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Wednesday, May 1, 2019
by Bailey
We found an article interesting from Qz.com that detailed some of the most uncommon interview questions that CEOs have admitted to asking. Here’s what they said:
“Would you rather be respected or feared?”
This speaks volumes about your leadership style and how it would fit the company in question.
“Why are you here today?”
This can give a gauge on how self-absorbed a candidate is – are they committed to contributing to the organization, or are they just in it for the personal benefit? CEO Gordon Wilson says he looks for a 75-25% split between the two.
“What’s your biggest dream in life?”
No answer is too ambitious, according to Zhang Xin, co-founder and CEO of SOHO China.
“How were you treated?”
This question is directed towards the drivers and receptionists who came into contact with a candidate on the way to their interview, allowing Rick Goings, CEO of Tupperware, to see how candidates act in real life.
“What is your favorite property in Monopoly, and why?”
This is a great way to hear about how candidates think of risks and rewards, according to Ken Moelis, founder and CEO of Moelis & CO.
“Tell me about when you failed.”
CEOS love to dissect past failures, which can allow them to pinpoint resilience, creativity, and humility in candidates
“Who did you want to be when you were seven or eight?”
Barbara Byrne, vice chairman of investment banking at Barclays, uses the “airplane test” on her interviewees, where she tests if she can sit on a plane from New York to LA with a candidate and not be “bored out of her mind.” Questions like these are common on these long-haul flights.
The wine list test
Charles Phillips, CEO of Infor, takes a candidate out to dinner with some senior execs in place of a traditional interview. Here, he is able to see how they handle themselves in an unstructured environment by giving them the wine list – the person has to convince the group that they know a lot about wine, pretend that they do, pick the most expensive bottle, or ask for help. How they choose and how successful they are in explaining their choice is part of the test.
Walk the talk
Atul Kunwar, president and CTO of Tech Mahindra, goes deep into candidates’ hobbies. When one candidate said he was a keen singer, Kunwar asked him to sing in front of a panel of senior executives.
Though it’s unlikely you’ll ever be faced with many of these questions, it’s certainly interesting to think about how you would respond to them.
Source: https://qz.com/608398/be-prepared-we-gotasked-10-ceos-to-tellgive-us-their-killer-interview-questions/
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Friday, April 26, 2019
by Bailey
About 30% of the searches our team manages annually are confidential replacements. The primary driver is that the business has outgrown the incumbent and leadership is stymied. Due to employee loyalty, this can be difficult but it is necessary to replace the bottleneck for the betterment of the business.
Recently B&B was called upon to facilitate a confidential replacement:
A multi-state professional services firm had expanded quickly due to new services, diversity of customer base, and acquisitions. The plan was to double revenues over the next 4-5 years and the current CFO was a legacy employee who had risen through the ranks.
B&B met with the executive team to learn more about the recent history of growth, gain a better understanding of services and culture, appreciate strategic goals and horizons, define existing organizational structure, discuss the role and where there were opportunities for improvement.
B&B was retained and partnered on search milestones, criteria, and the interview and hiring processes. B&B completed the research, identification, and evaluation phase within two weeks and presented a slate of candidates that included commentary, soft skill assessment, current resume, and recent compensation history. B&B conferred with all parties, set up three candidates for interview and following a 2nd round, an offer was made and accepted.
Confidentiality was maintained for all parties and the transition was complete. Search process from initial call to acceptance was under 8 weeks.
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Wednesday, April 24, 2019
by Bailey
A winning work culture has never been more important. In order to have a top-performing company you need top-performing talent. Talent that is motivated and has the values, mindsets, and behaviors that constitute an environment conducive to success.
Culture is as important as strategy for business success. What exactly is a winning culture? And, just as important, how can a company’s leaders instill it? A winning culture has some defining characteristics. So how do you get there?
1. How well do you know your companies culture? Do an audit or survey and set goals.
2. Get everyone on the same page even top level management and executives. Getting the team aligned can be the most difficult part.
3. Set targets for the business with accountability.
4. Clarify accountabilities for key jobs. This is crucial, as is building performance metrics that reward desired behaviors.
5. Communicate and reward the business when you see the culture has changed and is on the right path.
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Monday, April 22, 2019
by Bailey
Hot New Jobs! To learn more about these opportunities, enter the job number into our search box.
Marketing Director, Peekskill, NY
Search Job Number: 12867
VISION: Global parent. PE funded. Be the Marketing Director for New York region. Company expects to double revenue over next two years via acquisitions and organic efforts. Company targets residential and commercial markets with multi-year contracts. Report to Regional President and partner across total enterprise.
REWARD: $130,000 to $150,000 plus 20% target bonus
CAD Designer, Shelton, CT
Search Job Number: 12868
VISION: Growing company (10%+)that has recently doubled it’s Connecticut operations to introduce new product lines. This niche manufacturer of electro-mechanical capital equipment keeps its focus on customers and employees; encouraging personal development and valuing work/life balance.
REWARD: $60,000 to $75,000 DOE plus excellent benefits, mentoring, and a stable career environment.
Public Accounting Staff to Manager, Old Saybrook, CT
Search Job Number: 12872
VISION: Shoreline based, well established public accounting firm is looking to expand their staff as a result of continued client growth. Long term upside to partnerships stake! Strong shoreline roots with loyal multi-state clients. There is a desire to develop in-house replacements as Partners retire within the next five years. Opportunity to really learn the business and be empowered to carry out its legacy.
REWARD: $45,000 - $125,000+ depending on experience, plus great benefits and bonus. Flexible summer 4 day work schedule.
Controller USA Operations, NYC
Search Job Number: 12871
VISION: Health care products company is expanding operations and targeting Asia and European markets. Company manufacturers, packages and distributes health supplement products in 15+ countries and has subsidiaries in both Europe and Asia. Center stage role.
REWARD: $140,000 to $160,000 DOE plus 15+% bonus
Project Manager – Engineering, Old Saybrook, CT
Search Job Number: 12870
VISION: Global company with established presence in North America and aggressive growth plans based on innovative new product development and new account/market opportunities. Customers in multiple OEM verticals. Achieving double digit annual growth!
REWARD: Target salary $65-75,000 plus bonus and benefits package.
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Monday, April 15, 2019
by Bailey
Get the most out of your first impression by avoiding these top resume killers:
Job Specialization: Taking on job titles and responsibilities that are industry specific and not transferable to other companies.
Staying With A Company Too Long: Remaining with an employer for an extended period of time may suggest that you fear change and prefer a familiar environment. The exception is receiving numerous promotions during that tenure.
Lack Of Career Progression: Remaining at a specific career level for a protracted period is a definite career killer. It suggests a failure to perform and earn a promotion.
Job Hopping: Job hopping is probably the number 1 career killer. As a general rule, you should average 3 to 5 years at each position. If you are a victim of layoffs after a short tenure, a prospective employer will look at your entire work history and usually ignore a single exception.
Jack Of All Trades, Master of None: A work history that includes experience in multiple disciplines (sales, purchasing, logistics, IT, marketing and customer service) can indicate a person without career direction and depth of expertise.
Staying In One Industry Too Long: This can be problematic, especially if your industry is facing a rapid decline and your skills are not transferable.
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