Bohan and Bradstreet

Staffing Blog

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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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The Time to Hire is Now

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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Success! Completed Searches

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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How to Yield High ROI on the Hire

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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Knowing What to Search For

Monday, July 8, 2019  by julie

 

Challenge:

A venture capital-infused business had absorbed acquisitions and centralized core functions, but was not being innovative or responsive to customer needs. The VP of Engineering & Product Development wanted to bring in a new leader to manage and stimulate a group of talented engineers and product designers. Four months after initiating the search, there had been two turn-downs and no new candidates on the horizon. The COO called Bohan & Bradstreet (B&B).

Solution:

B&B visited the company, met with the senior leadership team, and learned about their history, organization structure, culture, and strategy. In addition, B&B was provided with a detailed description of the opportunity and reviewed the frustrations of not securing the right talent. It became obvious to B&B that the level of the search was too low and that something was broken in the interviewing and evaluation process. B&B made recommendations to alter the title, compensation, and reporting structure of the role. B&B interviewed individually all executives included in the candidate evaluation process and identified the differences in the vision and expectancies of the role. Corrections were made, B&B defined the search process, and within three weeks had three candidates competing on final interviews.

Result:

The selected applicant started 46 days after B&B was originally contacted.

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