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What Makes a Good Leader at Work?

Thursday, January 21, 2016  by julie

The Bridge team at software-as-a-service company Instructure has recently announced the results of a study assessing what millennials and non-millennials value most in leadership at work. Click here for the report.

According to the results, both millennials and non-millennials have higher opinions of the leaders with whom they work most closely, indicating that face-time matters across generations.

Thirty-two percent of both millennials and non-millennials think their direct supervisor performs very well, as opposed to 23% for senior management and 18% for C-suite executives. 

Additional survey findings include:

  • Millennials and non-millennials alike value trustworthiness the most in a manager, with 59% of millennials and 73% of non-millennials dubbing it the most important quality.
  • Millennials and non-millennials agree that managers are more effective in displaying industry knowledge and experience (42% say they are very effective) than they are at mentoring (25% say they are very effective) and utilizing all of employees’ talents and abilities at work (23% say they are very effective).
  • Millennials think leadership is less concerned about them. They also are less optimistic about the benefits of work. Only 23% of millennials strongly agree that management is concerned about them compared to 40% of non-millennials. Only 32% of millennials strongly agree that work is good for their mental health compared to 40% of non-millennials.
  • Millennials and non-millennials share a cohesive vision about how leadership will change by 2020. Employees feel managers will (1) Delegate more assignments (most likely), (2) Empower their teams more, (3) Master more technical skills, (4) Develop better teaching capabilities and (5) Develop better gender sensitivity (least likely).

The survey polled more than 1,000 employees across the United States to determine their attitudes about leadership, gender and training at work

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Employment Trends January 2016

Tuesday, January 12, 2016  by julie


B&B completed senior staff to executive level searches in 56 companies (e.g. family-owned, PE funded, publicly traded, partnerships) locally and across the USA. We are thankful for making a difference on career progression and talent acquisition.


Examples of successful searches by B&B include:

Assistant Brand Manager, OTC Healthcare Product

Audit Manager, Regional CPA Firm

Business Intelligence Analyst, Investment Management

CAD-Senior Designer, Automotive Products

CFO, Metalworking Industry

CFO, Real Estate Conglomerate

COO, Chemical Products Distributor

Contract Manufacturing Director, Consumer Products Industry

Controller, Film Coating Industry

Corporate Controller, Pre-IPO Medical Products

Credit-Senior Manager, Capital Equipment Distributor

Demand Planning Manager, Nutritional Products Leader

Digital Marketing Director, B2C Home Products Supplier

Director Human Resources, Entertainment Products Leader

Divisional Controller, Architectural Hardware Industry

Engineering Team Leader, Aeronautics Components Manufacturer

ERP Project Manager, Engineered Products Industry

Executive Director, B2C/B2B Trade Association

Finance Director, Communications Products Industry

General Manager, Injection Molding Manufacturer

Global Rewards Director, Consumer Product Leader

Global Marketing Manager, Sensors & Motion Controls Leader

Human Resources Director, Packaging Industry

Information Technology Director, Communication Products Leader

Manufacturing-Senior Engineer, OEM Automotive Supplier

Network Administrator, Consumer Packaging Manufacturer

North American HR Director, High Technology Tools Industry

Quality Assurance Manager, Tier 1 Automotive Supplier

Quality Director, FDA Products Supplier

SEC Reporting Director, NYSE Fortune 1000 Corporation

Tax Compliance Manager, Global Chemical Manufacturer

Tax Manager, National CPA Firm

Trade Marketing Manager, Wellness Products Industry

VP Credit Officer, Commercial Bank

VP Finance, Consumer Products Distributor

VP Product Development, Healthcare Products

VP Supply Chain, Beverage Products Industry


Top Ten Hot Searches We Are Trying To Fill:

Assistant Controller, $500+M B2B industry/Danbury

Commercial Lender-Global, International financer/Rocky Hill

Communications Manager, Healthcare Services/Westport           

Controller, Privately-held distributor/Riverdale (NY)

Marketing Director, Real estate development/Norwalk

National Pricing Leader, Branded products/West Haven

Regulatory Affairs Specialist, Pharmaceutical products/Naugatuck

Robotics Engineer, World class manufacturer/North Haven

Tax Manager, Global industry/Farmington

Workforce Development Leader, Privately-held industry/Wolcott​


Know someone? Click here to see our job openings and current jobs.

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Recruiting Statistics That Make You Go Hmm

Tuesday, January 5, 2016  by julie

  • On average, each corporate job opening attracts 250 resumes.  Of these candidates, 4 to 6 will be called for an interview and only 1 will be offered the job.
  • Top 5 biggest factors job seeks consider - 1) Salary and Compensation, 2) Career Growth Opportunities, 3) Work/Life Balance, 4) Location/Commute, 5) Company Culture
  • Company website and social media remain 2 of the Top 3 channels most used for company brand promotion; nearly 75% of people say companies do not know how to promote their brand on social media
  • 69% of job seeks would not take a job with a company that has a bad reputation
  • 41% of Baby Boomers say you should stay with a company for at least 5 years, only 13% of Millennials agreed

B&B clients have interviewed 4 or less job seekers in over 75% of our placements (+250) over the last 2 years.  

Let B&B take the guess work out of the equation and save you time.  We deliver "finalists" to you and help "sell" your story to candidates.  We serve as an extension of your brand and business model. 

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Turnover Good or Bad

Tuesday, December 29, 2015  by julie

Low turnover has long been perceived as indicative of a strong company. The rationale makes sense—a company must be doing something right if employees remain working there. 

However, the issue is much more complex.  Employees stay at companies for many reasons which may relate very little to the company. Employees may be: 

•        Under-skilled

•        Unmotivated to advance

•        Anxious that the economy is too unstable

•        Comfortable and complacent in a known environment

Turnover can certainly be disruptive to a business, impacting employee morale and performance.  It also has real costs, from job postings to interviewer time to lost productivity to higher salaries and sign-on bonuses.  It’s no wonder that many employers want to avoid turnover. 

But sometimes change is exactly what’s needed.  Whether employees are let go or leave voluntarily, turnover can be a smart opportunity for employers to select, hire, and develop new talent into the organization. People who are excited about the company and have the capability to perform at a high level can make a significant difference. Some turnover is actually good for the company! Something to think about as we head into a new year. Is 2016 a year where your company is in need of some change?

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Top Resume Killers

Tuesday, December 22, 2015  by julie

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.

Lets partner together to define a road map that aligns to your career and life interests!!

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