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!

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!

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!

Most IT professionals didn’t have to worry about finding work during the recession. And if follow these 7 tips, you’ll never be without a job, no matter what the future holds.

1) Know your business

You may be your organization’s most talented developer or dedicated systems administrator. But if you don’t know what the business is selling or what service it’s providing, you’re not indispensable. Don’t look at things from strictly an IT perspective, but make sure you understand how your job relates to the business world around you.

2) Watch the bottom line

Your job isn’t just about systems, software or machines. It’s about helping your organization use technology to trim costs and increase efficiency. IT professionals need to focus on areas that either drive down costs, such as virtualization, cloud computing and converged networking, or on areas that help to generate revenue, such as social media, mobile marketing and SEO.

3) Get your head in the cloud

With so many traditional IT functions moving to the cloud, your company may no longer need you to flip switches, connect cables, or troubleshoot machines. But they’ll still need someone who can tell them what services are available, which ones are worth looking at and which ones they should avoid. And they’ll require people with expertise in managing a catalog of cloud services, handling subscribers, brokering agreements with cloud providers and intervening when problems arise.

4) Broaden your horizons

Besides maintaining mastery of your own tech domain, expand your skill set to include other areas of expertise. If a crisis arises in one of those areas—and the person responsible for handling it isn’t available—you may be able to step in and save the day. Plus, an employee who has more than one area of expertise is more valuable when a department is downsizing.

5) Be a translator.

Want to facilitate communication between IT and the business side, as well as earn a little goodwill in the process? Teach your co-workers to speak geek. Start a series of casual teaching sessions where you bring less savvy coworkers up to speed about the latest in tech. You can become the go-to guy for upper management when they need something technical explained.

6) Deal with data.

If your business users aren’t drowning in information now, they will be soon. Taming the data deluge will make you invaluable to any organization. IT people who can make sense of business data, safely store it, categorize it, retrieve it, and especially analyze it are highly valuable.

7) Make a name for yourself. The more people who know and rely on you—especially outside your department or organization—the harder it is to fire you. Look for projects and opportunities that cut across departments, because this builds your internal network — thus making you more valuable to the company.

And if you’re ready to practice those habits in a new and exciting position in the Bay Area, contact Bayside Solutions today!

In the four years of its existence, The Scientist’s annual Top 10 Innovations contest has showcased some of the coolest life science tools to emerge in the previous year. This year’s list is no exception.

1. Pocket Microscope

Diagnosing malaria or other blood-borne illnesses used to require analyzing cell slides under a light microscope—which can be difficult to find in impoverished, remote locations. Enter LUCAS (Lensless, Ultra-wide-field Cell monitoring Array platform based on Shadow imaging), an easy-to-use, pocket-size holographic microscope that weighs less than 50g, uses inexpensive, off-the-shelf parts, and can be attached to a cell phone’s camera, making it ideal for diagnosing disease in isolated, developing countries.

2. All Around the Mouse

This past September, Bioscan introduced BioFLECT, the first 360-degree optical imager, which uses a rotating ring of 48 detectors to generate a full 3-D scan of fluorescent markers.

3. PCR in a Pouch

The FilmArray system was designed to make pathogen detection simple, accurate, and fast. Because there are multiple nested PCR reactions within each FilmArray pouch, one run can detect all of these pathogens, and others, at a cost of less than $150. Plus, the FilmArray reaction does not require a trained technician and only takes an hour rather than the 5–6 hours needed for a traditional, real-time PCR reaction.

4. Single-Cell Mass Cytometry

Designed by Scott Tanner, chief technology officer of DVS Sciences, CyTOF is a mass spectrometer that can feed researchers data about molecules within and on the surface of individual cells, revealing not only the cell’s identity but also some of its functions.

5. Illuminating Microscopy

Nikon incorporated SIM technology into its flagship inverted microscope to produce the N-SIM Super Resolution Microscope—one of the fastest and most powerful high-resolution optical microscopes on the market. The N-SIM microscope can achieve a spatial resolution between 85 and 110 nm and a temporal resolution of 600 milliseconds per frame.

6. DNA Deluge

RainDance Technologies’ ThunderStorm System for DNA sequencing is the newest iteration of the company’s popular next-generation RDT1000 model. While other PCR enrichment systems allow researchers to process fewer than 100 gene regions, the ThunderStorm allows researchers to sequence up to 20,000 regions per sample.

7. Mini MRI

Thanks to Aspect Imaging’s M2 Compact MRI System, all you need is about one square meter of space and $500,000. Having its own lead-lined housing means the M2 can be used in a standard laboratory and avoids the credit card–erasing, watch-destroying, and medical instrument–damaging effects of large-scale MRI machines.

8. The Circadian Watch

The Dimesimeter may offer researchers insights into how disrupting circadian rhythms affects human physiology, behavior and disease. Developed by scientists at the Lighting Research Center at RPI, the battery-powered, dime-sized Dimesimeter contains optical sensors and accelerometers that measure both the light exposure and activity of the person wearing it.

9. One-Step Sample Prep

To prepare material for analysis by mass spectrometry, chemist Akos Vertes of GWU developed Protea Biosciences, Inc.’s LAESI (Laser Ablation Electrospray Ionization) DP-1000 System, which can handle any type of biological sample that contains water—either naturally, as in animal or plant tissues, or water added by the experimenter.

10. Super-Resolution Solution

The new Leica SR GSD microscopy system illuminates only a few random molecules in the field of view at a time, taking a picture, and then repeating the process thousands of times until all the molecules have been illuminated and imaged.

Human resources is a people business. You have to deal with employees in a number of different ways, from dealing with routine administrative activities to performance issues. As a result, knowing how to communicate effectively is important. And finding out what is really going on in a situation is critical.

Sometimes that becomes difficult, because no matter how much companies stress the value of employee integrity and ethical considerations, people can be less than truthful. So, having some understanding regarding why workers might want to shade the truth would certainly be helpful in more effective communication and problem resolution, says business consultant Ron Ashkenas.

We all have different criteria about what is truthful. And it is these differing perspectives that often lead to breakdowns. What might lead an employee to be less than truthful?

One instance that is easily understandable is when a person does not want to be seen in a negative way. So, if he has made a mistake, he might create excuses and rationalizations about it, rather than admitting the real cause. For example, Ashkenas relates the story of a manager who was behind schedule on a big project. The delay was due mostly to his lack of discipline, but his reason for the delay was a snowstorm.

Another reason for shading the truth is the unwillingness to subject others to criticism. This was the case with a manager who refused to criticize her workers during performance reviews. Her excuse was that it was better to offer support for good practices, rather than highlight weaknesses. Yet, without telling them their weaknesses, there was no way they could make improvements.

People also shade the truth when it might have a negative impact on the bottom line of the business. This might occur when a salesman doesn’t mention supply problems in making a sale to a customer, or when a CEO fudges on the problems of integrating an acquisition. Letting people know what is really going on could hurt reputations and obviously even cause the failure of the project or sale. So, many opt to give only a portion of the truth and then try to determine how to handle the problems later.

Ashkenas says it’s easy to make judgments about these behaviors and demand that people be utterly truthful always. But that is not in our nature, and it is not in the nature of businesses either. The best course, he says, is to try to become more alert as to why people might be less than honest.

When you need high tech professionals for your San Francisco-are company, contact the recruiters at Bayside Solutions. We can find great workers for your long- and short-term temporary needs as well as direct-hire recruitment. Contact us today!

If you have a big HR project to do, don’t try and reinvent the wheel. That’s the message from Tim Sackett, a human resources specialist.

You need to take advantage of the work that has already been done, and then apply it to your particular goals and needs, he says. Usually, what gets in the way of adapting someone else’s plan is simple human nature – our pride is hurt if we cannot take ownership of any initiative. Sackett says get rid of that attitude, it’s inefficient. Don’t worry about pride, worry about the task at hand.

Usually, whatever human resources project you have in mind has already been done by a larger company, one with more resources to use. In fact, the other company probably already has designed it, tried it out, and reworked it until it got what it liked, Sackett says.

What Sackett says is the smart thing to do is to take advantage of the hard work others have already done that will help your company. He gives four steps for doing this, from the magazine Fast Company.

First, stop thinking that because a competitor has done it, you cannot. The important thing to consider is whether the plan works or not. Will it help your customers? What you need to do is take the plan and make it your own, tweak it and adapt it to your particular situation. But don’t try to go and make something brand new, from the ground up. It takes a great deal of time and resources to invent something completely new, and why do that when you already have a template at hand?

Also, you need to keep your long-range goals in mind. Make it clear to everyone in human resources where you want to take the department with the project, what your ultimate goal is, what you want to achieve.

Then, reach out to people who have done the kind of thing you would like to do. You may not be able to go to a direct competitor, but at non-competitors they will most likely be more than happy to talk to you about what they did and how they did it, what worked and what didn’t. It gives you the added advantage of being able to present to your leadership something you know has been tried and has worked.

Drawing up and implementing a human resource project is not easy, don’t make it harder than it has to be, Sackett says.

When your San Francisco-area company needs reliable top professionals contact Bayside Solutions. We can source, vet and place professionals for your short- and long-term temporary assignments, as well as find you great people for your direct-hire needs. Contact us today!

Currently, corporate social responsibility, although certainly a concern for most organizations, is not among the high priority issues. But one business executive argues that cultural and social changes may push the matter into the forefront of business planning – and so human resource departments need to be aware of it.

As consumers become savvier, as social media brings more transparency and accountability, and as resources become more scarce, all of these things will conspire to make corporate social responsibility more significant, says Susan McPherson, a business executive.

She sees this initiative taking several different forms.

One is with employee engagement. She predicts that companies will become more involved with non-profit organizations through employee volunteer work. This will be even more prevalent if the economy continues to struggle, she says. About 80 percent of all businesses are planning to do some type of employee engagement effort in 2012. These efforts also help with the productivity and effectiveness of employees – engaged employees report being happier at work. Also, the profits at companies where the employees were more engaged grew three times faster than for other businesses.

McPherson also believes that companies in the future will partner with non-profits to help grow the business and to improve image and exposure. A 2010 survey showed that two-thirds of brands are involved in some type of non-profit partnership, an increase of almost 10 percent over the previous year. Almost every marketing manager believes this is an effective business strategy.

Another trend that will drive these partnerships is the rise of social media, which will increase the pressures for more transparency from organizations. Consumers will have the means to communicate their feelings directly to businesses and non-profits. Businesses and non-profits that engage with consumers will come out ahead, McPherson says.

Corporate boards will be faced with corporate social responsibility issues more and more, McPherson says, with investors more concerned about environmental issues, with risks to business reputation, with political spending, with natural resource management, and with diversity issues. These issues will of necessity become part of business strategic planning.

With the depletion of global resources, things such as supply chains involving scarce resources and how they are handled will become more significant as well, McPherson adds.

Human resources professionals have a lot on their plate today: sourcing, hiring, planning benefits, employee engagement…and now social responsibility initiatives. Let Bayside Solutions help lighten your load by allowing us to help you find terrific workers for your San Francisco-area company’s temporary staffing needs. Contact us today!

If your human resources department is involved with overseeing volunteer programs for the company, here are several ideas for getting employees engaged within volunteer opportunities that don’t actually have them involved in some kind of volunteer assignment.

One thing a company can do is sponsor a kind of signature volunteer program that is of a short-term duration, but one that involves the entire company. For example, JP Morgan Chase has a volunteer program called Global Days of Service, which is a month-long effort of volunteer service each year by Chase employees around the globe. The Chase employees get together with family and friends to volunteer in a variety of service projects. In 2002, volunteers at Chase worked in more than 950 projects in 275 cities around the world.

In another kind of volunteer effort, companies can help out non-profit organizations by volunteering their skills and business expertise. An example here is America Online, which offers IT help to non-profits and schools. The goal is to help them more effectively use resources online for whatever purpose they have. .

To get the most out of your volunteer programs, your company should follow a three-point plan outlined by the Points of Light Foundation:

• First, your company should acknowledge that community service and employee volunteerism are not just the right thing to do, but important to your business achieving its goals.
• Next, your company needs to make a commitment to create and encourage volunteerism for all employees, and you need to look at community service the same as any other business function.
• Finally, you need to focus your efforts at serious social problems in the community.

Community service programs have wide-ranging benefits. They help workers do their jobs better, acquire new skills, work in teams, think creatively, and help with job satisfaction. They also are an important factor in attracting and retaining good employees. And, as is well known, they also improve the company’s image and reputation.

Will you need skilled and reliable workers for your San Francisco-area business in 2012? Then give Bayside Solutions a call! We can place one worker for a short-term assignment, or several temporary workers for long-term assignments. We can even help find great full-time employees for direct-hire assignments. Contact us today!

Companies today are complaining a lot about the trouble they are having finding the talent they need. But, according to business writer George Anders, the problem may not always be with the candidates but with the blinkered perspectives of the people doing the hiring.

The problem may be that the businesses are looking for the perfect resume – too perfect, in fact. They think the best person for the job is the applicant with the 3.9 grade point average from some elite school. But, Anders says, they are finding out that these people don’t show as much initiative as the companies would like to see. Too often they are waiting to be told what to do.

In looking for the perfect resume, businesses are unintentionally weeding out the more freewheeling types, the people who may not have had the best grades, but aren’t afraid to take chances, Anders says.

Anders says companies need to change their mindset, to take a harder look at people who have “jagged resumes,” ones that show successes and failures, because the failures might be evidence of risk taking, of people trying to transcend themselves. Steve Jobs was one such person – he never finished college.

On the face of it, it may look unnecessarily risky to consider such candidates, but if done properly, businesses can find good people, Anders says. To be effective, companies first have to determine what kind of character traits they are looking for, the ones that are indicators of future success. For example, Anders says Teach for America looks for perseverance. Linear Technology looks for the kind of people who like to tinker, and have been doing it since they were children. Resilience, efficiency, curiosity, and self-reliance might be other traits that are important. But whatever the traits, Anders says, the motto should be, “Compromise on experience, not on character.”

Also, Anders says, companies should determine what shortcomings are acceptable. For example, work histories that show that the person jumped around a lot may not really matter all that much. A little eccentricity or mediocre grades also may not be a problem, whereas ethical flaws, or a lack of motivation, may be deal breakers.

Because of the turbulent economy, more people than ever have these jagged resumes, For some hiring managers, that might mean instant disqualification of the applicant, but for others who are willing to look harder and more perceptively, there may be real gems found in the less-than-stellar resume.

If you’d like to forgo culling the hundreds of resumes coming by your desk,talk to Bayside Solutions about helping you find the great people your San Francisco-area company needs. Contact us today!