Hiring Supply Chain Talent: What to Look for in the Perfect Candidate

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If your business is growing, now might be a good time to hire new talent. It also means meeting and overcoming the challenge of talent shortages in the supply chain. It is quite common to see business growth these days with evolving and changing job titles due to rapid changes in supply chain management and latest technology driven needs. With several companies trying to stay competitive, there is more demand for talent. Managing the means you will use to source supply chain talent can make or break your organization. Here are some attributes you should pay attention to.

Soft skills: Most recruiters normally have a list of about 30 job skills they look for when reviewing candidates. This is quite common for the supply chain industry. Soft skills are the top priority to produce a more successful recruitment. Some of them include email marketing skills, fundamental business ethics, communication skills and problem solving skills. All of these can be identified through candidates’ previous work experience, references, and the answers they provide to certain key questions at the time of the job interview. When looking to hire globally, you can get help from PEO Services.

Experience in inventory, financial and supplier management: Beware of previous experience in financial, supplier and inventory management, as well as first-hand knowledge. These are the important elements of the skill sets required for a job. If the candidate has a financial management background in areas such as investing, that’s a huge plus. Maybe this talent didn’t cross massive numbers every day in his previous position. But there will be enough indications to know if the candidate has the required understanding of using data to make sound business decisions.

Education and area of ​​interest: You should look for candidates who have certifications and a university education. Some of the specific things you need to look for include participating in projects that involve a basic understanding of financial matters and solving related issues. Sometimes even the way they handle Personal finance could show something about their professional skills. You need to look for talent who has enthusiasm, passion, and energy for the position they are applying for. For example, they would have researched and posted knowledge about an organization and how their skills could benefit that company.

Results-oriented track record: Ask potential candidates not just about their previous job responsibilities. Also ask them to correctly quantify the results. Try to find people who will produce examples of projects they have completed with good results in their resume. This should demonstrate that they needed to work with supply chain departments, service providers and suppliers. You should also be flexible and open-minded while considering top talent from other industries and fields. There are many applicants who work in other professions. However, they have transferable skills that may make them the right fit for your supply chain.

Hire candidates: You should seriously consider seeking female talent for roles that are generally considered male-dominated. Women are also strong in several soft skills that are integral to the future of supply chain management. It is believed that several tactical job opportunities can be replaced by other positions that require better relationship management skills and interpersonal expertise. You can look for the candidate who has been mentored by other supply chain management professionals. Or, prospects who have participated in career development programs and internships in the same subject. Candidates with experience in data-driven technology used for the supply chain should get your attention during the recruitment process.

Conclusion

Securing supply chain talent is currently a challenge, especially in filling needed positions. it’s a good idea to change your approach. You need to review staffing forecasts, be aware of specific needs and trends from historical data, and develop a talent management program. After doing all of this, you need to take a closer look at the pipeline of candidates capable of meeting the ongoing hiring requirement. Successful organizations are those that see the recruiting service as a value-added and strategic program.

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