Bohan and Bradstreet

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Forbes Named B&B to Top Recruiters List!

Monday, April 16, 2018  by Bailey


Over 30,000 recruiters and 4,500 job candidates and human resources managers were surveyed to determine the Top 250 firms in each category:

Executive & Professional

More than 14,500 nominations were collected and firms with the most recommendations ranked highest.

Bohan & Bradstreet was one of a few firms recognized in both categories!!!!!

For more information, click here:


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Cover Letters for Email Applications

Monday, March 19, 2018  by Bailey


Gone are the days of the standardized printed cover letter attached to the resume. With the onset of internet job boards and social media applications, how do you utilize your letter of introduction to engage the hiring authority? Here are some tips:

1) Do have an eye-catching subject line by headlining your #1 career achievement but be sure it correlates to the job specifics.

2) The cover is an introduction to your qualifications but not a regurgitation of your resume. Sell your abilities and merits.

3) Thoroughly understand the job and company and speak to those points. Understand the void they are looking to fill and bullet point your track record as their solution.

4) Keep it short. Recruiters and Hiring Authorities are receiving hundreds of resumes so the cover needs to be read at a glance while prompting them to click the resume to read more.

5) Proof it. Spelling errors and poor grammer will immediately get you dismissed. Attention to detail is the first thing that is qualified.

For more great information on the art of writing a successful cover letter, read these great articles:






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Record Quarter for B&B!

Monday, February 19, 2018  by Bailey


With a month to go in 1st Quarter 2018, B&B has already set a company record for total placements! Solutions for our clients and meeting career path objectives for our candidates is our recruiters greatest motivation. When it comes together it is a beautiful thing!

Here are some of our recent completed searches:

Electromechanical Technician, Capital Equipment B2B

Senior Accountant, Media Company

VP, Practice Management, Multi-site Healthcare Organization

Director of Human Resources, Global Middle Market Manufacturing Leader

Director, Accounting & Taxes, B2B with International Profit Centers

Fabrication Facilities Manager/ Director of Customer Services/Manager, Demand Generation, Global Manufacturer/Distributor of Consumer & Commercial Products

Executive Director, Non-Profit Organization

Supply Chain Director/Director, Customer Services/Director of Process & Systems, $60+M Division of Global B2B

Director, Finance & Administration, Capital Equipment Manufacturing Leader

Attorney, Expanding B2B with $500+M in Revenues

Tax Senior, Regional CPA Firm

Manager of Corporate Development, Global Decentralized Manufacturing Company

HR Immigration Specialist, Global Middle Market Manufacturing Leader

Supply Chain Manager, Fortune 500 Division and Contract Manufacturer

Inside Sales Manager, Profitable Manufacturer and Supplier

Global Proposal Manager, Capital Equipment Manufacturing Leader

Sales Executive, Privately-held Niche Manufacturer/Marketer of Consumer Products



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Career Networking

Monday, January 8, 2018  by Bailey

Career Networking

Once upon a time, Ed Bradstreet launched Bohan & Bradstreet and was able to build his business by networking. How did he successfully network in the late eighties without the plethora of technology we utilize today? He created 2 group meetings: The Elm City Executive Forum and The 2nd Tuesday Network Group. Bringing together executive leadership from diverse backgrounds and industries in Connecticut areas businesses, Ed led the meetings to bring forth information that was useful to each member by asking all to communicate their history, challenges and successes of their businesses or civic organizations, as well as, sharing established or potential business leads. Thirty years later, these monthly meetings are still well attended as many relish the face to face connection and camaraderie in an era of the internet numbers game.

Connections, both in-person or online, are extremely important for your career.

According to Linkedin:

  • 70 percent of people in 2016 were hired at a company where they had a connection.
  • 80 percent of professionals consider professional networking to be important to career success. 
  • 35 percent of surveyed professional say that a casual conversation on LinkedIn Messaging has led to a new opportunity.
  • 61 percent of professionals agree that regular online interaction with their professional network can lead to the way in to possible job opportunities.


Tips for Successful Career Networking:

  • Keep building your network and stay in touch. Show interest and acknowledge special occasions.
  • Follow the career progressions of your contacts as they are building their networks as well.
  • Consider joining business or social groups to further your network and balance your online presence with more personal interactions.
  • Help others in their career by sharing job openings or promotion opportunities. What goes around comes around.


Linkedin facts and more information can be found in this article from

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How to Manage Top Talent in Your Company

Friday, December 1, 2017  by Bailey


Companies of any size that continue to achieve tactical and strategic goals employ “high potential” talent. These exceptional employees yield an impressive ROI to their employer and are typically ambitious, capable, creative, and intelligent. Attracting them is difficult enough, but effectively managing and mentoring them can be even harder (especially if they are more talented and clever than their superiors).  Creative, overachieving people simply do not like to be led, but you can still bring out the best in them if you go about it the right way.

Here are some facts and suggestions about managing talent that can help you maximize high potential employees:

  • Intelligent and creative people want recognition for their ideas. They are always coming up with better ways to do things, so lend them your ear!
  • Top employees typically know their worth and are very aware of compensation that is attached to their role. Fancy titles are often not enticing to them, but status usually is.
  • Most are politically savvy and have an indifference to bureaucracy.
  • High potential talent is well-connected with a “knowledge” network that can increase their value to the corporation. This same network will constantly introduce new opportunities that will tease their interests.
  • They are restless and easily bored. Clever people will need a peer group of talented and intelligent teammates to stimulate them to be their best!
  • High potential players want instant access to their boss or above. Otherwise, they feel that their work and contributions are not being taken seriously.
  • Don’t micromanage – top employees rarely say “thank you” to their leaders because they don’t want to be led. Try to stay away from their playing field and let them coach.


B&B has a proven track record for finding and placing top talent for our client companies. Many are sourced to "bear hug" the business and if managed properly, will make a meaningful impact on the company in record time.

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