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By 2025, Generation Z will make up about 27% of the total workforce, according to the World Economic Forum. Therefore, it’s in many companies’ best interest to quickly understand what this generation values, find out what they are looking for in an employer, and implement that within their organization, fast. Here are five tips you can consider when thinking about adjusting your hiring strategies and company policies for this new wave of workforce talent. They Use Their Phones to Apply It’s no secret that we are on our phones more than ever, but this is especially true for Gen Z, who have never known a world without the internet and smartphones. According to Yello, “46% (of Gen Z) have applied for a job on their mobile device, and 54% won’t complete an outdated application format online.” This means that your UX design for applications needs to be simple, comprehensive, and made-for-mobile. Not having these elements will result in high drop-off rates in the application cycle of your jobs. They Believe in Job-Hopping Contrary to past generations that have historically valued company loyalty, Gen Z plans to learn all they can from one organization and move on to continue growing in their career. “55% plan to work for their current employer for less than three years.” Therefore, it’s important for companies to address this trend after the 1st and 2nd year of employment and not ignore it. If there’s a chance that a person has the ability to move up within the company or to another division, that should be discussed and encouraged in order to retain Gen Z. You can bet that if you don’t have the growth they are seeking, they will move on to a company that does. They Want Benefits That Matter It feels like a lifetime ago that an office that had a gym and a ping pong table was deemed trendy and forward-thinking. Now, Gen Z is not as concerned with recreation or downtime at the office, rather a financial investment in their future. However, stock options and a standard 401(k) won’t cut it when they are actually searching for “student loan assistance, tuition reimbursement, and maternity and paternity benefits.” This generation values a work-life balance and is highly optimistic for the future, so these types of benefits will not only attract but also encourage them to stay and take advantage of these opportunities. They Want to See Diversity and Inclusion This highly educated, highly diverse generation is craving a passion and dedication to diversity and inclusion from their employers. As a result, “86% of Gen Z job seekers cite a company’s commitment to diversity as an important factor in deciding whether or not to accept an offer.” Here it is very important for a company to talk the talk and walk the walk. Diversity and inclusion cannot just be a phrase in your company’s mission statement or a committee that meets once a quarter. This dedication needs to be seen in initiatives like asking one’s pronoun preference, adequate accommodations for those who are differently-abled, policies to ensure fair and equal pay, etc. They Want an Offer, and They Want it NOW Standard HR procedures make it difficult to establish a hiring committee and follow the correct protocol when extending an offer. Gen Z wants no part of that. They feel if it’s a right fit, the offer should be made. “Nearly one in five Gen Zers expect a job offer one week from the initial phone screen. The majority expect an offer within two weeks.” Whether this expectation is realistic or not, companies that make an actionable change to speed up their hiring process will win top Gen Z talent. *Statistics pulled from Yello

Did you know that no matter what you are protecting, where you are located, and the extent of your budget, you can be successful in hiring information security professionals? Learn how to level the playing field when attracting and retaining top talent in the field through our Cyber Security Talent Shortage Guide:

Interviewing can be one of the most anxiety-producing events you can experience! We all go through the motions of preparing for it. We re-read the job description, pick out the perfect outfit, make sure we print our resumes, and hopefully have done some prep questions with our recruiter! While all of these are great ways to make sure that you are prepared for your interview, we can often still feel overwhelmed when the time comes to walk in to meet your potential new boss. My advice? Meditate. Meditation is a practice where an individual focuses their mind to become more aware and achieve a mentally clear and emotionally calm state.  As silly as it may sound, taking a few moments to clear your head before you step out of the car can really make or break your interview. As someone who interviews for a living, I can guarantee that candidates who seem calm and collected immediately give off a professional vibe. You can access this calming state through many means, like using calming breathing techniques or even following a quick guided meditation online. Not super familiar with meditation? YouTube has a lot of great videos to help you through the process. You can also check out some of my favorite apps: Headspace The Mindfulness App Mindfulness Coach It’s hard not to be nervous before an interview! While this might not take all of the jitters away, it will help you be in the right headspace before the big meeting. So, before your next interview, take a deep breath, center yourself, and go get that job! -Brianne Wade

One in four employees plans to leave their job once the pandemic subsides*. That means 25% of the workforce has evaluated their current situation and decided to improve it! But where do you go from there? A more typical route would be to focus on searching and applying for a conventional, full-time position. But you could easily end up right where you started, stuck in an unfulfilling role and searching for that next opportunity. So, what if you chose to experiment and take your time with your next move? What if you chose a path that allows for more variety and financial opportunity? What if you chose to become a consultant? We spoke to several of our current consultants to hear what they enjoy most about consulting and why they chose that route for their professional lives. Here at the top five reasons they love consulting (and why you should consider it!) Flexibility A majority of our consultants noted they enjoy the flexibility that comes with many consulting roles. While that level of flexibility depends on your contract/job and your manager, most said that as long as you are completing your work on time and successfully delivering on your tasks, the actual hours you work within can be fluid. Therefore, the typical 9-5 doesn’t necessarily apply to consultants! “Generally [in consulting] there is a stronger sense of independence.” Variety Some of the field talent we spoke to have been consulting for years. As they discussed their professional history, many came to the realization that consulting offers such a variety of roles and projects, as well as opportunities to strengthen their resume with more experience. Some saw consulting as a way to get your foot in the door at specific companies, while others enjoyed transitioning from role to role, and even project to project within certain contracts. You’re not so much locked into a role, leaving time for exploration! This is especially true when they are working with BGSF, as we’ve made it easier for them to find their next opportunity. “They will work to find you a new role, or if you’re not happy they can work to find somewhere else for you. I would recommend working with an agency 10 times over.” Work/Life Balance Many credited working as a consultant to be extremely beneficial to their work/life balance. Again, this depends on your current role and leadership, but most of them believe that clients are incredibly understanding of one’s personal responsibilities. They also referred to their flexible hours again, which leaves them time to take care of themselves and their family’s needs. “As long as you’re delivering and have a good relationship with your team, they’re respectful of you and you never feel pushback or pressure.” Financial Opportunities Almost all of our consultants cited better financial opportunities as a deciding factor in choosing a consulting role over a traditional, full-time role. These roles typically do offer higher earning potential, which can significantly alter one’s career trajectory. “I doubled my income overnight. I can’t thank Zycron and Chase enough, because it was life-changing.” Professional and Personal Growth Moving from one opportunity to another, consultants can take what they’ve learned and quickly apply it to their next project. They are consistently sharpening their skillset and developing their expertise through a variety of roles, teams, cultures, policies, and experiences. In this respect, consultants are building up their resumes and strengthening their soft skills, such as communication, empathy, teamwork, time management, etc. “In the end, it comes down to your emotional intelligence.” If you’re convinced it’s time to give consulting a try, apply to one of our open positions today! *Prudential Pulse of the American Worker Survey

While you are searching for your next opportunity, it’s important to market yourself to future employers. One of the best ways to do this is through LinkedIn. While it has recently looked like a more personal site, the platform remains one of the top places to build your professional network and search for open positions. So how can you improve your profile to promote your top skills and stand out among other candidates? Be specific and comprehensive: You want to make sure you’re representing everything that shows your experience, especially early on in your career. Any internship, your major, any accolades you’ve received, etc. You want to include it all in some capacity to give a comprehensive look at what you’ve accomplished. As you move further into your career, you may consider removing things that don’t apply so much anymore or aren’t as relevant because you can rely on your career experience. But that’s something you can work through and decide on in future updates. Tip: update your profile every time you update your resume to maintain consistency. But be concise: You don’t have to have a long description under each position discussing everything you’ve done (that’s what a resume is for). You can have a short description describing your role, but don’t go overboard. People have short attention spans, especially online (think about your own scrolling habits). So just give them a solid look at your experience, and make sure it aligns with your resume. Have a well-crafted “About” section: It is highly recommended to have an “About” section at the top of your profile. That summary can really demonstrate your professional brand and personality. At BGSF we’re always looking for the right fit for candidates and clients, as you should be. Try to get their attention with what’s special about you and what you can bring to a role quickly. Also, alert your audience if you’re open to opportunities. You can do this in your “About” section, or even more noticeably in your profile picture through the use of the “Open to Work” filter. Be honest and authentic: Don’t lie! According to Indeed, “It is estimated that 40% of people lie on their resumes, and three out of four employers have caught a lie on someone’s resume.” You want to promote your top skills and what you’re capable of, but don’t over-inflate your abilities or you’ll be doing yourself and your future employer a huge disservice. Proofread: Nothing stops a recruiter or hiring manager in their tracks quicker than misspellings and poor grammar. Check it, check it twice, then have someone else check it for you! You want to make sure you sound professional, which is tough to do when there are glaring mistakes. You can land your next role quickly by following these simple steps and checking out our open positions here!

There is no question that hiring a capable Chief Information Security Officer and a strong team of qualified cyber security professionals is a daunting task. The odds are definitely stacked against you, given both the scarcity of talent and the competition. And while it may be difficult now, it is unlikely to become any easier in the future. The demand for cyber security professionals is only increasing, and the rate that our universities can produce qualified talent is not keeping up with the market. Have no fear. No matter what you are protecting, where you are located, and the extent of your budget, you can be successful in hiring information security professionals. However, to do so, you have to be willing to think differently and make adjustments to your standard talent acquisition strategies. This problem is unique enough to require exceptions, and anyone responsible for addressing this has to be willing to take some chances. Normally, this would be the time for a sales pitch, telling you that hiring our firm, BGSF, and the LJ Kushner team, are the way to complete this task successfully. But not yet. How to Level the Playing Field in Five Simple Steps What I will be sharing is a handful of strategies that any organization can take to increase its chances of successfully hiring capable information security talent. None of these strategies are foolproof unto themselves, but deploying a combination of them should help you better achieve your goal. 1. Determine “How You Win” Given that you are competing for talent, the first thing that you need to determine is “How You Win” in a competitive situation. Understanding why your role is attractive to information security professionals is one of the most important factors in gaining the interest of qualified candidates. When figuring this out, you have to think like an information security professional and be able to answer some of these questions: What are we protecting? Why is Information Security important to the business? Where does Cyber Security report in the organization? What is the technology stack? Why does this function/role matter? As you are answering these questions, you need to keep in mind that the responses from information security professionals are going to be different than what other professionals are looking for. For example, if you are a leading research hospital, the value proposition that you offer for doctors is likely both clear and attractive. For information security professionals, the value proposition may lie in the data that they are protecting and the impact that the loss of data may have on health and safety. From the beginning, understanding your appeal to your audience, and communicating it, becomes the foundation for your search process. 2. Determine and Clearly Define Your Compensation Budget Let’s get one thing straight, there is no such thing as “Open Compensation.” “Open Compensation” is a copout. The concept of “Open Compensation” has led to more wasted time and misalignment of expectations in recruiting, and when it comes to the recruitment of information security professionals, this is magnified. Clearly defining the compensation you can offer for a position determines the candidate pool for the position. By providing exact ranges for salary, bonus, and equity, you give the market a clear understanding of the candidate’s capabilities and experience level that you are searching for. This clarity eliminates candidates who are attracted to the position but ultimately require greater compensation than what has been budgeted for the role. The compensation that you are able to offer for the role will directly impact the contents of the Job Description. 3. Write the Job Description The job description is your marketing document. It needs to read like a narrative, versus a laundry list of requirements of responsibilities. A cleverly written job description will paint an accurate picture of the opportunity, the organization, and the importance of Information Security. Ideally, the job description will speak directly to the target audience for the position in a language that information security professionals will both understand and appreciate. It should stand out, it should be unique, and it should clearly send the message that you would like it to convey. Understanding that there is close to zero percent (0%) voluntary unemployment amongst information security professionals, the job description needs to create inertia that will pique interest. It’s important to understand that your desired candidate is likely gainfully employed and appreciated by their current employer. If information security professionals view a job description as too similar to the job that they are currently performing, or if the role that is described does not excite them, they will likely choose to stay in their current role. As it relates to compensation, the job description will need to map directly to the defined compensation for the position. To write a job description for a person who you cannot afford and who you are unable to attract is a fool’s errand. If you combine too many technical disciplines or are too specific about years of experience, you are likely to create a candidate pool that is very well compensated and difficult to extract from their current position. The requirements included in the job description need to be specific enough to address the essential skills and experience required to perform the position, but flexible enough to attract candidates who may see this role as an opportunity to advance their careers. 4. Invert the Interview Process In most interview processes, the first step is with someone in talent acquisition, human resources, or some technical screen. While all these people and their input are valuable, they do not hold the gravitas that the hiring manager will have to the candidate. The hiring manager and the responsible party often hold the clearest picture of the role and the requirements since they are ultimately accountable for the function and the hire. The hiring manager can bring the most consistency to the interview process, which is often critical to both gain the candidate’s interest and to determine if the candidate has the skills and experience necessary to be successful in the role. If this initial conversation goes well, it makes it clear that the role is both important and that there is “executive sponsorship.” If the candidate has any questions about commitment, the leader’s personal involvement quickly addresses this. If the conversation goes poorly, the candidate’s interview process can be quickly terminated, feedback can be provided for improvement, and time can be maximized – as no other interviewer’s time will need to be wasted. 5. Use a Specialized Search Partner (Here comes the sales pitch…well, sort of) There are many external search firms and staffing agencies out there that claim to have Information Security and Cyber Security recruitment expertise, but that is often not the case. Given how “hot” the Cyber Security market is, it has naturally attracted many new recruitment firms, as they view this as an opportunity for them to grow their revenue. While that is commendable, recruiting information security and cyber security professionals is very different. Cyber security professionals have a different ethos than other professions. Many methods used to engage other professionals simply do not work with them. Most cyber security professionals will only work with search partners whom they view as “trusted” and who have invested their time and resources to understand the nuances of the Information Security community. Given the fluidity of the market, a dedicated Information Security search partner can serve in a capacity of a “trusted advisor,” providing a company with both the necessary guidance and access to fill these Information Security positions in an efficient manner. By engaging them, they create a level of “transitive trust” between the candidate, the employer, and the search firm. This will generally enable searches to be completed with a structure and methodology that allows the hiring firm to make contextual choices where they have the luxury of comparing candidates and where they can select the best match. To be clear, these specialized search firms are more costly than general search firms and charge greater fees. Most specialized Cyber and Information Security search firms only offer their services on a retained basis, given the amount of demand, there is for their service. At the same time, the delta of retaining a capable Cyber Security search partner, versus the cost of a generalist firm, should pay for itself in terms of efficiency and accuracy. While hiring information security professionals is not easy, it is possible if you think a bit differently about the approach that you take. By following some fairly simple steps, altering some standard approaches, and strategically deploying your resources, any company can level the playing field and successfully compete for top information security talent capable of protecting their organization.

What Do Major Companies Spend on Information Security? Wells Fargo – $300 Million per year JPMC – $600 Million per year Bank of America – $ 1 Billion Per Year Google – $10 Billion over the next 5 years Microsoft – $20 Billion over the next 5 years IBM — paying to train 150,000 new cyber security professionals This is a shortlist of information security spenders. The headline grabbers. The companies that get summoned to the White House. This is only the tip of the iceberg. It does not include: Amazon (AWS), Salesforce, Oracle, or any of the other large Cloud Services providers. Algorithmic hedge funds Cryptocurrency exchanges. It does not include the payment providers. Streaming services Large retailers that have already felt the impact of data breaches. The established security products and services companies The hundreds of pre-IPO SAAS platforms, who view security as a competitive advantage as they attempt to disrupt legacy businesses The Above List Represents the “Information Security Haves” These are the companies that understand the business value that security brings to their customers, their partners, and their shareholders. The “Haves” are either technology companies or those that have long understood the value that technology investments have brought to their business. The “Haves” understand that information security is a core component of these technology investments and have considered information security in making these decisions. The “Haves” understand that security is non-negotiable, and that customer trust is everything. They understand that a breach of confidence is damaging to their brand equity and their business. They look at security as a competitive advantage, as a way to “win business” and to differentiate themselves from their competition. Then There Are the “Information Security Have Nots” The “Have-Nots” are the legacy companies. They are the companies that have been behind the curve as it relates to technology investments in their infrastructure and how they conduct business. These are the companies who initially viewed technology investments as something that they could put off, as operating in a business-as-usual environment insured that existing profits would persist in the short term. These are companies that were slow to hire CIOs and CTOs, and when they did so, they either hired inexperienced people or the “ones that they could afford.” Just like they were laggards as it relates to technology, their approach to information and cyber security was not any different. As security became more mainstream and security incidents became more publicized, information security was something that the “Have Nots” were reluctantly forced to address. To the “Have Nots,” information security is simply another operational cost that erodes profits. In these companies, information security is still viewed as an expense item and “a necessary evil.” Information security is something that they need to spend money on to satisfy the regulators and ensure compliance. Information security is just another “checkbox.” In these companies, the prevailing attitude is that the less that they have to spend on information security, the better off they will be. The Haves vs. the Have Nots The above represent two different approaches to security and business strategies. CEOs have choices on which paths they will go down and what type of companies theirs will ultimately become. CFOs have choices on how much money they want to allocate towards information security, and which metrics they utilize to determine these amounts. But in this game, these are not the only people who have choices that matter. Employees have choices. Skilled labor has more choices. Technologists have even more choices. Cyber Security professionals have even more choices. Which companies will they choose to protect? Hackers have choices. Hacktivists have more choices. Organized crime has even more choices. Foreign nation-states have even more choices. Which companies will they choose to attack?

Building up your resume and sharpening your technical skills is an important part of your professional growth. However, there is so much more to being a strong team member and employee than being the most technically qualified. According to the Society for Human Resource Management, Human Resources Professionals are favoring soft skills over hard skills when choosing the ideal candidate for a position. Hard skills: Measureable proficiencies, technical abilities that can be easily quantified (e.g. writing, mathematics, computer skills, etc.) Soft skills: “People skills” or “interpersonal skills” and other traits rooted in attitude and values. In speaking with some of our BGSF consultants, the following soft skills were highlighted as being crucial to pursuing and succeeding in a consulting role. Adaptability Moving from project to project, and role to role, a consultant must be able to adapt quickly and efficiently. Adapting includes learning and navigating new cultures, new leadership, new team members, and more. The quicker you can adapt to a new environment, the quicker you can start making a strong, positive impact on your project. Time Management Successfully managing one’s time is a crucial skill for almost any professional role. You have to make sure you have the bandwidth to complete quick requests, in addition to your long-term projects. Therefore, you need to be able to prioritize, set deadlines, and learn how to say no when you don’t have time! Accountability Almost all of our consultants highlighted the increased autonomy and independence that comes with many consulting roles. In this type of environment, it is critical to be able to hold yourself accountable. You are in charge of your hours, what you can get done in that timeframe, and how you manage your free time. If you’re not meeting deadlines and falling behind on your tasks, you need to adjust your strategy. Teamwork Teamwork makes the dream work, especially in the case of major projects. Consultants will work with a large variety of teams throughout their careers, so being a strong, contributing team member who can work effectively with any group is an extremely valuable quality when looking for the ideal employee. Communication Communication is key! How you communicate with your managers, team members, clients, vendors, etc. – it all matters! Strong communication skills can have a direct impact on your success in any role. If no one knows what you’re doing and how you’re doing it, there will be a major disconnect when trying to accomplish any tasks. Talk to your team and your leadership to stay on course and make sure you succeed in the task at hand. If you think you have the skills and attitude to be a consultant, apply to one of our open positions today!

WARNING: this post contains Dad Jokes. Click away if you are uncomfortable with dads laughing at their own jokes, bad puns, and facepalm reactions from their kids. Just like facial hair, these jokes and advice may grow on you. 🧔 With Father’s Day approaching, we asked our teams to share their father’s favorite advice (um, even if wasn’t the best…). We invite you to read some of our favorites and maybe even learn a few things yourself. Since much of a father’s best advice is not realized until years later, we hope these words of wisdom continue to inspire others along the way, taking a bit of our father’s everywhere we go. Here’s some 🌮 nacho average dad advice: A few tips my father passed along to me that I’ve been sharing with my boys: “Never squat with your spurs on.” “Never drink downstream from the herd.” “Never look up at a flock of birds.” – Michael Harnden, Recruiting Coordinator – InStaff My dad had polio when he was 12 years old, so he didn’t have full use of his legs. ONLY when he eventually had to ride on his cart did people see him with a disability. He said, “Gayla Dianne, do not ever let something get in the way of doing what you want to do – you can sleep when you have a toe tag on – otherwise enjoy every day you are above ground!”  He rode his cart down the aisle to give me away! – Gay Belt, Director of Business Transformation for the Professional Brands – BGSF Do your best and take every positive opportunity you can. Don’t be afraid to go for it! – Brittany Berrodin, Marketing Specialist, Professional – BGSF My father’s quote (there were so many, hard to choose): “If you’re going to do anything in life do it all 100% from cleaning toilets to running for president.” – Jason Breshears, Regional Sales Manager – BG Multifamily Be kind to everyone and always do your best! – Dave Campbell, VP Infrastructure and Development – Vision Technology Services I like to think I get my work ethic, blonde hair and sense of humor from my father. He has always taught me to work hard for what you want, and good things will happen in return. I am so lucky he was able to walk me down the aisle on my big day recently. Thanks, dad!!!! – Casey Cheskey, Sr. Managing Director of Delivery – Vision Technology Services “Sometimes we become so consumed with mastering our surroundings and the people in it, that we don’t take the necessary time to get to know and understand ourselves.” – Robert Flynn, Director of Operations – BG Multifamily Finish what you start. – Ozzie Leyva, Marketing Coordinator – BGSF “You took care of the easy part…you talked about it…. now you need to do it.” – Jesus Roldan, Onsite Supervisor – InStaff My dad taught me the value of a work ethic – always complete what you started and commit to. And he always said, “if you just take time to really think through problems, there’s always a solution – you can figure it out.” – Stuart Sides, Senior VP, Strategic Customers – BGSF His funny advice: always eat bread with fish (in case you swallow the bones). Also, you can tell it’s a dogwood tree by its bark. (get it?) His actual advice: People will always come and go in your life but the one person you can always count on is yourself. Sounds grim, but I was afraid of people leaving when I was little. This advice helped create a mantra and took the fear out of being alone. – Sarah Vickers, Marketing Associate – BGSF The advice my dad gave growing up… “Who cares what other people think? Do what makes you happy!” – Brad Yount, Managing Director of Delivery – Vision Technology Services Thanks for all the laughs and imparting lasting knowledge like dogs 🐶 can’t operate MRI machines, but catscan🐱. We thank everyone who was willing to share their father’s wisdom, guidance, and humor. Happy Father’s Day!

As offices begin to reopen, and some of you begin to make trips back into the office for the first time, your furry loved ones may have a hard time readjusting.  So, we put together some tips to help make the transition back to the workplace full-time, part-time, hybrid, or even just sometimes a little less stressful for your resident fur creature.  Full disclosure, we’re not professional dog trainers, just people who love their pets like family…let’s be honest sometimes we love them more than our family. It’s not their fault – The best thing you can do is understand that dogs, like most animals, are creatures of habit. This means a routine is what makes them feel safe and for the past year, staying home with you has been the only routine they know. Starting from a place of compassion will enable you to have the patience and care required for successful retraining. Just remember, you are their best friend, their whole life! Their whole world is shifting. Give them the benefit of the doubt and training will be less complicated. Start small. – You may notice, your dog likely wants to be by you all the time. While you’re still home, create spaces where your dog can see you but is separated from you. Maybe by a small baby gate or glass door in your office. Begin creating habits that show them it’s okay not to be by you all the time. It sounds a bit harsh but it will begin to wedge the need for your constant presence. Make your leaving routine relaxing. – We tend to spend our minutes before leaving in a panic and frenzy. This type of activity creates a whole lot of excitement and stress for your pup. They know something important is happening but don’t know how they are supposed to feel about it (if only they could talk!). Hearing the sound of keys or the zipper from coats can be a trigger for your dog, which causes the whining and barking we all know so well. Instead, take some time when you’ll be home for the next few hours and swing your keys around. This may start barking and other reactions from your dog. Rather than shush them or tell them no, just act like everything is normal. Make some more noise with your keys and then sit down on the couch for a few minutes. Make some more noise and walk to the kitchen. You may notice the dog is confused. That’s a good sign! It means that the dog is rethinking what the sound of keys or the motion of putting your shoes on means. Create their safe space – Not all dogs do well in a crate, but all dogs need a place they feel comfortable. This may be a bed, blanket, or kennel. Make this space fun and engaging with toys and treats when you are away from them. Pro tip: Freeze peanut butter inside a Kong toy for them to enjoy while you’re gone! Now you can leave, but not for long – This is where the real work begins. Our recommendation is to use an evening off or weekend with time to spare for this part of the training. Try to do some errands like unloading groceries but wait a little while longer than usual. When you walk back in, act as though nothing happened. If you are in a high rise, try walking down the hall and eventually take an elevator ride down by yourself to get a package. Be sure NOT to greet them with high praises and affection. (I know we are monsters for even suggesting that.) But it’s important to make coming and going a consistent and casual action. If available to you: try an at-home camera to monitor, like a Furbo Dog Camera! This is super helpful for this stage when you need to hit the right moment of arrival before your dog gets too anxious. Some cameras have a feature to talk to your dog and even dispense treats. Which might help with your separation anxiety and guilt. Another (cheaper) option is to use two cell phones and leave one on while you listen to the audio while you are gone. Finally – You got this! In a short time, your dog will accept you are leaving as a part of their daily routine. It’s best to start sooner than later as different dogs require different times to adjust to the transition. We hope these tips help as you return to the office and this can be an exciting new season for you and your furry best friend. Your future. Our purpose. Follow us on LinkedIn, and Facebook for more helpful resources.