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Friday, September 13, 2019
by Bailey
Whether you are actively searching for a new opportunity or not, it is very important that you refresh your online profile periodically. The key to a successful presentation is to maintain a professional look, populate the page with applicable keywords and to clearly show demonstrated successes within your career. Remember your audience and speak to them. A potential employer wants to see where you have added value in your career history so you must include case studies where you have positively impacted the company. That being said, this is an online profile not a resume. The following are a few hit or misses on your online presentation to think about:
Keep Your Photos Professional:
One of the biggest mistakes for your professional profile is to use a "selfie". Keep the informal pictures for the other social media platforms and invest in a professional portrait for your profile. At the very least, dress in professional attire and have a friend take a photo with a neutral background. The photo is the first thing a potential employer or recruiter sees and you want to be taken seriously. Don't be overlooked because your photo depicts you on leisure time.
Keep Your Content Personal:
While your photo needs to be dressed up, your content can be slightly dressed down from your resume. You don't need to fill your content with impressive resume speak. Rather, your online profile should illustrate success stories while keeping it personal. For example, "I was tasked to improve the following process and was able to successfully complete the task weeks ahead of schedule." or "I identified some redundancies in company spending and successfully streamlined our payables by x% by establishing new vendor relationships." Keep the message targeted to the audience: I can add value and here is how I have demonstrated added value in my career. Great attention should also be paid to your headline which is the things that makes one want to click through to read more or pass you over. Use keywords that describe your top skill and a phrase that captures how best you propose to add value.
Refresh Your Skills and Keywords:
As you continue with your career you are mastering new skills and as you move up the ladder, you are gaining new responsibilities. It is important to continuously update with your most recent and best established skill set. Too many skills can muddy the water so be careful to edit the list so that you are presenting your highest quality work and skills that you want to focus on in your next endeavor. Many employers and recruiters search via keywords rather than titles so it is important to focus this list on what you want to be known for or better yet, how you want to be found.
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Friday, August 23, 2019
by julie
Growing Too Fast
Founder of a B2B healthcare service had organically quadrupled within a five year span and was looking at an acquisition that would boost revenues, gain market share, and expand to over 300 FTEs.
The Challenge
CEO was very revenue focused and relying on others to build infrastructure. Employees were the #1 asset and key to quality and deliverables of services. B&B met with the CEO, COO, and CFO to discuss multiple searches to support the executive team. As part of the conversation, it became obvious to B&B that the business lacked a human resources professional to partner on compensation, performance management, organizational alignment, compliance and other HR competencies. B&B told leadership that they are prime for a union attempt if they did not raise the bar on the value of HR. CEO awarded B&B with the search.
The Action Steps
B&B teamed with the executive team to define the level, requirements, and compensation for a Human Resources Director with CHRO potential. B&B created a job description and partnered to define short and long term goals. B&B viewed over 100 potential applicants; targeted, recruited and interviewed 14 prospects to complete first stage of evaluation; culled the slate to four strong candidates; made the presentations; and partnered with the client through the interviewing, verification, and compensation process.
The Results
From initial conversation with executive team to acceptance took 41 days. Human Resources Director has contributed on strategy, implemented a wide range of programs, changed the culture, and has become the Voice of the Employee. Company continues to expand organically and through acquisitions.
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Friday, August 16, 2019
by julie
3rd Quarter is proving to be very active with 10 completed searches in the last 6 weeks and over a dozen new projects added to the docket. Why is there a strong market for hiring right now? Here are the answers:
#1: Hiring authorities appear to be more decisive. We adhere to quality over quantity on every search and the average number of candidates interviewing for searches that we have completed has dropped to 3.4 and the average number of interviews with a client before offer is down to 2.3…..so less number of candidates and interviews with hiring companies has increased the speed of the interviewing process and faster completion of searches.
#2: Candidates are impatient and are looking for a variety of stimuli whether it is upside potential, employment stability, an empowering culture, rewarding benefits and/or acknowledgement for contributions. If current employment is not meeting expectations, then the attitude is to identify a better solution.
#3: Clients are less tolerant and companies are not willing to endure noncontributors, ineffective managers, and employees that cannot change or adapt. Competition and the demand of business is driving this. We have experienced an increase of confidential replacements where the client is looking to upgrade on talent. There is stiff competition for talent.
#4: No bench strength. There is a lot of organic growth. New products, markets, and channels. Acquisitions have increased whether private equity roll ups or companies trying to grab market share. Growth creates need for talent and most companies do not have bench strength so look to hire and promote.
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Friday, August 9, 2019
by julie
RECENT PLACEMENTS
Chief Financial Officer for a multi-state B2B leader wants to double revenues over next 5 years organically and through acquisitions.
Northeast Sales Manager for a U.S. division of a European-based global manufacturing and chemicals company that has a strong North American presence and is expanding into new markets and new accounts.
Marketing Communications Director for an innovative B2B that has sustained revenue growth in domestic and global markets.
Operations Manager for a growing, privately held transportation leader with multiple locations in USA.
Chief of Staff for a national healthcare system with high profile programs and partnerships that is focused on best practices in primary care delivery.
CISO for a global bank that is investing in new enterprise-wide technology.
SEC Reporting Analyst for a global manufacturer that has 25+ SBUs on 5 continents; several billion ($) in annual sales with 50+ operating locations.
Human Resources Director for a manufacturer and distributor of consumer products.
Supply Chain Director for a PE backed roll-up of business products.
Sales Engineer for a specialty pump manufacturer.
Mergers & Acquisition Director for a North American engineering testing service.
General Manager for a privately-held manufacturer of specialty seals and fasteners.
IT Director for a privately-held distributor of audio-video equipment.
Marketing Director for a PE funded building services company that expects to double revenue over next two years via acquisitions and organic efforts.
COO/CFO for a start-up healthcare software business starting commercialization phase.
Senior Accountant for a public accounting firm that recently celebrated it's 100th anniversary in business.
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Monday, July 22, 2019
by julie
With the span of companies we service ranging from start-ups to publicly traded global corporations, Bohan & Bradstreet has fielded the question from many different standpoints. The answer is not one size fits all. Hiring executives in larger companies partner with our firm to strategically target talent during a period of growth, change, or to confidentially replace leadership. Smaller family owned businesses or startups may need our team to market opportunities, advise on organizational structure or identify a role that will align and deliver business goals.
Here are a few reasons why a partnership with B&B yields a high return:
1) Time is money. Our search professionals streamline the process with an in-depth analysis of the client company keeping an eye on short and long term goals to clearly identify the role. Only the top candidates are presented so the hiring authority is evaluating key people. Interview coordination and close contact during the hiring phase and on-boarding also tightens process time.
2) Marketing is paramount in attracting top talent for your company. Our search consultants are representing your brand, strategic initiatives and big picture goals. Our approach is to communicate clearly the vision, history, and uniqueness of the company before discussing the role within.
3) The human factor is something to consider. Our candidates are making a weighty decision that may affect family. Career moves are all about timing and our search consultants are experienced in balancing what is important to each party to bring about a mutually satisfactory outcome.
4) B&B search professionals are tapped into the talent pool. In most cases, our placements are currently employed and not active in the market. We are continuously connected to a wide range of talent in all areas of expertise so we can target specific players to bring to your table.
5) With recognition by Forbes as one of the country's Best Recruiting Firms, celebrating 32 years in business, and having a team with decades of experience "seeing it all" in recruiting, our team is trusted by our clients for discretion, dedication and landing the best of the best.
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