Search Results

In a world obsessed with digital transformation, there’s a quiet truth we often overlook: the biggest differentiator in today’s AI-driven workplace isn’t your tech stack—it’s your human stack . After years in staffing, the BGSF team has seen technology evolve from dial-up job boards to intelligent recruiting assistants. Yet one thing has never changed: people hire people. As AI becomes increasingly embedded in how we source, select, and support talent, three human capabilities remain irreplaceable and essential for future-proofing both your career and your team. The Human Stack 1. Creativity: Imagine Beyond the Algorithm AI is great at remixing what already exists. It can process data at lightning speed, replicate styles, and even predict trends. But when it comes to true innovation—the kind that breaks molds and redefines what's possible—that’s where human creativity takes center stage. Creativity isn’t limited to artistic expression; it’s the engine behind problem-solving, fresh thinking, and forward movement. Whether it’s launching a bold employer brand that resonates, designing an onboarding journey that feels personal and human, or rethinking an old workflow that’s slowing everyone down, creativity is the force that unlocks new potential. It challenges the status quo, not for the sake of change, but for the sake of better. And here’s the thing: systems don’t dream. People do. Ask yourself:  When was the last time your team challenged the default? Not just to disrupt, but to improve. What assumptions are you still operating under that no longer serve you? In a world filled with templates, your originality is your differentiator. 2. Emotional Intelligence: The Uncoded Superpower AI can simulate tone, detect sentiment, and craft carefully worded responses, but it doesn’t feel . It doesn’t understand the subtle tension in a room, the burnout behind a “fine,” or the power of silence in a difficult conversation. Emotional intelligence (EQ) is what turns a good leader into a transformational one. It’s what allows a recruiter to hear what a candidate isn’t saying, or a manager to sense when someone’s on the edge of disengagement. EQ is the lens through which we build psychological safety, inspire loyalty, and deepen relationships. We have watched teams thrive not because of a perfect strategy, but because someone chose to lead with empathy. We've seen retention rates soar after companies simply listened  more closely. These aren’t soft moments. They’re strategic moves that drive real business outcomes. Pro tip:  High EQ isn’t just about being nice, it’s about being effective.  It’s how you unlock trust. 3. Adaptability: Learn Fast, Stay Grounded Automation is moving fast. So is everything else. If your organization is waiting for a “return to normal,” you’re already behind. Adaptability is no longer optional; it’s the price of entry. But being adaptable isn’t about flailing in chaos or chasing every new trend. It’s about developing the mindset to learn quickly, navigate ambiguity with confidence, and stay anchored in your purpose even when the path shifts. It's knowing when to stick to your values and when to change the playbook. The most adaptable professionals are curious, open to feedback, and always scanning for what’s next. They’re the ones who stay steady during turbulence. And it's not because they have all the answers, but because they’re willing to ask better questions and iterate along the way. Bottom line:  Your flexibility is a competitive advantage. In a world of shifting roles and emerging technologies, those who can pivot without losing themselves will lead the way. Why the Human Stack Matters More Than Ever These skills aren’t just a “nice to have.” They’re growth drivers that help us build systems that work for people, not just platforms. As AI continues to reshape how we work, those who invest in human connection, creativity, and resilience will be the ones who stand out, not just on paper, but in performance. So, if you’re hiring, leading, or looking to grow, don’t just ask about technical skills. Ask about the human ones. Because in a world where everything is getting smarter, being more human  might just be your biggest competitive edge. What would you add to the human stack? Let’s start the conversation.

August isn’t just the tail end of summer. It’s prime time for Commercial Real Estate (CRE) leaders to get ahead on 2026 staffing plans. Waiting until Q4 to assess talent needs often leads to rushed decisions, overlooked costs, and missed opportunities to optimize resources. By starting now, you can align staffing strategies with market conditions, property performance, and long-term portfolio goals. Planning Your 2026 Staffing Budget Here are four smart moves CRE leaders should make in August to set their 2026 staffing budget up for success. 1. Revisit Your Property Performance Metrics Before allocating dollars, it's important to analyze occupancy rates, leasing velocity, tenant retention, and operational efficiency across your portfolio. Are certain properties underperforming? Are others experiencing growth that will require more onsite staff or specialized expertise? Why it matters: Ensure staffing aligns with pro perty-level needs. Identify where talent investments could boost Net Operating Income (NOI). Allow for strategic reallocation of resources before budgets are finalized. Pro Tip:  Use this review to spot emerging needs in asset classes, such as industrial parks, mixed-use developments , or life science centers , that may require niche skill sets. 2. Factor in Wage Trends and Talent Market Shifts CRE staffing isn’t immune to labor market volatility. In 2024–2025, wages for skilled maintenance, leasing, and property management professionals have increased, particularly in competitive metropolitan areas. Why it matters: Underestimating wage growth could lead to hiring shortfalls in 2026. Understanding competitive pay ranges now allows for accurate budget forecasting. Pro Tip:  Consult salary benchmarks by role and region to ensure your 2026 budget reflects reality, not last year’s numbers. 3. Budget for Specialized Expertise & Project-Based Roles Beyond core staff, many CRE portfolios benefit from short-term or specialized talent, especially for capital improvement projects, tenant buildouts, or technology implementations. Why it matters: Flexible staffing can help you adapt quickly to market and tenant demands. Avoid the high overhead of full-time hires for short-term needs. Pro Tip:  Consider setting aside a portion of your staffing budget for project-based staffing and consulting  in fields like maintenance, PropTech , and compliance—areas where demand is rising. 4. Plan for Technology-Driven Roles As CRE operations become more data-driven, roles tied to asset management software, energy monitoring systems, and AI-driven tenant engagement platforms are gaining traction. Why it matters: Forward-looking portfolios stay competitive by leveraging tech talent. Anticipating these needs now prevents scrambling (and overspending) later. Pro Tip:  If you’re rolling out new systems in 2025, budget for additional training and support roles in 2026 to ensure adoption and ROI. Planning for Your Bottom Line August is your window of opportunity to set the tone for a well-prepared, cost-effective 2026 staffing plan. By evaluating performance now, factoring in market realities, and budgeting for both core and specialized talent, you’ll position your portfolio to meet tenant expectations, adapt to market shifts, and maximize ROI. CRE is a people-driven business, and your staffing budget is more than a line item—it’s an investment in your properties’ success. With BGSF as your strategic staffing partner, you’ll have the insight, flexibility, and talent pipeline to turn your 2026 goals into a reality. At BGSF, we partner with CRE leaders to assess staffing needs and deliver both full-time and project-based talent. Whether you need a dedicated property team, skilled maintenance professionals, or specialized consultants, we’ll help you build a staffing plan that keeps your portfolio competitive in 2026 and beyond. Let’s get started today, so you’re ready for tomorrow. Contact BGSF   to discuss your 2026 staffing strategy.

In today’s fast-moving regulatory environment, finance and accounting teams are under mounting pressure to meet compliance deadlines, maintain strong internal controls, and respond to ever-changing audit requirements. While many organizations focus on the immediate costs of staffing, they often overlook a critical truth: strategic interim staffing for controls testing and compliance can deliver significant, long-term ROI. Why Interim Staff for Controls Testing Makes Sense Controls testing and compliance processes can be resource-intensive, especially during peak audit seasons, regulatory changes, or system implementations. Internal teams already managing day-to-day responsibilities may struggle to keep up, leading to delays, errors, or costly compliance gaps. By bringing in specialized interim professionals , companies gain: Immediate Expertise  – Access experienced professionals who understand SOX, internal controls frameworks, and compliance testing methodologies.  Scalability on Demand  – Ramp resources up or down based on workload and deadlines.  Fresh Perspective  – External professionals can identify control gaps and process improvements that internal teams might overlook.  The “Hidden” Return on Investment While cost savings from avoiding overtime and reducing burnout are clear, the hidden ROI  of interim staffing goes deeper: Avoiding Penalties and Fines: Regulatory non-compliance can lead to significant penalties. Interim experts ensure that testing is completed accurately and on time, reducing risk exposure. Enhancing Audit Readiness: Interim staff can help prepare for external audits by documenting controls, conducting walkthroughs, supporting remediation, streamlining the audit process, and potentially lowering audit costs. Protecting Core Operations: With controls testing offloaded to interim professionals, in-house teams can focus on strategic priorities like forecasting, budgeting, and operational finance. Improving Long-Term Processes: Many interim professionals bring best practices from multiple industries, leaving behind improved processes and documentation that deliver value long after their engagement ends. Reducing Turnover Risk: By easing the workload during compliance peaks, companies can improve morale and retention, avoiding the high costs of replacing burned-out staff. When to Consider Interim Support Organizations often see the greatest ROI from interim staff when: Facing year-end compliance deadlines Preparing for or undergoing SOX audits Implementing new ERP or financial systems Expanding into new markets with additional compliance requirements Experiencing turnover in key finance or compliance roles How BGSF Can Help At BGSF, we understand the urgency and precision required in controls testing and compliance work. Our Finance & Accounting staffing services  connect you with vetted professionals experienced in compliance testing, internal audit, and regulatory reporting. Whether you need support for a few weeks or several months, we tailor our solutions to your timelines, industry, and compliance needs. We deliver: Skilled interim professionals with controls testing and audit backgrounds Flexible staffing models to meet fluctuating workloads Access to niche expertise without long-term headcount commitments Rapid onboarding to hit deadlines without sacrificing quality Strategic Compliance Support That Delivers Lasting ROI Your compliance obligations are non-negotiable, and meeting them shouldn’t come at the expense of your team’s well-being or your organization’s strategic goals. With the right interim support, you can reduce risk, protect productivity, and uncover long-term process improvements that keep delivering ROI year after year. Let’s Talk ROI Connect with our Finance & Accounting team today to discuss how interim staffing can strengthen your compliance strategy while maximizing efficiency.

Jobs Added:  +73,000 (below forecast of 115,000) Unemployment Rate:   ↑ 4.2% (from 4.1%) Labor Force Participation:   ↓ 62.2% (little changed, but down 0.5 percentage points YoY) Long-term Unemployment: ↑  1.8 million U-6 Underemployment Rate:  ~7.7% Average Hourly Earnings:   ↑ .3% to $36.44 “When hiring slows but wages keep climbing, it’s a sign the labor market is recalibrating—not collapsing.” — Kelly Brown, Interim CEO Only 73,000 jobs were added in July 2025.  That’s the smallest monthly gain since early 2021. After months of steady (if cooling) growth, this July’s report puts a fine point on what we’ve been watching for months: the labor market is slowing down, but not breaking. Let’s dig into what this means for employers and job seekers right now. Spotlight: Property Rental & Leasing Employment Holds Steady In July 2025, employment in rental and leasing services rose by 2,100 jobs , marking a small but notable gain in a cooling job market. This sector includes jobs in property management, leasing offices, equipment rental, and related services , and it’s showing resilience even as overall hiring slows. Here’s what this means: For employers in this space:  Demand for talent remains steady, and turnover is still a challenge. Retaining skilled leasing agents, maintenance professionals, and office staff will continue to require competitive compensation and career development pathways . For job seekers:  The rental market is evolving. With the expansion of multifamily housing, build-to-rent communities, and short-term rental models, roles in this sector are becoming more tech-driven and service-oriented. Candidates with customer service experience, digital fluency, or facilities expertise are especially well-positioned. “Property leasing and rental employers are still seeing solid demand,” says Kelly Brown. “As housing trends shift, we expect continued job stability—and even growth—in this sector through the rest of 2025.” Slower Hiring, Stronger Wages While 73,000 jobs added may feel like a red flag, context is everything. Wage growth remains solid: up 3.9% over the past year , outpacing inflation and signaling that employers are still competing for skilled talent, even if they’re hiring more selectively. For job seekers, that means opportunities are still out there, but roles may be more specialized, and competition a bit steeper. What’s Going On With Unemployment? The unemployment rate ticked up to 4.2% , a modest increase but the highest we've seen since late 2021. A closer look shows a growing share of long-term unemployed —nearly 1 in 4 unemployed individuals  have been out of work for 27 weeks or more . That’s a signal that some workers are having a harder time finding their next role. It’s also a reminder that skills development and job flexibility  are more important than ever. The U-6 underemployment rate , which includes part-time workers who want full-time jobs and discouraged workers, hovers near 8% , indicating underutilized labor remains a quiet undercurrent in this recovery. What This Means For Employers With fewer active job seekers and more selective movement, recruitment strategies should focus on retention, upskilling, and proactive sourcing . Wage growth continues, and candidates are still weighing total compensation packages , including flexibility, culture, and growth opportunities. Long-term unemployed and underemployed individuals represent untapped potential . With the right support and training, these workers can become high-impact contributors. With continued growth in rental and leasing, property teams are still under pressure to staff up, especially for leasing agents, maintenance techs, and community managers. Tenant expectations are high, and skilled talent remains hard to find. Now is the time to lock in long-term hires before demand surges again in the fall. For Job Seekers Employers are being choosier, so highlighting technical proficiency, certifications, or in-demand experience is more important than ever. Consider contract work, upskilling, or even pivoting industries . The market rewards adaptability. Even though hiring has slowed, opportunities still exist, especially in healthcare, tech, logistics, and skilled trades. Employers are looking for people who can hit the ground running. If you have experience in leasing, maintenance, or property operations, now’s the time to highlight your ability to manage tenant relationships and keep communities running smoothly. Looking Ahead We’re entering a new phase of the labor market— not a downturn, but a slowdown with evolving expectations.  The numbers don’t suggest panic. They point to a rebalancing  as businesses adapt to economic pressures and job seekers adjust to a more competitive landscape. At BGSF, we’re here to help both employers and candidates navigate this transition. Whether you're looking to build your team or your career, we’ve got the insights and expertise to guide your next move. Connect with us today! About BGSF BGSF is a leading workforce solutions provider that connects employers with top talent across various industries, including property management, professional services, IT, and managed solutions. With a commitment to building strong partnerships, BGSF delivers innovative staffing strategies that empower businesses and job seekers alike. For media inquiries, please contact our Media Relations .

Savvy property managers and asset owners are already setting their sights on 2026. Early budget planning drives smarter operations, optimizes spending, and helps organizations stay competitive in a dynamic real estate environment. Whether you manage multifamily communities, commercial properties, or mixed-use developments, the right budget decisions now can lead to increased efficiencies and better returns next year. 2026 Budget Planning Here’s what to include in your 2026 budget planning to support smarter property operations: Tech Investments That Drive ROI When building your 2026 budget, consider technology a critical component of modern property management and an investment in your bottom line. Property Management Software Upgrades : Ensure your platforms integrate accounting, maintenance, leasing, and resident communication tools for end-to-end visibility.  Smart Building Tech : Think thermostats, access controls, water leak detection, and energy monitoring systems that can cut costs and reduce risk.  AI & Automation : From chatbots for leasing inquiries to predictive analytics for maintenance, AI tools can reduce manual tasks and improve service quality.  Tip : Budget not only for the tools themselves, but also for staffing and training your team to use them effectively. Strategic Staffing Solutions Staffing remains one of the largest line items in property budgets, and one of the most critical for maintaining quality operations . For 2026, think beyond just hiring full-time employees. Temp and Project-Based Staffing : Budget for flexible labor to handle turnovers, seasonal needs, and large projects without overextending your payroll.  Maintenance Training Programs : Invest in programs that upskill your existing team to reduce turnover and close the skills gap, like BGSF's Maintenance Training Program . Recruitment Partnerships : Build in line items for staffing firms that specialize in property management (like us!) to reduce time-to-hire and find vetted talent faster.  Capital Expenditures with a Strategic Lens CapEx projects are often the most significant part of your budget, but they’re also an opportunity to improve long-term value and tenant and resident satisfaction. Energy Efficiency Upgrades : Solar panels, HVAC replacements, and window retrofits can reduce operating costs and appeal to eco-conscious tenants and residents. Curb Appeal and Common Area Improvements : Plan for enhancements that boost marketability and retention.  Deferred Maintenance Backlog : Build in dollars to catch up on repairs that may have been delayed due to previous budget constraints.  Tip : Prioritize CapEx projects that align with your long-term asset strategy and market positioning. Plan for Contingencies and Inflation Don’t forget to budget for the unexpected. Labor costs, materials, and insurance premiums are still subject to fluctuation. A smart 2026 budget includes: Emergency Repair Reserves  Contingency Buffers for Labor/Materials  Provisions for Insurance Premium Increases  Building Smarter Property Operations: Why a Proactive 2026 Budget is Key The best 2026 budgets are proactive, not reactive. They anticipate market trends, reflect the real needs of your operations, and allow room for strategic investments. By incorporating technology, flexible staffing models, and targeted capital spending, you’re setting the stage for smarter property operations and a stronger performance in the year ahead. BGSF provides property management professionals with the talent, training, and tech expertise to support your 2026 budget goals. From skilled maintenance staffing to leasing professionals, we’re here to help you make smarter operational decisions. Let’s start the conversation now , because next year’s success starts today!

Artificial intelligence (AI) is quickly becoming a necessity in the evolving world of enterprise technology. As business leaders seek efficiencies and agility, developers are tasked with delivering powerful, scalable AI solutions. Enter SAP’s AI Foundation , a robust, unified platform designed to help developers build, scale, and govern AI‑powered applications with precision and speed. A New Era of Developer Enablement: SAP Business AI SAP’s AI Foundation is a strategic framework that brings together the essential components needed for enterprise‑grade AI development. Their recent SAP Business AI release includes: Prompt Optimization Tools: The new prompt optimizer , now available in early access, automates prompt optimization across multiple leading LLMs, eliminating vendor lock‑in, reducing manual work from days to minutes, and accelerating model adoption across use cases. Low‑Code and Pro‑Code Development:  Integrated with SAP Build and BTP, AI Foundation now includes Joule Studio , which will offer new skill-builder capabilities in Q3 2025 and enable developers to create and manage custom Joule skills and AI agents using low‑ or no‑code tools (general availability expected in Q4 2025). Built-In Governance and Trust Layers:  With AI Foundation, organizations benefit from centralized tooling and lifecycle management. Upcoming features in the LeanIX–based AI agent hub, scheduled for general availability in Q4 2025, will let teams inventory, govern, and map AI agents across business capabilities for control and oversight. Built for Scale: Joule and Beyond The AI Foundation powers SAP Joule , now redefined as an omnipresent, proactive copilot with broad integration across applications. Joule for Consultants  is generally available, enabling users to analyze ABAP code, interpret business logic, and access SAP documentation efficiently, translating into faster project execution, less rework, and up to 1.5 hours saved per consultant per day. Joule is deeply integrated with Microsoft 365 Copilot , offering seamless experiences across Microsoft and SAP environments. Initial integration is live; full bidirectional capability is expected by Q3 2025. A new Joule Action Bar (becoming generally available in Q3 2025) anticipates user needs proactively, delivering recommendations and insights across SAP and third-party apps based on user context and activity. Joule Agents , now generally available, automate task orchestration across functions. Finance: Accounts Receivable Agent, Dispute Resolution Agent (GA in Q3 2025), accelerate collections, dispute handling, and cash flow. Supply Chain: Field Service Dispatcher, Maintenance Planner, and Shop Floor Supervisor Agents help automate service orders, optimize scheduling, and limit disruption (available in stages through Q4 2025). HR: Performance and Goals Agent previews team insights ahead of one-on-one meetings (GA in Q4 2025). Procurement and CX: Sourcing Agent (beta now, GA planned Q4), Quote Creation Agent, Catalog Optimization Agent deliver AI-powered event sourcing, quote management, and product data handling (GA Q2 2025). Together, these efforts added the first set of Joule and AI Agents in Q2 2025 and expanded the integration footprint within AI Foundation. Real‑Time Data, Real Results AI Foundation leverages SAP Business Data Cloud  and SAP Knowledge Graph , which ground AI in both SAP S/4HANA data models and Datasphere metadata. This context-rich foundation enhances the accuracy and relevancy of Joule’s intelligence and associated agents. Why This Matters Now By embedding AI into core processes and extending its reach through agents, skills, and integrations with platforms like Microsoft 365 Copilot, SAP is solidifying its position as a leader in enterprise AI. This momentum reflects not only SAP’s technical strength but also its strategic vision: to deliver trusted, business‑ready AI that can drive transformation and a competitive advantage for customers in every industry. Interested in unlocking business AI with expert guidance? As a proud SAP Partner , BGSF helps companies implement SAP’s AI Foundation effectively. From strategy and architecture to development, deployment, and governance. Whether you're just getting started or scaling AI initiatives, our experts can support your journey at every stage. Let’s build smarter, together. Connect with our SAP Practice Team.

As we edge closer to 2026, the pressure is mounting for businesses to confront a challenge that has been quietly growing in the background: technical debt. While innovation has accelerated rapidly, many companies have accumulated years of deferred maintenance, outdated systems, patchwork solutions, and underdocumented codebases, each one compounding delays and slowing progress. The result? A widening gap between where companies are technologically and where they need to be to compete. Now, with emerging technologies like AI, cloud-native development, and automation setting a new industry standard, bridging this gap has become critical. The good news? There’s a way to catch up, without overcommitting your full-time headcount or derailing current innovation. Understanding the Cost of Technical Debt Technical debt isn’t just about buggy code or legacy systems. It’s about missed opportunities that show up in: Delayed product launches Overburdened in-house IT teams Security vulnerabilities Inability to integrate modern tools or platforms Decreased agility to respond to market shifts Left unchecked, it stalls digital transformation and weighs down growth initiatives. Enter Contract IT Professionals: The Agile Solution Contract professionals bring expertise, speed, and scalability, without the long-term commitment of hiring full-time staff. Whether you’re dealing with cloud migration delays, software upgrades, unintegrated data lakes, or infrastructure clean-up, contract consultants can come in with a clear mission: get you back on track fast. Some of the key benefits of using skilled IT consultants include: Targeted Expertise : Need a DevOps specialist for two months? Or a cybersecurity pro to run audits ahead of new compliance standards? Contract talent fills niche gaps precisely when you need them.  Fresh Perspective : External consultants bring best practices, industry benchmarks, and unbiased insights that can help reframe your roadmap.  Scalable Support : Ramp up or scale back quickly based on your project demands or budget.  Free Up Internal Teams : Let your core teams focus on innovation and customer-facing projects while consultants tackle the backlog.  Why Now? With 2026 just around the corner, now is the time to take action. Upcoming platform sunsets, like SAP ECC’s end of support in 2027 , demand that modernization efforts begin sooner rather than later. Achieving AI readiness requires clean data, modern architectures, and fully integrated systems, while escalating cybersecurity threats highlight the dangers of outdated or misconfigured tech stacks. At the same time, ongoing workforce shortages in technology make leveraging contract professionals an essential lifeline for organizations looking to stay ahead. At BGSF, we connect companies with vetted, experienced IT professionals  who can step in and accelerate your progress. From system architects and cloud engineers to project managers, our contract professionals bring the skills you need to eliminate tech debt and fuel strategic growth. Let’s turn your technical backlog into a competitive advantage—before the clock runs out. Contact us today!

As we move through the third quarter, many organizations find themselves at a pivotal crossroads. Q3 often serves as a make-or-break period for hitting year-end goals. The pressure is on, deadlines loom large, and the pace quickens, making it more important than ever to ensure your team has the right support to push through. In July, we asked our community a simple but essential question:  How are you supporting your team during this critical third quarter? Navigating Q3 Effectively Cross-Training Employees: The Most Popular Strategy Nearly half of respondents (48%) rely on cross-training employees during Q3, and for good reason. Cross-training: Builds flexibility  within your team so work can continue smoothly despite shifting priorities or unexpected absences.  Encourages knowledge sharing  and professional growth, increasing employee engagement.  Helps balance workloads , preventing burnout by distributing critical tasks.  By empowering your employees to wear multiple hats, you build resilience and foster a collaborative environment that can weather any storm. Hiring Temporary Staff: Boosting Capacity When It Counts A quarter of our audience (25%) is turning to temporary staffing solutions to handle the increased workload. Temporary staff can: Provide immediate support  during peak periods without long-term commitments.  Bring specialized skills  for short-term projects or deliverables.  Free up permanent employees  to focus on strategic initiatives.  This flexible approach can be a lifeline for teams facing intense demand spikes and tight deadlines. Investing in Technology and Tools: Streamlining Workflows Nearly one in four (23%) are investing in technology or tools to support their teams. Whether it's automation software, project management platforms, or communication tools, technology can: Increase efficiency  by reducing manual tasks.  Improve visibility  into project progress and team workloads.  Enable remote or hybrid work , offering flexibility that reduces stress.  Smart tech investments pay off by enabling teams to work smarter, not harder. Outsourcing to Consultants: A Niche but Valuable Option Although fewer respondents (3%) reported outsourcing to consultants, this strategy still holds value for: Gaining expert insights  on complex challenges.  Filling specific skill gaps  without expanding headcount.  Driving special projects  or strategic initiatives.  Consultants can offer an objective perspective and targeted expertise, especially when internal capacity is stretched thin. What’s Working for You? Every organization’s needs are unique, and there’s no one-size-fits-all solution. Whether it’s cross-training, temporary staffing, technology investments, or consultants, the key is to align support strategies with your team’s specific challenges and goals. We want to hear from you! How are you supporting your team this Q3?  Share your insights to help others thrive during this critical season. At BGSF, we understand the challenges Q3 brings and the importance of having the right support in place. Whether you need temporary staffing, expert consultants, or help implementing the latest technology solutions, we’re here to partner with you for success. Reach out today to learn how we can help your team stay on track, avoid burnout, and finish the year stronger than ever.

The student housing turn process is evolving from a whirlwind of paper checklists, manual inspections, and high-stress timelines. As expectations for quality and speed grow, property managers are turning to cutting-edge technology and agile staffing strategies to make each turn more efficient, cost-effective, and predictable. Transforming the Future of Student Housing Turns Digital Inspections: Faster, Smarter Quality Control Gone are the days of clipboards and paper forms. Today’s property managers use mobile apps and digital inspection platforms to document unit conditions, track damage, and assign maintenance tasks instantly. These platforms provide: Time-stamped, photo-supported records Centralized data accessible in real time Automatic sync with maintenance or billing systems This not only speeds up the inspection process but also improves accountability and reduces disputes with residents and vendors. Mobile Checklists: Standardization at Scale Mobile checklists empower turn teams to complete tasks consistently across every unit. Whether cleaning, painting, or repairing, staff have access to standardized task lists on their phones or tablets. Benefits include: Reduced training time for seasonal staff Consistency across properties and teams Real-time progress tracking for managers Standardization eliminates guesswork and ensures no detail falls through the cracks, which is critical during high-volume turnover windows. AI-Driven Scheduling: Precision Planning for Peak Turn AI-powered scheduling tools are a game-changer during the busiest weeks of the year. These platforms use real-time data to: Forecast resource needs based on move-in/move-out dates Automatically assign teams based on location, skill, and availability Reschedule in real-time as issues arise (like delays or unexpected damage) With AI in the mix, managers can reduce downtime between residents, optimize staffing costs, and better anticipate potential bottlenecks before they impact timelines. Workforce Solutions: Talent When and Where You Need It Technology enables smarter planning, but it’s people who get the job done. Many student housing operators now rely on workforce solutions providers to staff up for turn season. Temporary staffing support helps with: Scaling up maintenance, cleaning, and inspection crews Providing skilled trades like HVAC or appliance repair on demand Flexing up or down without the overhead of full-time hires At BGSF , we connect property teams with trained, vetted professionals who are ready to hit the ground running, reducing burnout for your full-time team and helping you deliver a polished product, on time. The Future is Agile, Tech-Enabled, and People-Powered The future of student housing turn lies in blending innovative technology with human expertise. Digital tools like mobile inspections and AI scheduling streamline operations, while flexible workforce solutions ensure you always have the right people in place to get the job done. The result? Happier teams, better resident experiences, and smoother transitions between academic years. Ready to streamline your next turn? BGSF is here to help , with the tech-savvy talent and proven strategies to keep your properties moving forward.

Gen Z, the first truly digital-native generation, is making waves in the workplace, and not just with their values and expectations . They’re also reshaping how organizations interact with emerging technologies, particularly artificial intelligence (AI). While HR departments are still figuring out how to safely roll out AI for recruitment, onboarding, and performance management, many Gen Z employees have already taken matters into their own hands. Lessons in DIY AI Armed with tools like ChatGPT, Midjourney, Notion AI, and others, Gen Z is customizing their workflows, enhancing productivity, and even building mini solutions, without waiting for formal approvals or company-provided technology. This “DIY AI” mindset offers valuable lessons for HR leaders looking to stay relevant and effective in a rapidly evolving workplace. Lesson 1: Empowerment Trumps Bureaucracy Gen Z isn’t waiting around for IT or leadership to approve AI tools. If they see a faster or smarter way to get things done, they’ll explore it on their own. Whether it’s using generative AI to craft email responses, summarize meetings, or prep for performance reviews, they value autonomy and immediate utility. HR takeaway:  Adopt a “sandbox” mentality. Give employees safe environments to test and experiment with AI tools, and create clear guidelines rather than restrictive policies. Focus on governance that encourages innovation instead of shutting it down. Lesson 2: Skills First, Not Titles Gen Z is using AI to self-train, upskill, and even test entrepreneurial ideas. They don’t wait for formal training programs. They ask questions, watch TikToks, prompt AI tools, and figure things out. HR takeaway:  Shift from traditional learning and development (L&D) models to more agile, microlearning platforms that allow for self-direction. Recognize and reward initiative, not just credentials. AI-literate employees are your future workforce leaders, regardless of their age or title. Lesson 3: Transparency and Collaboration Matter Gen Z values openness. They often crowdsource ideas, share prompts, and trade AI hacks on public forums and internal channels. There’s a collaborative spirit behind their DIY AI approach, where they are not just working smarter for themselves, but helping their peers do the same. HR takeaway:  Foster a culture where AI innovation is openly shared and not hidden in silos. Consider creating “AI idea boards” or employee-led AI communities where use cases and successes can be shared across departments. Lesson 4: Efficiency is Personal Gen Z uses AI to make their  lives easier. That could mean anything from organizing tasks and prepping for a one-on-one to even managing burnout with automated journaling prompts. This personalized approach contrasts with enterprise AI rollouts that often focus on scale over individual relevance. HR takeaway:  When evaluating AI tools for enterprise-wide use, consider individual needs and customizable interfaces. Include employee feedback early and often to ensure solutions meet the real-life challenges your people face. Lesson 5: Trust is Earned, Not Assumed Gen Z is also discerning. They question how their data is used, how tools are trained, and what biases might exist. They want to know: Is this AI helping me, or is it watching me? HR takeaway:  Be upfront about how your organization uses AI for HR functions, especially in areas like performance reviews, hiring, or monitoring. Build trust by involving employees in the conversation about AI ethics, data transparency, and privacy protections. Final Thought: Follow Their Lead HR leaders don’t need to reinvent the wheel to stay ahead of AI trends. They just need to observe how Gen Z is already using it. Their DIY approach reveals not only a hunger for efficiency but also a new mindset about work, tools, and ownership. By embracing their experimentation, fostering safe innovation spaces, and building policies that support agile learning, HR can become champions of the empowered, AI-ready workforce.

As the summer sun starts to set and back-to-school season creeps closer, property managers are presented with a critical window to fill remaining vacancies. With leasing activity typically slowing after Labor Day, July and August offer one last push to maximize occupancy before the fall lull begins. So, how can property teams get creative and strategic to drive conversions in these final summer weeks? Strategies to Fill Vacancies Before Fall Refresh Your Incentive Game Rent concessions and limited-time offers can give prospects the final nudge to sign. But rather than relying on stale promos, consider tailoring your incentives to what renters care about right now: Back-to-school savings:  Offer gift cards for school supplies or free Wi-Fi for students.  Summer move-in perks:  Include free moving services or discounted first-month rent for leases signed before Labor Day.  Referral bonuses:  Amplify word-of-mouth by rewarding current residents who refer new residents with summer-themed prizes (think patio furniture, pool passes, or air fryers).  Host On-Site & Virtual Events Creating opportunities for prospects to engage with your community builds trust and boosts visibility: "Sip and See" Open Houses:  Offer beverages and light bites while showcasing your model units and amenities.  Virtual Tours + Live Q&A:  Leverage video to attract remote renters and offer real-time answers to common leasing questions.  Weekend Pop-Ups:  Partner with local food trucks or vendors for family-friendly events that generate foot traffic and social content.  Target Your Marketing for Urgency and Impact Messaging matters, especially when time is running out. Focus your digital and social campaigns on: Urgency headlines:  “Only a few units left!” or “Last chance for summer pricing!”  Audience-specific targeting:  Run campaigns geared toward students, young professionals, or families based on your property's demographic appeal.  Highlight seasonal lifestyle perks:  Showcase your pool, outdoor areas, or proximity to parks and festivals to tap into summer FOMO.  Audit Your Leasing Funnel for Friction Points Now’s the time to tighten up your leasing experience: Are leads receiving quick, personalized responses? Are virtual and self-guided tours easy to book? Are applications simple to complete online? If not, even the best incentives may fall flat. Consider leveraging a temporary staffing partner to reduce bottlenecks during high inquiry volume. Leverage Temporary Leasing Professionals If your permanent team is stretched thin, hiring experienced leasing professionals on a temporary basis can keep your leasing office responsive, energetic, and efficient. These experts can jump into busy schedules, assist with tours, and help close leads during your mid-summer push. Tap Into Maintenance Training Programs Nothing turns off prospects like unresolved maintenance issues. Mid-summer is a great time to ensure your property is tour-ready by upskilling your team. Consider enrolling maintenance techs in fast-track training programs, like BGSF's Maintenance Training Program , to keep units cool and functional as summer peaks. Finish Summer Strong Every vacant unit is lost revenue, but with the right mix of creativity, urgency, and resourcing, there’s still time to boost occupancy before the fall slowdown. Whether it’s launching a flash promo, refreshing your digital presence, or bringing in extra leasing talent, a well-executed mid-summer leasing strategy can make all the difference. BGSF supports property managers across the country with skilled, ready-to-go leasing professionals and maintenance talent who can step in exactly when you need them. From summer leasing surges to backfilling team members on vacation, we provide flexible workforce solutions tailored to your goals. Let’s make your mid-summer leasing push a success. Connect with us today.

HRIS (Human Resources Information System) transitions are major undertakings. Whether your organization is implementing Workday , Oracle HCM, UKG, or another enterprise solution, these projects demand time, focus, and resources, often more than initially anticipated. And while the long-term payoff of a new system can be significant, the short-term reality can be stressful, especially when daily operations must continue uninterrupted. That’s where expert staffing support comes in. The Hidden Risk: Operational Disruption During HRIS Transitions HRIS overhauls impact multiple departments. From HR and payroll to finance and IT, team members are pulled into discovery sessions, data mapping, user testing, and go-live prep. The result? Core functions, such as processing payroll, maintaining compliance, or onboarding new hires, can get delayed or deprioritized. The key to avoiding this disruption is twofold: Clear project planning Strategic staffing support to maintain business continuity Where Staffing Support Makes a Difference Backfilling Internal Teams Your top HR, finance, and IT talent will likely be tapped for the transition project. Backfilling these roles with experienced interim professionals ensures your daily operations continue without overburdening remaining staff. Temporary talent can handle everything from payroll processing and benefits administration to employee relations and systems troubleshooting. Subject Matter Expertise HRIS transitions often require niche knowledge, such as understanding configuration in Workday, security roles in Oracle, or integration touchpoints with legacy systems. Augmenting your internal team with consultants who’ve "been there, done that" helps you avoid common pitfalls and accelerates timelines. Training & Change Management Support One of the biggest challenges in HRIS transitions is user adoption. Contractors with training, instructional design, or change management expertise can help build the materials and lead sessions that prepare your workforce for success in the new system. Post-Go-Live Support Even after a successful launch, you’ll likely experience a hypercare period filled with questions, unexpected bugs, or delayed tasks. Temporary support during this phase ensures you don’t lose momentum while your team gets up to speed. What to Look for in a Staffing Partner Not all staffing solutions are created equal. Here are a few qualities to prioritize: Industry Expertise:  Choose a partner with experience supporting HRIS transitions and access to talent with relevant system knowledge (e.g., Workday, SAP, Oracle, UKG).  Scalability:  Whether you need one payroll specialist or an entire implementation team, your partner should scale with your needs.  Speed:  Time is critical. A quality staffing partner can quickly identify and onboard skilled professionals so you stay on track.  At BGSF , we specialize in supporting organizations during times of transition, particularly in large-scale technology projects. Our network includes experienced HR, payroll, finance, IT, and project management professionals who can step in, stabilize operations, and keep your business moving forward. Keep Progress Moving, Without Sacrificing Business Continuity HRIS transitions are complex, high-stakes projects that demand your organization's full attention. But while your team focuses on shaping the future of your workforce systems, your business still needs to run smoothly. That’s where the right staffing partner makes all the difference. By strategically backfilling roles, bringing in niche expertise, and supporting user adoption and post-launch stability, you can reduce risk, maintain momentum, and set your team up for long-term success. Whether you need a single contractor to backfill a critical role or a full team to help manage the transition, BGSF is here to ensure your HRIS project doesn’t come at the cost of business continuity. Ready to stay operational during your HRIS transition? Let’s talk about how BGSF can support your team with expert staffing solutions.