Search Results

Appreciation makes an impact in the workplace, fueling camaraderie, improving morale, creating a culture of belonging, and increasing employee engagement. Employees who feel appreciated reduce their chances of burnout by 84% according to a 2022 Global Culture Study by O.C. Tanner Institute. Even more alarming is the finding that 79% of employees are not engaged at work according to Gallup. You can start the ripple to increase this number by taking today to show appreciation to your employees and increase connections with your teammates. Here are five ways that you can show appreciation: Acknowledge: Send a text, email, or handwritten note to a candidate, client, or coworker to let them know you appreciate them. Collaborate: Ask if you can support teammates with a project, learn a new skill, or assist with their workload. Recommend: Endorse someone on LinkedIn, give positive feedback, or provide a recommendation to a coworker. Recognize: Give a shout-out to a teammate on an internal platform like Workhuman, a tool designed to inspire team members to recognize and celebrate each other’s successes! Listen: Ask your team members how you can be a better coworker and do it! Act: Consider your words and tone in all communications, especially as you communicate via online messaging platforms or email. Ensure your messages are clear and pick up the phone to avoid miscommunication. The goal is to create a kinder, more positive working environment that people enjoy being a part of. According to Achievers, 63% of employees who feel recognized and heard at work are unlikely to look for a new job. Encouraging and modeling a culture of kindness and appreciation benefits everyone, increasing job satisfaction and employee retention. Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

In today’s workplace, your online image is often the first interaction potential clients and candidates have with you or your business. According to Forbes magazine, you have seven (7) seconds to make a first impression. Surprisingly, it may take only a tenth of a second to form an impression of a stranger from their face alone according to Princeton psychologists Janine Willis and Alexander Todorov. Increase the likelihood of a positive impression with a headshot that accurately represents you and your business. Benefits of a professional headshot: Conveys your brand: A professionally taken headshot displays your identity, approachability, integrity, and competence according to PreferredHeadshots.com. Makes an instant impression: First impressions often occur online before meeting face-to-face. How many times have you searched the LinkedIn profile of a candidate or potential client before reaching out? Builds trust: A professional headshot conveys a message that you are trustworthy and will represent yourself and your business with integrity according to Gorn Photo. Makes you more relatable: Your online image allows others to “meet” you virtually before you meet in person. A focused image with a warm smile shows you care about yourself and your brand. This conveys approachability, warmth, and professionalism, making you more relatable. Demonstrates that your career is important to you: This is especially important if you are seeking a new job, clients, or leads. A professional headshot can help open doors to new opportunities! We live in a digital world where social media is vital in promoting brands, including our own.  A good headshot is an effective way to give people an idea of what you’re made of before they meet you physically. Often the first impression made in the virtual space will determine if an in-person meeting will ever happen! Put your best impression forward and start making new connections today! Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

Celebrating Black History Month in the workplace is an important way to recognize the contributions of African Americans in our society while also promoting diversity and inclusivity within your organization. We developed our DE&I Council, VIIBE (Voices Inspiring Inclusion, Belonging, & Equity), in 2020 and introduced two Employee Resource Groups in 2023. Our African American and Allies ERG led the efforts to create awareness within our teams during February. Listed below are ways our teams recognized and celebrated Black History: Video: Ebony Butler, our VP of Diversity & Development, announced Black History month with Awareness Initiatives throughout February. Highlighting Black Leaders: We recognized African American inventors, authors, and pioneers and their contributions. Knowledge Breaks: We shared ways we are exposing our families to African American culture as well as our favorite Black authors. Panel Discussion: We held a company-wide virtual Empower Hour featuring BGSF employees as panelists. They shared their experiences attending HBCUS, with a focus on highlighting their importance and dismissing biases. Our goal was to amplify Black voices and drive awareness by engaging in conversation and learning opportunities. In doing so, we dismissed assumptions, promoted inclusivity, and walked away with increased knowledge. The sharing of experiences, perspectives, and stories from our colleagues helped build stronger connections by creating a workplace culture that values and respects all employees. Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

Many factors affect your feelings about your career, with the degree of importance varying on individual preferences and circumstances. With February celebrating the month of love, we believe finding attributes you love about your career is also important. One clear sign of job dissatisfaction is a lack of engagement. According to Gallup, 79% of employees are not engaged at work! Reasons for the lack of engagement included high stress, an unmanageable workload, unclear communication, lack of support, and unreasonable time constraints. In contrast, Gallup reported that 21% of employees are engaged at work. Common factors considered important in a career include personal fulfillment, financial stability, growth opportunities, work-life harmony, security, and the environment. This prompted us to ask our 27K+ followers on LinkedIn the question, “In the spirit of Valentine’s Day, we want to hear from you. What do you LOVE most about your career?” Poll options included the following: Aligns with my values Fosters my career development Supports my skills/talents Gives me purpose Supports my skills/talents received the most votes at 31%, which is not a surprise considering a career that utilizes your strengths will often allow additional opportunities for growth and advancement. Gives me purpose came in second with 29% of votes. A career that gives you purpose speaks to your passions, ignites your motivation, and provides a sense of fulfillment. Aligns with my values came in third with 23% of votes. Alignment with your values – including your interests, strengths, passions, and lifestyle can make a huge difference in your level of satisfaction. Fosters my career development came in last with 17% of votes. Although this option came in last, it’s important to recognize that employees value opportunities for professional development, including learning new skills, advancement, and increased earning potential. Ultimately, what you love about your career depends on your individual goals, priorities, and values. Consider what is most valuable to you and find a career that aligns with those needs and aspirations. In doing so, you will increase your engagement, renew your excitement, be a more supportive teammate, and ultimately positively impact yourself and your company. Seeking a more rewarding work environment or talent solutions? Let BGSF help you find career satisfaction and assist with your talent search.  Search our jobs or contact us!

Working women often face unique challenges in balancing their professional and personal lives, and employers can play a critical role in helping employees manage these challenges. Let’s explore some of the ways that employers can support the needs of working women. Supporting Working Women Flexible Work Arrangements: Offering flexible work arrangements such as flexible hours, remote and/or hybrid work options, and job sharing can be incredibly beneficial for working women. This type of flexibility allows employees to better manage their work and personal responsibilities, and it can have a positive impact on employee morale and productivity. Paid Parental Leave: Providing paid parental leave for new mothers and fathers can help new parents adjust to their new roles and can improve employee retention. This can also help to address the gender pay gap, as women are often more likely to take time off after the birth of a child, which can negatively impact their career advancement. Health Benefits: Comprehensive health benefits that cover the needs of employees and their families can help working women manage their health and wellness. This includes covering preventive care, mental health services, and treatments for chronic conditions. Workplace Culture: Creating a supportive and inclusive workplace culture can help working women feel valued and supported. This includes promoting diversity and inclusivity, as well as creating a safe and respectful workplace where employees feel comfortable speaking up and seeking support when needed. Career Development Opportunities: Providing women with opportunities for professional development, training, and advancement can help to address the gender gap in leadership positions. Encouraging women to take on leadership roles and providing mentorship opportunities can also help to promote the advancement of women in the workplace. By exploring the options above, employers can help employees manage their work and personal responsibilities and achieve a better work-life balance. Investing in the needs of working women can be beneficial for both the employees and the organization, leading to increased productivity, improved morale, and lower turnover.

As we come into the third month of 2023, skilled IT workers are maintaining their high-value compensation despite the layoffs. Even in the turbulence within the IT world, investing in new skills and growing your career has a huge appeal and continue to be in high demand. From artificial intelligence and machine learning to full-stack development and cybersecurity, these are the skills that will continue to help professionals stand out in the job market and drive innovation within their organizations. Top 10 in-demand IT skills for 2023: Artificial intelligence and machine learning: As businesses continue to collect and analyze data, the demand for professionals with expertise in artificial intelligence (AI) and machine learning will only increase. These skills will be particularly useful in industries such as healthcare, finance, and e-commerce, where data analysis can help improve decision-making and streamline processes. Cloud computing: The shift to remote work and the increasing reliance on digital tools has made cloud computing skills more important than ever. Professionals with expertise in cloud platforms like Amazon Web Services (AWS), Microsoft Azure, and Google Cloud will be in high demand as organizations look to move their infrastructure and data to the cloud. Cybersecurity: Cybersecurity threats are constantly evolving, making it essential for organizations to have professionals who can help protect their networks and systems. In-demand cybersecurity skills include incident response, vulnerability management, and network security. Data analysis and visualization: The ability to turn raw data into insights and communicate those insights effectively will be a key skill in the coming years. Data analysts and data scientists with expertise in tools like Python and R will be in high demand, as will professionals who can use visualization tools like Tableau to communicate data insights effectively. Full-stack development: Full-stack developers who can work across the entire web development stack, from front-end to back-end, will continue to be in demand as organizations look for versatile developers who can work on a variety of projects. In-demand programming languages for full-stack development include JavaScript, Python, and Java. Mobile development: The proliferation of smartphones and the increasing use of mobile devices for both personal and business purposes has made mobile development a key skill. Demand will be particularly high for developers with expertise in native mobile development (e.g., iOS, Android) and cross-platform development tools like React Native. DevOps: As organizations continue to focus on agility and rapid deployment, professionals with expertise in DevOps practices, including continuous integration and delivery, will be in high demand. In-demand tools for DevOps professionals include Docker, Kubernetes, and Ansible. User experience (UX) design: As the digital landscape becomes increasingly crowded, organizations will look to hire professionals who can help them design engaging and user-friendly experiences for their products and services. In-demand skills for UX designers include user research, wireframing, and prototyping. Project management: The ability to effectively plan, coordinate, and execute projects will be a valuable skill for IT professionals in the coming years. Demand will be particularly high for professionals with expertise in agile project management methodologies. Blockchain: While the hype around blockchain may have cooled somewhat in recent years, the technology continues to have a variety of potential uses and will likely see increasing adoption in the coming years. Professionals with expertise in blockchain development and architecture will be in high demand. As the IT landscape continues to evolve, it’s important for professionals to stay up-to-date on the latest technologies and trends. By investing in the skills listed above, you can position yourself as a valuable asset to your organization and remain competitive in the job market. As you consider your career goals for the coming year, be sure to prioritize learning and developing these in-demand IT skills.

It’s a candidates world and we love that! But, your company may be facing retention problems when ten years ago those candidates would have stayed. The old saying that “People don’t quit companies, they quit people,” is true. People stay for good leadership, for teams they enjoy, growth opportunities, and might even take a cut on pay or some benefits for the right culture fit. Don’t misread us, you should be paying competitively and offering the best benefits that can be afforded. However, in the end most studies find that it’s the human element that keeps talent on board. Here are seven tips on how to become a leader that retains and enriches those under their management: Be a safe person. Be the kind of leader or colleague that others feel comfortable coming to when they need a sounding board. Whether asking for feedback, hearing suggestions, or just talking about the weather, being someone that others feel at ease around goes a long way in helping people decide to stay where they are. Focus on facts. Keep emotions out of it. Focusing on the facts; namely, what the business needs- will help guide your conversations, actions, and response. And when in doubt, take a deep breath and think about your words. It’s easier to say nothing sometimes than something you cannot take back! Lead with integrity. Do you do what you say you will do? Are you the same person behind closed doors as you are in the conference room? Presenting your authentic self, no matter the circumstance, helps your employees to understand who you are and how you lead, without fear of getting more than one personality. Be fair, firm, and friendly. Whether having a coaching conversation, performance review, or anything in between, a leader is usually recognized by how they speak to others. When offering feedback, create a “love sandwich”- starting with a compliment or praise, moving to the opportunity or difficult piece, and then finishing with another praise or compliment. This style of conversation has been proven to make employees much more receptive to constructive criticism. Delegate and trust. Hire great people who are good at what they do. Trust that they will get it done. Stepping back and allowing your team to complete what you’ve given them to do without micromanaging not only allows for ownership but promotes self-accountability. Remote and hybrid environments are great examples of this, in fact, companies are reporting an increase in productivity when allowing Take time for you. Coming back to your own goals and your own “why” is such a key piece to becoming a better leader.  Your employees will be ignited by your excitement and enthusiasm for what you do. Take time off,  unplug after office hours and allow your employees to do the same. Finding a mentor within your area is also a wonderful way to see how others in your position lead and put things in perspective. Boost team morale. Allow time for team bonding. Do you have a remote team? Invest in a team retreat a couple times a year. What about a virtual escape room or after-work virtual happy hour? Post-COVID, so many at-home activities can be delivered right to your employees’ doors. Pop some time on their calendar and make it a surprise for your team. We have locations all across the US, with a representative from one of our divisions near you. For more information, or to connect with our team, send an email to info@bgsf.com. We can’t wait to talk with you.

Improving diversity, equity, and inclusion (DEI) in the workplace is an ongoing process that requires a commitment from all levels of an organization. One important way to make progress in DEI is through the hiring process. By being mindful of the practices and strategies you use to identify, attract, and onboard new employees, you can create a more diverse, inclusive, and equitable workplace. Aligning Your Hiring Process Here are a few steps you can take to drive DEI commitments through your hiring practices: Define your DEI goals and how they align with your organization’s mission. Before you begin the hiring process, it’s important to have a clear understanding of your DEI goals and how they fit into your overall mission as a company. This will help guide your decision-making and ensure that you are attracting candidates who align with your values. Create a diverse pool of candidates. One way to improve diversity in your hiring process is to broaden the pool of candidates you consider. This involves reaching out to organizations that represent underrepresented groups, such as professional associations for women or minorities, or using targeted advertising to attract a more diverse pool of applicants. Recognize how non-traditional paths also lead to success. By focusing on skills rather than degrees, companies can also recognize and value non-traditional paths to acquiring knowledge and expertise. This may include candidates who have self-taught themselves valuable skills or who have gained experience through internships, side projects, or other non-traditional methods. Use objective criteria to evaluate candidates. It’s important to have clear, objective criteria for evaluating candidates, rather than relying on subjective or biased opinions. This could include using standardized assessments to evaluate skills and qualifications or using structured interviews that ask the same questions of all candidates. Consider the entire candidate experience. The candidate experience extends beyond the interview process and includes everything from the job posting to the onboarding process. Make sure you are creating an inclusive and welcoming environment for all candidates and consider how you can support diverse candidates throughout the hiring process. Foster a culture of DEI within your organization. Ultimately, improving DEI in the hiring process is just one part of the puzzle. To truly create a diverse and inclusive workplace, it’s important to foster a culture of inclusivity throughout the organization. This might involve providing training on diversity and inclusion, creating employee resource groups, and promoting DEI in company policies and practices. Driving DEI commitments through your hiring practices is a continuous process that requires effort and commitment. By being mindful of the steps you take to attract and onboard diverse candidates, you can create a more inclusive workplace that benefits everyone. Learn more about what we value at BGSF here.

At this year’s BGSF Impact Conference, the Professional Division recognized the following talent as Consultants of the Year for 2022! Mehul V. Mehul is an exceptional consultant and we have been lucky enough to place him eight times (YES, 8 times!). He understands our business from a sales perspective and provides quality leads and contacts where he can. He has wonderful Oracle Supply Chain / Manu technical knowledge and an unmatched ability to lead clients and users to success. We continue to receive amazing feedback from our clients about Mehul, they love him and extend him time and time again. JW M. Our recruiters have a high bar for what constitutes a TRUE consultant. JW checks every box. He is smart, skilled, dependable, humble, easy to work with, and has high integrity.  He has been on five different assignments and there is never any doubt that he will represent our company in the best way possible. Dave M. Dave has worked with BGSF since 2018. Dave continues to work closely with us while on assignment and we can count on him to walk us through the client’s workflows, provide real-time interview feedback, give us a heads up on assignments opening, and provide rockstar referrals. He has been a strong advocate for BGSF in and out of the workplace. Congratulations to these and all our consultants who continue to offer their expertise, support, and professionalism to our esteemed clients. Are you ready to join our team? Check out our open positions here and apply today!

Artificial Intelligence (AI) and its impact on the future of business is a white-hot topic that seems to be spanning all industries recently. Our team is currently tracking the top openAI projects (ChatGPT, Dallie-3, Whisper, etc.) and how the evolution of these systems has already impacted the perceptive view of the enterprise. As technology advances at a rate of 2x every 18 months, versus 10 years ago (2x every 5 years), we are in a groundswell when it comes to AI. As technology continues to advance and organizations become more reliant on digital systems, the need to protect against cyber threats becomes increasingly important. Fortunately, there are many benefits and enormous potential in integrating AI into your cybersecurity strategy to protect the future of your enterprise. Benefits of Integrating AI Into Cybersecurity One of the key benefits of incorporating AI into cybersecurity is its ability to analyze large amounts of data in real time. This allows for the identification of potential threats and vulnerabilities in an organization’s digital infrastructure, enabling proactive measures to be taken to mitigate them. In addition, AI-powered systems can also assist in incident response by automating the process of identifying and isolating compromised systems. Another benefit of AI in cybersecurity is its ability to adapt and learn over time. As cyber threats evolve and become more sophisticated, traditional security systems may struggle to keep pace. However, AI-powered systems can learn from past attacks and improve their ability to detect and respond to new threats. Potential Challenges and How to Mitigate Them However, the integration of AI and cybersecurity also poses some potential challenges. One concern is the possibility of AI systems being used to launch cyber-attacks. In addition, there is a risk of AI systems being manipulated or fooled by sophisticated attackers. To address these challenges, organizations must ensure that they have robust security measures in place to protect their AI systems from cyber threats. Here are some potential threats to AI and cybersecurity, along with possible remediation measures: Adversarial attacks: Malicious actors attempting to manipulate or deceive AI systems by providing them with false or misleading data. Remediation measures include using techniques such as adversarial training and robust optimization to make AI models more resilient to attacks. Data poisoning:  An attacker intentionally injecting malicious or incorrect data into a training dataset to cause an AI model to make incorrect decisions. Remediation measures include using techniques such as outlier detection and anomaly detection to identify and remove poisoned data. Model stealing: An attacker stealing or duplicating a trained AI model to use it for their own purposes. Remediation measures include using techniques such as watermarking and model protection to make it more difficult for attackers to steal models. Privacy breaches: The unauthorized access or disclosure of sensitive information stored in an AI system. Remediation measures include using techniques such as differential privacy and federated learning to protect the privacy of individuals whose data is used to train AI models. Cyber-attacks: The unauthorized access, use, disclosure, disruption, modification, or destruction of information. Remediation measures include security protocols, firewalls, intrusion detection systems, and intrusion prevention systems. These are just a few examples of potential threats to AI and cybersecurity and the remediation measures that can be used to address them. It’s important to note that new threats are emerging all the time and the best way to protect against them is to stay informed and up to date with the latest research and developments in the field. AI is expected to have a significant impact on the future of the enterprise business. It is likely to be integrated into a wide range of business processes, including automation, data analysis, and decision-making. This could lead to improved efficiency and cost savings, as well as new revenue streams and business models. Additionally, AI is also expected to play a role in the development of new products and services, as well as in the personalization of customer experiences. However, the integration of AI in the enterprise also raises concerns such as job displacement and the need for responsible use of AI. The integration of AI and cybersecurity is crucial for the future of the enterprise. It provides the ability to proactively identify and mitigate cyber threats and adapt to the ever-evolving digital landscape. But organizations must also be aware of the potential challenges and take steps to reduce them. Learn more about our Managed Services and Cybersecurity services!

Goal setting is a powerful motivational tool, the beginning of the year being a prime time to create personal and professional goals. While setting goals for yourself at work is important, it may be even more important to set goals with your team. Individual goals are specific to each employee’s roles and responsibilities, whereas team goals encompass strategies vital to the team’s overall success. Creating goals will help you and your team feel a stronger sense of purpose and direction, while also keeping everyone aligned and working towards the same aims according to Liveplan.com. The highest-performing companies reward people for team goals, not just individual goals, according to research by Josh Bersin, HR Industry Analyst, and Thought Leader. We asked our 27K+ followers on LinkedIn the question, “Has your team set goals for 2023 to align with your company’s business strategies?” Poll options included the following: Yes, we have a plan of action We’re currently brainstorming No, we focus on personal goals Other – share comments below Yes, we have a plan of action received the most votes at 61%, which is not a surprise considering that setting the right goals is key for driving performance and moving your organization toward its long-term vision. Uniting your efforts also encourages collaboration and increased transparency. No, we focus on personal goals came in second with 21% of votes. Depending on your team size, and company culture, individual goals may work better. Individual goals allow each employee a distinct path to impact the larger goal through their actions, offering greater control and accountability. We’re currently brainstorming came in third with 18% of votes. According to 6Q, setting team goals may boost employee engagement, productivity, and retention, allowing employees to understand their purpose within the overall company strategy. Whether you first set individual goals, and then collaborate to define and agree on team goals, keep in mind where you currently are, what your team has accomplished, and where you want to go. Recognition for hitting goals shouldn’t be reserved until the goal is reached, according to Workhuman.com. Celebrate your accomplishments along the way, and don’t be afraid to adjust your goals when necessary. Let BGSF help you reach your career goals and assist with your talent search. Search our jobs or contact us!

How Can Companies Support Working Families with Sick Kids as RSV, Covid, and the Flu are on the Rise? As the flu and RSV season gets underway, companies are asking themselves how they can support employees who need to stay home to care for their children. When an employee has sick kids at home, it creates an even bigger burden on them because they have no option but to miss work unless their employer understands this issue and offers some flexibility around working hours or remote work options. Parents have to make hard choices between caring for their children and keeping their job. Workplace absences for childcare reasons are at an all-time high, and with the flu and RSV season just beginning, parents have to make a choice between caring for their children and keeping their jobs. A difficult, guilt-ridden choice for parents, but they may not have a choice if they want to keep working. Employers need to be conscious that this scenario can be incredibly challenging for employees who need time off due to illness in their families. It’s important for employers to help strengthen relationships between employers and employees so that families know they have support during times of crisis or illness. Employers can allow some flexibility with working hours or allow employees to work remotely. Employers can allow some flexibility with working hours or allow employees to work remotely. This can be especially important for parents of young children who may need to adjust their schedule around the demands of caring for a sick child. If you are an employer and want to help your employees support their families during this time, here are some quick tips: Ask your team members how they feel about working from home on Monday (or any day) and what would make it possible for them. Consider giving a partial day off on Monday for everyone who wants it – even if it doesn’t align with their vacation days or PTO/Sick Leave bank balance—as long as the department runs fine without them. Provide clear guidelines about what kind of work will get done at home versus in-office; clear boundaries and timetables are a must to ensure expectations are still met within a less structured day. An example: all unfinished to-dos from Monday need to be done by 9 AM sharp, on Tuesday. If a child is sent home from school, they will still need supervision. A child being sent home from school is not necessarily a reflection of the quality of care they are receiving at school. Children may be sent home because their symptoms are worse than usual, or because they need more fluids and rest to recover. In either case, it’s important for parents to provide close supervision while their child recovers. It is important that employers understand that if a child is sent home from school, this does not necessarily mean that work will stop for the day – especially if there are other children in the household who still need care! If an employee’s workplace cannot accommodate this request with sick children at home, it could have significant repercussions on retention rates among employees who care for sick children during peak flu season (which runs from November through March). Employers who care and understand the needs of families will help strengthen relationships between employers and employees and thus increase retention. If you can take care of your family, you’re more likely to stay at your job and are generally happier while you’re there. Employers who care and understand the needs of families will help strengthen relationships between employers and employees, which in turn increases retention. Employees feel valued when employers are flexible with their time off; they feel appreciated when they see their employer going out of their way to accommodate them and their families. Working parents need support from their companies as part of an overall strategy for ensuring loyalty among staff members during periods when illness strikes children or other loved ones.