Bohan and Bradstreet

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Forward Thinking = Better Hiring

Friday, October 11, 2019  by julie


Hiring talented individuals for your company can be daunting. B&B has ensured successful hiring for our client partners for decades. Here are some problem areas we have identified over the years that can inhibit a talent acquisition that will positively impact your company.

#1 Inadequate Interviewing: Every role is a reflection of the business model and culture. Many companies schmooze candidates or rely on first impressions. Interviewing is an art form and there should be an assessment of hard and soft skills, functional and cultural fit, and evaluation of capabilities, contributions, and accomplishments through a series of situational questions and discussion points. Having a scorecard to measure the various qualifiers for any role is the best way to make comparisons among the applicants. 65% of the time, the best candidate for the role is not the best interviewer.

#2 Avoiding the Problem: About 25% of the searches we manage annually are confidential replacements. The client recognizes that the incumbent is not meeting expectations and needs to be replaced. Often the search comes with an upgrade in responsibilities. However, too many companies camouflage the problem and attempt to hire around it because of loyalty and/or seniority. Sacrificing the wellness of the company by circumventing the problem will create turnover.

#3 Backward Thinking: We call it “Pothole Mentality.” Looking backwards and replacing a role is stale thinking. Don’t replace; rather re-engineer the role for today and tomorrow. Reassess core skills, requirements, and competencies. With all the changes impacting business through technology, outsourcing, and best practices, organizations need to align their staff and resources to both the current and future needs of the business. Hiring to replace yesterday is a mistake.

#4 Not Being Upfront: There is a right way and a wrong way when hiring. Be honest on workforce hours, travel, responsibilities, culture, leadership, and wellness of business. Building trust from the beginning is essential. Over one third of turnover is due to hiring authorities who were not forthcoming and the hired candidate feeling deceived.

Reach out to our team today to learn more about how we can help your company with talent acquisition. B&B search professionals always measure their success by the success of your company and the people we place on your team.


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The "Change Quarter"

Friday, October 4, 2019  by julie


The 4th quarter is an interesting time for both businesses and employees. This is the quarter for next year planning as well as promotions, rightsizing and reality checks. Will the company meet their revenue targets, metrics, and EBITDA? If not, what changes will be made to correct key drivers? If yes, what new initiatives will be discussed and enacted on as head into 2020? Whether you are a hiring authority or career driven contributor, here are a few of the variables that occur in and around the 4th quarter:

Confidential Replacements: Annually about 30% of the searches that B&B manages are confidential replacements and the largest number occur in the 4th quarter. Leadership recognizes there are internal roadblocks and expectations are not being met. Most often these are tenured employees who are not proactive managers, lack business partnering skills, and/or unable to embrace change and evolution. 

Acquisitions: More acquisitions are completed in the 4th quarter than any other quarter. Depending on whether one is on the “acquiring” vs. “acquired” side, there will be changes in reporting structures, leadership, operations, and culture.

Performance Evaluations: Both the company and the employee will have their performance evaluated. This is the season to encourage best practices, correct inconsistencies, and identify opportunities to achieve business strategies.

Organizational Alignment: Having the right people in the right roles at the right time is difficult to accomplish. Most companies are out of balance. Different functions (e.g. engineering, marketing, finance. supply chain, IT, product development, human resources, and sales) have alternating values even in direct competitors; some are of higher value to the business than others. “A” roles lead and impact strategy; “B” roles lead and impact tactical drivers; and “C” roles are doers. As companies evaluate the correct alignment, do they have “A” and “B” talent in the right roles?

Change Management: The business world is constantly evolving and the 4th quarter is the “Change Quarter.” This is the time that functions can get outsources or outsourced functions can be internalized; reorganizations and rightsizings are announced; movement of internal operations to other geographical locations; promotions and award grants; new leadership from 1st level managers to Board level; and changes in functionality, hours, reporting structure,  benefits, and compensation. 

With a pulse on the current trends, an eye on the talent market, and an ability to put the solution in place before year end, the B&B is ready to partner with you to facilitate positive change for your company. 

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Be in the Know

Wednesday, September 25, 2019  by Bailey


Whether actively seeking the next step in your career or not, it is advised to keep your eye on the job market and on openings within your field. Your current position will serve as the springboard to the next level so continuously updating your resume with value adding examples, highlights of successful project completions, or situations where your leadership skills can be illustrated, is beneficial. Getting in front of a recruiter or hiring authority will enable you to be considered should an opening occur that aligns with your background and future trajectory. A proactive candidate will get ahead of reductions in staff and be in the market prior to job elimination. A reactive candidate will always be playing catch up and too long in the market for a job will play against them. The next step in your career may be in your current company with a promotion or it can be the end of the line for your progression. Determine your circumstances and if a B&B search consultant can be of assistance, connect with us today!

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Fresh Content

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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Challenge Accepted

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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