Search Results

In today’s fast-paced work environment, burnout has become a growing concern across industries and job roles. The constant pressure to meet deadlines, juggle multiple responsibilities, and adapt to rapidly changing demands leaves many professionals feeling exhausted, disengaged, and overwhelmed. But what if the key to breaking this burnout cycle lies not just in better work-life balance, but in rediscovering meaning  in work and embracing continuous learning? Understanding Burnout: More Than Just Fatigue Burnout goes beyond physical tiredness. It’s a chronic state of emotional, mental, and sometimes even physical exhaustion caused by prolonged stress and dissatisfaction at work. Symptoms often include: Feelings of cynicism or detachment from work Reduced productivity and motivation Emotional exhaustion and irritability Decreased sense of personal accomplishment While many organizations try to combat burnout by offering perks or encouraging time off, the root causes are often deeper: a lack of meaningful engagement and opportunities for growth. The Power of Meaningful Work Meaningful work connects employees to a purpose beyond routine tasks and metrics. When people feel their work truly matters, whether it’s helping customers, improving processes, or contributing to a greater mission, they are more engaged, motivated, and resilient. Meaningful work helps combat burnout by: Increasing motivation:  When employees understand how their role impacts the bigger picture, they find intrinsic motivation to push through challenges.  Building emotional resilience:  Purpose-driven work can help buffer stress by providing a sense of fulfillment and belonging.  Improving job satisfaction:  Feeling valued and impactful reduces feelings of detachment and cynicism.  Learning as a Catalyst for Renewal Another critical factor in breaking the burnout cycle is ongoing learning and skill development. When employees stagnate, boredom and frustration can accelerate burnout. Conversely, learning: Boosts confidence and competence:  Mastering new skills empowers employees and makes them feel more capable.  Fosters adaptability:  Continuous learning prepares employees to handle change and new challenges with greater ease.  Enhances engagement:  Training and development opportunities signal investment in employees’ futures, increasing loyalty and enthusiasm.  Practical Steps for Individuals and Organizations For Employees: Seek meaningful projects:  Volunteer for assignments that align with your values and strengths.  Set learning goals:  Identify skills or knowledge you want to develop, and pursue courses, certifications, or mentorship.  Reflect regularly:  Take time to connect your daily tasks with your broader career and life goals.  For Employers: Clarify purpose:  Communicate the mission and impact of the organization clearly and consistently.  Provide growth opportunities:  Offer training programs, cross-functional projects, and career path planning.  Encourage autonomy:  Allow employees to make choices about how they complete their work to increase ownership and meaning.  Create feedback loops:  Regularly check in to understand employees’ engagement and learning needs.  Breaking the Cycle Together Burnout is a complex problem without a one-size-fits-all solution. However, by fostering meaningful work experiences and prioritizing continuous learning, both employees and organizations can create an environment where energy and enthusiasm thrive rather than fade. If you’re feeling stuck in burnout or want to proactively build a healthier workplace culture, start by exploring what meaningful work means for you or your team and how learning can open doors to renewed passion and growth.

IT teams are under more pressure than ever to deliver fast, secure, and scalable solutions. But with emerging technologies, evolving user expectations, and constant shifts in infrastructure, finding the right talent isn’t just about filling a role. It’s about finding someone with the precise technical depth and domain expertise required to drive meaningful outcomes. That’s where specialized IT staffing comes in. The Cost of Generalized Hiring When companies lean on generalized staffing partners to fill highly specialized IT roles, they often face delays, mismatches, or underperformance. For example, a recruiter unfamiliar with the nuances of DevOps might prioritize candidates with strong development experience but overlook critical knowledge of infrastructure automation or CI/CD pipelines. The result? Teams spend time and resources onboarding someone who ultimately isn’t the right fit. In high-stakes projects with tight timelines and shifting requirements, that kind of misstep can be costly. The Value of Specialized IT Staffing Staffing partners with deep expertise in specific IT domains —like data architecture, UI/UX design, or cloud engineering—can dramatically improve project outcomes. Here’s how: Precision Matching Niche staffing firms understand the difference between a DevOps engineer who specializes in AWS versus one focused on Azure, or between a UI designer and a UX researcher. That insight ensures that candidates not only meet the job description but also bring the strategic value needed to excel. Faster Time to Productivity Because specialized recruiters know what success looks like in specific roles, they can vet candidates for technical capabilities, project experience, and industry relevance. This minimizes ramp-up time, allowing consultants or full-time hires to hit the ground running. Future-Proofing Projects Fields like data architecture and user experience evolve quickly. Staffing partners with niche knowledge stay current on tools, trends, and certifications. That means they can source talent who not only meet today’s needs but can also anticipate tomorrow’s challenges. Enhanced Team Integration It’s not just about individual skills; it’s about how a candidate complements the team. A UX professional with experience collaborating closely with product and engineering teams can help smooth workflows and accelerate product delivery. Specialized staffing partners understand these dynamics and prioritize cultural and functional fit. Choosing the Right Partner Consider a healthcare organization implementing a new cloud-based analytics platform. A generalist firm might provide a data analyst, but a specialized IT staffing partner will deliver a certified data architect who understands HIPAA compliance, cloud integration, and dashboard design tailored for clinical users. That kind of match doesn’t just fill a seat—it powers transformation. When evaluating staffing partners, ask: Do they have dedicated teams for different IT specialties? Can they speak fluently about tools, platforms, and certifications? Do they provide access to pre-vetted talent with proven experience in your industry? How do they measure post-placement success? From Costly Setbacks to Project Success In today’s rapidly evolving tech landscape, the difference between project success and costly setbacks often lies in the precision of your hiring strategy. Specialized IT staffing goes beyond filling seats. It aligns talent with business goals, accelerates productivity, and builds resilient teams equipped for the future. By partnering with a firm that deeply understands your technical environment and industry nuances, you gain more than a hiring pipeline—you gain a strategic ally. The right partner doesn’t just deliver candidates; they deliver impact. BGSF's specialized IT staffing teams are embedded in the industries and technologies they support, from cloud migration and cybersecurity to UI/UX and enterprise data strategy. Whether you're scaling a team, filling a critical gap, or launching a complex initiative, we connect you with the talent that makes a difference. Contact us today.

In an increasingly interconnected digital landscape, the reliance on cloud-based services and complex software ecosystems has ushered in an era of unprecedented convenience and efficiency. However, this reliance has also amplified the potential for widespread disruption and significant harm when security defenses falter.  The Elements of Cloud Security Threats The following summaries serve as stark reminders of the evolving and multifaceted threats that organizations now face. They paint a picture of a landscape where sophisticated adversaries continually probe for weaknesses, exploiting vulnerabilities in both cutting-edge cloud technologies and legacy systems alike. These events underscore the critical importance of proactive security measures, robust monitoring, and a deep understanding of the interconnected risks inherent in modern computing environments.   Here is an example of recent computer system breaches highlighting the growing risks for organizations, particularly concerning cloud environments:   A significant incident at a major cloud provider involved the exposure of sensitive authentication-related information , such as digital keys and access credentials. The breach vector is believed to be a previously unknown vulnerability or a flaw in the authorization process. Despite public statements about the scope of impact, ongoing investigations suggest potential risks of further malicious activity. A cloud vendor disclosed a security lapse affecting an older system that was part of a previous acquisition. This incident resulted in the theft of past user credentials, some dating back several years, which have since appeared in illicit online marketplaces. Authorities are examining the organization's responsibilities in securing outdated infrastructure. A large data services company experienced substantial data exfiltration from its cloud storage. The unauthorized access was gained through compromised credentials for accessing its programming interfaces. The stolen data comprised a vast quantity of highly private records, triggering mandatory disclosures and regulatory scrutiny. A software-as-a-service (SaaS) provider for the hospitality industry suffered an intrusion into its cloud-based storage systems. Over several months, attackers successfully extracted a large volume of customer data, including personal profiles and booking details for numerous hotel chains. The initial access was facilitated by compromising developer accounts through malicious software. A widely utilized remote-access software was the target of a sophisticated attack , believed to be carried out by state-backed actors. The attackers successfully obtained privileged access credentials for cloud services, which could have allowed real-time control over critical systems within a major governmental financial institution. While the compromised credentials were quickly invalidated, this event underscores the broad impact of vulnerabilities in commonly used third-party services.   Cloud environments continue to attract sophisticated attackers who exploit misconfigurations, zero-day flaws, and third-party integrations. Examining recent incidents illustrates why the Shared Responsibility Model must be actively enforced by both cloud providers and customers. Executive Order 14028 further cements requirements for incident sharing, zero-trust adoption, and secure software development. Finally, many organizations engage Managed Service Providers (MSPs) to uphold their cloud security posture and compliance.   Responsibilities Understanding the Shared Responsibility Model  There are different layers of cloud computer services: Infrastructure as a Service (IaaS), Platform as a Service (PaaS), and Software as a Service (SaaS). In all three of these models, responsibility for the infrastructure’s security and reliability is shared between the cloud provider and the customer.   IaaS gives the customer the most responsibility, SaaS provides the customer with the least responsibility, and PaaS is in between. While SaaS gives the customer the least responsibility, it is important to understand that there are still responsibilities to maintain.    An enterprise application in an IaaS environment would typically look like this:   IaaS Provider’s Responsibility (“Security of the Cloud”): Physical data-center controls, hypervisor integrity, and network fabric Customer’s Responsibility   (“Security in the Cloud”): Data classification and encryption, identity and access management, workload configurations, OS and application patching, and runtime protection   Customers must never assume that provider-managed components cover every layer. Missteps in configuration or patch management on the customer side remain prime attack vectors.   Executive Order 14028 and Cloud Security  EO 14028, “Improving the Nation’s Cybersecurity” (May 12, 2021), imposes several mandates that dovetail with shared responsibility:   FedRAMP & Zero-Trust Adoption : Federal agencies must migrate to authorized cloud services, implement zero-trust architectures (including MFA and strong encryption), and decommission legacy systems on accelerated schedules. Incident & Threat Sharing : Cloud and service providers supporting federal systems are required to report significant cyber incidents and threat intelligence to CISA, the FBI, and OMB, enabling rapid government-wide response. Secure Software Development & Supply-Chain Integrity : NIST’s Secure Software Development Framework becomes mandatory for federal-contracted developers, and CISA issues attestations for software producers, ensuring that cloud-hosted applications meet rigorous security baselines.   These directives compel both CSPs and their customers to embed continuous monitoring, rapid response, and transparency across the cloud ecosystem.   Solutions Managed Service Providers (MSPs)  An MSP can act as an extension of your security team to: Harden Cloud Configurations:  Establish and enforce secure baselines for identity policies, network segmentation, and storage encryption. Monitor Continuously: Deploy SIEM, EDR, and behavioral analytics across cloud workloads to detect anomalies early. Automate Patch & Vulnerability Management:  Ensure operating systems, containers, and serverless functions are consistently updated against known exploits. Drive Compliance & Reporting:  Produce audit artifacts for standards like FedRAMP, PCI DSS, and ISO 27017, and manage evidence collection for assessments. Coordinate Incident Response & Threat Hunting:  Provide 24/7 SOC capabilities, lead containment and forensic investigations, and liaise with cloud providers and law enforcement when needed.   Through these services, MSPs give customers confidence that their cloud infrastructure and security controls remain robust, even as threat landscapes evolve.   Navigating the Future of Cloud Security The sample incidents—from identity-service exfiltration to supply-chain compromise—underscore that true cloud security requires joint vigilance under the Shared Responsibility Model. EO 14028 elevates this partnership by codifying zero-trust practices, incident-sharing mandates, and software-supply-chain safeguards.    Don’t let hidden risks cloud your security. Engaging a seasoned MSP helps organizations implement these requirements, maintain continuous oversight, and rapidly recover from incidents—ultimately reinforcing trust in cloud deployments and deterring both insider and external threats.

The U.S. economy added 139,000 jobs in May , beating expectations but coming in below April’s revised figure of 147,000. The unemployment rate held steady at 4.2% , where it’s hovered for the past year. Wages climbed more than expected, with average hourly earnings up 0.4% for the month  and 3.9% year-over-year  — a sign that employers are still under pressure to offer competitive compensation, even as overall hiring cools. 🏥 Where the Jobs Were: Services Lead the Way Job growth in May was heavily concentrated in a few key service sectors: Health care:  +62,000 jobs  Leisure and hospitality:  +48,000 jobs  Social assistance:  +16,000 jobs  Together, these three categories accounted for nearly 90% of all new jobs  last month. On the flip side, federal government jobs dropped sharply , shedding 22,000  positions. This was partially offset by hiring at the state and local level, resulting in a net loss of 1,000 government jobs . Rental & Leasing Services: A Steady Rise, and Still Climbing One of the more quietly impressive performers this year? Rental & Leasing Services , which added 2,900 jobs in May , bringing total employment in the industry to 596,300 . That’s a year-over-year gain of 21,700 jobs  — the strongest 12-month growth this segment has seen in quite some time. “The demand in rental and leasing is back — and in a big way,” said Kelly Brown, President BGSF Property Management Division. “We’re seeing businesses ramp up staffing across leasing operations, customer service, and maintenance. It’s a strong hiring environment for anyone ready to jump in.”  As summer approaches, employers in this space are responding to rising demand — and job seekers looking for fast-paced, stable work would be smart to take a closer look. Labor Force Insights: Participation Drops Slightly While hiring continued, labor force participation dipped to 62.4% , and the employment-population ratio fell to 59.7%  — subtle shifts that may reflect seasonality or growing caution as tariffs and inflation concerns ripple through the economy. Other key takeaways: The broader U-6 unemployment rate  (which includes discouraged and underemployed workers) held steady at 7.8%   Long-term unemployment  declined by 218,000 , a positive sign for workforce reintegration  Wages continue to rise , offering some relief amid cost-of-living pressures  What This Means for You This is not a red-hot labor market — but it’s not cooling dramatically either. Instead, we’re seeing targeted growth  in sectors tied to direct consumer demand, seasonal services, and economic stability. For Employers: In rental & leasing, act early to secure talent  ahead of summer spikes  Wages are rising — competitive pay matters more than ever   For Job Seekers: There is real opportunity in service sectors   Rental & leasing offers a strong path for entry and upward mobility Let’s Connect At BGSF, we’re here to help  both businesses and job seekers navigate these shifts. Whether you’re looking to hire top talent or land your next role, we’ve got the expertise to guide you. Let’s connect and make 2025 a year of opportunity! Contact BGSF today! About BGSF BGSF is a leading workforce solutions provider that connects employers with top talent across industries such as 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

When it comes to renting, many property managers focus on the tangible elements: square footage, rent price, and location. While these are undeniably important, renters today are driven by something deeper . Beyond the basics of a lease agreement, renters seek emotional connections and personal fulfillment that truly define what “home” means to them. Understanding these emotional drivers is crucial for property managers and leasing professionals who want to attract and retain residents in an increasingly competitive rental market. What Renters Want: The Emotional Drivers Safety and Security Above all, renters want to feel safe. Safety is a foundational need that affects every other aspect of a renter’s satisfaction. In today’s world, this goes beyond secure locks and gated communities — it’s about creating an environment where residents feel protected from both physical harm and financial uncertainty. Property managers who emphasize well-lit common areas, robust security systems, and transparent communication about neighborhood safety tap directly into this critical emotional need. A secure home offers peace of mind, which can often be the deciding factor when prospects are choosing between properties. Freedom and Flexibility Renting offers a unique kind of freedom that ownership sometimes cannot. Many renters seek a lifestyle free from the long-term commitment and responsibilities of homeownership. They value the flexibility to relocate for career opportunities, relationships, or simply a change of scenery. Marketing the freedom inherent in renting — no maintenance worries , shorter lease terms, and flexible living options — resonates deeply with this group. They want a home that adapts to their life’s evolving needs without being tied down. A Fresh Start and Community For many, renting symbolizes a fresh start. It could mean moving to a new city, stepping into independence, or turning a page after a challenging life chapter. This emotional reset is powerful. Renters want a space where they can express themselves, build new routines, and create memories. Property managers can support this desire by fostering welcoming communities and personalized experiences. Thoughtfully designed spaces, community events, and attentive service help residents feel that their new home is not just a place to live but a fresh canvas to thrive. Convenience and Modern Living Today’s renters seek homes that fit seamlessly into their busy lives. Convenient access to transportation, shopping, dining, and entertainment ranks high on their list. Additionally, tech-savvy renters expect modern conveniences like smart home features, high-speed internet, and easy online rent payment options. Meeting these expectations shows renters that their lifestyle needs are understood and supported. What This Means for Property Managers The key takeaway is that renters’ choices are driven as much by emotion as by economics. Property managers who can identify and cater to these emotional drivers will be better positioned to attract prospects, close leases, and build lasting resident relationships. Here are a few actionable strategies: Highlight Safety Features : Showcase security measures clearly in marketing materials and during tours. Emphasize Flexibility : Offer lease options that support diverse lifestyles and career mobility.  Create Welcoming Spaces : Design environments that encourage community and foster belonging.  Incorporate Modern Amenities : Invest in smart home technology and convenient resident services.  Communicate Openly and Empathetically : Train leasing staff to understand renter motivations and build trust through authentic conversations.  Turning Insights Into Action Renters aren’t just looking for a place to live. They’re searching for a home that meets their emotional needs and reflects their lifestyle. When property managers go beyond the basics and tap into what truly matters—safety, freedom, belonging, and modern convenience—they create communities that residents are proud to call home. The result? Higher retention, stronger reputations, and thriving communities. Ready to Elevate Your Leasing Game? At BGSF, we help property managers uncover what renters truly want and deliver exceptional living experiences that keep communities vibrant and leases signed. Whether you need expert staffing, resident engagement strategies, or operational support, our team is here to help you go beyond the basics and build lasting resident loyalty. Contact us today to learn how BGSF can help you turn rental units into homes that renters can’t wait to call their own.

In the evolving landscape of modern work, hybrid models have emerged as the preferred choice for many employees, offering a harmonious blend of in-office collaboration and remote flexibility. A recent Korn Ferry survey revealed that workers increasingly favor roles that are either hybrid or fully remote, underscoring a significant shift in workplace expectations. The Appeal of Hybrid Work Hybrid work arrangements provide employees with the autonomy to choose their work environment, leading to: Enhanced Work-Life Balance : The flexibility to manage work and personal responsibilities more effectively.  Increased Productivity : Many employees report higher efficiency when working remotely, free from office distractions.  Cost Savings : Reduced commuting expenses and time, contributing to overall financial savings.  Access to a Broader Talent Pool : Organizations can recruit from a global workforce, promoting diversity and inclusion. Studies support the notion that hybrid work can boost productivity, save office costs, and reduce employee turnover. For instance, a study conducted by Stanford economist Nicholas Bloom found that hybrid work arrangements led to increased productivity and employee retention. Challenges of Implementing Hybrid Work Despite its advantages, hybrid work presents several challenges: Communication Barriers : Dispersed teams may face difficulties in maintaining seamless communication, leading to potential misunderstandings.  Maintaining Company Culture : Fostering a cohesive organizational culture can be challenging when employees are not physically present.  Technology Infrastructure : Reliable technology is crucial for remote work; inadequate tools can hinder productivity.  Equity Concerns : Remote employees might feel overlooked for promotions or key projects due to reduced visibility. A report from Australia's Productivity Commission also highlights that while hybrid work reduces commuting and sick days, it may pose challenges for less experienced workers who miss out on in-person mentoring. Strategies for Successful Hybrid Work Implementation To leverage the benefits of hybrid work while mitigating its challenges, organizations can: Invest in Communication Tools : Utilize platforms like Microsoft Teams and Zoom to facilitate real-time collaboration.  Establish Clear Policies : Define expectations regarding work hours, availability, and performance metrics.  Promote Inclusivity : Ensure remote employees have equal access to opportunities and recognition.  Encourage Regular Check-ins : Maintain consistent communication between managers and team members to foster engagement. Implementing these strategies can help organizations create a balanced and effective hybrid work environment. The Future of Hybrid Work As the workforce continues to evolve, hybrid work models are expected to remain a staple in organizational strategies. The flexibility they offer aligns with the growing demand for work-life balance and autonomy . Organizations that embrace this model and address its challenges proactively will be well-positioned to attract and retain top talent, ensuring sustained success in the competitive business landscape.

After weathering years of volatility triggered by the pandemic, the U.S. multifamily housing market is entering a new era of stability and growth. The latest data reveals an astonishing 80% year-over-year increase in national net absorption —a clear signal that apartment demand is not only recovering but accelerating at a pace not seen since the early 2020s. As we examine this resurgence, it's critical to explore what’s driving this renewed interest in rental living, how different housing segments are responding, and what it means for property owners, developers, investors, and renters moving forward. A Multi-Year Trend Culminates in a Breakout Year The recent spike in demand isn’t a fluke. It’s the culmination of a multi-year buildup of deferred household formations, affordability challenges in the single-family housing market, and shifting demographic trends . From delayed life milestones during the pandemic to a growing preference for flexibility among younger workers and retirees alike, a diverse range of renter profiles is reshaping the rental housing landscape. According to ALN Data , net absorption reached over 140,000 units nationally  through April 2025. That’s not only a sharp increase over 2024’s numbers but also the strongest start to any year since 2021. This kind of movement suggests the market is regaining its equilibrium, with residents returning to urban cores and suburban job hubs alike. Who’s Leading the Comeback? A Look at Class Segments One of the most striking elements of the resurgence is how broad-based it is across asset classes. For several years, Class A properties—those newer, often amenity-rich developments—dominated absorption due to leasing incentives and pandemic-era migrations. But now, we’re seeing a return to more typical patterns. Class D properties  (often older, more affordable communities) absorbed more than 23,000 units  through April 2025, nearly tripling the total from the same period last year. This indicates that renters are prioritizing affordability as economic pressures linger.  Class C properties  posted 30,000 units absorbed, their best start to the year since 2021. These communities often cater to working families and long-term renters who are feeling more confident amid stabilizing job markets.  Even Class A units , often considered the bellwether for luxury demand, absorbed more than 41,000 units, reflecting renewed interest from high-earning renters who postponed moves during economic uncertainty.  This balanced demand growth underscores that the resurgence isn’t isolated to one economic tier; it’s systemic. Supply Side: A Slowdown That Supports Stability While demand is surging, the supply pipeline is beginning to contract. After a record-setting 450,000 units were delivered in 2024, many developers are hitting pause on new starts due to tighter financing conditions, construction cost inflation, and economic caution. The result? A narrowing supply-demand gap. At the end of 2024, the U.S. multifamily market had a net oversupply of approximately 120,000 units , down significantly from 270,000 in 2023. If absorption continues on its current path and completions decline as forecasted, we could reach a supply-demand balance—or even shortfall—by late 2025. This is especially important in markets like Phoenix, Dallas, and Charlotte, which led the country in overbuilding during the post-pandemic development boom but are now seeing that excess inventory get absorbed quickly. What This Means for Rents, Inflation, and Investment With demand rebounding and supply moderating, rent growth is beginning to pick up again . After a sluggish 2023, average monthly rents rose 0.5% year-over-year in Q4 2024, reaching $2,176, according to CBRE . This modest growth is expected to accelerate in late 2025 as vacancy rates compress and leasing concessions taper off. Yet, this growth presents a double-edged sword. As shelter costs are a significant driver of the Consumer Price Index (CPI), an uptick in rents could complicate the Federal Reserve’s ongoing efforts to control inflation. Economists will be closely monitoring how this affects interest rate decisions and broader economic conditions. Meanwhile, investors are returning to the multifamily market with confidence. Q4 2024 saw $43.4 billion in multifamily transaction volume , a 59% year-over-year increase , highlighting optimism around the sector’s long-term fundamentals. Looking Ahead: What to Watch for in 2025 and Beyond As we move through 2025, several factors will determine whether this demand surge sustains: Interest Rates:  If mortgage rates remain elevated, more potential homeowners will stay in rentals, bolstering demand.  Job Growth:  Continued strength in employment will support household formation, especially among Millennials and Gen Z.  Policy Impacts:  Local regulations, rent controls, and zoning decisions will play increasingly significant roles in determining which markets thrive.  Final Thoughts The 80% increase in national net absorption isn’t just a number—it’s a signal. It points to renewed confidence in rental housing, changing economic realities, and a demographic tide turning back toward multifamily living. As we navigate this new chapter, agility, insight, and strategic support will be essential in turning market trends into long-term success. How BGSF Can Help At BGSF, we support multifamily property owners and operators during times of rapid market movement. Whether you're looking to scale your leasing teams, streamline maintenance, or manage special projects during peak absorption periods, our experienced professionals and workforce solutions are built to flex with your needs. As the market heats up, the right partner can help you capitalize on growth while maintaining resident satisfaction and operational efficiency. Contact us today!

Generation Z, born between the mid-1990s and early 2010s, is rapidly becoming the most influential demographic in the U.S. rental market. As digital natives, they bring a unique set of expectations and preferences that are reshaping multifamily housing. Gen Z and Multifamily Housing Digital-First Expectations: The Demand for Seamless Experiences Raised in a world of instant gratification and constant connectivity, Gen Z expects their rental experiences to be equally seamless. A significant majority prefer digital-first interactions when searching for apartments, with 70% favoring online tools for every step in the rental process. This demand for convenience is pushing landlords and property managers to adopt advanced technologies . AI-driven leasing platforms, virtual tours, and app-based maintenance requests are becoming standard. These tools not only streamline operations but also cater to Gen Z's preference for speed and efficiency. Renting Over Buying: Flexibility as a Lifestyle Choice Unlike previous generations, Gen Z is less inclined toward homeownership . High property prices, elevated interest rates, and the burden of student debt make buying a home less attainable. Consequently, many view renting as a more practical and flexible option. Renting allows them to remain mobile, explore different locations, and avoid the long-term commitment of a mortgage. This shift is evident in the rise of co-living spaces and short-term leases . Companies like Cohabs offer upscale, amenity-rich shared living spaces in cities like New York, attracting Gen Z renters seeking affordability and community. Urban Living: The Desire for Community and Convenience Gen Z gravitates toward urban centers that offer walkability, access to public transportation, and a vibrant community. They value proximity to shops, restaurants, and entertainment, which enhances their overall living experience. This preference is influencing the design of multifamily properties. Developers are incorporating co-working spaces, rooftop lounges, and communal kitchens to foster a sense of community. These spaces not only serve functional purposes but also create opportunities for social interaction and networking. Tech-Integrated Living: Smart Homes and Sustainable Features Gen Z's affinity for technology extends to their living environments. They expect smart home features like voice-activated assistants, keyless entry, and high-speed internet. Additionally, sustainability is a priority , with many seeking energy-efficient appliances, recycling programs, and eco-friendly building materials. Incorporating these features not only meets Gen Z's expectations but also enhances the property's appeal to a broader audience. As sustainability becomes a key consideration, properties that align with these values are likely to attract environmentally conscious renters. Adapting to a New Era of Renting Gen Z's influence on the multifamily housing market is undeniable. Their demand for seamless digital experiences, flexibility, community, and sustainability is prompting significant changes in how properties are managed and designed. Landlords and property managers who understand and adapt to these preferences will be well-positioned to attract and retain this emerging generation of renters. As Gen Z continues to shape the rental landscape, the multifamily industry must evolve to meet their expectations, ensuring a dynamic and responsive housing market for years to come. At BGSF, we understand the evolving demands of today’s rental market and the importance of staying ahead in the multifamily space. Our specialized property management staffing services  connect you with skilled professionals who are adept at leveraging the latest technologies and delivering exceptional resident experiences tailored to Gen Z preferences.

A recent Workday report reveals that outdated human resources (HR) systems cost the U.S. government approximately $1 billion annually. These legacy systems, often reliant on on-premises infrastructure, contribute to inefficiencies, security vulnerabilities, and increased maintenance costs. Modernizing these systems presents an opportunity for significant cost savings and improved operational efficiency The Hidden Costs of Legacy HR Systems Maintaining outdated HR systems incurs substantial expenses. According to the U.S. Government Accountability Office , just ten critical federal IT legacy systems cost taxpayers around $337 million annually to operate and maintain. Between 2014 and 2019, maintenance of such systems consumed nearly 80% of the federal government's total IT spending. These systems often lack integration capabilities, leading to fragmented processes and data silos. Such fragmentation increases the risk of errors, delays in service delivery, and challenges in compliance with evolving regulations. Real-World Impacts: International Lessons The consequences of flawed HR system implementations are evident in international examples. Canada's Phoenix Pay System : Intended to modernize payroll processing, the Phoenix system led to widespread pay errors affecting nearly 80% of federal employees. By October 2024, the system had cost the government over $3.5 billion, with a backlog of more than 408,000 unresolved pay issues. Queensland Health Payroll System : In Australia, a new payroll system for Queensland Health resulted in inaccurate payments for approximately 78,000 staff members. The project, plagued by system defects and inadequate testing, incurred costs exceeding $1.2 billion over eight years. The Case for Modernization Transitioning to modern, cloud-based HR systems offers numerous benefits: Cost Savings : Workday reports that government organizations have achieved up to 47% savings over ten years when comparing the cost of maintaining existing systems versus upgrading. Improved Efficiency : For instance, Clark County, Washington, implemented Workday's solutions and completed payroll 60% faster, cut unapproved spending by 15%, and saved $1.6 million annually. Enhanced Compliance and Security : Modern systems offer better compliance tracking and are built with robust security features, reducing the risk of data breaches and regulatory penalties.  Navigating the Transition: Challenges and Considerations Navigating the transition from legacy HR systems to modern cloud-based platforms like Workday presents a unique set of challenges for government agencies. While the promise of improved efficiency, data transparency, and user experience is compelling, the path to modernization must be carefully planned to mitigate risks. Legacy systems often hold decades of deeply embedded processes and custom configurations that are difficult to unravel. Government entities must consider strict compliance requirements, security concerns, budget constraints , and the need for stakeholder alignment across departments. A successful transition requires not only technical readiness but also strategic change management to ensure continuity, user adoption, and long-term value realization. Procurement can also be a significant barrier, with lengthy approval processes and strict vendor requirements slowing progress. BGSF helps ease this burden as a certified Workday Deployment Partner and an approved vendor through HGACBuy , a cooperative purchasing program that simplifies procurement for government entities. With BGSF's support, agencies can navigate both the technical and procedural complexities of modernization with greater confidence and speed. A Smarter Path Forward for Government HR Outdated HR systems impose significant financial and operational burdens on government agencies. Modernizing these systems is not just a technological upgrade but a strategic investment in efficiency, security, and public trust. By learning from past challenges and prioritizing thoughtful implementation, governments can transform HR operations to better serve both employees and taxpayers. Don’t let outdated HR systems continue to drain your resources and jeopardize compliance. With BGSF as your trusted partner, your agency can confidently move forward with a smarter, more secure, and cost-effective HR solution. As a certified Workday Deployment Partner and an approved vendor through HGACBuy , BGSF streamlines the path to modernization, cutting through procurement hurdles and aligning technology with your unique operational needs. Contact BGSF today to take the first step toward modern government HR.

At BGSF, we believe that mental health isn't a one-month topic—it's a year-round priority. But May ( Mental Health Awareness Month ) offers a special chance to shine a spotlight on how we support ourselves and our teams in and beyond the workplace. To better understand what matters most to professionals when it comes to wellness at work, we asked our LinkedIn community. Workplace Wellness Flexibility is the Future of Wellness 318 people weighed in, and the message was loud and clear: Flexibility matters. In a world where burnout is real and the line between work and life often blurs, flexible work hours emerged as the top priority (63% of respondents) . The desire for autonomy and the ability to shape one’s schedule speaks to a growing movement: wellness isn't just about benefits — it's about control, balance, and trust. When employees can adjust their schedules to better align with family, personal health, or energy cycles, they show up more focused, engaged, and productive. Mental Health Days Still Matter Though not the top result, 28% of respondents  said that mental health days would be the most impactful wellness benefit. This shows a strong desire for time specifically reserved for rest and recovery. These mental health days communicate something powerful: “We see you and we value your mental well-being.” What About Therapy or Stipends? While on-demand therapy/coaching  and wellness stipends  received fewer votes, that doesn't mean they're less important. These resources may support individuals in more targeted or long-term ways. However, access and visibility are key — if benefits aren’t well-communicated or easily accessible, their value can go underutilized. How BGSF Supports Wellness At BGSF, we continue to focus on programs that support whole-person well-being, including: Flexible schedules and remote opportunities  across departments  Mental health resources  through our benefits program  Open conversations  between team members and leaders about managing workload and preventing burnout  Employee Recognition & Wellness initiatives  that prioritize gratitude, rest, and community  We know there’s no one-size-fits-all solution. That’s why we’re constantly listening, evolving, and championing well-being for our people and our clients. Keep the Conversation Going Thank you to everyone who voted and contributed to the dialogue. If you didn’t get a chance to vote, we’d still love to hear from you. What wellness benefit makes the biggest difference for YOU? Let’s keep pushing the workplace forward — together.

As we dive into the second half of 2025, CIOs are facing a technology labor landscape unlike any other. The convergence of accelerated digital transformation, heightened cyber threats, and the evolution of AI has launched a Great Recalibration , forcing organizations to rethink their talent strategies, reskill their workforces, and reassess where expertise truly matters. Here’s what every IT leader should have on their radar this summer as they forecast talent needs and project success for Q3 and Q4. IT Workforce Trends AI Reskilling: The Talent Gap Gets Smarter Generative AI has moved from curiosity to necessity, and with it, the demand for AI-literate talent is surging. Yet most organizations are grappling with a critical shortfall: reskilled internal talent that can operationalize AI tools responsibly, securely, and at scale. What CIOs should do: Launch or accelerate internal AI literacy programs—especially for business analysts, data scientists, and developers. Prioritize hands-on training that connects AI tools (like Copilots, LLMs, and automation scripts) to real business outcomes. Partner with external consultants or staffing firms who can fill the AI expertise gap while internal teams ramp up. Connect with AI experts and get all your questions answered through the Dallas Regional Chamber's AI Office Hours . Whether you're just getting started in AI or looking to scale current efforts, book a free consultation today! Watch For:  Roles that blend AI + domain knowledge (e.g., AI + HR systems or AI + financial planning) will become high-value and hard to find. Cybersecurity Demand Heats Up As geopolitical tensions simmer and ransomware threats evolve, cybersecurity talent continues to command a premium. However, it’s not just penetration testers and red teams in demand—compliance, governance, and security architecture roles are just as critical. What CIOs should do: Conduct mid-year security audits with a talent lens. What roles are critical to maintain coverage during year-end reporting or regulatory deadlines? Plan for Q4 project spikes by securing interim cybersecurity experts now. Look beyond certifications—real-world incident response experience matters most. Pro Tip:  The upcoming holiday season will once again be a prime time for cyberattacks. Get your response teams staffed and stress-tested early. Workday Expertise Is in the Spotlight The Workday ecosystem is seeing a major shift. With 2025R2 rolling out in September, companies are preparing for everything from FDM changes and compliance updates to new extensibility features via Workday Extend. The problem? Workday consultants—especially those with functional and technical cross-skills—are in short supply. What CIOs should do: Plan now for project staffing (especially for post-R2 optimization or module expansion). Use the summer to backfill operational tasks so internal HR and Finance teams can focus on testing and change management. Tap into Workday-certified external experts like BGSF to stay ahead of deployment challenges and maximize ROI. Emerging Trend:  More organizations are leveraging flexible, project-based Workday staffing to balance cost control with agility. Strategic Flexibility Wins The second half of the year will be about adapting fast to new threats, emerging AI capabilities, and internal skill gaps. The CIOs who thrive will be those who blend smart workforce forecasting with just-in-time expertise. Whether you're gearing up for a Q4 ERP upgrade, navigating AI adoption, or tightening your security perimeter, make sure your talent strategy is as future-focused as your technology roadmap. Need support recalibrating your IT workforce? Whether it’s AI consultants, cybersecurity experts, or Workday-certified talent, BGSF delivers flexible workforce solutions to help you stay ahead of change. Contact us today!

Graduating from college is an exciting milestone, but it also marks the beginning of a new challenge—launching a successful career. With so many industries vying for young talent, new graduates often face the daunting question: Which career path offers stability, growth, and meaningful work?   For many, property management emerges as a surprisingly smart and rewarding option. Why Consider A Career in Property Management? Property management combines elements of business, customer service, real estate, and operations management, offering a dynamic and diverse work environment. Here are several reasons why new grads should consider this industry. Strong Job Market with Steady Demand The real estate market may fluctuate, but people will always need places to live and work. This constant demand fuels ongoing opportunities in property management across residential, commercial, and industrial sectors. As communities grow and evolve, the need for skilled property managers to maintain and enhance these spaces continues to rise. Variety and Skill Development Property management isn’t a one-dimensional job. It involves: Handling tenant relations and communications Overseeing maintenance and repairs Managing budgets and financial reporting Ensuring compliance with laws and regulations Coordinating with vendors and contractors This variety ensures that new grads develop a wide range of transferable skills — from negotiation and problem-solving to financial acumen and organizational leadership. Career Growth and Advancement Starting in an entry-level property management role can open doors to numerous career advancement opportunities. Many successful property managers move into senior management, regional oversight, or even real estate development and investment roles. The industry values experience and proven leadership, making it a great place to build a long-term career. Opportunity to Make an Impact Property managers play a critical role in creating safe, well-maintained, and welcoming communities. For those passionate about people and community development, this career offers the chance to make a tangible difference in residents’ daily lives. Competitive Compensation and Benefits With increasing responsibilities and specialized skills, property management roles often come with competitive pay and benefits. Many companies also offer training and certification programs , helping employees build credentials and boost their earning potential. How New Grads Can Get Started Pursue Relevant Education and Certifications While a degree in business, real estate, or hospitality can be helpful, it’s not always required. Many employers value hands-on experience, strong communication skills, and a proactive attitude. Certifications like the Certified Property Manager (CPM) or Accredited Residential Manager (ARM) can also enhance a candidate’s profile. Gain Experience Through Internships and Entry-Level Roles Internships, assistant property manager roles, or leasing consultant positions provide excellent entry points to learn the ropes. These experiences allow new grads to build practical skills and professional networks in the industry. Leverage Staffing Support for Career Placement Partnering with staffing firms that specialize in property management, like BGSF , can help new graduates connect with the right employers. These firms understand the unique needs of the industry and can match candidates with opportunities that fit their skills and career goals. Starting A Rewarding Career Today For new graduates navigating the transition from school to the workforce, property management offers a smart, versatile, and rewarding career path. With its blend of steady demand, skill variety, advancement potential, and community impact, it’s an industry worth exploring. If you’re a recent grad ready to launch your career, consider property management — where your skills can grow, your impact is real, and your future looks bright.