’s business environment raise the bar: Timeliness : Real-time reporting is now expected by leadership and stakeholders.  Accuracy : Poor-quality data leads to misinformed decisions, compliance risks, and missed opportunities.  Accessibility : Decision-makers across the organization need financial insights in a digestible, actionable format.  Data readiness means ensuring that the financial data feeding your systems is clean, consistent, and aligned across functions, from accounting and FP&A to operations and HR. Dashboard Optimization: From Static Reports to Strategic Tools Even the most accurate data loses value if it’s not presented effectively. Dashboards should go beyond static snapshots and evolve into strategic tools  that provide clarity and foresight. Best practices include: Prioritize KPIs that matter : Too many metrics clutter the story. Focus on what drives revenue, cost efficiency, and cash flow.  Enable drill-down functionality : Leaders should be able to move seamlessly from high-level trends to transaction-level details.  Design for accessibility : Intuitive visuals, plain-language labeling, and mobile optimization make dashboards useful to non-financial stakeholders.  Integrate predictive analytics : AI and machine learning can help forecast scenarios, highlight anomalies, and flag potential risks before they escalate.  Preparing Now for 2026 To ensure your finances are ready, consider these action steps: Audit your current data environment : Identify silos, inconsistencies, or manual processes that slow down reporting.  Clean and govern your data : Establish clear ownership, definitions, and quality standards.  Upgrade your dashboard strategy : Revisit whether your current tools answer the right business questions.  Invest in talent and training: Dashboards are only as effective as the people who use them. Upskilling finance teams in data literacy pays long-term dividends.  Partner strategically : External experts can help accelerate data readiness and dashboard optimization, ensuring finance has the tools to adapt as 2026 unfolds.  Focusing on the Year Ahead The year ahead will demand resilience and precision from finance leaders. By focusing now on data readiness and dashboard optimization, organizations will not just react to 2026; they will shape it. Clean, reliable data combined with strategic dashboards can transform finance into a proactive driver of business growth, rather than a reactive reporting function. BGSF partners with organizations to deliver expert consultants, skilled talent, and project support that drive year-end success. From reconciliations to budgeting and forecasting, our team provides the extra support you need to stay compliant, meet deadlines, and finish the year strong. Connect with us today.

Workday 2025R2 includes a broad set of enhancements spanning Financials, HCM, Payroll, Reporting, Integrations, Adaptive Planning, and user experience. The focus is on improving efficiency, giving more flexibility to administrators and users, embedding more intelligence (AI/ML), and streamlining navigation. Here are some of the more noteworthy changes . What’s New & What’s Improved in Workday2025R2 Financials & Payments Bank Routing Codes for Supplier Invoices & Miscellaneous Payment Requests : At transaction entry, you can now select the bank account via routing codes, reducing downstream corrections. Intercompany Multicurrency Netting : Enables direct payment of intercompany invoices in multiple currencies, helping to manage FX exposure and streamline cross-company accounting. Multicurrency Support for Company Bank Accounts : Ability to set up bank accounts in different currencies, link them via saved related accounts, etc. Helps reduce foreign exchange overhead and simplifies payments. HCM / HR-Admin Enhancements HCM Admin Hub : A central place for setup/configuration tasks for Core HCM, Recruiting, Benefits, Time Tracking, Scheduling, etc. Improves discoverability of tools. Job Architecture Hub : Centralized space for job architecture data and tasks (profile analytics, identifying gaps, consistency checks). Especially helpful for organizations evolving their job profile frameworks. Payroll & Time / Absence Shared Recoup Arrears Limit : A cap on how much arrears can be recouped from employee pay (deductions). Useful for regulatory compliance in certain jurisdictions. Payroll Input Custom Validations : More control/validation over payroll inputs to reduce errors; e.g., adjusting how scheduled hours display and allowing certain edits. Calculated Time Offs Crossing Midnight : Time off requests that span midnight are now handled more consistently, aligning with time blocks. Absence Calendar Improvements : Employees can submit multiple time-off entries on the same day in one request. Reporting, Analytics & AI Machine Learning for Job Profiles : When creating or editing job profiles, Workday will suggest potential duplicates or similar profiles using ML over existing job architecture. Generative AI for Feedback (SBI Framework) : Helps employees/managers write feedback using the Situation-Behavior-Impact format, making feedback more structured and actionable. Quick Actions on Home, Configurable Navigation / Hubs : Users can configure up to 10 custom shortcuts (reports, tasks, links), better navigation, and a cleaner layout. Adaptive Planning & Integrations Enhancements to Adaptive Planning tools: more efficiency, smarter tools for forecasting, and planning across functions. Upgraded/Expanded benefit connectors , APIs, improved field-attributes in integrations for payroll, compensation, etc. Usability & UX Global navigation sidebar improvements, context save for favorites, and other navigation usability updates . Mobile enhancements and leaner UI elements to reduce clutter & improve speed . Things to Watch Some features are opt-in vs automatically available, so admin teams need to know what to enable. Retirements or deprecations may affect custom integrations or older workflows; review the release notes carefully. Why It Matters Efficiency gains : Less manual work, fewer corrections, faster processing for finance, payroll, and HR. Better compliance & controls : E.g., caps on recouping arrears, validations, better audit trail. Improved user experience & adoption : Cleaner navigation, custom shortcuts, and central hubs reduce friction and improve discoverability. Intelligence built-in : AI/ML features can help reduce duplication, improve skill data, and improve feedback quality—all valuable for growing enterprises. Final Thoughts Workday 2025 R2 is a substantial release. For organizations that plan ahead and align internal teams, there’s a strong opportunity to streamline operations, strengthen controls, and improve the user experience. But the key is preparation, knowing what features align with your needs, testing thoroughly, and managing change well.

In the fast-paced world of property management, efficiency is a necessity. From handling requests to coordinating maintenance, property managers juggle countless responsibilities every day. One often overlooked strategy for simplifying operations and improving outcomes is partnering with a single, trusted supplier. The Case for a Single Supplier Relying on multiple vendors may seem like a good way to shop for the best price, but it can create inefficiencies, miscommunications, and delays. By consolidating your supply chain with one trusted partner, property managers can reap several key benefits: 1. Simplified Communication Managing multiple vendors often means dealing with different points of contact, conflicting schedules, and inconsistent updates. A single supplier consolidates communication channels, providing a dedicated team familiar with your property’s specific needs. This reduces the risk of missed requests, duplicated work, or delayed response times. For example, a single point of contact ensures that a maintenance issue reported at 8 a.m. is handled promptly without bouncing between multiple vendors. 2. Consistency in Service Quality Every vendor has its own standards, practices, and level of expertise. When multiple suppliers are involved, the quality of work can vary significantly, creating frustration for both management and tenants/residents. Partnering with a single supplier allows you to set clear expectations and build a standard of excellence. Over time, this consistency ensures that maintenance, staffing, and other services meet your property’s operational and satisfaction goals. 3. Cost and Time Savings Managing multiple contracts, invoices, and schedules is time-consuming and expensive. Consolidating vendors reduces administrative overhead and often allows suppliers to provide bundled services at a lower cost. Additionally, a single supplier can offer strategic recommendations to optimize operations, such as scheduling preventive maintenance or cross-training staff, which further reduces unnecessary expenses. In essence, fewer vendors mean fewer headaches and more predictable budgeting. 4. Strengthened Partnerships A long-term relationship with a single supplier fosters trust, collaboration, and a deeper understanding of your property’s unique needs. Suppliers familiar with your property can anticipate challenges, suggest innovative solutions, and provide customized support. This proactive approach often results in fewer emergency calls, faster turnaround times, and a smoother tenant/resident experience. For example, a trusted staffing supplier can ensure maintenance teams are trained specifically for your property’s equipment and standards. BGSF: Your Trusted Staffing Supplier Choosing a single, trusted supplier is a strategic move that can save time, reduce costs, and elevate service quality across your property portfolio. And for property management teams, having reliable staffing is just as important as having reliable vendors. BGSF is a trusted staffing supplier, providing skilled professionals who seamlessly integrate into your operations. From maintenance to administrative support, our team ensures your property is staffed efficiently, allowing you to focus on strategic priorities. By partnering with BGSF as your single supplier for staffing needs, property managers can enjoy the peace of mind that comes from a consistent, dependable workforce, complementing your broader vendor strategy and streamlining your path to success. Contact us today!

Resumes have always been the cornerstone of the job search process, but the way candidates showcase their skills and experiences has evolved dramatically. Employers today don’t just want a timeline of where you’ve worked. They want to understand the value you bring, the impact you’ve made, and how you can contribute in the future. As a result, resume formats have shifted from chronological  to functional , and now to the increasingly popular hybrid approach. The Chronological Resume: A Classic Approach The chronological resume has long been the standard. It presents a candidate’s work history in reverse order, emphasizing job titles, employers, and dates of employment. This format works best for those with: A steady career trajectory Experience in a specific field Few employment gaps Its strength lies in clarity. It tells a straightforward story of career growth. However, it may not highlight transferable skills or downplay gaps in employment. The Functional Resume: Skills Take Center Stage Functional resumes emerged as an alternative, shifting the focus from “where you’ve worked” to “what you can do.” This format organizes the document around skills and achievements rather than dates and job titles. It’s particularly useful for: Career changers Freelancers or gig workers Candidates with employment gaps While effective in showcasing abilities, functional resumes sometimes raise concerns for employers, as they can obscure career timelines and make it harder to assess progression. The Hybrid Resume: The Best of Both Worlds Today’s job seekers are increasingly turning to hybrid (or combination) resumes,  which blend the strengths of both chronological and functional formats. This approach highlights skills and accomplishments at the top, followed by a clear, chronological work history section. Why it’s the future: Balances skills and experience:  Employers see both what you can do and where you’ve done it.  Shows impact clearly:  Accomplishments aren’t buried in job descriptions.  Provides flexibility:  Works well for both traditional employees and those with diverse work experiences.  Technology and the Next Evolution With AI-driven applicant tracking systems (ATS) scanning resumes and employers looking for quick insights, hybrid resumes are becoming the most practical option. They are keyword-rich for ATS compatibility while also being easy for hiring managers to read. In the future, resumes may evolve even further with: Digital portfolios and personal websites  linked directly to applications  Interactive resumes  showcasing video introductions or project samples  AI-personalized resumes  tailored in real time for each job posting  The Future of Resumes The future of resumes is focused on adapting to meet both employer expectations and candidate needs. The hybrid resume represents that balance, offering a clear, skills-forward, yet transparent view of a candidate’s career story. For job seekers, the message is clear: don’t just rely on one format. Instead, think strategically about how your resume can best communicate your value, and be ready to evolve as the job market continues to change.

When evaluating commercial real estate (CRE) investments, one metric stands above the rest: Net Operating Income (NOI) . Whether you’re a seasoned investor or exploring CRE for the first time, understanding NOI is essential to making informed decisions, comparing opportunities, and maximizing returns. What Is NOI in Real Estate? Net Operating Income (NOI) is the total income generated by a property after subtracting operating expenses, but before accounting for financing costs, taxes, or capital expenditures. The formula is simple: NOI = Gross Rental Income + Other Income – Operating Expenses Gross Rental Income:  The total rent collected from tenants.  Other Income:  Additional revenue streams like parking fees, laundry machines, storage units, or service fees.  Operating Expenses:  Costs required to operate and maintain the property, including utilities, maintenance, property management, insurance, and property taxes.  Why Is NOI Important? NOI is a reflection of a property’s financial health. Investors use NOI to: Evaluate Performance:  A strong NOI signals that a property is profitable and well-managed.  Determine Value:  NOI is central to the capitalization rate (cap rate) formula, a common method to estimate a property’s market value. Cap Rate = NOI ÷ Property Value     Benchmark Investments:  Comparing NOI across properties helps investors identify which assets deliver better returns.  Support Financing Decisions:  Lenders often use NOI to gauge whether a property can cover debt service obligations.  Factors That Influence NOI A property’s NOI is dynamic and can shift due to several factors: Occupancy Rates:  Higher tenant retention and reduced vacancies drive NOI upward.  Operating Efficiency:  Smart management practices that reduce expenses improve NOI.  Market Conditions:  Rent trends, demand, and local economic conditions directly impact revenue potential.  Value-Add Strategies:  Renovations, amenities, or improved tenant services can increase rental income and NOI over time.  How to Improve NOI Boost Rental Income Increasing income doesn’t always mean major rent hikes. A strong starting point is to review lease structures to ensure they align with current market conditions. Implementing modest rent increases that reflect property improvements and rising costs, while still keeping rates competitive, can help maximize revenue without driving tenants away. Property managers can also diversify income streams by introducing additional services such as reserved parking, storage units, pet amenities, or concierge-style offerings. Even incremental adjustments, when applied thoughtfully, can add up to significant revenue gains over time. Manage Expenses Wisely Cutting costs doesn’t mean cutting corners. The most effective expense management strategies focus on efficiency and long-term savings. Negotiating vendor contracts can secure better terms and reduce recurring expenses, while adopting energy-efficient solutions such as LED lighting, smart thermostats, and water-saving fixtures lowers utility bills and appeals to environmentally conscious tenants. Streamlining operations by standardizing processes, leveraging technology, and prioritizing preventative maintenance helps avoid costly emergency repairs and ensures smoother day-to-day management. Together, these practices reduce operating expenses while supporting a stronger tenant experience. Focus on Tenant Retention Tenant turnover is one of the most significant expenses for property owners, making retention a top priority. Satisfied tenants are more likely to renew leases, which keeps occupancy rates high and reduces the costs associated with vacancies and new tenant acquisition. Retention begins with maintaining open lines of communication and responding promptly to maintenance requests. Creating a sense of community through events, digital conveniences like online rent payments, or small gestures that surprise and delight, fosters loyalty and strengthens relationships. By investing in tenant satisfaction, property managers can minimize turnover costs while creating a stable, predictable revenue stream. Invest in Upgrades Strategic property upgrades can deliver strong returns, particularly when they focus on improvements that tenants truly value. Modernized kitchens and bathrooms, for example, continue to be among the most desirable unit features. Enhancements such as high-speed internet infrastructure, fitness centers, coworking spaces, or outdoor gathering areas add convenience and appeal. When upgrades are aligned with tenant expectations, owners can confidently justify higher rents while attracting and retaining quality renters. These targeted investments not only increase property value but also help properties remain competitive in crowded markets. Leverage Staffing Solutions A property’s success often depends on the people who manage it. Skilled maintenance teams keep properties running smoothly, addressing issues before they escalate into costly repairs or downtime. Experienced leasing professionals play a critical role in reducing vacancies by quickly attracting new tenants and retaining current ones. Temporary or project-based staff provide flexibility to handle renovations, seasonal demand, or unexpected turnover, allowing property owners to maintain operational efficiency without inflating long-term payroll. Partnering with a trusted staffing provider, like BGSF , ensures access to the right talent exactly when and where it is needed, ultimately strengthening NOI by keeping operations seamless and tenants satisfied. NOI Matters for Long-Term Success NOI is the heartbeat of commercial real estate investment. It not only determines current profitability but also influences property value, financing opportunities, and long-term growth potential. By focusing on NOI, investors gain a clearer picture of performance and uncover strategies to strengthen their portfolios. At BGSF , we help property owners and managers maximize NOI through tailored staffing solutions that meet the unique needs of each community. Whether you need skilled maintenance technicians, experienced leasing professionals, or temporary staff to handle seasonal or project-based demands, our team connects you with the right talent to keep your properties running at peak performance. Contact us today!

As the calendar year winds down, finance and accounting leaders often feel like runners in the final stretch of a marathon. Deadlines tighten, reporting requirements grow, and strategic projects demand completion before year-end close. For many organizations, this period is one of the most critical times to ensure compliance, accuracy, and readiness for the year ahead. At BGSF, we see firsthand how the right planning and support during these final months can make the difference between a smooth finish and a stressful scramble. Here are key strategies to prepare your finance and accounting projects for year-end success. Prepare Finance and Accounting Projects for Year-End Success 1. Review Progress on Critical Projects Take inventory of the initiatives you set out to accomplish this year. Are ERP upgrades, reconciliations, or automation rollouts on track? If not, identify what can be realistically completed before year-end and what should roll over into Q1. Prioritizing now avoids last-minute chaos. 2. Get Ahead on Reconciliations Leaving reconciliations until year-end can cause delays and errors. Instead, start reviewing accounts now. This proactive approach helps uncover discrepancies early and ensures your team is not overwhelmed during final reporting. 3. Prepare for Audits and Compliance External audits, tax filings, and regulatory reporting don’t wait for you to catch up. Begin gathering documentation and validating processes in advance. Clear workflows and updated controls not only reduce risk but also instill confidence with stakeholders. 4. Reforecast and Budget for the Year Ahead Year-end isn’t just about closing the books; it’s about setting up for next year’s success. Revisit forecasts, analyze variances, and use insights to shape a realistic budget. Strong financial planning now leads to more informed decision-making in January. 5. Leverage Technology to Speed Close Whether it’s automating reconciliations, streamlining workflows, or using AI-driven analytics, technology can ease the burden of year-end. Evaluate if your current tools are delivering efficiencies. If not, create an implementation roadmap for the new year. 5. Optimize Your Workforce Capacity The longest stretch without a holiday break can strain your internal teams, especially when deadlines pile up. Evaluate bandwidth and consider bringing in consultants or project specialists to handle overflow work. Temporary or contract staff can support reconciliations, reporting, or system go-lives, giving your core team space to focus on mission-critical tasks. Crossing the Finish Line with Confidence The year-end sprint doesn’t have to feel overwhelming. With the right preparation, prioritization, and support, finance and accounting leaders can not only close the year smoothly but also set a strong foundation for the year ahead. At BGSF, we partner with organizations to provide expert consultants, skilled talent, and project support to help you meet deadlines, strengthen compliance, and achieve year-end success. Whether you need extra hands on reconciliations or guidance on budgeting and forecasting, our team is ready to help you cross the finish line. Contact us today.

In the world of property management, maintenance is more than just fixing what’s broken—it’s about building trust and ensuring residents feel safe, comfortable, and valued in their homes. For many communities, the maintenance team is the face of management. They are the ones who enter residents’ homes, address urgent issues, and keep the property running smoothly. The difference between a thriving community and one with high turnover often lies in how skilled and responsive the maintenance team is. Why Maintenance Training Matters A strong maintenance program is the backbone of property management. Training ensures that staff can handle the wide variety of issues that arise daily. Efficiency and Accuracy:  A properly trained technician can identify the root cause of a problem and resolve it quickly, reducing repeat work orders and saving time. For example, rather than replacing a part that only temporarily solves an HVAC issue, a trained technician will know how to diagnose the system fully to prevent future breakdowns.  Cost Savings:  Skilled staff prevent small problems from becoming major expenses. For instance, a minor leak caught early can avoid water damage, mold remediation, and insurance claims.  Safety Compliance:  Training also ensures that staff follow industry regulations and safety protocols when handling electrical, HVAC, or chemical-related repairs, protecting both residents and the property team.  In short, investing in training minimizes costly repairs, liability risks, and resident frustrations. Impact on Resident Satisfaction Maintenance is one of the top factors residents consider when renewing their leases. A study by Kingsley Associates found that maintenance service quality is a leading driver of resident satisfaction . When issues are addressed promptly and professionally, residents feel secure and cared for. Here’s how trained maintenance professionals directly impact the resident experience: Faster Response Times:  Skilled technicians work efficiently, reducing wait times for residents. Quick resolutions mean fewer disruptions to daily life.  Preventive Care:  Proactive maintenance, such as seasonal HVAC checkups or plumbing inspections, prevents inconvenient breakdowns, which residents greatly appreciate.  Positive Resident Interactions:  Trained staff not only fix issues but also communicate clearly and respectfully. Professionalism during service calls builds trust and fosters community goodwill.  Happy residents renew leases, leave positive reviews, and recommend the property to others. In today’s competitive rental market, this retention advantage is priceless. The Role of Continuous Training Property management is evolving, and so are the tools and technologies used in maintenance. Continuous training ensures staff are prepared for: New Technologies:  From smart thermostats to connected appliances, technicians must understand how to service modern systems that residents expect in their homes.  Regulatory Updates:  Changes in EPA requirements, building codes, and safety standards require ongoing education to stay compliant.  Career Development:  Offering training opportunities also boosts employee morale and retention. When maintenance professionals see a clear path for growth, they are more likely to stay with your property long-term.  Continuous training transforms maintenance staff from problem-solvers into proactive partners in property success. How BGSF Supports Maintenance Excellence At BGSF, we recognize the importance of developing skilled, confident, and certified maintenance professionals. Our Maintenance Training Program  is designed to meet the diverse needs of property management teams: On-Demand Learning:  Online, self-paced courses in HVAC, electrical, plumbing, appliance repair, and more.  Fast-Track Program:  A 320-hour intensive program designed to quickly prepare new technicians for on-site roles.  Certifications:  Opportunities to earn industry-recognized credentials, including HVAC and EPA certifications, that improve employability and property compliance.  Hands-On Experience:  Training is designed to mirror real-world challenges so technicians can apply their skills immediately.  By equipping maintenance staff with these resources, properties benefit from fewer emergencies, better resident satisfaction, and stronger operational efficiency. Investing in Maintenance Teams: The Key to Lasting Resident Happiness In property management, maintenance training helps in preventing problems, building trust with residents, and ensuring long-term success for communities. Skilled maintenance teams are the backbone of happy residents, and investing in their growth creates a win-win for everyone. At BGSF, we’re proud to help property management companies develop maintenance professionals who are ready to keep residents happy, safe, and confident. Because when skilled hands are at work, residents can truly feel at home. Learn more about our Maintenance Training Program today!

September is International Update Your Resume Month —a timely reminder that your resume is not just a document, but a powerful tool that shapes your career journey. Whether you’re actively job searching or simply keeping your options open, a polished, updated resume ensures you’re ready when opportunity knocks. Refresh Your Resume At BGSF , we know that the job market is competitive and ever-changing. Hiring managers want resumes that reflect not only your skills but also your ability to adapt, grow, and deliver results. Here’s how you can take your resume from outdated to outstanding this month: 1. Refresh Your Content If your resume hasn’t been updated in over a year, it may not reflect your current capabilities. Go beyond just listing job titles by adding new responsibilities, recent certifications, and notable projects. Highlight measurable results wherever possible: did you streamline a process, mentor a new team, or exceed goals? Employers want to see the impact you’ve made, not just the tasks you’ve completed. Think of this section as telling a story of your professional growth. 2. Tailor for Today’s Market A “one-size-fits-all” resume is easy to spot and often ends up overlooked. Instead, tailor your resume for the role and industry you’re pursuing. Research job descriptions and company values, then weave in relevant keywords and language. This helps your resume pass through applicant tracking systems (ATS) and catch the eye of hiring managers. Tailoring your resume shows you’ve done your homework and are serious about the opportunity. 3. Highlight Transferable Skills The modern workplace is fluid, with many professionals shifting industries or expanding into hybrid roles. Employers value transferable skills, such as communication, problem-solving, adaptability, and leadership, because they demonstrate your ability to thrive in new environments. If you’ve made a career pivot or taken on projects outside your usual scope, draw clear connections between those experiences and the role you’re applying for. This ensures hiring managers see you as versatile and resourceful. 4. Embrace Technology and AI Tools Technology has transformed how resumes are created and reviewed. AI-powered tools can help you identify keyword gaps, refine formatting, and align your resume with current standards. Use these resources to your advantage, but don’t rely on them exclusively. Hiring managers still want to connect with the person behind the paper, so infuse your resume with authenticity and personality. A balance of tech-savvy optimization and human storytelling will set you apart. 5. Keep It Clean and Professional Your resume should be easy to read at a glance. Stick to clean formatting, professional fonts, and consistent spacing. Use bullet points to keep details concise and scannable. Early-career professionals should aim for a one-page resume, while more experienced candidates can extend to two pages if necessary. Avoid unnecessary graphics, flashy fonts, or overused jargon. A polished, professional layout signals attention to detail, an essential quality every employer values. Transform Your Resume This month, take the time to transform your resume from outdated to outstanding. Think of it as an investment in your future: a stronger resume today could be the key to your dream job tomorrow! At BGSF, we help professionals put their best foot forward. From resume guidance to interview preparation, our team understands what today’s employers are looking for. Whether you’re entering the job market for the first time or seeking a new leadership role, we’re here to help you shine. Ready to find a new role? Apply today!

Temporary and contract talent has moved far beyond “coverage” and cost control. In 2025, contingent workers are a strategic lever for speed, resilience, and specialized capability, often sitting side-by-side with full-time teams to launch products faster, modernize tech stacks, handle seasonal surges, and unlock new revenue. Here’s how temporary roles are changing and how leaders can harness them for a greater impact on their businesses. Temporary and Contract Employees in 2025 From Gap-Fillers to Capability Multipliers Then:  Temps were primarily used to cover leaves, backlogs, and peak workloads. Now:  Contract professionals bring targeted skills that are hard to hire or impractical to keep on payroll year-round. IT & Digital:  Cloud migrations, AI/ML pilots, cybersecurity hardening, ERP extensions, and data engineering sprints staffed by contract specialists.  Finance & Accounting:  Close acceleration, audit readiness, working-capital projects, and post-merger integration with fractional controllers and technical accounting consultants.  Property & Facilities:  Turnover, maintenance backlogs, retrofits, and smart-building rollouts staffed through flexible project teams.  Impact:  Organizations move from “seat coverage” to outcome delivery , assembling the right skills at the right time to hit milestones without long lead times. Skills-Based Workforce Planning Job titles are giving way to skills taxonomies . Leaders map work to skills and then decide the right mix of full-time, contract, and automated  capacity. Break initiatives into work packets  that can be owned by contract teams.  Build evergreen pipelines  of niche skills you’ll need repeatedly.  Measure capacity in skills hours  rather than headcount alone.  Result:  Faster resourcing decisions, less hiring friction, and fewer stalled projects. Retention for Temps Even short engagements benefit from strong experience design: Fast onboarding:  Day-one access, clear scope, and success measures.  Belonging:  Include contractors in standups, retros, and recognition rituals.  Growth:  Micro-learning, certification paths , and stretch assignments keep your talent coming back for the next project.  Redeployment:  High-performers move from Project A → B → C with minimal downtime, preserving institutional knowledge.  Where Temporary and Contract Talent Shines in 2025 Seasonality and event spikes:  Budget season, holiday peaks, move-ins/turns, and regulatory deadlines.  Specialized, scarce skills:  Cyber, data, technical accounting, skilled trades, and PropTech implementations.  Business continuity:  Backfilling daily operations while internal teams tackle strategic work. What great looks like In 2025, leading organizations treat their extended workforce as a true strategic ecosystem. They plan ahead, forecasting needs quarterly, pre-qualifying talent pools, and securing niche skills before demand peaks. Instead of tracking hours alone, they focus on outcomes. And just as importantly, they invest in their people, providing learning, certifications, and recognition for contractors alongside full-time employees. The result: faster delivery, reduced risk, stronger engagement, and the freedom to say “yes” to more revenue-generating opportunities. A Note on Partnering If you’re considering external staffing support, look for a partner that can: Source specialized talent  with verified credentials.  Provide compliance confidence  (classification, safety, and data security) and transparent analytics  on performance.  Support training and certifications  (e.g., maintenance/HVAC/EPA, platform credentials) to keep talent project-ready.  BGSF is that partner, bringing proven expertise, scalable talent solutions, and a commitment to keeping your workforce agile, compliant, and ready to deliver. Temporary and Contract = Opportunities for Growth Temporary and contract employees in 2025 are not a stopgap. They are a strategic advantage. Treat them as capability multipliers, manage them with data, and design an experience that keeps great people coming back. Do that, and your organization will move faster, reduce risk, and deliver more value, without adding permanent overhead before you’re ready.

After months of slowdowns, August finally hit the brakes. According to the Bureau of Labor Statistics (BLS) , total nonfarm payroll employment added just 22,000 jobs  in August, a figure that underscores a labor market that’s been hovering near stagnation since April. The unemployment rate ticked in at 4.3 percent , essentially unchanged from the prior month. While there are still pockets of growth, notably in healthcare  and  social assistance , those gains were largely offset by declines in  federal government jobs ,  mining , and  manufacturing , where strikes played a significant role. Key August 2025 Highlights: Total Jobs Added : +22,000 Unemployment Rate : 4.3 percent (unchanged) Hourly Earnings : Up 0.3 percent month-over-month, now at $36.53 Labor Force Participation Rate : 62.3 percent (unchanged) Average Workweek : 34.2 hours Slowing Momentum Signals Shift in Employer Behavior Let’s be real—August’s numbers mark one of the softest months of job growth in 2025. This isn’t a surprise. Since peaking earlier this year, hiring momentum has been slowing. The fact that job gains have “changed little” since April, as the BLS puts it, sends a clear message: employers are holding steady , opting to avoid overexpansion in an uncertain environment. Revisions to prior months (June down to -13,000 and July up to +79,000) show that even recent gains weren’t as solid as first thought. What it means for employers : Now is the time to evaluate retention strategies and focus on strategic hiring rather than broad expansion. Talent remains available, but the labor force is no longer growing at the same pace it once was. “This month’s numbers confirm what we’ve been advising clients for the past quarter—growth is no longer across the board, it’s strategic. Employers are being more selective and focused in their hiring, and that means job seekers need to be more intentional too,” said Kelly Brown, Interim CEO and Property Management Division President at BGSF . “We’re helping our clients think more holistically about workforce planning, balancing short-term needs with long-term talent strategies.” Healthcare Keeps Hiring, But Even That’s Slowing Healthcare once again led job creation with 31,000 new jobs , but even that’s below its 12-month average of 42,000 . Hiring continues in ambulatory services, nursing care, and hospitals, but at a more moderate pace. Social assistance also saw growth, with 16,000 jobs  added, mostly in individual and family services. Meanwhile, federal government jobs fell by 15,000 , bringing the total loss to 97,000 since January. Manufacturing lost 12,000 jobs , with the transportation equipment sector down by 15,000 due in part to strike activity. What it means for job seekers : Opportunities remain, especially in health care and social services, but they’re becoming more competitive. Those with industry-specific experience and flexibility will stand out. Wages and Hours: Small Gains, Stable Schedules Wage growth was modest in August, with average hourly earnings rising by 10 cents to $36.53 , marking a 3.7 percent increase year-over-year . For production and nonsupervisory employees, earnings rose by 12 cents to $31.46 . Average workweeks remained steady at 34.2 hours  for the third consecutive month. What it means for both sides : For workers, wage growth isn’t keeping pace with past inflationary trends so that financial pressures may be increasing. For employers, this is a key time to review compensation strategies to remain competitive in attracting and retaining top talent. Final Takeaway: Hiring Hits a Plateau August’s report confirms what many employers and job seekers have been feeling— the job market is cooling, but it isn’t collapsing . For businesses, this presents an opportunity to reassess workforce strategies, upskill existing talent, and remain agile. For job seekers, now is the time to get laser-focused, sharpen your resume, and align your skillset with in-demand roles. Let’s Connect 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 various industries, including 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

The American Staffing Association's National Staffing Employee Week  is the perfect time to recognize and celebrate the hardworking temporary and contract employees who help keep businesses running smoothly. These professionals bring flexibility, fresh perspectives, and specialized skills to the workplace, often stepping in during critical times to ensure operations never skip a beat. Whether they’re filling in during a peak season, supporting a special project, or backfilling for permanent staff, temporary and contract employees deserve to feel valued. Showing appreciation not only strengthens relationships but also boosts morale and retention. National Staffing Employee Week: Celebrate your Temporary and Contract Workforce Here are five meaningful ways to celebrate your temporary and contract workforce during National Staffing Employee Week. 1. Offer Personalized Recognition A simple “thank you” goes a long way, but personalizing your recognition makes it even more meaningful. Highlight individual achievements, acknowledge milestones, or share success stories during team meetings. Calling out contributions in a newsletter or internal communication can also make temporary staff feel seen and valued. 2. Provide Opportunities for Growth Many temporary employees are eager to expand their skills and experiences. Offering access to training, mentorship, or job shadowing opportunities demonstrates that you’re invested in their professional development. Even short-term growth opportunities can make a big impact on their career journey. 3. Celebrate with Small Gestures Tokens of appreciation, like gift cards, lunches, or team celebrations, can brighten an employee’s day. Simple gestures show gratitude and create a stronger sense of belonging, even for those who are only with your organization for a limited time. 4. Encourage Team Inclusion Temporary and contract workers often feel “separate” from the core team. Inviting them to team meetings, social gatherings, or company events helps build connection and engagement. Inclusion shows that their contributions are just as important as permanent staff members. 5. Provide Feedback and Support Temporary employees benefit from the same constructive feedback and encouragement that permanent staff receive. Regular check-ins, coaching, and recognition for a job well done help foster confidence and build stronger relationships. A Lasting Impact Beyond This Week National Staffing Employee Week is an important reminder that your temporary and contract workforce plays a vital role in your success. By taking time to recognize and appreciate their efforts, you strengthen loyalty, build trust, and create a positive workplace culture. At BGSF, we are proud to support organizations by connecting them with talented professionals who make an impact from day one. As we celebrate National Staffing Employee Week, we extend our gratitude to all the temporary and contract employees who help businesses thrive every day!