We’ve been in the workforce for a – um – few years now. As graduation day approaches for thousands of college seniors we started thinking about what we wish we’d known on that long-ago day we donned our own caps and gowns.

Below are some things we wish we’d known “back then.”

1. We’d understand that our need to keep learning didn’t end the day we received our diplomas. Instead, we should have realized we would always need to keep learning. Whether new skills, an additional degree, or even just learning more about our mentors, colleagues and supervisors, we would always keep our “learning caps” on and understand that every experience is a learning experience.
2. We’d seek out mentors in our organizations. Whether our employers offered formal mentoring programs or not, we’d seek out individuals we admired for their knowledge, savvy and all-around acumen. We would never forget the importance of building a great career network.
3. We’d rarely eat lunch alone. What we mean by that is that we’d seek out individuals in all departments of our employer as well as professionals outside our organization and ask them to lunch at least once a week. Taking our cues from tip Number 2, we’d realize the importance of building a network.
4. We’d use our college’s career center more often. Career centers are almost always open to alumni to use for networking, researching and so on. We’d contact the employees there for advice, use our alma maters’ alumni career network more thoroughly and also be available to current students/new alumni as career resources.
5.  We’d watch our budget. In fact, we’d create an actual budget that included not only living expenses and funds to pay off our student loans, but we’d also put aside some monies – no matter how little – for the future (retirement and long-term goals such as purchasing a home, etc.).
6. Finally, when we found ourselves between jobs, we’d sign up with San Francisco staffing services such as Bayside Solutions. We’d understand that employment services could help us find work quickly and that even temporary gigs could turn into regular employment.

So, be smarter than we were and contact us today!

Remember what it was like to be a little kid and having to look up at everything that passed your way?

What if you gave a child confidence that there is more to this world than what meets the eye?

Introducing your child to nanotechnology would be a step in the right direction. This would give them an outlet to be the giant looking in at an entire world that surrounds them. Nanotechnology allows a person to manipulate matter at an atomic and molecular scale.

How do you get the kids interested in the fascinating world of science, in particular nanotechnology?

Take them over to sites like Nanooze.org where there are hundreds of science-related articles that might pique an interest. Nanooze has articles on things like Nanobots, or Nanites, which are little “machines” that do things like clean out arteries and eat some of the toxins in your blood. They can learn more about what these microscopic machines do and who found out about them on the website.

Teaching kids things like this might encourage them to delve deeper into what it means to be human. Some people might be small, some people might be large, but we are all comprised of these microscopic elements that help us function.

Not interested in the goings-on of the body? Never fear, nanotechnology goes further than just the intricacies of the human genome.

There’s a difference between liquids and solids, no? Blow their mind by telling them that there is a compound known as “liquid armor” that does things like help protect soldiers in combat. This liquid armor could make all the difference for our soldier friends. And what do you know? The liquid armor is comprised of many, many small molecules.

Nanotechnology, and science in general, are great things to introduce to kids when they’re younger because it invigorates the need to know more and learn things that are downright cool.

And you never know, you might have just opened the doors to a life-long passion.

For more information on what learning about what kind of fields nanotechnology can lead to, visit the Bayside Solutions website.

f you are in human resources, and you want to give your employees a voice, to really let them know that their opinions matter, there are several things you can do, according to business analyst Sherry Benjamins.

One is to have gatherings similar to town hall meetings where employees can communicate with each other and give their opinions to company leaders. One company followed up on these town halls by creating a website where employees could access the company’s business strategy and give their input.

Employees also need to be kept informed, especially during a downturn. They need to know what is happening and how the business intends to confront it. Without this, information is replaced by rumor.

Another way to emphasize employee involvement is by setting goals each quarter with employee input. They don’t have to be huge goals.

Recognition programs are also important to show workers that they are valued. Managers should be educated on how to recognize employees. Also, investing in employee training shows that they are valued within the company.

Another small way to show appreciation to employees is with a simple, handwritten  thank you note. It may seem a bit old fashioned today, but this seemingly minor courtesy can go a long way toward making employees feel valued.

Also, employees should be given the chance to tackle problems that face the business. This could be done by setting up teams with workers from different departments. You could post the problem to be solved on the company Intranet and then ask for volunteers. The team’s solutions could be advertised at a company-wide meeting. And if the team comes up with a good solution to the problem and is supported with solid analysis, it should be implemented.

Another way to show that you value your employees is by looking after their health and wellness. You can do this by setting up a wellness committee made up of volunteer employees. They can research healthcare plans that address wellness issues and even set up wellness activities.

Another way of showing how important your employees are to the company is by keeping them up to date on career opportunities at the firm. The company can provide information on career paths at the business, and an online job posting network. The company can offer career coaching to employees using mentors.

Want some more tips on how motivate regular as well as temporary employees? Contact Bayside Solutions. We’ve been recruiting great workers for some of San Francisco’s best employers since 2001 so you may count on the fact that we know a thing or two about employee motivation. Contact us today!

Small steps are being taken to further protect people and the environment through construction and design.

On March 28, 2012, the 2012 International Green Construction Code (IgCC) was released and will increase the energy efficiency of structures, while providing government direction and oversight of green design and construction. The International Code Council (ICC) applauded the new model code, as it serves as an important new policy option for state and local governments looking to codify green building practice.

Brendan Owens, vice president of LEED Technical Development, USGBC said, “The IgCC and Standard 189.1 draw from more than a decade of national and regional leadership programs that road-tested green building practices, methods and materials,”

“These pioneering efforts broke important new ground that has enabled the IgCC to mainstream green building practices that were previously considered innovative in a foundation intended for minimum code language.”

The 2012 IgCC, which incorporates the 2011 version of Standard 189.1 as an optional path to compliance, offers a new code baseline that can be tailored by state and local governments to share many of the benefits of green buildings with the millions of buildings that are designed, constructed and renovated to meet minimum code, whether or not they are engaged in the LEED program.

“The IgCC published today was developed during the last three years with input from code and construction industry professionals, environmental organizations, policy makers and the public,” said Richard P. Weiland, CEO of the ICC that developed the new code. “Our community was diligent in developing a code that is not only adoptable, usable and enforceable, but also flexible and adaptable. We expect this new model code, like the family of other ICC Codes, to be adopted across the country and used globally.

LEED is the world’s foremost program for the design, construction, maintenance and operations of green buildings. More than 45,000 projects are currently participating in the commercial and institutional LEED rating systems, comprising 8.4 billion square feet of construction space in all 50 states and 120 countries. In addition, nearly 19,000 residential units have been certified under the LEED for Homes rating system, with over 75,500 more homes registered.

And if you’re looking for top employees to work on your green construction and design projects, please visit the Bayside Solutions website today.

If you plan to look for work next year, you will have a lot of company. A recent survey of almost 31,000 American workers found that about two thirds of workers are planning to look for a new job next year, about 62 percent. A full 66 percent of workers in the 19 to 30 age range have indicated they plan to look for work in the coming year.

The survey interviewed workers worldwide. In the United States, about one third of all workers use social media for job information and job searches, according to the survey. Across the globe, more than 40 percent of all workers use social media for job hunting. And in the Asia Pacific region, almost 60 percent use social media for job searches.

The worker survey is done every year. In this year’s poll, almost 170,000 people in 30 countries took part. More than 31,000 of those were United States workers.

In a recent Gallup poll has reaffirmed what most people already know – despite an improving economy, employees are not all that happy at work.

The lackluster figures come from the Well-Being Index that Gallup puts together. There are six different categories that go into the index: life evaluation, emotional health, work environment, physical health, healthy behaviors, and access to basic necessities.

The index is now at 66 out of 100. And, of all the categories, work environment has fallen the most since the poll began. It now stands at 47, the lowest score of any of the categories.

The poll provides more support for what many already know, that with the downturn in the economy, workers are more concerned about their jobs, about their economic security, and being asked to do more with less at work, and, as a result, job satisfaction has taken a big hit.

While the job satisfaction news certainly isn’t good, it does show that there are opportunities for businesses who want to recruit good people. When the economy is booming, and employees are happy, it’s hard for a business to stand out among its competitors as a good place to work. But in a down economy, having a corporate culture that puts employees first makes the business a lot easier to get noticed, and makes it a lot easier for that business to attract talented workers who are looking for a  good work environment.

If you’re on the hunt for great workers for temporary or direct-hire assignments at your San Francisco-area company, contact Bayside Solutions. We’ve been sourcing, vetting and placing great workers for hundreds of companies since 2001 and we look forward to being of service for many years to come. Contact us today!

We’ve all heard the term “going green” in the public conscience as we try to make carbon footprints more familiar in our vernacular.

But we can only do so much by being mindful enough to throw our discarded paper into a separate bin.

Larger, upscale projects need to be mindful, too. And this is why you need to consider LEED Greenbuilding when you need green building design, construction, operations and maintenance solutions.

What is LEED Greenbuilding? Well, LEED stands for Leadership in Energy and Environmental Design. LEED looks to achieve the highest standard in the key areas of human and environmental health while optimizing construction, operation, and maintenance solutions.

LEED looks to achieve sustainability in their approach to building or innovating buildings. Sustaining sites means discouraging building on previously undeveloped land and seeks to control or minimize the buildings impact on the ecosystem it revolves around. According to Science Daily, there are a reported 37 environmental impacts that happen around most building developments.

LEED also looks to be more aware of water conservation through the use of higher efficiency appliances and fixtures. LEED also manages the amount of waste that accumulates during the construction and operation phases. The challenges of energy conservation and waste management are met head on when dealing with this group.

What makes LEED above and beyond the call of duty is that they’re committed to educating on energy efficiency best practices. They know that living green has the best results when green features are used optimally.

Using LEED isn’t a niche thing, either. Public and privately-owned businesses has worked with LEED in creating an efficient and innovative space for themselves. Government and non-government agencies has used them. LEED has operated in over 120 different countries around the world!

Want to know more about LEED or about how to get an environmentally conscious project off the ground? Contact the green technology experts at Bayside Solutions today!

No one, with the exception of despots and tyrants, enjoys having to fire an employee. But terminations are a fact of life for any manager or supervisor.

Read below for seven tips on how to let someone go with grace and professionalism:

1. Give the person at least one more chance. Unless the person has been caught stealing, or otherwise has committed an infraction that warrants automatic termination, sit down with the employee, let him or her know of your concerns and let the person know that you will give him or her a set amount of time to improve, or you will have to terminate.
2. Better still, when someone is underperforming, you should aim to speak with the employee as soon as you notice such a pattern. Sit with the person and professionally and congenially say you’ve noticed a decline or steady erosion in performance, an increase in tardiness, etc. Ask if there’s anything that’s bothering the employee either at home or at work (if it’s a personal matter, tread very carefully). As you listen, let the employee know you understand there always are challenges in any aspect of life, but that the person was hired to perform a certain task or complete a certain project and that you will help him or her improve performance. Give a deadline as to when improvement must be seen.
3. If you do decide to terminate, aim not to have the termination meeting in your office. Instead, pick a more neutral spot such as a conference room.
4. Don’t dither. Get right down to business and let the person know that you’ve decided to terminate his or her employment.
5. Show empathy but remember that you are not the individual’s comforter. That role belongs to family members. Show compassion, but don’t act as a shoulder to cry on.
6. Especially since the person has been given warning (see steps 1 and 2 above), don’t enter into a discussion with the employee about what he or she can do better in order to keep the job. Don’t yell, cry, or pound your fist.
7. It’s definitely OK to be sympathetic and offer the employee resources to help with finding a new job. This can be especially helpful if the employee is losing the position due to a layoff rather than being terminated for cause.

Using Bayside Solutions to bring on temporary staff means you never have to fire them…they’re our employees, not yours! If a worker isn’t meeting your expectations, let us know and we’ll replace him or her quickly, sometimes as quickly as the very next day. Learn more about our staffing solutions for San Francisco-area companies by contacting us today!

You’ve found a new job. You’ve done the professionally responsible thing to do and gave your employer plenty of notice (2-4 weeks or even more, depending on your position) and have been working diligently until you’re the day of your leave taking.

You’re now in your exit interview. The HR person or manager is telling you to be truthful.

The question is, should you be? After all, you’re leaving. Telling the truth couldn’t hurt you, could it?

Here are some tips to help you navigate what can be a tricky situation: the exit interview.

• Ask the how your answers will be used. Will your name be on them? Will the interviewer go back to your boss with direct feedback? (If so, watch out; you’ll need your soon-to-be-former boss some day as a reference.) The Society of Human Resources Management, in fact, suggests that you get any promise of anonymity in writing. If it’s not in writing, don’t participate in an exit interview.
• You’ll undoubtedly be asked why you’re leaving. Be as professional and candid as possible. But do be wary. This is NOT the time to rant about your idiot boss (yes, we know; he really is an idiot). It’s best to answer something along the lines of the new job offers more challenges, is a shorter commute, can take your career in a more desired direction, etc.
• If you really must complain, remember that professionalism is key. Let us repeat: professionalism is key. In other words, speak in general terms. Ditch the specific. Instead of “my boss is a liar!” try “my supervisor could, perhaps, benefit from some additional managerial training.” If management receives enough of this type of feedback about the same individuals over and over again, you can bet that management will take notice.

Hoping to participate in an exit interview soon (because you’re itching for a new position)? Let Bayside Solutions help you land that next great job. We have great direct-hire positions with some of San Francisco’s best employers. Contact us today to learn more!

Multitasking – in which we work on two tasks at the same time – is the norm in today’s workplace.

Many experts believe humans aren’t really cut out to multitask. Trying to do two things “at once” means we do neither well and experts recommend that we do just one thing at a time.

But it is possible to do two things at once, so long as the tasks don’t use the same brain functions (think folding the laundry while listening to music).

Yet most work tasks are more complicated than laundry folding.

Below are some tips on how to improve your multitasking skills (or, at least, mitigating the poor effects multitasking can wreak on the finished results).

• Understand that our ability to multitask does decrease with age. People in their early 20s can multitask with less adverse effect than those older. In fact, our ability to multitask declines precipitously between the relatively young ages of 20 and 30!
• Multitasking skills do seem to improve with practice.
• Be careful about trying to multitask on undertakings that use the same type of brain functions, such as texting while reading an e-mail, for example.
• Using willpower alone to meet the barrage of distractions – and opportunities to multitask – is well nigh impossible today. For example, it’s incredibly more interesting to read a favorite blog or website “while” writing a business report than to write the report “uninterrupted” for an hour or so. So work with human nature and consider disabling the Internet while you’re writing that report (perform all Web-based research before sitting down to write).
• Experts also recommend setting a timer of some sort. A good period of working could be, for example, 25 minutes, in which you do nothing but the task before you. Take a short 5-10 minute break after 25 minutes (walk around, check e-mail, check for phone texts, etc.) and then set the timer for another 25-minute über-focused work session.

If you’re a San Francisco-area company needs skilled and reliable professionals for temporary and direct-hire assignments, call the staffing professionals at Bayside Solutions. We look forward to hearing from you!

When looking for a job, you can work smart, work hard – or both! Here’s how to conduct a “smart” job search.

1.  Know where you want to go. Don’t go looking for “anything.” Instead, sit and have a talk with yourself and decide, based on your skills, background and goals, what kind of job you want and what kind of company you want to work for (large, small, government, start-up, etc.). Recruiters will toss into the “round file” the resumes of people who are looking for “a company/position where my skills will put to good use.” Be specific!
2. Distinguish yourself from the pack. Recruiters today are looking for specialists, especially in the tech arena. Look for jobs in which you have considerable experience (if you want to change careers, it can be done, but you’ll have to work hard to showing a hiring manager how your skills translate to his or her open position). Show a recruiter/hiring manager how you stand out from others with your background and skills.
3. Use social media to your advantage, or else the recruiter will use it for his. Recruiters today almost always check out your Facebook/LinkedIn/Twitter feeds. Make sure yours present you in the best, most professional light. In fact, craft your social media presence to showcase your skills and background.
4. Always have an answer for why you left your previous position. This is especially important if you’ve had three jobs in four years, for example. There should be a compelling, legitimate reason for leaving a job, such as taking a position with more responsibility, the company shut down, leaving employment to take care of a sick relative, even taking a year to explore the world (be sure to show how your year-long journey has made you an even more attractive prospect to the hiring manager – you took classes in Joomla in Britain, you learned a French, etc.).
5.  Present yourself in interviews and in networking situations as professional. Craft the “30-second elevator speech” that succinctly yet thoroughly explains the skills and assets you bring to an employer.
6. Bring your resume to Bayside Solutions. We’re the Bay Area’s top staffing firm for IT and other technical professionals, offering you many temporary, temp-to-hire and direct-hire assignments with some of San Francisco’s top firms. Contact us today!