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

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

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

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

How should I format my resume? As recruiters, it’s not uncommon to receive several hundred resumes per role we’re working on. I find that candidates will format their resume in a “flashy” way to catch my attention. While I appreciate the effort that’s put into it, it’s not actually helpful or a good use of time for either the candidate or the recruiter. To make your resume stand out: • Keep it two pages or under. • Use bullet points to help organize your thoughts. • Use engaging language but don’t just use a thesaurus for every other word. • Use clear and concise formatting & language •Thoughtful descriptions, i.e. leave behind typical phrases such as “hard-working” or “self-motivated” Lastly and most importantly, have friends, family, mentors, former coworkers, etc. read your resume and give you feedback! To kick off the new year on the right foot, give BG Professional Division a call for any additional help you need. Whether it’s IT implementation/configuration, data management, financial & accounting, project support, HR, creative marketing, and more; we are here for you. Reach us at BGSF.com. We can’t wait to be part of your success story in the new year!

The law of supply and demand is a fundamental economic principle that impacts all businesses. Simply put, the more an item is in demand, the greater the price that a seller can charge for that product. The more difficult it is to source the product, the more valuable manufacturers who can produce the product become. As supply becomes more constrained and demand increases, the price of that product will continue to escalate and manufacturers of the product will have increasing leverage and pricing power, leaving those in need with a difficult decision. They must either agree to pay the market price or accept the consequences of going without that product, absorbing the business impact of their decision. Since the onset of the pandemic, the law of supply and demand has impacted our daily lives in many ways: The shortage of toilet paper Not being able to find hand sanitizer The availability of ventilators and oxygen devices The scarcity of hospital beds The ability to get a vaccine or a booster shot These items had a direct impact on our personal lives, some of these with greater consequences than others. However, depending on your financial means and your ability to gain access, acquiring these items was easier for some than others. For some, it meant a certain level of comfort, for others it was the difference between living and dying. Supply and Demand in Cyber Security While Cyber Security does not have life or death consequences like healthcare, a company’s ability to protect itself and conduct its business securely and responsibly can be the difference in its ability to meet its business objectives and long-term sustainability. The best way that a company can ensure that they are protected against threats and adversaries is to build a competent and effective cyber security program under the leadership of a capable Chief Information Security Officer. Hiring and retaining a qualified security team, with technical capabilities and relevant business acumen, is the most significant contributing factor in a successful security program that will both enable and protect the business. While there is an infinite number of security products and services that are easy to acquire, the talented security professionals needed to operate and manage them are not nearly as easy to come by. There are about 1 million “Cyber Security Professionals” currently working in the United States and about 500,000 cyber security job openings, right now, in the United States. That means for every cyber security professional who is currently employed, there are two (2) open positions currently available in the market. While these statistics alone are daunting, this is not necessarily “new news” and some of these headline-grabbing numbers can be misleading and manipulated to prove a point and gain attention. Telling the Whole Story What you don’t know is that the shortage in pure numbers does not tell the whole story. All cyber security jobs are not created equal and the shortage of people in the market as a data point alone is misleading. The real shortage of cyber security talent is in quality and experienced cyber security professionals. These are the professionals who really can impact an organization. These are people who have technical foundations, are adaptive learners, and have kept themselves technically current.  These are professionals who have made continual investments in their careers.  These are people who have the ability to communicate and garner respect with technology and business leaders.  These are people who have practical skills and domain expertise that can easily dissect problems and architect and implement solutions that make a difference in how securely and seamlessly business is conducted. These are people who Google, Netflix, Amazon, Facebook, Microsoft, and Apple all want to hire.  These are the people who the large global banks, payment companies, crypto exchanges, and hedge funds want to hire.  These are the people that all of the “hot new start-ups” want to hire. These are the people who the aforementioned companies can afford to pay, as they understand how valuable they are to their business.   These are the people who are in the shortest supply and who are in the greatest demand. For every one of these capable and qualified security professionals, there are 50-100 open positions. The Talent Gap This is the law of supply and demand in its truest form. What makes things more difficult is that the market is creating opportunities and needs for cyber security talent much more quickly than our universities can create Computer Scientists and Technologists. So, the problem is not going to dissipate for quite some time, in fact, it will likely get worse before it gets better. While companies are attempting to figure out how to compete with these global giants in their core businesses, they also need to figure out how to compete with these companies for cyber security talent. And if they are lucky enough to hire some strong capable cyber security talent, how do you retain them and keep them on “your team” and prevent them from seeking greener pastures. Yes, this problem is daunting, but it’s real. You can no longer plead ignorance. The board of directors, investors, and customers are all going to want to know how you are addressing cyber security, and you need to have a strategy. The most important part of that strategy is the people. How do you attract them? How can you compete? What can you offer that goes beyond money? In a situation when Cyber Security professionals have a choice in employers – why will they choose your company? These are questions that you need to be able to answer.

Technology leaders are facing many unique challenges and struggling to fill roles in today’s dynamic job market. Noah Boudreaux, the General Manager of VENYU, recently sat with our own Eric Peters, President of BGSF’s Professional Division, to discuss recruiting, hiring, and retaining world-class technology talent, providing insights from organizations across the country. Check out the recording below to learn how to overcome your most critical IT staffing and workforce challenges from the experts! To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

It’s been more than two years since majority of our offices transitioned to remote environments, can you believe it? How does it simultaneously feel like we’re still in 2020 but also, 2022 is moving so FAST? Since we now have two years of remote work teams, we figured we would take a moment to reflect on how business practices have evolved and share what we have learned to be best practices! Industry Impact Our Clients: Video blurred the lines between work life and home life, allowing operations to continue as clients had to rely on video for recruiting, interviewing, hiring, and retaining talent. But, there was still the need to connect with teams on strategy, initiatives, project management, and overall engagement. While these topics could quickly be discussed in passing in an office setting, the time now had to be scheduled, allowing “relaxed” business etiquette to creep in and resulting in virtual fatigue for many. Our Candidates: This virtual world has made it challenging for consultants to network and discover new opportunities. It limits their ability to see the true work environment/culture of a company and has made communication styles difficult to view from the candidate/hiring side. Video Etiquette Dogs, kids, and messes! Oh MY! The age of WFH is most certainly a blend of our home and work lives, making it difficult to maintain professionalism when speaking with team members, potential, and current clients and candidates. Below are simple tips and tricks to keep that work and life boundary intact: Do’s Mute your microphone when necessary If you remain unmuted, your everyday noises may be completely disruptive. We’re talking shuffling of clothing, clearing of the throat, dogs barking, YOU NAME IT, etc. Your mic picks up much more than you think! Wear meeting appropriate clothes – at least from the waist up! Keep your surroundings suitable and clean Try looking at the camera, to simulate ‘eye contact’ Stabilize your device – shaky camera movements will take the focus and may cause dizziness in your audience. Select a professional background or picture Do Not’s Don’t position your camera too low, or too high Don’t try to multitask during meetings, stay focused. Don’t sneak out! (And if you do, turn of your camera, or send a quick chat that you will “be right back.”) Don’t mumble, but don’t shout Don’t interrupt others Set Your Space Up for Success Impressions are everything! Especially the first ones. By now, we know that working from home presents unique challenges and culture shock – especially to those who have worked in offices for many years! We covered this topic in Elaine Priesman’s Feature Friday blog. Equipment and Lighting Make sure your internet connection, camera, and microphone are all set up and functioning properly. Try to troubleshoot before any meetings Frame your face! Set your camera as close to eye-level as possible Assess your lighting: Make use of natural light and overhead lighting Backlighting can cause shadows and make it difficult for others to see you Check your camera angle prior to meetings to catch any up-the-nose situations or the most dreaded: double-chin angles Connect your computer to your ethernet cable so you can have the best internet connection possible. If you cannot be hard-wired, make sure you have adequate bandwidth on your Wi-Fi network If you must use your Wi-Fi network, forewarn those living with you that you will need the bandwidth for a certain amount of time, so they can limit their use Privacy and Background If you cannot find a private space, use headphones to reduce background noise If you have others in your home that are working from home or virtual learning, let them know you’ll be on a call to reduce interruptions If possible, close the door to the room you are in. Bonus – lock the door if you have little ones who like to run in and out, especially during meeting times! Clean up your background! Tip: Too messy, and too little time? Try using a blurred or virtual background Tempting though it may be to use the fun backgrounds, try to choose less distracting ones In-Person Etiquette In many parts of the country, people are back in their offices and more likely to want to meet in-person if distance allows. Keep in mind that not everyone will feel comfortable with this option and may prefer to continue connecting remotely. Below are simple tips and tricks to ensure that expectations and options are available when the situation arises: Meetings Establish clear guidelines regarding any mask or vaccine requirements Offer alternatives and/or accommodations to those who may not be ready for face-to-face interaction due to different health needs Do not make the person feel badly or question their choices – remember, we all have options and must do what is best for ourselves Purposeful Communication Be intentional about your communication, whether in person, via phone, through video conferencing, or email As we have experienced the pandemic for the past two plus years, there is now a greater focus on mental health. Be sensitive to the challenges we have faced and don’t forget to check in on your coworkers, clients, candidates, and YOURSELF. It matters! The key to achieving success in the current workplace is being flexible, adaptable, and putting people (including yourself) first. As we navigate the ever-changing workplace dynamics, it may take trial and error to determine what is acceptable and valued within your teams. For more tips on this topic watch our webinar: Business Etiquette in the New Video, Virtual World

For Recruiters: In a high-demand market for IT professionals, your job is not the only opportunity a candidate is evaluating. Make sure to ask your candidate, “what other roles have sparked your interests? Are there other companies you would be interested in joining?” There is nothing wrong with doing a compare and contrast between your opening and what the candidate is also interested in. It’s important to know where your opportunity ranks so you can address any potential concerns that could come up during the closing. For Candidates: As a candidate, make sure you are open and honest with your recruiter. It’s important to make your motivations very apparent so they can make sure they are bringing the best opportunity to you. You can fully prepare by anticipating the questions above and reviewing our blog “How to Answer Frequently Asked Interview Questions.” If you’re ready to search for your next opportunity, check out our open positions here!

(Originally published by the Weaver Cryptocurrency Task Force here) With cryptocurrencies becoming more mainstream, Weaver is consistently asked to decrypt what crypto means for individuals and businesses that want to learn more. Recently, we co-hosted a webinar with BGSF covering various business implications of cryptocurrency. Our Cryptocurrency Task Force covered topics such as regulation and compliance, financial reporting, taxation, and information technology considerations. Below are some of the key takeaways from each of the topics presented. Regulation & Compliance Both federal and state regulators face an issue with the classification of cryptocurrency. Without a universal identity, which regulator can claim jurisdictional authority over cryptocurrency? Should cryptocurrency be considered a security, commodity, currency, or perhaps even its own asset class? Currently, we are in an environment of regulation by enforcement, but advisors for the digital assets community doubt the current status for regulation and compliance is sustainable as cryptocurrency technology advances. Financial Accounting & Reporting How do the Financial Accounting Standards Board (FASB) and Association of International Certified Public Accountants (AICPA) define cryptocurrency? While the AICPA issued a practice aid on accounting for digital assets, no authoritative accounting guidance currently exists. Based on the practice aid, cryptocurrencies should generally be accounted for as indefinite-lived intangible assets and evaluated for impairment for U.S. GAAP purposes. Additionally, companies accepting cryptocurrency as payment should also look to ASC 606, as defined by FASB and the International Standards Board, for revenue recognition considerations. Taxation The IRS established a position classifying virtual currency as property. For most taxpayers, the classification of cryptocurrencies as property results in capital asset investments, ultimately producing capital gain or loss upon disposition or exchange. However, those with substantial transaction activity will be tasked with burdensome documentation and data maintenance requirements. As cryptocurrency advances and utility evolves, the classification as property may need to be expanded to engage the variations of token functionality. Information Technology The emergence of cryptocurrency on a wide scale inevitably gives rise to cybersecurity threats. There have been targeted attacks on mining operations, wallets, decentralized finance protocols and exchanges, exposing vulnerabilities resulting in estimated losses exceeding $12 billion in 2021, up 600% from 2020. Maintaining strong data security measures is critical in asset protection. Always ensure private keys, passwords, and credentials are controlled and protected. Also, evaluate how your service providers maintain their security protocols to protect your digital assets and data. About Weaver’s Cryptocurrency Task Force As a top 35 national CPA firm with capabilities far beyond the traditional assurance and tax services, Weaver’s philosophy has always been about doing more than expected. Weaver’s Cryptocurrency Task Force identifies the evolving needs of the digital asset community including investment funds, financial institutions, blockchain companies, and more. We support those needs through a wide array of services such as risk advisory, IT advisory, financial advisory, audit, and tax. Weaver also serves clients across a variety of industries, including large public, private, national, and international organizations, as well as government and not-for-profit entities. To keep up to date with the evolving business regulations surrounding cryptocurrency, contact us. We are here to help. Authored by Rebekah Reeder, Brett Nabors and Tim Savage.

(Originally published on the Nashville Area Chamber of Commerce blog here) The Current War for Talent While 2020 was marked by a total transformation of the job market created by the pandemic, 2021 saw an incredible hiring boom and quite possibly the most competitive hunt for top talent in years! As a result, attracting and retaining top talent has become a real challenge for companies, with candidates demanding more flexibility, an inclusive environment, higher salaries, and a defined career progression. Having a robust talent strategy has never been so important, as this trend is expected to continue. Therefore, in addition to collecting robust salary data for 150+ professional positions, we have also compiled expert market insights and best practices for hiring across industries into one comprehensive guide to help you navigate this competitive market. Built for both employers and job seekers, the 2022 Professional Division Salary Guide provides data and insights from both sides of the hiring process, fully preparing you for the 2022 Job Market. How Can Companies Stand Out? So, how can companies stand out among candidates, beside­­s offering higher salaries and financial benefits? Have a clear, quick, hiring process in place. “In this market, if you’re able to truncate your hiring process by even a couple days, you’re at an advantage,” said Tim Gibbons, a founder and the Vice President of Delivery for BGSF’s Professional Division. “That’s how hot this market is.” Gibbons continues, “What I mean by truncating (the hiring process), I mean, it’s going in with a plan,” he said. “That there will be a process: These are going to be the three individuals who are going to be part of the interview panel. These are the questions or the areas that they’re going to be focusing on, in talking with the candidate. And share feedback quickly.” The quicker you can make an offer, the better. Open your search up to a nationwide market. “If you’re looking to hire in your local market, the competition isn’t just the organization across the street from you, or down the road,” said Gibbons.  “Your competition for talent is nationwide at this point. Organizations that have accepted that are well ahead of those that are sticking to their guns, seeking people who are within a 50-mile radius of the office.” A company can really stand out based on its strong culture and online reputation. Having a positive online reputation, including five-star Google reviews and social media channels that accurately represent one’s culture, can have a significant impact on whether or not a candidate will accept a position with you. Therefore, it’s important to not only track, but try to manage one’s online reputation, in addition to cultivating your company culture. Understand what is motivating candidates and build an offer that truly speaks to them, beyond compensation. Eric Peters, President of the Professional Division, notes that not all companies will be able to keep up with the higher demand in compensation. Therefore, they need to consider other benefits that are important to candidates. “You might not be making the most money within an organization, but you see the most potential … to grow within the organization, and you’ll get your money there,” he said. In addition to growth potential, some of the top things current candidates are looking for include a clear company mission and values, diversity, equity, and inclusion, transparent communication, recognition, encouragement to take PTO, and a fun workplace. It’s clear that this steep competition for talent will continue throughout 2022, and possibly beyond. And, as compensation continues to rise throughout a variety of industries, successful organizations will look to other benefits to attract, hire, and retain top talent. To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

Education/Credentials (CALP, CAM, CAMT, CAPS) | All aboard the education train! The NAAHQ credentials are a fantastic way to not only reward an employee for loyal service but also ensure they continue to be a loyal employee for years to come with the knowledge to be a true asset for your company. It’s a win-win! Marketing and Advertising | Don’t skimp on this! Besides digital marketing on search engines, don’t forget to include advertising line items on platforms like Facebook, Instagram, Snapchat (hello geofilters!), and more. Also take into consideration localized print ads, digital billboards, or even sports venue advertising. It’s always better to pad this line item and have a little bit of leftover! Employee Recognition and/or Contests | Even more since the pandemic started, employees are feeling the desire to be recognized by their coworkers and upper management. Setting aside a little capital to give back to your employees in the form of exclusive company swag, team bonding days, virtual happy hours or craft classes (watercolor painting class courtesy of Craft Happy, anyone?) is enough to give any employee the warm fuzzies. Events! (as we start getting more social post-pandemic, hopefully) | Whether it be resident events, grand openings, sponsorships, or that annual employee holiday party, event budgets are one of the few that get forgotten or left off the budget list. While it’s easy to nix “extra” spend, keep in mind that the more employees or residents feel engaged with their company or community, the less you have to spend to lease that extra apartment or fill that empty desk. Shipping or postage | The NUMBER ONE THING that is forgotten about! If you’re shipping swag, sending employee orientation gifts or welcome gifts, boxes of giveaways to communities, shipping can ADD UP depending on weight. It’s better to go ahead and set aside some extra cushion built into your budget. And when in doubt, ask your promotional items printer about approximate shipping costs. That way, you’ll be prepared for whatever 2022 brings. Remember, your local BGSF team can help sponsor your budget camps, team retreats, or anything else you have planned! As you are working on your hiring budgets, don’t forget that we also offer SmartHire payrolling services, the option to hire through Direct Hire, and a comparable buy-out fee for any talent you want to retain permanently. Let BGSF be your partner in success for 2022!