Securing supply chain talent: think outside of the box

| 0 Comments

Recruitment_.jpgIt happens to all of us at some point... you get all of the way through your recruitment process - the approval to hire, sourcing, interviews, assessments and the offer - only to lose a hard-to-find candidate at the last hurdle.

Such a last-minute loss could be owed to a number of factors: a better offer, a counter-offer, a difference in career path. Irrespective of the reason, it's frustrating, disheartening and can have real business impact.

As employers, we sometimes forget that recruitment is an audition, both for the prospective employee and for ourselves. And, we don't always hold all of the cards.

To improve our chances of securing top talent, while minimising the dreaded last-minute offer decline, supply chain recruitment specialist Tech-Pro suggests we focus on the following areas.

Salary and benefits

Even in tight economic conditions, competition for star supply chain talent drives up price. An attractive cost-to-company package remains key to securing top skills. And, while it's not always possible for smaller players to offer the same kind of benefits that larger, international corporates can, it's still possible to compete. It just requires careful thought and a bit of ingenuity.

As a start, look at how your cost-to-company package is structured. Could you offer a higher cash portion? Sometimes corporate rules force employees to put a large percentage of their annual package into a pension or provident fund, resulting in lower take-home pay. Smaller employers don't have the same restrictions.

How you structure contributions to retirement funding and group life/risk benefits can also help, as can allowances for travel (refunds/reimbursements), vehicle insurance, a mobile phone and a canteen/lunch.

Leave is another good option to look into. Are you in a position to offer more generous annual leave, paid maternity leave or study leave? Could you offer flexible working hours, which is a big draw card particularly for parents?

Offering to pay for studies has the added benefit of retaining key skills, if you have a payback clause. Share options or bonus payments, based on performance, are also always attractive.

Supply chain technology trends

Outdated technology can have a negative influence on hiring. Employers who challenge how they do business and strive to remain up-to-date with the latest supply chain technology trends are more likely to attract star talent.

Also important is how your technology facilitates, rather than hinders, work. How much access does staff have to their laptops? Can they upload work apps easily?

Company culture

As David Cummings, Co-founder of Pardot, says: "corporate culture is the only sustainable competitive advantage that is completely within the control of the entrepreneur".

Millennials don't want to be told that 'we've always done it this way'. Instead, they want a stake in how things are done and seek out forward-thinking, innovative and collaborative corporate cultures with strong, ethical values and a professional and inclusive management style. They want to understand strategy and vision, have the freedom to challenge your thinking and play a real part in your success. If your culture doesn't allow for this, you may lose them.

Training and development

Clearly mapped-out development goals and growth opportunities are key. As a minimum, paying professional membership fees, subscribing to industry publications, attending supply chain and procurement conferences/events and access to professional/knowledge development short courses and workshops are essential.

However, to stand out, try to offer access to high-level, coveted study programmes, sought-after international conferences or provide study assistance (with work-back periods or pro-rata payback).

The recruitment process itself

If you've spent time to ensure that your salary packages are attractive and that your technology, culture and training are up to standard, but you're still losing or battling to attract talent, you could be experiencing an issue with your recruitment process.

Research indicates that streamlined recruitment processes that are based on specific, detailed job requirements and focus on the quick turnaround of CVs, upfront checking, panel interviews and speedy feedback make a significant difference.

Irrespective of whether a supply chain vacancy is senior or entry-level, if your recruitment process cannot be completed (from first presentation of CV to acceptance of offer) within two to four weeks, you're likely to lose the candidate that you're chasing.

Securing top supply chain talent isn't always easy. But, if you're creative and willing to look outside of the box, you'll stand a much better chance.

Leave a comment


 

 

Career opportunites

Procurement Manager

  • >500 000 Gauteng Permanent Procurement Management
Job purpose We are looking for a Procurement

Fresh Demand Planner/Supply Chain Analyst

  • Analyst Operations, Planning & Inventory Permanent Supply Chain Western Cape
(Jnr - Mid Level), Supply Chain Planning, Based

Groceries Demand Planner/Supply Chain Analyst

  • Analyst Operations, Planning & Inventory Permanent Supply Chain Western Cape
(Mid Level) Supply Chain Planning, Based at Kenilworth,

Category Implementation Manager

  • >500 000 Gauteng Permanent Projects / Category Management Supply Chain
As an Executive Search and Career Consultant specializing

Head of Procurement

  • >500 000 Gauteng Permanent Procurement Management Strategic Sourcing
As an Executive Search and Career Consultant specializing

Regional Sourcing Manager

  • >500 000 Gauteng Permanent Procurement Management Strategic Sourcing
As an Executive Search and Career Consultant specializing

Procurement Director

  • >500 000 KwaZulu Natal Permanent Procurement Management Strategic Sourcing
As an Executive Search and Career Consultant specializing

Procurement Specialist

  • >500 000 Buyer Gauteng Permanent Procurement Officer / Specialist
As an Executive Search and Career Consultant specializing

Senior Sourcing Manager

  • >500 000 Gauteng Permanent Procurement Management Strategic Sourcing Supply Chain
As an Executive Search and Career Consultant specializing

Indirect Sourcing Programme Manager

  • >500 000 Contract Projects / Category Management Strategic Sourcing Western Cape
As an Executive Search and Career Consultant specializing

Deputy Chief Commercial Officer

  • >500 000 Contract Gauteng Procurement Management Supplier / Business Development
As an Executive Search and Career Consultant specializing

GROUP PROCUREMENT MANAGER

  • Gauteng Permanent Procurement Management Supplier / Business Development
Operating out of Johannesburg, this is a key

Tutor and Coordinator

  • Gauteng Operations, Planning & Inventory Permanent Procurement Management Supplier / Business Development
Purpose of the job: To plan, coach, advise

Commodity Manager

  • <500 000 Commodities Gauteng Procurement Management
Are you a Commodity Manager looking for the

Supply Chain Professional

  • <500 000 Gauteng Procurement Management Supply Chain
I specialize in placing professionals in the Supply

Supply Planning

  • <500 000 Gauteng Operations, Planning & Inventory Supply Chain
Seeking dynamic candidates to take to the market

Industrial Engineer

  • <500 000 Gauteng Industrial Engineer Procurement Consultant
Are you an Industrial Engineer looking to make

Logistics Manager

  • >500 000 Gauteng Logistics & Warehousing Supply Chain
Seeking vibrant industry specific individuals seeking new opportunities

Operations Manager

  • <500 000 Gauteng Operations, Planning & Inventory Procurement Management
Looking for an Operations Manager to take into

Supply Chain Systems Administrator

  • >500 000 Gauteng Procurement Management Strategic Sourcing Supply Chain
One of South Africa's leading, mining companies is