At B&B, we have developed many relationships over the last 33 years to fill senior and executive level positions for many companies across the country. It is important to us not only to develop relationships with the clients we recruit for, we also want what's best for you, our job seekers. Like with most relationships, building good ones can take time and it is never too early to get to know us and our process. Here are some tips:
Send someone our way and we are sure to pay it forward. Not only are you helping out a friend, when the time comes for you we will remember you thought of us. Referrals are one of the largest sources for our leads.
Honesty is the best policy:
Remember that we have the ability to do very thorough background checks. Don’t exaggerate or worse lie about your credentials, it can really damage your reputation in the long run. We want to get to know the real you so we can make sure you are the right fit for the jobs we fill.
We all have bad days at the office. Before you take the leap and reach out to us to make sure you are really ready and committed to wanting to change jobs. We want your experience with us to be a successful one.
Let us know from the beginning if there are certain industries, employers or geographic areas that are off limits. This way we can deliver exactly what you are looking for.
When thinking about changing jobs right off the bat think about those references and make sure they are strong ones. They help us get to know you better and often references tell us great attributes and qualities about you that you may not have thought to include in your resume.
Don’t be afraid to ask questions:
Ask away about the company, the culture, the requirements, again we want to make sure you will be happy in your new position.
If you are going to in-person or virtually interview with a company that you are sincerely interested in, then you need to invest the time and prepare for the interview. Here are some basic things that need to be accomplished:
Research the company: Try to understand their business model, products and/or services, recent news & events, vision, and philosophy toward employees, customers, and their business.
Research who you will be interviewing with: Get to know where they went to school, prior employers, and career track to learn if there are any parallels to your background to connect to.
Prepare a list of questions: Have questions center around learning more about the business model, how leadership manages and communicates, core functionality, and opportunities to contribute.
Prepare a list of examples that illustrate your knowledge and abilities that would apply in the role you are interviewing for: Some examples would be if the role requires multi-tasking, then an example of how you multi-task, prioritize tasks, and meet deadlines would be appropriate. If the role includes process improvement, look to previous roles where you identified areas that could be streamlined and how you facilitated a change for the better.
Prepare to be asked questions: Many questions are specific, however, be well prepared for the questions most common to many interviews. Here are 15 questions to ponder:
Why are you interested in working for our company?
What are your five year goals?
Why do you want to leave your current employer?
What are your top three strengths?
What are your weaknesses?
What can you offer us that someone else can’t?
Tell me about an accomplishment you are most proud of.
Tell me about a time you made a mistake.
Give me three to five adjectives that best describe your personality.
Share a time when you went above and beyond the requirements for a project.
What efforts have you made to fortify your education and gain knowledge?
How flexible are your work hours?
Tell me about a time when you disagreed with your boss?
If I called your boss right now and asked what can you improve on, what would your boss say?
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 to 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 indepth 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 for the last 3 years, celebrating 33 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.
We have been recognized as one of America’s Best Recruiting Firms in 2020 in both the Executive and Professional/Specialist Search category. This is our third year in a row being recognized in both categories.
For the fourth year, Forbes has partnered with market research company Statista to compile a list of America’s best recruiting firms. The list is broken into two categories: the top 200 executive search firms, which specialize in filling positions with salaries of at least $100,000, and the top 250 professional search firms, which focus on filling positions that pay less than $100,000.
Statista surveyed 25,000 recruiters and 5,000 job candidates and human resources managers who had worked with recruitment agencies over the last three years.