In doing so I have gained a wider perspective of how Procurement is tackled in a number of organisations. I have also become aware of Procurement Professionals' frustrations, most of which correlated with my own experience. One such frustration is the difficulty procurement managers (or the director responsible for the function - often the CFO) face in finding the right person to fill a position, and the enormous amount of effort that is required to screen candidates and make the correct choice. I came to the conclusion that a faster, easier recruitment process would be welcomed by many managers, and that greater visibility about procurement positions would be beneficial to managers and persons in non-managerial positions alike. Conversations with a number of colleagues and acquaintances confirmed my view.

There are a number of factors that determine the efficiency of a recruitment service and the value that it can add to the search assignment. The four factors that I have identified as critical, yet mostly missing, are:

• An intimate knowledge and understanding by the recruitment service provider of Procurement as a business function.
• The proper identification of the employer’s perception of the ideal candidate’s profile.
• A database of potential candidates (such as the so-called “head-hunters” would normally have ). 1
• A tool to make the comparison between the second and third points not only possible but also quick and easy.

In order to provide such a service I have developed a computer tool that will provide the procurement manager with a report showing how well any number of candidates fit the profile of his/her ideal candidate. The desired profile is obtained from a session with the employing manager whereby the required candidate profile is analysed and defined. Once the standardised input form has been populated from the CV (or directly by the candidate) and fed into the tool, the level of the match is immediately visible.

The purpose of this note is to invite you:

• As a procurement professional, and whether you are considering a change or not, to submit your CV (to andre@andrebasson.co.za) for inclusion in the database (MS Word format or printed - not scanned - to Adobe format). You are also invited to submit, with your CV, an essay of about 1000 words detailing the highlights of your career – this is optional but advisable. You may submit this later, if you wish.
• As a current/potential employer of procurement professionals, to contact me at andre@andrebasson.co.za with a view to discuss the service I offer.

Please also note that a mail will shortly be sent to between 1000 and 2000 CFOs and CPOs introducing this service and database to them, giving potential exposure to all listed persons.

Naturally, all correspondence will be treated in the strictest confidence and no CV or name will be disclosed to any prospective employer unless you have been contacted first and have agreed to such disclosure. Please note though that an anonymous (short) summary of candidates may be disclosed to employers for their initial consideration, to get the process underway.

The following positions are immediately available:

Category Managers, Johannesburg (Permanent Positions, R850’000 pa)

Procurement Expert, Richards Bay (Twelve-month Fixed Term Contract, R550’000 pa)

Thank You
ANDRÉ BASSON
B.COM LL.B MBL
Procurement Consulting and Recruiting
Helderkruin, Roodepoort
Tel: 082 322 8995
email: andre@andrebasson.co.za

1. Please note that the database will also be grown from responses received to advertisements placed for specific positions.