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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.

Launching new technology, whether it's an ERP system, cloud migration, AI platform, or digital transformation initiative, is a huge undertaking. It demands the right mix of skills, resources, and leadership. But what if you're heading toward go-live and something feels off? If you're feeling the pressure, it might not be the tech. It could be your team. Here are five red flags that you’re understaffed for your major tech rollout—and, more importantly, what you can do about it. 5 Red Flags You're Understaffed Project Timelines Keep Slipping Red Flag:  You started with a confident project roadmap, but now key phases are consistently behind schedule. What It Means:  You may be relying too heavily on a few overextended team members . Burnout, bottlenecks, and missed deadlines can spiral quickly, derailing the whole project. What to Do:  Reassess resource allocation and bring in specialized consultants or short-term staff  to balance the load and hit critical milestones. Too Many Hats, Not Enough Heads Red Flag:  Core team members are juggling multiple roles—from project management to system configuration and training. What It Means:  Stretching your team too thin can lead to errors, oversights, and a lack of accountability. What to Do:  Conduct a gap analysis. Identify roles that need dedicated attention, like change management, QA, or post-go-live support, and fill them with contract or managed services talent. Trouble Translating Tech to the Business Red Flag:  Communication between IT and business stakeholders is breaking down, causing confusion or resistance. What It Means:  You may lack business analysts, integration specialists, or user adoption experts who can bridge the gap between strategy and execution. What to Do:  Enlist hybrid experts—people who speak both tech and business—to ensure alignment and drive cross-functional success. Increased Turnover or Burnout Red Flag:  Team members are taking extended leaves, exiting the organization, or showing signs of disengagement. What It Means:  You’re likely relying too heavily on internal resources without building a buffer for mental health, PTO, or the unexpected. What to Do:  Rotate in flexible staffing to give your core team breathing room. Partnering with a staffing firm that understands tech rollouts, like BGSF, can ensure a sustainable pace. Testing and Training Are Rushed or Incomplete Red Flag:  End-user training and system testing are being fast-tracked or cut altogether. What It Means:  These are the most visible signs you’re running out of time—and people. Cutting corners at this stage often leads to failed adoption and rework post-launch. What to Do:  Bring in specialists to handle training delivery, documentation, and testing. Augment your team to protect the integrity of your launch. From Red Flags to Results At BGSF, we understand the high stakes of major tech implementations. Whether you're deploying Workday , SAP , Oracle , or a custom solution, our flexible workforce solutions are designed to scale with your project’s needs. From certified consultants and project managers to post-go-live support, we help you fill gaps fast, without compromising quality. Don’t wait for burnout or breakdown to hit. If any of these red flags sound familiar, let’s talk about how we can support your success before, during, and after go-live.

Transitioning from military to civilian life can be both exciting and challenging. For many veterans, the question isn't whether their skills are valuable; it’s where those skills can make the biggest impact. With unmatched experience in leadership, discipline, teamwork, logistics, and problem-solving, veterans are uniquely positioned to thrive in various industries. At BGSF, we recognize the importance of translating military experience into rewarding civilian careers. Below, we explore the top industries that align with military skill sets and how veterans can successfully transition into these fields. Why Military Skills Matter in the Civilian Workforce Veterans bring a wide array of capabilities that employers highly value: Leadership and team management  Decision-making under pressure  Technical aptitude and hands-on experience  Adherence to structure, policies, and procedures  Strong work ethic and adaptability  These qualities are not just relevant, but essential across many civilian sectors, especially those facing talent shortages or operational complexity. Top Industries Where Veterans Thrive Information Technology and Cybersecurity With many veterans having experience in communications, cybersecurity, and intelligence, IT is a natural fit. Skills in network security, systems analysis, and mission-critical operations transition seamlessly into roles like: Cybersecurity Analyst Systems Administrator IT Project Manager Network Engineer Why it fits:  Military training often includes high-stakes technology operations—an ideal match for the ever-evolving tech landscape. Logistics and Supply Chain Management Military logistics are some of the most complex in the world. From coordinating global deployments to managing equipment and supplies, these skills are directly transferable to: Supply Chain Analyst Operations Manager Inventory Control Specialist Transportation Planner Why it fits:  Precision, timing, and efficiency are core strengths of military personnel. Skilled Trades and Property Management Veterans with mechanical, electrical, HVAC, or general maintenance experience can find long-term careers in property management and facilities services. Maintenance Technician HVAC Specialist Building Engineer Project Supervisor Why it fits:  Hands-on expertise, reliability, and certifications earned in the military often meet or exceed civilian requirements. Healthcare and Medical Services Veterans with experience as medics, nurses, or in mental health support can pursue certifications that allow them to serve in: EMT/Paramedic Nursing Assistant Behavioral Health Technician Medical Equipment Technician Why it fits:  A mission-driven approach and the ability to perform under pressure are ideal in healthcare environments. Manufacturing and Engineering Veterans trained in mechanics, operations, and safety protocols are assets in high-tech and traditional manufacturing roles: Quality Assurance Specialist CNC Operator Safety Manager Process Engineer Why it fits:  Precision, quality, and attention to detail are foundational in both military and manufacturing settings. Government and Public Service Veterans often find purpose and alignment in continuing to serve through civilian government roles. Many federal, state, and local agencies actively recruit former military members for positions such as: Homeland Security Officer Emergency Management Specialist Law Enforcement or Corrections Officer Program Analyst Why it fits:  Veterans understand chain-of-command, security protocols, and thrive in structured, mission-oriented environments. Finance and Business Operations Many military roles involve planning, budgeting, procurement, and resource allocation. Veterans transitioning into finance or business ops may thrive in roles such as: Financial Analyst Procurement Specialist Operations Coordinator Project Manager Why it fits:  Analytical thinking, discipline, and accountability are strengths veterans bring to any corporate environment. Tips for a Successful Transition To leap into a new civilian career, veterans should keep the following in mind: Translate your resume : Use civilian language to describe your military experience . Focus on transferable skills and measurable outcomes.  Obtain certifications : Earning industry-recognized certifications (like CompTIA, HVAC, or PMP) can bridge any gaps between military training and civilian requirements.  Network with purpose : Connect with veteran-focused career fairs, staffing partners like BGSF , and LinkedIn groups to gain traction.  Consider temp-to-perm : Staffing firms can help place veterans in flexible roles that build experience and often lead to full-time employment.  How BGSF Supports Veterans At BGSF, we’re committed to empowering veterans as they navigate their second careers. Our team offers: Resume guidance and career coaching  Access to temporary, contract, and full-time positions  Upskilling and certification support in high-demand industries  A dedicated team that understands the unique value veterans bring to the workforce  Military service instills a level of dedication, discipline, and skill that few other experiences can match. As industries across the country face increasing demand for qualified talent, veterans offer a wellspring of potential. With the right support and opportunities, the civilian workforce can become a new mission—one filled with purpose, progress, and long-term success. Ready to take the next step in your civilian career? Connect with BGSF today to explore opportunities tailored to your strengths.

The commercial real estate (CRE) industry isn’t one-size-fits-all, and neither should your staffing strategy be. From the logistics-heavy operations of industrial properties to the dynamic pace of retail leasing, each sector within CRE has distinct challenges. Yet, many firms still rely on generalized staffing solutions that overlook the nuanced skills and sector-specific knowledge required for success. In today's competitive and complex market, that approach simply doesn’t cut it anymore. The CRE Landscape Is Diverse, and So Are Its Talent Needs Each corner of the CRE world functions like its own ecosystem, requiring a different mix of skillsets, compliance understanding, and operational focus. Let’s take a closer look: Office: Optimizing Space, Experience, and Retention The modern office is evolving, with hybrid work, flexible leases , and smarter space utilization driving change. Office-focused roles often include: Property Managers  – Professionals who oversee the daily operations, budgeting, vendor relationships, and tenant satisfaction for office properties. Building Engineers  – Skilled technicians who manage HVAC, electrical, plumbing, and other building systems to ensure peak performance and minimal disruptions. Lease Administrators  – Professionals who ensure lease agreements are accurate, up-to-date, and aligned with business goals. Marketing Specialists  – Creative minds who attract tenants through strategic messaging and compelling value propositions. It takes sector-savvy professionals to strike a balance between cost-efficiency and tenant satisfaction when it comes to office spaces. Retail: Fast, Flexible, and Consumer-Driven Retail is dynamic and fast-paced. From seasonal shifts to changing tenant mixes, the retail sector thrives on agility: Leasing Agents  – Experts who analyze foot traffic, co-tenancy dynamics, and location insights to secure the right tenants for long-term success. Property Managers  – Leaders who keep retail centers operational, profitable, and visually appealing while managing vendor contracts, budgets, and community engagement. Market Analysts  – Data-driven specialists who evaluate consumer behavior and economic indicators to inform strategic property decisions. The right retail staffing keeps your centers vibrant and profitable year-round. Industrial: Where Efficiency Drives Results In the industrial space, operational efficiency directly impacts bottom lines. With e-commerce and supply chain complexity rising, this sector requires: Industrial Leasing Specialists  – Professionals who navigate warehouse specifications and match tenants with spaces that meet their unique operational needs. Maintenance Technicians  – Skilled workers who ensure facilities remain in top condition, minimizing downtime and supporting seamless operations. Building Engineers  – Essential to maintaining industrial-grade systems and equipment, ensuring peak performance and minimizing risk. Sector-specific staffing helps businesses stay agile and scalable as logistics evolve in the industrial sector. Life Science Centers: Precision, Compliance, and Innovation Life science centers—ranging from biotech labs to medical office buildings—demand a workforce fluent in both real estate and regulatory complexity: Regulatory Compliance Coordinators  – Experts who ensure the facility aligns with FDA, EPA, and OSHA regulations specific to life sciences. Technical Maintenance Specialists  – Skilled technicians who support sophisticated systems such as clean rooms, HVAC, and laboratory infrastructure. Building Engineers  – Experts in advanced building systems supporting sensitive life science operations, from high-efficiency HVAC to controlled environments. Staffing in this sector requires a deep understanding of scientific workflows, industry certifications, and the unique pressures of innovation-driven environments. The Case for Specialized Staffing Solutions When commercial real estate (CRE) companies rely on general staffing firms, they often face costly setbacks, mismatched skill sets, prolonged onboarding, and decreased operational efficiency that can impact tenant satisfaction. In an industry where timing and precision are everything, CRE professionals don’t have the luxury of ramp-up time. They need talent that understands the unique dynamics of their sector and can deliver from day one. That’s where tailored staffing solutions come in. With industry-specific expertise, these solutions provide pre-vetted professionals who bring niche knowledge and proven experience. Companies benefit from faster placement timelines, smoother transitions, and the scalability to address everything from seasonal surges to long-term growth. Most importantly, the matching process goes beyond resumes, factoring in compliance requirements, company culture, and the potential for long-term success. Whether you're covering a short-term vacancy or assembling a high-performing team for the future, specialized talent aligned with your sector’s needs makes all the difference. How BGSF Helps CRE Leaders Win At BGSF, we understand that retail doesn’t operate like industrial, and office space isn’t interchangeable with medical facilities. That’s why our commercial real estate staffing solutions are designed with specialization at the core. We provide: Leasing experts with sector-specific knowledge Maintenance professionals who uphold your brand standards External staffing support for seasonal, transitional, or growth-focused needs As CRE evolves and markets shift, real, specialized talent has never been more crucial. It’s time to move beyond generic staffing and invest in a partner that understands the complexities of your sector. Let’s build your team with purpose. Partner with BGSF for specialized staffing that delivers impact, no matter the sector.

As recruiters, we have seen countless employees grapple with the decision of whether to accept a counteroffer after submitting their resignation. While receiving a counteroffer can feel flattering and validating, it's essential to take a step back and evaluate both the immediate and long-term impacts of this decision. Here's our professional take on counteroffers, the motivations behind them, and things you should consider before accepting one. Why Do Employers Offer Counteroffers? When an employee resigns, employers often extend a counteroffer in an effort to retain their talent. From a company's standpoint, there are several reasons behind this move: Team Disruptions : An employee's abrupt departure can disrupt team dynamics, productivity, and morale.  Cost and Time of Replacement : Hiring a new employee involves time, training, and a financial investment that many organizations want to avoid.  Cultural Impact : Losing a key employee can affect the culture, balance, and overall cohesion of the workplace.  In these cases, a counteroffer is a quick fix to stave off immediate challenges, but it's worth considering whether this solution is truly in the best interest of the employee. Short-Term Benefits: What You Get Right Away When you're handed a counteroffer, some obvious short-term benefits may cloud your judgment: Flattery : It’s always nice to feel wanted, especially when you’ve made the difficult decision to leave.  Morale Boost : Being offered a higher salary, a new title, or a promotion can make you feel appreciated.  Higher Salary : A salary bump is often the most immediate and attractive part of a counteroffer.  New Title : Sometimes, a title change can offer a sense of new responsibility or growth.  While these rewards might feel great initially, they come with their own set of potential repercussions that you must weigh carefully. The Hidden Repercussions of Accepting a Counteroffer While accepting a counteroffer might solve a few surface-level problems, there are long-term implications to consider: Strained Loyalty : Once you've given notice and explored other opportunities, your loyalty to your current employer might be permanently affected. Your manager will know that you were actively seeking another role, and that could change the dynamic in your future working relationship. They may not see you as fully committed moving forward, and that lack of trust can be hard to rebuild.  Underlying Issues Remain : If salary wasn't the primary reason you were seeking a new job, a financial incentive might not address the real reasons behind your dissatisfaction—whether it's lack of growth opportunities, a poor work environment, or a mismatch between your values and the company culture. A salary bump or title change may be a temporary fix, but it likely won't solve the underlying issues that drove you to seek another job in the first place.  Impact on Team Dynamics : If your colleagues learn that you were planning to leave, it could cause friction or shift the dynamics within your team. They might see you as less committed or question your intentions, which could erode the team’s trust in you.  Short-Term Thinking : Studies show that even after accepting a counteroffer, employees often leave within 6-12 months. While the counteroffer might solve immediate problems, it doesn't necessarily mean you've found long-term fulfillment. If your original reasons for leaving weren't addressed, you may find yourself back in the same position down the line.  Final Thoughts: Key Questions to Ask Yourself If you find yourself faced with a counteroffer, it's important to reflect on several key questions before making your decision: Will the counteroffer resolve the issues that made you want to leave in the first place?  Is the salary increase or title change enough to address your long-term career goals or work-life balance needs?  Is the counteroffer a quick fix or a true solution?  Ask yourself if the changes are just a temporary fix or if they address the larger, underlying concerns you have.  Will there be any retaliation or awkwardness with your peers or manager?  Knowing that you were considering leaving could change how others view you. Consider whether this might lead to tensions or affect your relationships at work.  Would you have received this raise or promotion if you hadn't put in your notice?  It’s worth considering whether this change was offered only as a response to your resignation and whether you would have received it otherwise.  Do you feel more valued now?  Accepting a counteroffer should make you feel like your contributions are recognized and valued. If you don’t feel that way, the counteroffer might not be enough to retain your commitment.  Could this impact your future career growth?  Think about whether accepting the counteroffer could derail future promotions, your career trajectory, or even your long-term satisfaction.  Have you spoken to someone you trust?  Before making any major career decision, it’s always helpful to seek advice from someone close to you—whether it’s a family member, mentor, or trusted friend. A clear perspective can help you make a more informed decision.  Is a Counteroffer the Right Choice for Your Career? While accepting a counteroffer can seem like a quick and flattering solution, it’s essential to carefully weigh the potential drawbacks. A counteroffer might address immediate needs, but it’s unlikely to fix the larger, underlying reasons why you were looking for a new job in the first place. Make sure that any decision you make aligns with your long-term career goals and personal values. If you're uncertain, seeking guidance from a mentor or recruiter can help you evaluate whether staying or leaving is the best move for your future. Looking for a new role or the next step in your career? Check out our open positions and apply today!

As the summer sun heats up, so does the competition in the multifamily housing market. Prospective renters are not just looking for a place to live, they're seeking a lifestyle. And the amenities your property offers can be the deciding factor between a signed lease and a missed opportunity. Understanding which amenities sizzle and which fizzle is crucial to maximizing occupancy during the peak leasing season. The Sizzle: Amenities That Attract and Retain Residents Outdoor Workspaces and Flexible Design: The shift towards remote work has transformed residents' expectations. Outdoor work zones have become a sought-after feature, allowing residents to work amidst nature without leaving their community. Flexible designs, such as folding partitions that create seamless indoor/outdoor connections, are gaining popularity even in traditionally colder regions. These spaces not only cater to remote workers but also enhance the overall appeal of the property. Year-Round Outdoor Amenities: Properties are extending the usability of outdoor spaces beyond the summer months. Heated pools, fire pits, and electric heaters are being incorporated to ensure residents can enjoy outdoor areas even in colder climates. Such features not only provide comfort but also differentiate properties in competitive markets. Unique and Multifunctional Spaces: Innovative amenities like music practice rooms, rooftop running tracks, and golf simulators are redefining luxury living. These unique offerings cater to diverse interests, fostering a sense of community and enhancing resident satisfaction. Moreover, integrating technology through virtual reality lounges and multi-sport simulators appeals to tech-savvy residents and sets properties apart. The Fizzle: Outdated Amenities That May Deter Prospective Renters Underutilized Business Centers: While business centers were once a staple, the rise of in-unit workspaces and co-working areas has rendered traditional business centers less appealing. Residents now prefer multifunctional spaces that offer flexibility and comfort over formal business centers. Generic Common Areas: Common areas lacking character or purpose can fail to engage residents. Spaces that do not foster interaction or offer unique experiences may be overlooked. In contrast, thoughtfully designed areas that encourage socialization and community building are more likely to be utilized and appreciated. Amenities Without Resident Input: Implementing amenities without considering resident preferences can lead to underused spaces and wasted investments. Regularly surveying residents and involving them in the decision-making process ensures that amenities align with their needs and desires, enhancing satisfaction and retention. Strategies to Enhance Your Leasing Season Engage with Residents:  Conduct surveys and feedback sessions to understand what amenities residents value most.  Invest in Versatile Spaces:  Design areas that can serve multiple purposes, adapting to various resident activities and preferences.  Embrace Technology:  Incorporate smart home features and tech-driven amenities to appeal to modern renters.  Promote Community Building:  Host events and create spaces that encourage interaction, fostering a strong sense of community.  Add Some Sizzle to Your Leasing Season By focusing on amenities that resonate with current trends and evolving resident needs, such as coworking spaces, pet-friendly features, wellness centers, and smart home technology, property managers can create communities that stand out in a competitive market. These thoughtful additions not only appeal to prospective renters during the busy summer leasing season but also contribute to long-term satisfaction for current residents. The result is stronger retention, positive word-of-mouth, and a community that thrives well beyond the summer rush, ultimately turning seasonal opportunities into year-round success. Need support bringing your amenity vision to life? BGSF provides experienced professionals who can help manage seasonal demand, execute property upgrades, and deliver exceptional resident experiences. Let’s make your summer leasing season a sizzling success— connect with BGSF today .

As the final graduation caps hit the ground and summer break begins, many universities are anything but on vacation. Behind the scenes, institutions across the country are leveraging the quieter summer months to roll out critical Workday enhancements—strategic upgrades designed to improve system performance, support incoming students, and streamline back-office operations before the fall semester begins. Why Summer is the Prime Time for Workday Upgrades Summer offers a narrow but crucial window for IT and administrative teams to make system changes with minimal disruption. Workday’s flexibility, cloud-native infrastructure, and biannual release schedule make it well-suited for agile upgrades during this off-peak period. Here are the key reasons universities are taking action now: Lower System Load : With fewer users logged into student portals and finance systems, summer is ideal for testing and deploying new features.  Fall Preparedness : Enhancements now can alleviate registration bottlenecks, onboarding issues, and scheduling glitches during the high-pressure fall term.  Change Management : Summer provides more bandwidth for training, communication, and user adoption before students and faculty return en masse.  Top Enhancements Universities Are Prioritizing As the pace of digital transformation in higher education accelerates, universities are prioritizing Workday upgrades that improve student experiences, streamline back-office operations, and ensure regulatory compliance. Here’s a closer look at the key areas institutions are enhancing over the summer: 1. Student Module Enhancements Workday Student is becoming a central hub for the full student lifecycle—from admissions to alumni engagement. Universities are: Streamlining Course Registration : Enhancing the registration experience with real-time seat availability, waitlist automation, and user-friendly interfaces that reduce advisor workload.  Automating Degree Audits : Deploying rule-based logic to track academic progress automatically, giving students and advisors clearer visibility into graduation requirements and credit completion.  Improving Financial Transparency : Rolling out self-service tools for viewing tuition balances, payment options, and financial aid disbursements, to reduce help desk traffic and boost student satisfaction.  These upgrades ensure a smoother onboarding and academic planning experience for new and returning students. 2. Human Capital Management (HCM) Upgrades The beginning of the academic year often brings surges in hiring, especially for adjunct faculty, student workers, and seasonal staff. Universities are optimizing: Mobile-First Onboarding : Implementing mobile-friendly onboarding portals with checklist automation for documents, tax forms, and training modules—accelerating time-to-productivity.  Dynamic Job Requisition Workflows : Simplifying hiring manager tasks with more intuitive routing, alerts, and approval chains for quicker turnaround on seasonal hiring needs.  Faculty Credential Management : Aligning credential tracking with compliance requirements and integrating professional development tracking into faculty profiles for accreditation audits.  These enhancements improve recruiting speed, compliance, and employee engagement from day one. 3. Finance and Grants Management Improvements With fall budgeting and new research funding cycles approaching, finance teams are updating Workday to drive smarter decision-making: Real-Time Grant Tracking : Automating expense tracking across the grant lifecycle with dashboards that give PIs and finance teams up-to-date insights on remaining balances and upcoming deadlines.  Enhanced Budget Controls : Enabling budget-to-actual variance tracking and proactive alerts to help departments manage spending responsibly before the fiscal year-end.  Streamlined Procurement Workflows : Integrating supplier management tools with Workday Procurement to simplify vendor onboarding, invoice approval, and payment timelines.  These improvements provide clearer financial oversight and reduce administrative overhead. 4. Security & Compliance Updates Data privacy and regulatory demands are rising, especially in higher ed, where student and health data intersect. This summer, institutions are: Tightening Role-Based Access : Refining security groups and access protocols to ensure users only see the data necessary for their roles, minimizing risk across distributed campuses.  Conducting System-Wide Audits : Using Workday’s audit capabilities to track configuration changes, detect outdated permissions, and document workflows for compliance reporting.  Aligning with FERPA, HIPAA, and GDPR : Updating policies and technical configurations to reflect evolving data governance requirements and reduce institutional exposure.  Security enhancements now mean fewer headaches—and fewer compliance violations—later. How BGSF Helps Universities Maximize Summer Enhancements At BGSF, we understand the pressure higher education institutions face to get it right before students return. Our Workday-certified consultants provide: Project-based support  to execute enhancements on time and on budget  Backfill staffing  so core teams can stay focused on daily operations  Strategic advisory  to align enhancements with long-term institutional goals  Whether you’re implementing new features, optimizing existing modules, or preparing for Workday’s upcoming release in September, we’re here to help. Don’t Wait Until It’s Too Late The countdown to the fall semester is already ticking. Institutions that invest in summer upgrades not only enter the academic year stronger, but they also reduce stress on students, faculty, and staff when it matters most. Ready to maximize your Workday environment before the fall rush? As a trusted Workday Deployment Partner , let BGSF help you take full advantage of summer. Contact us  to start the conversation.

In today’s fast-moving business landscape, the question isn’t just “Do we need more people?” —it’s “What kind of support will drive the most value?”  Whether you’re scaling, adapting to new tech, or tackling a one-time initiative, aligning the right workforce strategy to your needs is critical. That’s where staffing up or staffing smarter comes into play. The Three Core Staffing Options Let’s break down your primary staffing choices: Full-Time Hires : Best for long-term needs, culture continuity, and strategic investment in talent.  Contract Staffing : Ideal for flexible, short- to mid-term support, especially for spikes in workload or specialized skills.  Managed Services : A hands-off, outcomes-based approach where an external partner oversees the delivery of a specific function or project.  Staffing Decision Tree: What’s the Right Fit?  Use this mini-guide to help determine your best route: When to Staff Smarter (and Save) Smart staffing doesn’t just save costs—it improves agility. Here are common scenarios where staffing smarter pays off: Technology Upgrades : Don’t tie up internal teams with complex implementations. Use contract talent for surge capacity or managed services for end-to-end execution.  Compliance & Reporting : Leverage managed services to stay ahead of ever-evolving requirements.  Busy Seasons : Scale up your workforce with contract support for accounting, customer service, or property maintenance roles.  Talent Shortages : Fill gaps fast with pre-vetted talent instead of waiting for the “perfect” full-time hire.  Pro Tip: Mix and Match The smartest staffing strategy is often a hybrid. Full-time employees ensure continuity, contract talent brings flexibility, and managed services deliver specialized outcomes. The key is knowing when—and how—to blend them. Staff Smarter with BGSF At BGSF, we help companies staff smarter across IT, finance & accounting, property management, and more. Whether you need to scale up, scale temporarily, or scale strategically, our experts guide you through every step—from assessment to execution. Ready to build the right workforce for right now? Let’s talk.

As the summer months approach, the multifamily housing industry enters its peak leasing season. With an influx of prospects, lease renewals, and rising demands, property managers and leasing teams often face an overwhelming surge of activity. While this is a great opportunity for growth and revenue, it also puts significant pressure on leasing teams to meet deadlines, maintain high levels of service, and ensure a smooth leasing process for all. This is why having the right support system in place is critical during peak season. The Challenges of Peak Leasing Season The peak leasing season typically sees an uptick in both new leases and renewals. This can mean longer hours, more tours, and more paperwork to handle. A few of the key challenges include: Increased Volume of Inquiries and Tours: While the traditional "spring rush" is evolving , the demand for housing peaks during summer, and leasing agents are often juggling dozens of phone calls, emails, and walk-in prospects each day. Scheduling tours, providing property information, and answering questions can quickly become a full-time job on its own. Time Constraints and Deadlines: From screening applicants to ensuring lease agreements are signed and processed, the fast pace of the season leaves little room for error. Missing a deadline can cause a ripple effect on property occupancy and revenue goals. Seasonal Turnover and Staffing Gaps: Many leasing teams experience higher turnover during this busy period, leaving vacancies and forcing teams to manage more with less. Temporary staffing or additional support may be essential to fill in the gaps and ensure continuity. Customer Expectations: With competition for renters at an all-time high, prospects have more options than ever. Providing an exceptional experience from first contact to lease signing is paramount, but the demand for personalization and attention can strain already stretched teams. The Importance of Support Systems Leasing teams need support not just to handle the increased workload but also to maintain a high level of service and avoid burnout. Here are some ways that additional support can make a difference: Temporary Staffing and Backfill Support: A short-term surge in demand can often be met with temporary staff to handle everything from tours and follow-ups to paperwork and lease processing. This allows existing team members to focus on higher-priority tasks and ensures no leads are left unattended. AI and Technology Solutions: Automating repetitive tasks such as scheduling tours or responding to common inquiries with AI-powered chatbots can significantly free up time for leasing teams. Technology solutions can also streamline application processes, document management, and rent collection, reducing manual labor and minimizing errors. Training and Development: Equipping leasing teams with additional training and development resources, such as BGSF’s maintenance training programs , can boost their efficiency and confidence in handling peak season challenges. Skilled teams can address issues more proactively, ensuring smoother operations throughout the busy months. Don’t Wait Until It’s Too Late! As the peak season looms, it’s essential to plan ahead. By securing additional staffing, embracing technology, and offering the right support resources, you can ensure that your leasing team is equipped to handle the increased workload while maintaining exceptional service levels. At BGSF, we’re here to help you navigate this critical time, ensuring your team remains efficient, productive, and stress-free during this busy season. Need Help? Contact BGSF Today! Our staffing solutions include temporary and contract staffing, which can assist your team during peak demand, ensuring there is no disruption in service or productivity. Reach out today to learn how we can support your leasing team during this busy season!

As the seasons change, it's not just your closets that could use a refresh. In today’s fast-evolving business landscape, organizations must periodically step back and re-evaluate their technology tools and talent strategies to stay competitive. Spring offers the perfect opportunity to declutter, optimize, and align your digital investments and workforce plans for growth and resilience. Spring Cleaning Your Tech and Talent Strategy 1. Audit Your Tech Stack: What's Serving You—and What Isn’t? The average company uses dozens of tools and platforms, but how many are actually driving value? Conduct a tech stack audit by asking: Are there redundancies or outdated systems? Which tools are underutilized or lack user adoption? Are your platforms integrated effectively to reduce manual effort? A streamlined, well-integrated tech stack improves productivity, data accuracy, and employee satisfaction. Evaluate solutions based on ROI, user experience, and scalability. Don’t hesitate to sunset legacy systems in favor of modern, cloud-based platforms that better align with your goals. 2. Reassess Talent Gaps and Future Skills Needs Technology is only as effective as the people who power it. As your tools evolve, so must your workforce. Take stock of your current talent landscape: Are your teams equipped with the right skills to leverage emerging technologies like AI, automation, or advanced analytics? Is your organization set up to attract, train, and retain future-ready talent? Are your staffing models flexible enough to scale with seasonal or project-based demands? Consider conducting a skills gap analysis and updating job descriptions to reflect evolving role requirements. This is also the time to explore training, reskilling, or external staffing solutions to close critical capability gaps. 3. Declutter Internal Processes and Workflows Your systems and talent might be strong individually, but are your workflows helping or hindering them? Disconnected processes and siloed teams often lead to inefficiencies, duplicated work, and burnout. Spring is the perfect time to map out key business processes and identify friction points. Streamline communication, automate repetitive tasks, and implement project management tools that promote cross-functional collaboration and visibility. 4. Prioritize Security and Compliance As you clean house, don’t overlook your tech stack’s security posture. Outdated or unmonitored software can create vulnerabilities. Review user access permissions, update security patches, and ensure compliance with relevant regulations (e.g., GDPR, HIPAA, or SOC 2). This is also a good time to align IT and HR on policies related to remote work, device usage, and data governance to reduce risk across the board. 5. Align Tech and Talent to Business Goals Ultimately, both your tech and talent strategies should work in tandem to drive business results. Are your tools and people aligned with where your organization is heading in the next 12–24 months? Whether you're expanding, consolidating, or entering new markets, a spring refresh can ensure you’re investing in the right enablers to get there. A Fresh Start for a Stronger Future Just like spring cleaning your home brings clarity and renewed energy, revisiting your tech stack and talent strategy can unlock efficiency, innovation, and long-term growth. By taking time now to evaluate what’s working—and what’s simply taking up space—you’re setting your organization up for greater agility and resilience in the months ahead. The key is to be proactive, not reactive. Use this seasonal reset to align your tools, talent, and processes with your business priorities—and watch your teams thrive. At BGSF, we specialize in workforce solutions and tech-enabled services that help organizations stay agile and future-ready. Whether you need help modernizing your systems, closing skills gaps, or reimagining your workforce strategy, we’re here to support you every step of the way. Let this spring be your signal to reset and recharge. Your business, your teams, and your bottom line will thank you. Contact us today!

April delivered another month of solid job gains, with 177,000 new jobs  added to the U.S. economy and the unemployment rate holding steady at 4.2% . While not a blockbuster month, the pace is in line with the 12-month average and reflects a labor market that’s stable, resilient, and recalibrating after months of volatility. Labor Market Highlights: Unemployment rate  held at 4.2% , unchanged from March. Long-term unemployment  (27+ weeks) rose to 1.7 million , now 23.5%  of total unemployed. Average hourly earnings  rose 0.2%  month-over-month, now up 3.8%  over the past year. Federal government employment  declined by 9,000 , with a total drop of 26,000  since January. Labor force participation  remained unchanged at 62.6% , still below pre-pandemic levels. 🏢 Multifamily Outlook: Real Estate Hiring Holds Steady The real estate and rental/leasing  sector added 2,200 jobs in April , continuing a consistent upward trend that’s delivered over 60,000 new jobs in the past year . For our Multifamily division , this steady growth signals strong ongoing demand for leasing agents, maintenance professionals, and property managers. “Hiring across the multifamily sector has remained encouragingly steady,” said Kelly Brown, President of BGSF’s Property Management Division . “Despite seasonal shifts, we’re still seeing strong demand for experienced talent — especially in leasing and maintenance. Operators who stay proactive in their hiring efforts will be best positioned for the busy summer leasing season.” This sustained momentum also reflects a larger shift: renters are prioritizing flexibility, and multifamily communities are stepping up — modernizing amenities, increasing staffing, and investing in long-term growth. That means more opportunity for job seekers ready to grow their careers in property management. 💼 Professional Services: Finance, Accounting & Tech Hiring Remains Resilient The Financial Activities  sector added 14,000 jobs in April , bringing its 12-month gain to 103,000 jobs . After hitting a low point in April 2024, this sector has steadily recovered, signaling increased business activity and demand for professionals in accounting, compliance, and financial analysis. “Employers in finance and accounting aren’t just hiring — they’re being selective,” said Eric Peters, President of BGSF’s Professional Division . “We’re seeing demand for professionals who can step in quickly and drive value, especially in roles tied to reporting, audits, and strategic forecasting. For talent, it’s a great time to explore new opportunities. For employers, it’s time to move quickly when top candidates surface.” In technology , the computer systems design and related services  industry grew by 4,400 jobs in April  — part of a steady 12-month increase of 44,400 jobs . While tech hiring isn’t as explosive as previous years, it remains consistently positive, with notable demand in software development, cybersecurity, and AI-related roles. 🚀 What This Means for You For employers:  The competition for skilled talent isn’t going away. In fact, as hiring steadies across key industries, it’s more important than ever to streamline hiring processes and offer competitive pay and flexibility. For job seekers:  April’s numbers show that opportunity is still out there — especially for candidates with in-demand skills in finance, tech, and property management. If you’ve been waiting to make a move, now’s the time to update that resume. 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

Turn season waits for no one. Every property manager who's been through it knows the drill—suddenly your property turns into a high-stakes relay race of move-outs, deep cleans, repairs, and fresh move-ins. But here's the thing: you don’t have to dread it. You just need the right prep, the right people, and the right plan. At BGSF, we live and breathe student housing turns—and we’ve gathered the survival guide that’ll have you not just getting through it, but absolutely crushing it. Student Turn Survival Guide 1. Build Your Staffing Game Plan Yesterday Let’s be real: staffing is the number one turn-time killer. Whether it's make-ready crews, painters, porters, or leasing agents, you're only as good as your team. Start recruiting early —like, yesterday. Our data shows most PM pros are in their roles less than a year , so onboarding temps fast is essential.  Use staffing partners  (hey, that’s us) who specialize in Property Management and have the bench strength and expertise for student housing.  Contact us today! Mix it up:  Use temporary workers for make-ready tasks, temp-to-hire for leasing roles, and permanent hires for roles with year-round impact.  2. Create a Turn Blueprint (And Stick to It) The most chaotic turns happen when there’s no game plan. Here's what your turn prep should include: A unit-by-unit punch list  A vendor schedule with wiggle room Assigned team leads for every major task: paint, carpet, maintenance, cleaning Inventory pre-orders on everything from filters to light bulbs  No surprises. No scrambling. Just execution. 3. Overcommunicate—Then Do It Again One of the top reasons employees leave their roles is poor communication and culture. Don’t let that be your property during turn season. What great PM teams do: Hold a daily huddle (10 minutes saves 10 headaches). Establish a platform for real-time updates. Set clear expectations for everyone—temps included. When people know the plan, they execute better. When they feel appreciated, they come back next season. 4. Bring the Right Tools (and Tech) Old-school paper checklists? Outdated. Modern properties are embracing PropTech to speed things up. Use apps for punch lists and work order management. Track progress digitally across units. Equip your team with the tools they need to move fast—vacuums that don’t clog, paint sprayers, carpet shampooers, and plenty of PPE. Efficiency is the name of the game, and every second counts. 5. Focus on People, Not Just Units Your residents are coming back excited (and picky). And your team is working long hours under pressure. Here's how to lead through turn chaos: Provide snacks, water, and shade stations for the crew. Offer end-of-week bonuses for temps who crush it. Encourage laughter. This season is stressful, but that doesn’t mean it can’t be fun. A supportive culture boosts morale, retention, and results—and that’s what top-tier PM firms are prioritizing. BONUS: Turn Season = Talent Scouting Season Those temporary leasing agents or make-ready techs might be your next star hires. In fact, 76% of BGSF survey respondents  see themselves growing long-term in property management. So, treat turn season like a working interview. Spot the rock stars. Offer opportunities. Build your bench for the next season—because next year starts now. Ready to Turn Like a Pro? At BGSF, we’ve staffed thousands of turn crews across the country. We understand the pressure, the pace, and the chaos. And we have the right people and playbooks to help you succeed.   Let’s talk now—before the madness begins. Contact our student housing experts here.