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!

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.

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!

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!

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!

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!

What’s that old saying? “Work would be great except for the people”?

Sadly, that phrase is too true too often: co-workers really can make one’s work life miserable.

If you’re stuck in a cubicle farm or facility with a “bad” co-worker, read below for some tips on how to cope.

1. Act fast. Don’t tolerate the bad behavior hoping it will go away on its own. Chances are, the poor behavior will get worse if ignored. By not speaking up when someone bullies you, you’re tacitly giving the individual permission to continue
2. Some people don’t take criticism well. They don’t understand that suggestions on how to do something better or requests to get work done by deadline, etc.  aren’t personal attacks, but professional and business critiques to improve  performance. Such individuals may take professional critiques as personal attacks and lash out.
3. If the problem with your co-worker is that he or she can’t do all the tasks assigned well, offer to split duties, if possible, with both of you taking on tasks each of you does best. Yes, this may mean more work for you, but you can let your superiors know that you’re taking on more responsibility (without denigrating your co-worker) and a promotion and/or raise could result!
4. Try to resolve your differences without the help of your manager or the human resources department first. If the two of you still can’t come to some sort of professional workplace collaboration and if the bad behavior persists, bring it up to your boss and then to HR (in case the boss can’t or won’t help).
5. Keep the conflict private as much as possible. Don’t kvetch in meetings or to co-workers: you’ll be seen as a whiner instead of justifiably aggrieved.

If you’re in the market for some new co-workers, contact one of our recruiters. Bayside Solutions can help provide you with opportunities to work with some of the Bay Area’s top employers. Contact us today!

To help keep our clients and employees abreast of happenings in the industries we serve, Bayside Solutions occasionally highlights important exhibitions, meetings and other events.

WINDPOWER 2012 is the largest annual wind-focused exhibition in the world, set to feature more than 1,000 exhibitors including leaders in the wind industry. It’s the place to see products and services, learn industry brand names, network with leading decision makers, and generate numerous high-quality business leads.

WINDPOWER reflect the American Wind Energy Association’s (AWEA’s) efforts to push forward wind energy industry policy, regulatory, and business development objectives.

Entrepreneur and philanthropist Ted Turner will kick off the Opening Session, after which the conference will offer 16 specialized, market-specific tracks to address various aspects of today’s wind energy:

1. Market Update Track

Offers insights into upcoming demand opportunities for wind and relative market competitiveness,.

2. Project Development Track

Focuses on how developers are responding to market constraints in order to boost public enthusiasm and investor confidence in the wind industry

3. Transmission Track

Explores the various connectivity research challenges and techniques, as wind becomes a more viable, reliable and competitive national energy source.

4. Resource Assessment Track

Provides a comprehensive look at some of the wind resource assessment field’s hottest and most widely discussed topics.

5. Community & Distributed Wind Track

Discussions will address the future potential of, and economic value in, community and distributed wind.

6. Finance Track

Takes an in-depth look at various financial factors affecting the wind industry.

7. Siting Track

Offers policy, biological, and market experts who will delve into various issues that affect siting.

8. Utility Track

Provides important information on utility efforts to bring higher levels of wind power to their systems, state regulatory regimes and their impact on long-term contracts between wind developers and energy suppliers.

9. Supply Chain Track

Explores how to lower the installed cost of wind energy in the U.S. through the use of efficient and innovative transportation, logistics, and construction systems.

10. Turbine Design Track

Explores the structural performances and evolving advancements of wind turbine designs.

11. Turbine Track

Industry experts will recap 2011 and forecast 2012 market conditions.

12. Turbine Performance Track

Provides greater understanding into the many components of turbine reliability and power curve measurements.

13. Offshore Track

Delves into a wide array of topics including how shortening timelines can reduce costs and incentivize the market, innovative advancements in the configuration of floating offshore wind turbines, and current and future research applications.

14. Wind Deployment Track

Covers several emerging applications and issues concerning the wind power workforce.

15. Integration Track

Takes a dynamic approach to exploring the scientific and economic frameworks of wind integration and forecasting techniques.

16. Academic Track

Dedicated to promoting the work being done by the academic community in support of wind energy.

Bayside Technology is proud to support wind energy and other green energy projects. Want to know more about how we can help you find a job or personnel? Contact us today!

Onshore wind power is in a good place, at least through the end of 2012. Wind power made up 35 percent of all new generating capacity added to the U.S. grid since 2007—twice what coal and nuclear combined have added in the same time period—according to the American Wind Energy Association (AWEA).

And U.S. developers need to take advantage of federal tax credits for renewables by the end of 2012, so 2012 may result in the largest number of wind projects completed in one year.

Many wind projects began construction under the 1603 Treasury Grant Program. These projects had to commence by December 31, 2011 in order to qualify for the 30 percent grant in lieu of investment tax credit (ITC).

Section 1603 will likely expire at years’ end, but the federal renewable energy production tax credit (PTC) will inspire wind developers to start construction in 2012. The PTC, which is set to expire on December 31, 2012, provides an income tax credit for the production of electricity from utility-scale wind turbines.

AWEA is pushing for a four-year extension of the PTC, but Elizabeth Salerno, director of industry data and analysis for AWEA, said wind developments post-2012 have a “question mark over them” for the time being due to the lack of long-term federal policy.

OUTLOOK 2012— A YEAR OF RESEARCH?

Many in the renewable energy industry consider the U.S. permitting and financial climate to be hostile toward offshore wind developments. Since offshore wind is an emerging North American technology, start-up costs are higher than onshore developments. Project cancellations became fairly common in 2011.

Cancellations leave prospective offshore wind developers in a quandary. Considering the unstable global financial environmental and the likely removal of federal grants for renewables, is now the right time to plan offshore wind projects?

In February, Secretary of the Interior Ken Salazar and Secretary of Energy Steven Chu unveiled a national offshore wind strategy with a goal of the deployment of 10 GW of offshore wind capacity by 2020 and 54 GW by 2030.

The potential value of offshore wind in the U.S. is sizeable. According to the U.S. Department of Energy’s National Renewable Energy Laboratory, the 28 U.S. coastal states consume 78 percent of the nation’s electricity, but only six of these states could meet even one-fifth of their power demand with land-based wind energy. This leaves a clean energy void that could be filled by offshore wind power.

And earlier this year, the Interior and Energy departments announced $50.5 million in funding opportunities for projects that support offshore wind energy deployment.

It’s likely that 2012 will not usher in the completion of any U.S. offshore wind projects, but it will be a time for permits and additional research.

Want to know more? Need more people for your own green technology project? Bayside Staffing has relationships with the top-notch engineering, technical and construction personnel you need, so contact us today.