SMARTMOVES [ INSIGHT ]
by Christine Castaneda Head of LHH Recruitment Solutions, Central, The Adecco Group @LHH_Global | www.lhh.com/us/en
Effective Ways to Find and Retain Talent Even before the pandemic shined a light on how fragile our supply chain is, the industry has grappled with attracting and retaining talent to meet demand. opportunities to improve on their existing (or non-existing) approaches to increasing diversity.
3. Be specific . Job descriptions and listings can be extremely vague and non- discrete. Specificity in job postings can be a key factor in which candidates end up applying. For example, if looking to hire a supply chain planning associate, employers need to list the nitty-gritty skills and responsibilities of that exact position so there are no misconceptions about what the role entails. They must also be clear about any expectations of the position: Is the position one that focuses on operations, supplier relationships, or analytics? Is the expectation that the candidate be fully on-site or is there opportunity for remote or hybrid work? If the job description isn’t clear, candidates may lose interest or apply for the wrong position. It is equally important to express the soft skills managers are looking for in a candidate. The supply chain sector has been greatly impacted by the ongoing talent gap. To mitigate the toll this has taken, many companies have implemented upskilling programs and have become increasingly open to hiring candidates that, though they might not possess all of the hard skills required for a
hiring quality candidates, especially in the supply chain world since jobs are so in demand. Being actively engaged in the industry, such as participating in virtual supply chain educational conferences, can help create opportunities to meet candidates. 2. Strive for diversity. Diversity is critical for companies as it brings people of different educational backgrounds, professional experiences, and walks of life together to broaden the company’s collective knowledge. Increasingly, candidates are taking a closer look at companies’ diversity initiatives and favoring those that prioritize having a more diverse workforce. Those in leadership positions need to take a closer look at their company’s recruitment programs and ask, “How can we reach a broader talent pool?” For example, has the company traditionally only hired candidates with a certain educational background? Or does the company’s interviewing panel all share a similar background or experience that may influence their hiring decisions? By taking the time to review and assess recruitment practices, leaders may be able to identify
With many roles in the field needing to be filled—for example, employment of logisticians alone has been projected to grow 30% through 2030, according to the U.S. Bureau of Labor Statistics— managers must be prepared to not only better attract talent, but also to invest in existing employees to retain them for the long term. When it comes to attracting the right candidates, managers should connect with their human resources departments to align on their specific hiring needs and focus on nurturing a strong talent pipeline. In today’s landscape, employers need to be specific about the opportunities that are available as well as more proactive than simply posting a job listing and waiting for resumes to rush in. Here are some examples of ways supply chain managers can work to secure the market’s top talent. 1. Make recruitment an ongoing task. Companies as a whole should always be on the lookout for new recruits. Often, companies will amplify their focus on recruitment only when they need to fill a role. Having only that small window of recruitment limits prospects and lessens the chances of
job, do have the soft skills needed. As such, some organizations are
26 Inbound Logistics • Ferbuary 2022
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