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In the fall of 2022, several large tech companies, including Meta, Twitter, Amazon, HP, and Cisco (amongst others), announced they either have or will collectively be laying off thousands of employees between now and 2023. If you happen to be one of those people, here are some tips on how you can keep your skills fresh, make yourself more marketable, and decrease the length of time you are unemployed. Update Your Resume Before you can start applying for jobs, you must first make sure you have an updated resume. Typically, it is best practice to always have an up-to-date resume so that in the event you are no longer employed you don’t have to spend too much time working on it. Here are a few things you can do to freshen things up: Add keywords: Adding keywords to your resume in relation to the jobs you are targeting will increase your chances of getting reviewed for a role. Both ATS (applicant tracking system) and recruiters will filter candidates based on specific keywords. For example, If I am a recruiter and I am looking for an IT Project Manager who has worked on HRIS-based projects, I will search specifically for candidates who have HRIS-related experience listed on their resume. Having the right keywords listed on your resume will help expose you to many more opportunities. Check your formatting: Make sure your font is professional and easy to read. Arial, Georgia, and Helvetica are all great choices. Section headers should be between 14 and 16pt, while content should be between 10 and 12pt. Double-check your margins. They should be set to 1” on all sides. Make sure your heading is up-to-date (contact info, LinkedIn profile, address, etc.) Read over your resume and check for any spelling and grammatical errors, as well as for any unnecessary spacing. Update your work history: This should be a given but add your most recent role to the top of your work history. If you are currently unemployed, all bullets/sentences should be written in the past tense. Update everything else: Be sure to include any new skills you have obtained, achievements/awards, volunteering, hobbies, etc. Reach Out To Your Network Update your LinkedIn profile: Go to your settings and mark yourself as “Open to Work.” This will show your network, companies, and recruiters that you are looking for a new position. In addition, you can curate a post to promote that you are looking for a new role. You can either keep it simple or include a few details, but just remember to keep it professional and easy to read. Here is an example of a post from an individual that was recently laid off: “Hello, LinkedIn! I was recently laid off and am now looking for a new position. I have 8 years of experience working as a Project Manager in the financial services space. If anyone is aware of any opportunities that I may be a good fit for, I would greatly appreciate you reaching out! #opentowork” Make some calls: There’s an old saying, “It’s not about what you know, it’s who you know,” and this is often very true. Call up your friends and past colleagues to catch up, network, and see if they are aware of any opportunities. You never know! Get those references ready: It’s good to have references prepared and ready to go. Some hiring managers are starting to check references earlier on in the hiring process. While legally hiring managers can only ask certain questions, it always helps to have someone who will speak highly of you! Start Applying to Positions Most employers are posting open positions on sites like Indeed, LinkedIn, and Glassdoor. A good rule of thumb is to apply for 2-3 positions per day or 15+ per week. Most job boards will also allow you to set up notifications for jobs that meet your criteria so that you know as soon as these opportunities become available, allowing you to be one of the first to apply. Get Certified If you have recently been laid off, chances are you now have lots of unexpected free time on your hands. Use this time wisely and earn a certification that can help you stand out to hiring managers, increase your knowledge, and increase your income! Research what certifications may be beneficial to your career. A few popular examples are: PMP Certified Scrum Master AWS CompTIA A+ Cisco Certifications ITIL 4 Foundation Take A Breath Getting laid off is not fun, but it is also not the end of the world. With persistence and time, you will find a new job. To recap, if you: Update & proofread your resume Network Apply for 2-3 jobs each day, and Educate yourself you will find employment! And remember, while finding a job is your top priority, always make time for your family, get outside, and take care of yourself. – If you want some help in your job search, we’re here for you! Check out our open positions and apply today.

As part of the 2022 Veterans Day theme, Honor, BGSF asked employees to highlight the special Veterans in their lives. Below you will find stories, from our own employees, honoring their loved ones. Ricky Hoelscher Brother-in-Law to Nicolle Floyd, BGSF Marketing Son-in-Law to Jackie Henson, Accounting “My best friend’s stepdad was in the Army, and I looked up to him. When I saw the war start on the news, I knew he was a part of what was happening, and I wanted to be a part of that too.” Ricky Hoelscher joined the U.S. Army in 2009 after watching footage of Tomahawk Cruise Missiles hitting Saddam’s Presidential Palace on the evening news in 2003, at the age of just 12. “There was no rhyme or reason why I wanted to join. Hell, I was afraid to go to war. I didn’t join because I wanted to look tough, or have people look at me like I was a hero. I hated that aspect, and still do. Joining the Army was something I just wanted to do… from the age of 12, I knew it’s what I wanted to do.” Ricky graduated high school in June of 2009, and just three days after his high school graduation, he was sent to Fort Benning, Georgia to begin his basic training as an Infantryman. Within one year, graduating basic training in October 2009 and in Iraq by Christmas Eve 2009, Ricky went from being a normal high school kid, to conducting combat patrol missions in an active war zone. “Once in Basic Training, our Drill Sergeants went around the room asking what we would do when we first encountered a fire fight. They went through about 5-6 guys who gave the generic, ‘I am going to shoot the enemy in the face’ type of answer you’d hear from a young kid. They finally got to me, and my answer was ‘I don’t know.’ When I was asked to elaborate on what I meant, I said, ‘I don’t know because I’ve never been in combat before, but I’d hope the training I got from them, and that of my leaders in combat, would get me through it.’” After his unit oversaw the second peaceful democratic election in Iraq history, the conflict went from a combat zone to a security oversight zone, making Ricky, and his fellow troops, the last official combat troops in the Iraq War. “I never really had a ton of life goals. Joining the Army was my life goal. That was it… Since I have transitioned back into civilian life, and settled down, I would say my life goals are to be a decent human being to everyone around me, be the best husband I know how to do be, love and raise my kids to be good people and teach them how to be contributors to society.” Since arriving home in 2012, Ricky has used his GI Bill to receive a bachelor’s degree in Sports, Recreation, and Management. He juggles the roles of caregiver to his two sons, husband to his wife, and full-time employee to the City of Forney, TX. He cherishes any opportunity to speak with and motivate other Veterans, as well as civilians, especially those who have a hard time coping with life after traumatic events. Emil Paul Haynes Father to Ashley Haynes, BG Talent Emil Paul Haynes fought in the Vietnam War. Passing in April of 1990, we continue to honor and salute him for his bravery and service to the U.S. Army. We are honored to celebrate his life today and celebrate his brothers that served in the military alongside him. Keith Veir Father to Christian Veir, BG Talent Keith Veir was a member of the U.S. Army from 1972-1977, serving during the Vietnam War. During his time in the Army, he was a competitive powerlifter and held the European record for the bench press in the 148lb weight class! Keith is an inspiring father to both his son and daughter. He enjoys working, spending time with family, and his 6 cats! Christian Veir says, “If it weren’t for my father, I would not be involved in business or commercial real estate here at BG Talent. I thank him and all other Veterans for their service!” Jackie Henson BGSF Employee, Accounting Mother to Nicolle Floyd, Marketing Jackie Henson enlisted in 1984, joining the U.S. Army in 1985, serving active duty from 1985-1987 and inactive reserves until 1991. After graduating high school, Jackie began taking college courses, but felt she needed to go in a different direction. “I never considered the military until a friend went in the Navy. The structure and discipline of the military was what I needed at that time. But since I get motion sickness, boats were out!” When joining the U.S. Army, Jackie had considered becoming a Police Officer as a long-term career, so she made the decision to enlist in the Military Police. After boot camp and Advanced Instructional Training for MP’s, she was stationed in Germany. She soon learned that MP’s protected nuclear weapons, not just the normal police duty, thus becoming a “tower rat.” “During my time in Germany there were several bombings in Europe and the military was not allowed to travel outside of a 2-hour radius, we were on high alert. I was assigned to helicopter missions moving nuclear weapons from base to base as the security detail. I was able to enjoy downtime in addition to the seriousness of the job. I was chosen to represent the military as part of the USAREAR competitive raft team. Those were some fun times in the military!” While serving in Germany, Jackie met her husband, Doug. They both realized how important it was to finish their college degrees, and after their active-duty commitment ended, they returned home to the U.S. and went back to college. Jackie received her BS in Chemistry through the U.S. Army college fund. While Jackie was primarily a stay-at-home mom to her 4 daughters, after they were old enough, she decided to go back into the workforce. Today, Jackie works for our very own BGSF within the Accounting Department as a Corporate Accounts Receivable & Collections team member! “Memories of my military service become more important to me as I see various national and international events unfold. I made a commitment to defend the Constitution of the United States and even though it’s been over 30 years since I left the military, it is ingrained in my being. The freedom we have daily, comes at a cost to others. I feel very lucky to have served during the Cold war timeframe, I didn’t have to see any active conflicts.” Dehrel Seahorn BGSF Employee, American Partners, Managing Director Dehrel Seahorn was a member of the U.S Army from 2004 – 2014, serving as a Private to Captain. While in the Army, he served in various assignments throughout the U.S, as well as overseas assignments to Korea and 2 combat tours in Afghanistan with the 101st Airborne Division, 4th Brigade Combat Team (Band of Brothers). His pictures include memories of taking oath and being sworn in as a brand-new butter bar, dinner ceremonies (after listening to someone talk smack about Nickelback), and his commissioning ceremony. Dennis Waggoner BGSF Employee, Zycron, VP, Strategic Customers “I’m very proud to represent BGSF on a Nashville Chamber group that is working closely with Fort Campbell to assist soldiers and military personnel who are transitioning from military to civilian life.” Last year, Dennis eulogized his Uncle Dutch (pictured on the left), a Vietnam Veteran, who was the most “quietly” patriotic person he has ever known. Dutch was so supportive of Veterans and until he passed last year, he never missed a Franklin Veterans Day Parade. In honor of Dutch and all Veterans, Dennis will join his son Keith and attend every Veterans Day parade in the future. “I’m very proud to represent BGSF on a Nashville Chamber group that is working closely with Fort Campbell to assist soldiers and military personnel who are transitioning from military to civilian life.” Dennis was able to spend a full day at Fort Campbell meeting with leaders, the Career Transition team and touring the base including a Blackhawk helicopter tour. “It was a special day and reinforced how blessed we are to live here in the US!” During the visit, Dennis learned about the “Hiring our Heroes” Internship Program. Kelly Viveiros (BGSF Employee, Zycron, Client Services Manager), Ron Womble (BGSF Employee, Zycron, Chief of Staff, Nashville Electric Service) and Dennis are in discussions to evaluate how BGSF can leverage and support the program. “Our Veterans are special…and I will always value and appreciate their sacrifices and contributions!”

Today is National Job Action Day, a day dedicated to recognizing and empowering those who dream of having a job they love! In celebration of this day, we, at BGSF, considered the steps our organization has put in place to empower our employees and encourage their career growth while allowing them to pursue their passions and purpose. A recent step BGSF has taken to help live out our mission statement, Your Future. Our Purpose, and empower our employees, was the launch of our New Hire Onboarding (NHO) program. The purpose of our NHO is to provide a centralized onboarding experience to welcome new employees, allowing them the opportunity to build relationships with our leadership teams, giving each new employee visibility to career advancement opportunities, and elevating the new hire experience. By attending a variety of virtual meetings with department leaders, NHO allows team members to receive consistent messaging and acclimates them to our company culture while also ensuring they have a thorough understanding of their responsibilities. This program promotes cross-divisional relationships and introduces new hires to key stakeholders. NHO supplies an inclusive learning experience for new hires throughout their time with BGSF and provides them with tools and resources to be successful in their roles. When employees feel empowered, they are more likely to remain engaged and report high job satisfaction. According to Forbes, one survey of 7,000 employees showed that employees with a high level of empowerment were at the 79th percentile for engagement — more than three times the engagement level of their less-empowered counterparts! BGSF new hires’ NHO experience: Lenora Woods, Account Manager – BG Multifamily, Atlanta How did NHO impact your onboarding experience at BGSF? NHO made a great impact on my onboarding experience. I learned about and experienced a taste of what BGSF’s company culture is all about. It gave me the reassurance that I will be supported in my current role, as well as in my growth within the company. What excites you the most about the BG culture after NHO? The thing that excites me most about the BG culture is that I am a part of a diverse group of people who love giving back to their communities, helping people and their families, all while having fun. What value did NHO bring to how you engage and interact with other team members? After participating in NHO, I feel empowered to engage with other team members from other markets. I appreciate being encouraged to build relationships with those outside of our own market. Doing so only helps us be a stronger contributor to our respective teams. What about your NHO experience resonated with you the most? The CEO Roundtable resonated with me the most. I enjoyed learning about Beth’s journey to CEO, how she works in the community mentoring other female CEO’s and business owners and learning simple things like what she does in her spare time. Many times, our CEOs are “untouchable,” so it was nice to have a candid conversation with the leader of the company and be heard. Christian Veir, Talent Coordinator – BG Talent, Houston How did NHO impact your onboarding experience at BGSF? NHO gave me various tools and trained me on techniques that can be valuable in my operations as a talent coordinator at BG Talent. The iGNiTE orientation was very valuable and insightful that will help the efficiency and effectiveness of recruiting through exposure to different soft skills and different scenarios of conflict resolution, diversity, inclusion, and equity and depersonalization. I believe bringing these topics to the forefront of others’ minds is important to support a diverse work environment and help the recruiter in their objective outlook on candidates. What value did NHO bring to how you engage and interact with other team members? NHO brought tremendous value to how I engage and interact with other team members. This opportunity allowed me to connect with others that I normally would not connect with and gave the experience of how to navigate communications and relationships with team members. I have developed relationships with others outside of my geographical area that I believe I will carry throughout my time with BG Talent and onward. Employees who believe in the value of their work, and the company, are better team members and higher contributors to the overall business’s success. We are excited to introduce our pilot NHO program as a best practice and look forward to seeing the impact it has on our new hires! Connect with us and learn more at bgsf.com.

For the second consecutive year, BGSF, a workforce solutions provider, has sponsored the State Fair of Texas Youth Agricultural Job Interview Contest. This year’s event took place on Monday, October 17th at the Briscoe Carpenter Livestock Center, with thirty students competing for the scholarship prize. High school student members of the National FFA Organization, FCCLA, and 4-H traveled across the state to compete for the $1000 scholarship grand prize to the higher education institution of their choice. Thirty students advanced to the semi-finals from an initial group of forty-eight students. These thirty students set themselves apart from the herd after our volunteers thoroughly reviewed their cover letters and resumes. BGSF had over twenty volunteers representing each of our divisions at this event, serving as mock interviewers, room monitors, application and correspondence judges, registrars, and more. While we were here to mentor and provide helpful career advice, we also learned from the students, connecting with them to learn about their “why” and career aspirations. These students’ and their professionalism, dedication to their work, commitment to voluntarism, and passion for the agricultural industry were inspiring! The scholarship winner and the top five finalists received a virtual job shadow day with BGSF. Job shadowing at BGSF provides an opportunity to explore future career paths in finance and accounting, HR, IT, marketing, multifamily and commercial real estate, recruiting, and sales. In addition, the students will learn about the company culture at BGSF, gain career development advice from our executive team, and learn about the initiatives that make BGSF a place for career and personal growth. This year’s scholarship winner was Emilee Munchrath, a member of Graford FFA. We are so incredibly proud of Emilee and each of the these young scholars. We know they have bright futures ahead, and we are grateful to play a small role in helping them along the way. Making a BiG difference in the communities we serve is one way we show how your future is our purpose. Thank you to the State Fair of Texas for providing this opportunity for us to engage with these future leaders! Connect with us and learn more at BGSF.com.

What makes a supervisor great? A question you maybe haven’t considered before but when you interview for a job, you interview the supervisor too. How are they as a manager? Do you see eye to eye with one another? Are they approachable and empathetic toward you? All questions and thoughts to consider before you take the job. We decided to take a poll to see which skills you considered the most important for a supervisor. The response options were: High Integrity Promotes Growth Opportunities Approachability and Empathy Other (please comment below!) In today’s job market, there are two jobs for every job seeker (U.S. BLS). In addition, according to a recent survey by GoodHire, 82% of employees said they would quit their job due to poor management. Results: The characteristics of approachability and empathy were the clear winner, with 57% of the votes, followed by having a supervisor that promotes growth opportunities (22%) and has high integrity (19%). Our followers want an approachable supervisor, who understands their concerns, values their ideas, and is available. This type of supervisor nurtures each member of their team to grow into their best work selves, while also preserving a vision for the overall needs of the organization. Look for these skills and characteristics when interviewing your next potential boss. If you’re seeking a new opportunity, search our Professional and Real Estate offerings or meet our Leadership team. Sources: GoodHire.com and U.S. Bureau of Labor Statistics Source: https://www.yahoo.com/now/warning-managers-survey-shows-most-133000249.html (GoodHire) Survey: https://www.goodhire.com/resources/articles/horrible-bosses-survey/

Happy Hispanic Heritage Month! In celebration, employees from our Real Estate division are celebrating by sharing stories and reasons why they are proud of their Hispanic heritage! This year’s theme is ‘Unidos: Inclusivity for a Stronger Nation’ – Unidos: Inclusividad para una nación más fuerte.” I have seen the hard work and efforts of those who came to the U.S. with nothing and built a great life from the ground up. I respect the hardships faced by those that have left the island my family is from and their dedication to a better life for future generations. – Kristopher Bueno, Director of Sales – BG Multifamily Colombians are gritty and optimistic and filled with positivity and hope. Add Colombians’ friendliness and joy, and an enthusiasm for life that ensures we’re quick to smile. Our contrasting natural regions, their profuse flora, and fauna, the ethnic diversity of our people, and the richness of our cultural and artistic patrimony (make me proud). – Juliana Calero, Regional Operations Manager – Real Estate I am proud of the courage and strength my ancestors demonstrated as they left their homeland and started a new life in a completely different place that they knew very little about, unable to speak the language. These immigrants took a leap of faith based on hearsay; there was no Internet to tell them about the place that they and their families would soon call home. They worked extremely hard and created smoother roadways for those of us who came after them. Their legacy is my inner strength. – Adriana Carbonara, Director of Sales – BG Multifamily I am proud to be a Mexican American! The reason I love to honor my Hispanic heritage is because there is something about our morals that just stands out. We stand for what we believe and work hard to chase our goals, dreams, and desires. We believe in preserving our own culture, and we are proud of things like our music, food, and family! – Angelica Melecio, Director of Operations – BG Multifamily I am proud of my cultural heritage and history, stemming from a mix of Taíno, Spanish, and African traditions. Whether it is through music, art, food, traditions, festivals, or one of many other bountiful options, culture is present—and waiting to be discovered—in every corner of this Caribbean paradise. We are strong, relentless, committed, and dedicated individuals. We are very proud of our heritage and what we stand for. Oh, and our food is AMAZING! – Yasmin Montez, Direct Hire Coordinator – BG Multifamily I’m PROUD of my heritage because of the values it has taught me. Mi Papi (my dad), Gracias por todo! Matehuala, SLP – Alvina Quiroz, Staffing Coordinator – BG Multifamily I am proud of my heritage because we do so much with so little. In Uruguay, there are about as many people in the whole country as there are in Houston. The number of cows outnumbers the humans! – Ashley Silva, Staffing Coordinator – BG Multifamily (I am proud) because we do everything with passion, dedication, love, and respect. My pride in being a Latina is to celebrate the essence, values as a community, and assume the great responsibility of being the best you can be, so that inspired by our efforts, others can pursue their dreams and make them come true. – Denise Taveras, Supervisor of Internal Recruitment – BG Multifamily I am proud of being Latina and embrace the beauty in our family traditions. Our culture within itself is so diverse that holding on to our family values and sharing them will all those around us is what makes us unique. – Elvira Torres, Senior Market Support Specialist – BG Multifamily I am proud to be Mexican- American because both my parents came to the United States and were successful business owners. They had limited education and taught us to work hard in order to succeed. I proudly say that they owned three restaurants and a bakery. I am proud to call them my parents and to have witnessed what grit can do for any family. – Rosie Vasquez, TAC Onboarder – BG Multifamily Our teams are grateful for the opportunity to connect, share stories, and embrace our different cultures. We find strength in our diversity and by practicing inclusivity, our teams and the communities we serve become stronger and more empowered! We hope you take the time to recognize the rich contributions, histories, and cultures of Hispanic Americans who have helped shape our nation’s landscape and paved the way for a better tomorrow!

ERP Systems Are a Prime Target ERP systems are connected to many other operations systems within an organization. If an ERP system is the victim of a cyber-attack, it could have devastating consequences on a business’s overall operations. With Cybersecurity threats on the rise, the chances of this becoming a reality have increased dramatically over the years. These threats can easily jeopardize an organization’s reputation and the long-term financial impacts of such an attack could be quite damaging. Organizations need to protect their systems against internal and external cyber threats to maintain confidentiality, availability, and integrity. Common Causes for Security Vulnerabilities The larger the company, the more users you have, and—consequently—more vulnerabilities exist in your system. Therefore, this makes ERP security a uniquely complicated issue due to the increased difficulty in maintaining it. Here are a few reasons ERP systems are particularly prone to cyber-attacks: ERP systems are the center of your business – ERP systems are integrated ecosystems, so a single breach can compromise an entire business operation. Having a large attack area, combined with a lack of general ERP security and knowledge, greatly increases the risk of attacks and makes ERP systems, such as PeopleSoft, a prime target for adversaries. Lack of Internal Security Specialists – In today’s job market, there is a substantial shortage of security experts who are knowledgeable enough to run and practice safety within the organization’s systems. Most vendors provide an ERP security solution that does not often fit into an organization’s integrated Cybersecurity model. This creates a large blind spot for the security team and increases the cyber threat from internal and external actors. Patching of systems – Another major problem is found in the lack of patching and overall maintenance of the supporting technology within the ERP ecosystem. When organizations fail to properly patch and keep systems up to date, this can allow breaches. And when it comes to password security, according to Dark Reading, only 64% of employees say they think their password habits are secure. Therefore, it is crucial to develop a patching and security policy that supports the needs of your ERP and supporting systems. ERP Security Best Practices To keep your ERP system protected and secure, it’s critical to establish appropriate controls by implementing ERP security solutions and integrating them with the rest of the security operations. Stay educated – Keep your organization one step in front of potential threats by staying well-informed and maintaining current community issues. Cybersecurity threats evolve and develop fast. As such, your organization needs to ensure everyone from the top-level executives to the daily users in your ERP systems are educated on best practices to reduce the chances of threats. Strong and safe password hygiene – Practicing safe and adequate password hygiene and employee training is essential considering the internal security risk posed by insufficient security knowledge. For example, breaches can often be traced back to an internal compromise, such as phishing attacks. An organization can easily prevent a superuser’s compromise by having two-factor verification, or more frequent software and security updates. Stay secure from external risks – Beyond internal risks, it’s important to keep your systems secure from external adversaries, and the best way to do so is by monitoring and establishing the following: Create an exploitation and fraud policy. Monitor and identify unauthorized access. Provide continuous and automated audits Detect data leaks. Create a centralized security monitoring system. To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

We’ve collected some best advice  and put them on a list for you! Feel free to download as needed.

As an executive for a consulting company that specializes in “Managed Services” for both on-premises applications and those in the cloud, our team must focus on the needs of Cybersecurity in today’s world. The question clients and prospects constantly ask, “How does moving to the cloud change our focus on Cybersecurity?” No one answer applies to all! That’s right. What is critically important to your company regarding security completely depends on the size of your company and your current investment in Cybersecurity. So, let’s get into the top three questions you should address when moving to the cloud. 1. When moving to the cloud, who is responsible for Cybersecurity? Us or the cloud vendor? It is important to point out that all cloud vendors do what they can when it comes to Cybersecurity at a macro level. But in the end, if a customer’s data is compromised, it is the organization that is responsible. Therefore, just because you’re using cloud computing, it doesn’t mean you can let your guard down. The two most common causes of data breaches in the cloud are: Misconfigured access restrictions on storage resources Improperly secured systems What does this mean? It means you must put Cybersecurity at the center of your build and the management of your cloud tenancies. 2. What are cloud vendors doing to make it easier to transition the work related to Cybersecurity? Cloud vendors invest a tremendous number of resources into their security and the product they provide to their customers. It is in the best interest of these vendors to make the task of building, managing, and supporting security as straightforward as possible. The major players, including Amazon (Amazon Web Services), Microsoft (Azure), Google (Google Cloud Platform), and Oracle (OCI), have invested a lot of Research and Development dollars in the use and management of the applications, products, and appliances they offer to their customers. These vendors have one form or another of a “Command Center” with security as the central brain. As an example, some of these functions act as a scanner to look for vulnerabilities based on the rules you as an organization need to apply. In addition, almost all vendors have best practices in place and channels set up to guide, support, and ensure your organization’s systems and data are secure. Do not hesitate to tap their knowledge! 3. Could moving to the cloud improve our current Cybersecurity plans? The answer to this question depends on your current investment in Cybersecurity (people, processes, and tools). Small to mid-size businesses are particularly vulnerable to cyberattacks, mainly because they don’t have the resources to invest in their Cybersecurity programs. These organizations should look at moving their critical applications, and eventually all of them, to the cloud. This is based on the fact that they can improve their overall security because cloud vendors have some of the most robust security in the IT space. One of the greatest challenges of moving to the cloud comes from the internal organization, specifically IT managers because their natural inclination is to keep data where they have the most perceived control over it. Therefore, the decision to move to the cloud for better Cybersecurity should be based on your current investment in Cybersecurity, as well as the level of support from your IT organization, as they will have to maintain it in conjunction with the on-premises model (which we will cover in our next blog!)

As a job seeker, it is important to know that the content on a resume could make or break your success in the job market. There are a lot of myths out there and I am here to debunk them! Myth #1: Your resume should only be one page. FALSE: When you created your first resume, you were most likely advised to keep your resume short and sweet. I was guilty of this as well until I started my career in technical recruiting. I quickly realized how silly that advice was. If you try to stick to one page on a resume, you are more than likely going to miss out on important content that job seekers are looking for. When a recruiter or hiring manager is looking through resumes, they want to see skills or experience that relate to their position so they can determine if you are going to be a good match. If you try to squeeze everything onto one page, you are likely cutting out a lot of information that could be super valuable to a hiring manager. Sticking to one page is just simply not as important as you may think. Just keep it clean and organized. Myth #2: Less is more. FALSE: Similarly, to the myth above, less is not always more. MORE IS MORE. When recruiters are sourcing online for qualified applicants, they are looking for keywords, and the more times those words show up on a resume the better fit that candidate might be for their position. If you received a certification or are well-versed in specific software, add it to your resume! If you used Microsoft Project in each position you have had, add it to each position! Your resume is the first impression you make to a potential employer. You need to make yourself stand out on a piece of paper, which means as many relevant skills as possible you can add to that resume, the better! The content on your resume could be the reason that they call you back or you get the interview (where you can truly sell yourself). But you must get there first with a strong resume. Myth #3: You should hire someone to format your resume. FALSE: I might get in trouble for this one, but save your money and create your resume yourself! If you are working with a recruiter, nine times out of ten they are going to reformat your resume to a template that they use for their hiring managers or clients. If you have a PDF, it is more difficult for employers or hiring teams to edit or add headers or additional information their clients may require. There are some instances where we omit information for the privacy of the candidate, so if you have an intricate resume that is difficult to edit it makes the recruiter’s job a lot harder. Resumes don’t have to look pretty – the content is the most important! Myth #4: You should write one cover letter and attach it to each job application. FALSE: If you are going to take the time to write a cover letter, you will want to cater that cover letter to each position you are applying to. If you use one template across all jobs, a hiring manager or recruiter will notice and most likely not take the time to read it. It is obvious when a cover letter is generic and being used across multiple positions. If you are going to write one, be intentional, make sure to pull specific points from each job description and adjust your cover letter accordingly. If you aren’t going to do that, just take it off entirely. Your resume is truly the first thing an employer will look at. Myth #5: You shouldn’t add an address to your resume. FALSE: Similar to keyword searches for skills and experience, one of the first things a recruiter is going to do when looking for candidates is add a location radius. If you do not put at least a city and state on your resume, your information may not generate in a recruiter’s search. For example, if you are a job seeker who is open to positions in the greater Dallas area, make sure you add “Dallas, TX” somewhere on your resume. Zip codes are even better. Myth #6: I should add every position I have ever had to my resume. FALSE: Although we do not need to stick to one page, we also don’t want a resume that is ten pages long! At a certain point, it is acceptable to omit past positions from your resume if they are no longer relevant to your career path. Although your jobs from college were great at the time, when you have been in the workforce for over 5 years, it may be time to delete that from your resume. If you made a career change, it is acceptable to remove your early career roles if it is no longer applicable to your current job search. If you’re ready to search for your next opportunity, check out our open positions here!

Despite continued economic uncertainty, the hiring market is still white-hot, and time is of the essence. Today’s candidates have more choices than ever before, and employers need to listen to their preferences. They are no longer limited by location with the widespread adoption of remote work, and the demand for talent has been on a steep rise since the dawn of the Great Resignation/Re-Shuffle. BGSF Polling: The New Turnaround Time In our polling research, we have found that these factors directly impact what is considered an acceptable amount of time between the first interview and making an offer to a candidate. With many expecting that turnaround time to be 1-2 weeks, candidates are also anticipating only 1-2 rounds of interviews before a decision is made by a possible employer. More specifically, BGSF has found that IT candidates (especially with “higher level” or senior roles) won’t even submit themselves for a position when they learn it’s a 3-step interview process. Modernizing Your Hiring Process So, have you been missing out on great talent because your hiring process is just too long? Here are three steps you can take today to start streamlining your hiring process and landing those top applicants! 1. Start with an approved budget: Last year, we saw so many companies lose out on top talent because they didn’t have an approved budget. Particularly, in this candidate-driven market, that’s a weak way to approach the hiring process and it also leaves a poor impression of the company. It may sound like a simple thing, but make sure: There is an approved budget in place for each role. The budget makes sense. It considers current market salaries and total compensation (not just base salary). 2. Make sure you have a well-defined role and competitive salary: Some job descriptions we’ve seen can be a little unrealistic. It’s critical for companies to really invest time in developing job descriptions, ensuring that they are practical and that they accurately reflect the knowledge, skills, and abilities required to perform that role. If you have a role that’s been posted for a long time, you may need to take a step back and review the position. You may even want to consider what your key, non-negotiables are for the role and where you can stand to be a little more flexible in terms of those requirements. Don’t give up on quality, however, sometimes you can broaden your talent pools while also leveling the playing field for job seekers, especially those from less traditional backgrounds. The salary you offer should be reflective of the job title and responsibilities. Depending on the position level, the challenges, and the goals you have for that particular role, companies should consider sign-on bonuses, higher yearly bonuses, and long-term incentive plans wherever necessary. 3. Have a clear interview plan that allows for quick feedback and selection: This is where we see a lot of companies lose out on talent. You want to review your interview process and ensure that it is streamlined, structured, and includes all the key decision-makers. It’s extremely important to identify the right individuals who will be involved in the hiring and ensure that they understand their role in the interview process, the timing of the hire, and the time commitment required of them. Companies should try to coordinate panel interviews so that the process is not stretched beyond the two-week mark. For higher-level roles, this just may not be plausible, but for the more junior or mid-level roles, two to three interviews really should suffice. Also, any assessments you require should be done simultaneously with the interviews. Especially if you feel you have a solid candidate, you should complete this step earlier rather than later. Interviewing teams should also meet on a regular basis to discuss candidates and to give feedback. Quick feedback is essential, and it’s incredibly important for hiring managers to be organized to enable quick decision-making. Particularly, if you really like a candidate and want to make an offer! To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

Recruiters spend an average of 7.4 seconds reviewing a resume before determining whether to learn more about a candidate (TheLadders.com). Although this can vary among employers, it is best to keep in mind you have a limited amount of time to make an impression. Below are 10 ways that you can make your resume stand out and get HIRED! 1. Add a mission statement or professional summary at the top of your resume. This highlights a quick snapshot of your skills, strengths, and qualifications. 2. Review the job description and identify your three most impactful skills. This demonstrates that you did your research and understand what the employer is seeking. 3. Use key terms from the job description, should the employer use an ATS (applicant tracking system). This will help your resume to stand out and rise to the top. 4. Format your resume to highlight your qualifications in an organized manner. This allows the employer to find what they are looking for quickly. 5. Prioritize your skills and expertise at the top of your resume. Shows potential employers why your skills and expertise are applicable to the role. 6. Choose an F-pattern or Z-pattern layout, with job titles supported by lists of accomplishments. These patterns mimic how the human eye scans online webpages, which may hold an employer’s attention longer. 7. Select a simple font such as Arial, Courier, or Times New Roman. Select a font size of 11-12 pt. for normal text, 14-16 pt. for section titles and headers. 8. Remove complex formatting for web or text resumes to optimize functionality in an ATS. This includes the following: bullets, lines, headers, color schemes, bold or italicized fonts, special characters, symbols, hyperlinks, and images. 9. Use short declarative statements to highlight your accomplishments and contributions to your previous employers. Recruiters want to see how you add value and envision what you may bring to their company. 10. Limit your resume to one to two pages at the most. This allows the employer to engage with the most crucial details. Now that your resume is ready, head over to BGSF.com to search our Professional and Real Estate opportunities. We are hiring nationwide and would love an opportunity to help take your career to the next level. Sources: Indeed.com/intrvu.or/LinkedIn.com/TheLadders.com