Bohan and Bradstreet

Staffing Blog

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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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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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