Bohan and Bradstreet

Career Search

June 2019


The Battle for Talent

Friday, June 14, 2019  by julie

Talent is best defined as gifted and high quality employees with the natural ability to excel at a duty or action. As positive differentiators, talent ranges from 3% to 15% in the vast majority of companies, regardless of size. In recent years, the pendulum swung from the company in favor of talent. The momentum of organic growth, reemergence of the IPO, creation of new products, push on completing acquisitions, attractiveness and availability of inexpensive money, and expansion of international markets have all contributed to the increasing need for talent. Couple that with lean bench strength, a lack of talent development, and increasing retirements of baby boomers have additionally led to an intriguing marketplace. So why will talent leave? One reason is not being challenged; therefore feeling undervalued or appreciated. Talent is passionate about making a difference and if not challenged and empowered, will be encouraged to take their passion elsewhere. Talent is wired to improve and add value. They are built to change and innovate. Talent has good ideas, insights, and observations. If you don't listen to them, someone else will. Another reason is lack of respect for leadership. Talent wants to contribute and leadership needs to give them a voice and increase their responsibilities. Leaders don't take credit, they give it. Failure to inspire and recognize talent is another way of asking them to leave. Businesses do not fail, leadership fails. Success is most often based on strong leadership and the ability to attract, manage, motivate and retain the talent needed to move the business forward. To retain talent, leadership needs to challenge, engage, and value these key employees. Talent needs to be rewarded emotionally, intellectually & financially. Empowering leadership and stimulated talent breeds success.

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Ready to Take the Leap?

Friday, June 7, 2019  by julie

 

Here at Bohan and Bradstreet, we have developed many relationships over the last 32 years to fill the most senior and executive level positions for many companies in Connecticut and other states. It is important to us not only to develop relationships with the companies we recruit  for, we also want to get to you, our job seekers. Like with most relationships, building good ones can take time and it is never too early to get to know us and our process. Here are some tips:

Referrals:
Send someone our way and we are sure to pay it forward. Not only are you helping out a friend, when the time comes for you we will remember you thought of us. Referrals are one of the largest sources for our leads. 

Honesty is the best policy:
Remember that we have the ability to do very thorough background checks. Don’t exaggerate or worse lie about your credentials, it can really damage your reputation in the long run. We want to get to know the real you so we can make sure you are the right fit for the jobs we fill.

Be Ready:
We all have bad days at the office. Before you take the leap and reach out to us to make sure you are really ready and committed to wanting to change jobs. We want your experience with us to be a successful one. 

Set Limits:
Let us know from the beginning if there are certain industries, employers or geographic areas that are off limits. This way we can deliver exactly what you are looking for.

References:
When thinking about changing jobs right off the bat think about those references and make sure they are strong ones. They help us get to know you better and often references tell us great attributes and qualities about you that you may not have thought to include in your resume.

Don’t be afraid to ask questions:
Ask away about the company, the culture, the requirements, again we want to make sure you will be happy in your new position. 

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