Shazamme Blog

Why a Company Should Use a Recruiter

dee@procurement-people.com.au (Dee Clarke) — Wed, 04 Sep 2024 04:57:02 GMT

In today’s competitive job market, finding the right talent can be challenging. Partnering with a recruitment agency offers several advantages that can help streamline your hiring process and ensure you secure the best candidates for your business.

1. Access to Candidates

One of the key advantages of working with recruiters is the expanded access to talent. Recruiters build extensive networks and maintain robust databases in their areas of expertise, giving them access to candidates that may not be visible to your business. Whether through long-standing relationships or strong brand recognition, recruiters can connect with candidates who aren’t actively looking but are open to new opportunities. This means you could be missing out on the best candidates by relying solely on job ads.

2. Industry Expertise

Recruitment agencies often specialise in specific industries, meaning they already have a pool of highly qualified candidates at their fingertips. Internal teams, on the other hand, might struggle to cover roles across various departments, which can be time-consuming and challenging. Recruiters bring in-depth knowledge of the industry and are equipped to fill even the most difficult positions. Their insights into market trends and candidate expectations help ensure your hiring strategies are always ahead of the curve.

3. Save Time

The hiring process can take up lots of time and effort, often taking weeks to sift through applications, conduct screenings, and arrange interviews. Recruiters however, handle the entire process, from candidate sourcing to final negotiations, allowing your team to stay focused on their core responsibilities. By maintaining an ongoing pipeline of pre-vetted candidates, recruitment firms significantly shorten the time-to-hire, ensuring you don’t miss out on top talent due to delays.

4. Salary Benchmarking

Keeping up with current salary trends can be a challenge as rates fluctuate constantly. Recruitment agencies regularly conduct local market research and often publish salary guides, making it easier for employers to stay competitive. Armed with up-to-date information on salary expectations, businesses can confidently enter negotiations and secure the talent they need without overpaying or underbidding.

5. Reduce Turnover and Save Money

Poor hiring decisions can lead to significant financial losses, making it essential to get it right the first time. Recruitment agencies offer thorough vetting processes, including technical assessments, cultural fit evaluations, and background checks. By ensuring the right match from the start, recruiters help reduce turnover and the associated costs.

6. Flexible Partnerships to Suit the Business

Recruitment agencies offer flexible partnership models to meet different business needs. The contingency model, where you only pay the recruiter upon a successful hire, is ideal for ad-hoc hiring.

7. Strategy

Recruiters can work with your business to develop a flexible hiring strategy that meets your specific needs, whether you’re looking to fill a single position or multiple roles across the company by a set deadline. Their expertise in various sectors allows them to provide both quality and quantity in their candidate searches. By managing the entire hiring process—from sourcing and vetting to interviews and negotiations—recruiters enable your business to focus on long-term growth and strategy.

Conclusion

Investing in your recruitment process offers significant immediate and long-term benefits, providing a strong return on investment. By leveraging the expertise of a recruitment company, you can access top talent, save time and money, and benefit from flexible hiring solutions. The value of partnering with a recruitment agency goes far beyond filling a vacancy. It’s about building a stronger, more resilient business.

Job Market Trends in Procurement and Supply Chain- August 2024

490b4698@Shazamme.com (Shazamme System User) — Fri, 23 Aug 2024 05:19:50 GMT

Introduction
The procurement and supply chain industry in Australia is navigating a dynamic job market characterised by evolving demands and emerging opportunities. In Sydney, a city central to many of the nation’s key industries, understanding these trends is crucial for both employers and job seekers. From the rise in technological integration to the focus on sustainability, several factors are influencing the landscape.

Demand for Skills
Currently, in the Sydney job market, there is a strong demand for professionals with specialised skills in contract management, category management, and supply chain management particularly within IT, facilities management, and infrastructure. This demand is driven by rapid growth in IT investment, significant infrastructure projects including transport, utilities, and urban developments, and the increasing complexity of facilities management due to urban expansion, technology integration, and evolving regulatory requirements related to sustainability and energy efficiency.

Candidates with over five years of experience in these areas are especially sought after. Additionally, there is a growing need for procurement specialists with expertise in risk management, assurance, and governance. These roles often require strong analytical and reporting skills, as well as the ability to interpret data and drive strategic decisions. Furthermore, strong interpersonal skills are crucial, as these professionals must effectively communicate insights and influence stakeholders to implement data-driven strategies.

The healthcare, FMCG, mining, energy, education, and infrastructure sectors have seen consistent contractor engagement, due to the project-based nature of work. Many roles are tied to specific projects such as infrastructure development or IT upgrades which require specific specialised skills for a short period of time, making permanent employment less necessary. This trend is particularly evident in industries like infrastructure and energy where large-scale government funded projects require a temporary increase in workers. Moreover, some sectors like healthcare and education may also rely on contractors to address skill shortages or meet short term needs during peak periods.

Specifically, there is a noticeable trend towards hiring professionals who can manage complex contracts and assess supplier performance effectively. Senior supply chain managers, particularly those with automation skills, remain in high demand, reflecting the industry’s shift towards more efficient and technology-driven operations.

Impact of Technology
Technology continues to reshape the procurement and supply chain landscape, with automation and data analytics playing pivotal roles. The integration of advanced technologies has led to a demand for professionals who can manage and optimize automated systems, streamline processes, and harness data for strategic decision-making. Candidates with a strong understanding of digital tools and platforms, as well as those who can adapt to the fast-paced technological changes, are increasingly valuable.

A recent poll we conducted, revealed that 57% of industry professionals believe AI and automation will have the biggest impact on procurement and supply chain in the next five years. This highlights the critical need for candidates to upskill in these areas to stay competitive.

The use of AI and machine learning in procurement processes is also gaining traction, particularly in areas such as supplier management and risk assessment. As companies seek to enhance efficiency and reduce costs, the ability to implement and oversee these technologies is becoming a key differentiator for job seekers in the industry.

Candidate Trends
The job market for procurement and supply chain professionals is also being influenced by candidate preferences and challenges. Our recent poll revealed that the biggest challenge candidates face in their job search within procurement is finding relevant job openings, with 58% of respondents identifying this as their primary concern. This suggests that, despite the demand for specialised skills, the approach to advertising roles may be unintentionally discouraging potential candidates. When job postings list numerous specialist skills as essential rather than desirable, it can discourage qualified individuals from applying. Instead of the issue being a lack of available opportunities, it may come down to how the role is presented. It is crucial for employers to carefully distinguish between essential and desirable criteria to attract the most suitable talent.

In light of this, it’s important for employers to clearly communicate the specific skills and experiences they are looking for, particularly in emerging areas such as sustainability and ethical sourcing. As 38% of professionals view sustainability initiatives as a major trend, roles related to sustainable sourcing and ethical procurement practices are likely to see increased interest from both employers and job seekers.

Future Outlook
Looking ahead, the procurement and supply chain job market is expected to continue evolving in response to technological advancements and global economic conditions. The demand for specialized skills, particularly in areas like automation, data analytics, and risk management, is likely to remain strong. Additionally, as sustainability becomes a growing concern, there may be an increased focus on roles related to sustainable sourcing and ethical procurement practices.

Candidates can prepare for these changes by upskilling in areas such as digital literacy, data analysis, and sustainability. Continuous learning and staying abreast of industry trends will be essential for those looking to remain competitive in the job market.

These are my findings within the procurement and supply chain job market as of August 2024. If you would like to discuss these insights further or have additional perspectives to share, please feel free to reach out and continue the conversation on 0410 261 832 or email anna@procurement-people.com.au .

How to create a standout LinkedIn profile

Fri, 26 Jul 2024 02:04:05 GMT

In today's digital age, LinkedIn has become an essential tool for professionals in every industry, including procurement and supply chain. A well-crafted LinkedIn profile not only acts as your online resume but also serves as your personal brand, making you visible to recruiters, hiring managers, and industry peers. Here’s how you can create a standout LinkedIn profile to boost your job search and online professional presence.

1. Professional Headline

Your headline is the first thing people see, so make it count. Instead of a generic title like "Procurement Professional," be specific about your role and expertise. For example, "Senior Procurement Manager | Expert in Strategic Sourcing & Supplier Relationship Management." Incorporate industry-specific keywords to enhance your visibility in search results.

2. Compelling Summary

Your summary is your elevator pitch. Use this space to tell your professional story, highlighting key achievements and career goals. Start with a strong opening to grab attention and aim for 3-5 short paragraphs. Mention your core competencies and significant accomplishments, such as leading a procurement transformation project or achieving substantial cost savings.

3. Detailed Experience

In the experience section, detail your roles and responsibilities using bullet points for easy readability. Quantify your achievements whenever possible. For instance, "Reduced procurement costs by 15% through strategic supplier negotiations." Focus on roles that are most relevant to the job you are seeking, and ensure your descriptions are clear and concise.

4. Highlight Relevant Skills

List skills that are pertinent to procurement and supply chain roles, such as "Strategic Sourcing," "Contract Management," and "Supplier Relationship Management." Regularly update your skills to reflect new competencies and certifications. Request endorsements from colleagues and industry contacts to bolster your credibility. Often, endorsing others leads to reciprocal endorsements.

5. Network Strategically

LinkedIn is a powerful networking tool. Personalise your connection requests to explain why you want to connect. Join industry-specific groups and participate actively to engage with other professionals. Attend virtual and in person events and webinars to expand your network further.

6. Engage with Content

Showcase your expertise by sharing industry news, writing posts, and commenting on others content. However, be strategic with your interactions - don't comment or write posts just for the sake of it. If you don't have anything meaningful to say, it's better to move on. Regularly share articles, updates, and insights relevant to procurement and supply chain to demonstrate your engagement with the industry. Creating original content about your experiences and industry trends can also help establish you as a thought leader.

7. Don’t forget to

One detail that can easily be overlooked is the consistency of your employment dates. It's crucial to ensure that the dates of employment listed in your LinkedIn experience section match those on your resume. Discrepancies between your resume and LinkedIn profile can raise unnecessary questions, so take a moment to double-check this information.

Also, first impressions matter, especially on a professional platform like LinkedIn. One of the simplest yet most impactful changes you can make is to add a professional photo to your profile. An anonymous or faceless profile can deter connections and potential employers. Your photo is often the first thing people notice, so make sure it represents you well in a professional context.

Conclusion

A strong LinkedIn profile is essential in the competitive procurement and supply chain job market. By optimizing your headline, crafting a compelling summary, detailing your experience, highlighting relevant skills, networking strategically, and engaging with content, you can enhance your professional visibility and attract opportunities. Ensure your employment dates match your resume for consistency and include a professional photo to make a strong first impression.

What to do if you lose your job

Fri, 05 Jul 2024 06:00:00 GMT

Losing your job can indeed feel like a huge setback, but taking proactive and positive steps can help you get back on your feet. Here are seven practical steps to help you navigate this challenging time and emerge stronger:

1. Embrace Your Emotions

Losing a job is tough, and it’s natural to feel upset, anxious, or even angry. It’s important to acknowledge and process these emotions. Don’t suppress them, but be mindful not to react impulsively or burn bridges. Reach out to a mentor, friends or family to talk things through. Your support network is there to help you, and you don’t have to go through this alone.

2. Expand your chances of finding a new role.

Now’s the time to get proactive. The more visible and engaged you are, the higher your chances of finding new opportunities. Here’s how to get started:

- Meet people: reconnect with past colleagues

- Direct outreach: Don’t hesitate to send messages to companies you are interested in.

- Share your ideas on LinkedIn

3. Refresh your LinkedIn profile.

If you’ve been out of the job market for a while, now is the time to give your LinkedIn profile a thorough update. This platform acts as your digital resume and networking tool, don’t underestimate it.

You might also like to share some ideas – or write a post that you are a job seeker.

Don’t be afraid. It is your network. Leverage it.

4. Increase your visibility

Being seen and heard in your industry can open up new opportunities. Engage with your professional community by attending industry events, virtual seminars, and online forums to connect with professionals in your field.

If anything, you will learn interesting topical stuff to discuss in interviews!

5. Look after yourself.

Job hunting can be exhausting, both mentally and physically. It’s crucial to take care of yourself during this period.

Allocate dedicated time each day for job searching, but also set aside time for relaxation and activities you enjoy.

6. Get professional help.

Engaging with recruiters can be highly beneficial, they know the market.

Their expertise can guide you towards suitable roles and provide you with valuable insights and strategies tailored to your situation.

7. Celebrate small wins.

Every step forward is a victory. Whether it is:

- Securing an interview

- Receiving positive feedback

- Expanding your network

Recognising these victories can keep you motivated and build your confidence.

Final Thoughts

Remember, this challenging period is just temporary. By staying positive, proactive, and connected, you can turn this setback into a stepping stone towards new opportunities.

Tips for how to write a resume

dee@procurement-people.com.au (Dee Clarke) — Fri, 05 Jul 2024 05:54:28 GMT

Here are a few key resume-writing tips to help you organise and design your resume.

1. Simple format

When crafting your resume, you might study examples of resumes from your industry for inspiration, and while samples are useful there are many ways you can approach the design layout of your resume. Our main takeaway is to keep it simple.

Most recruitment agencies and large organisations have a candidate resource management (CRM) system integrated with their job advertisements. When you submit a resume to an advertisement your resume is immediately input to their system. Resumes with complex formatting can become corrupt in the integration process.

2. Use a professional font

Use a basic, clean font like Arial or Times New Roman. Keep your front size between 10 and 12 points. Selecting a clear, readable font can help make your resume appear more professional.

Reduce and eliminate any extraneous white space.

3. Include only relevant information.

While you might have extensive work or educational experience, it's important to keep your resume as brief as possible without leaving out key information. A short and to the point paragraph for a summary and then bullet pointed sentences for your experience descriptions is key. Including only the most important and relevant information means employers can consume more information about you and quickly understand your fit for the role.

Where possible include metrics in the experience section. Employers are highly responsive to measurable proven value.

4. Important achievements

While it is important to list your responsibilities in the experience section, it is also important to provide your key achievements for each role. Or perhaps you may consider including a separate “Achievements” section to highlight these.

5. Keep it professional

Your resume should only include professional and academic information, personal information like, hobbies, marital status and photographs are not required. An organisation will have time to get to know you at interview stage.

6. Make multiple versions of your resume

Before applying ask yourself, “have I made it as easy as possible for this employer to see that I’m qualified for the job?” If you are applying for a job with unique requirements, you may need another version of your resume to demonstrate this fully.

Look at the job advertisement and ensure key words used to describe the ideal candidate are included in your resume where relevant.

7. Proofread and spell check

Before sending your resume, undergo several rounds of proofreading to ensure there are no spelling or grammar errors. While you can use proofreading programs and tools, it can also be helpful for an objective third party to look at your resume as they might find ways to correct or improve it.

Once you have finalised your resume click this link to submit a copy to our team to start your job search.

Networking effectively

dee@procurement-people.com.au (Dee Clarke) — Mon, 03 Jun 2024 00:16:21 GMT

Did you know that 70% of jobs are hired through networking and using your own contacts? That these jobs are often never advertised because they are filled before the need to advertise?

Networking is about building relationships, sharing information and finding sources of support. As a recruiter, I am constantly telling candidate’s the importance of networking. It is an ongoing life skill, maintaining your network should be something you make time for every week, not just when you are looking for the next role or employee.

In a candidate short market it is also vital for employers to network if they wish to beat the competition to the best talent.

Start with people you trust and respect; those that have similar values to you

Your best advocates are people who know you, those with whom you have worked previously and those who can refer you on to new contacts.

This may be current work colleagues, ex-work colleagues, friends, family friends, contacts through sports clubs, contacts through your children’s schools and so on.

The most successful people share information.

Exchanging information allows new insights you may not have thought of. Expanding your contacts can open doors to new opportunities and talent. Engaging with your contacts allows you to sow the seeds for reciprocal assistance when you need help. And the more people you know, the more people you can influence.

Always remember your connections will also have connections, giving you an even wider network. You never know who people might know – this is very important!

Ensure you have some in your network with large and broad connection base (i.e. CEOs, recruiters or business development) in your network. Remember having recruiters who you trust, who understand your business, your leadership style and team culture can give you access to off passive job seekers or new job opportunities for you.

If you are considering a new hire or a new role, the most important task is to know what you are looking for.

It is very important to do this before you start approaching people for assistance. If your contacts know what you want, it is much easier for them to assist you. Consider the type of skills, experience, personality and culture fit you require.

Always let your network know that you are looking for new talent or potentially looking for a new role. Spread your “feelers” as far as possible and thank people for their help.

Most candidates put considerable thought into finding their next position. This process starts weeks, if not months before they “actively” start looking for new opportunities. These are passive candidates. Quite often they have confided in their close network that they are thinking about their next job or have sought advise on career direction.

Contacts will only refer candidates they genuinely feel are great as they will not want to damage their own reputation.

Key Points to Remember:

• Successful people share information

• Ask your current contacts for referrals

• Offer to refer people to them. What you give out will come back

• A good network is about quality of contacts not quantity

• Build strong relationships with 1 – 2 recruiters who know the market. They should be central to your network

• Once you have hired a referred candidate, live up to the expectations you set as a leader.

WHAT CAN PROCUREMENT PROFESSIONALS LEARN FROM YOUNG PROFESSIONALS?

dee@procurement-people.com.au (Dee Clarke) — Sun, 02 Jun 2024 23:54:39 GMT

Generational stereotypes are frequently unfair and unkind. From traditionalists to young professionals, there is much to learn from each other.

With people living and working longer, the days of two to three generations making up a workforce will soon be a thing of the past. For the first time, we will start seeing workplaces with around five generations working side-by-side.

Loosely, Forbes Magazine defines the five generations that will soon be working together as:

The Traditionalists (born prior to 1946);
Baby Boomers (1946-1964);
Gen X (1965-1980);
Gen Y (now referred to as Millennials); and
The iGeneration (born after 1997).

Generation Stereotypes

Interestingly, Millennials, Gen. Y, Digital Natives (whatever you want to call the generation born between 1980 and 2004), represent almost a third of the global population today. They will comprise 75 per cent of the global workforce by 2025.

There are plenty of stereotypes about each group. The Baby Boomers who scorn social media, the Gen. X who don’t like authority, the Millennials who are impatient about promotions and getting ahead, and the iGeneration who are attached to their smartphones.

While there are some consistency in these traits, Jeanne Meister, co-author of ‘The 2020 workplace’ says that it is important as managers to move beyond the stereotypes, and get to know each person as an individual.

Mindful of Millennials

This could not be truer than within the procurement sector. As someone who specialises in sourcing talent in this sector, I have lost count of how many conversations I have had of late with clients and candidates regarding the hot topic of age.

And millennials are the hot topic of the moment.

There seems to be a general consensus in the media and public that Millennials are lazy, entitled, self-absorbed and will unlikely stay in any job for long. Personally, I believe there are many great exceptions to this mass generalisation, and hiring managers within procurement need to be mindful of this.

I recently had the pleasure of meeting two young professionals who were exceptions to the rule. I met Sandra Silva at a CIPS networking event. As I’m sure you would know, these events are normally attended by procurement professionals, currently working in the industry, to network and discuss market challenges, and perhaps learn something from a key presenter.

A young Sandra was studying her Masters in Supply Chain Management at Queensland’s Griffith University. She had relocated here from Colombia after completing her engineering degree.

What caught my attention was how committed Sandra was to start her career in procurement, and most importantly how determined she was to take the reins when it came to her career planning and progression. She was leaving nothing to chance.

Sandra attends regular industry networking events. She had sought out an industry mentor and was applying for internships, while continuing her studies. A few months later when I met her, she showed her determination and dedication to her career when she told me she had taken on an internship and a part-time entry level procurement position.

Diversifying Talent

The next example was when a colleague asked me to meet with a young man, James Young , who was seeking career advice in my area.

James simply defied every stereotype millennials face. James came to meet me on his lunch break. He presented well and, although he had already secured a contract position with another firm, he was looking at his long term career and direction.

Before finishing high school, James had completed a couple of short internships. While attending university, he attended networking events and connected with people within many different industries to identify the right one for him. On completion of his degree he applied for graduate programs with the big four consultancies.

Through our meeting he listed his plans, and how he was going to diversify himself so he was a valuable asset to any future employers. Most of all he talked about what he planned to do to consistently upskill and further develop his knowledge.

Learning from Young Professionals

Both Sandra and James showed determination, drive and willingness to go above and beyond the normal approach to secure the right career for them.

I believe this determination will not just stop there but will lead their careers to the top, these were not the actions of ‘lazy’ millennials, but two future CEOs.

So what can we all learn from these two young professionals?

Generally speaking, in the past most people ‘fell’ into procurement, starting with backgrounds in engineering, law or accounting to name a few. They then somehow became involved in projects, or saw the opportunity to add value with cost savings in better buying strategies.

While the industry has become more professional, and there are now specific qualifications and university courses, many have just moved from one role to another, letting opportunities dictate their next career move.

Bringing New Ideas

Just like these two young Millennials, we need, as an industry, to take charge of our career, and continue to develop our skills. We need to expand our networks, and not be afraid to take on an ‘internship’ or mentor, to ensure we not only survive, but thrive the future world of work.

Furthermore, we have to stop letting age stereotypes dictate how we approach work, or manage the growing number of generations we will work with.

FCIPS accredited Alan Robertson , who has more than 20 years procurement experience across private and public sectors, said Millennials will bring new ideas to organisations. And we need to listen.

“Otherwise we won’t take advantage of their skills such as online networking/blogging and asking plenty of questions,” Mr Robertson said.

He also added that “a ‘general’ trait of Millennials is that they like to try new ways of working and improvements, so don’t leave them to get bored. Companies will lose them if they don’t let them be free to use their adventurous spirit.”

Written by Dee Clarke this article was originally published in Procurious August 2016.

How to become your company’s competitive weapon

dee@procurement-people.com.au (Dee Clarke) — Sun, 02 Jun 2024 23:54:18 GMT

Find me candidates who have more than the standard resume with dot points listing their previous jobs. Find me someone who is preparing for future world of work in procurement.”

If I had a dollar for every time I heard statements like above, or similar, from my clients I could retire.

On the other side of the coin, candidates say to me: “How do I stand out and get the management roles?” and “How do I progress past the job I’ve been doing for the past couple of years?”

As someone who has been placing and sourcing procurement professionals in Australia for some time, the answer for both stakeholders is easy – up-skilling and looking past technical skills.

Gone are the days when a candidate will be placed based on the previous experience or technical skills. Now companies require a strong combination of technical skills that sees the candidate carry out day-to-day abilities and a diverse mix of soft skills like relationship management, negotiation skills, communication skills, empathy and influencing skills.

In the past, it was ‘desirable’ to have a degree or masters qualification, but more important was the experience the individual had from previous roles.

Over the past six months, the majority of my clients requested candidates to have a degree or a CIPS qualification as a prerequisite, coupled with strong experience in areas outside of the technical skills required for the role.

They have favoured candidates who could show a continued learning path and a thirst to expand their skills. University of Melbourne professor Danny Samson has been researching and lecturing on this topic for 15 years and says “a procurement professional with both technical and soft skills is a competitive weapon for an organisation”.

“It is an opportunity that needs to be seized by individuals,” he adds. “Ultimately personal development is an individual’s responsibility, but that development needs to be not just technical skills, but soft skills too.

“In the past 10-15 years, the whole function of procurement has matured and the profession is providing a stronger and more strategic contribution within organisations, but there is still a long way to go. We need to focus on lifting the skill-sets of our profession.”

As the industry pushes for procurement standards to be set and perhaps even for it to become a licensed profession like accountants, doctors and engineers, roles will become more competitive with employers expecting more from their employees than just their technical skills.

Samson says: “I’m not in favour of a revolution as they rarely work. I’m in favour of a rapid evolution towards a licensed and regulated profession, which will definitely involve people keeping up-to-date with new trends and undertaking continuous learning and improving.”

Stephen Rowe, group general manager of procurement at Spotless Group has more than 20 years’ experience in the industry and is MCIPS qualified.

“People in procurement need to realise when you get into procurement that technical skills represent only 40 per cent of what you do,” says Rowe.

“I haven’t run a tender for a number of years, my role has become more about creating possibilities for the procurement team to go in on the ground and get the savings.

He adds: “You need to have the soft skills, such as the ability to read a room and body language, how to negotiate and have empathy and influencing skills. I always put my team in a series of courses, within the industry and out. The value comes from them implementing the learning to their day-to-day work. While they are undertaking further studies, I get them involved in projects at work to enhance their learning that they are undertaking.”

“Applying the learning as you go embeds it in your mind and it becomes a habit.”

So what courses should procurement employees be looking to complete?

If you are not already degree qualified or CIPS accredited then start there. There are also related qualifications like Master of supply chain management from the University of Melbourne.

If you have already acquired something in this area look at attending courses that will enhance your soft skills such as effective negotiation, building relationships, effective communication skills, emotional intelligence and, most definitely, stakeholder engagement.

On my clients behalf, as I continue to source procurement professionals, I will be focusing heavily on education, qualifications and continued learning coupled with experience in order to provide my clients the best ’competitive weapons’ for their businesses.

The answer lies first in the 10 most powerful two letter words in the English language – “If it is to be, it is up to me”. We all need to start asking ourselves: “What am I doing to become a competitive weapon for my future employers?”

Written by Dee Clarke this article was originally published in Supply Management April 2016.

BORN READY OR AN OLD HAND? BALANCING ATTITUDE AND APTITUDE

dee@procurement-people.com.au (Dee Clarke) — Sun, 02 Jun 2024 23:29:05 GMT

Skills can be learned, but attitude is something you’re born with. But when it comes to creating your rockstar procurement team, should one really be prioritised over the other?

“Please find me procurement professionals who have an equal balance of personality and drive and skills and experience.”

I hear this statement from my clients on an almost daily basis. It’s a significant move away from the days when clients would state the five mandatory fields for candidates as:

Education;
Experience;
Years with a company;
Size of projects; and
Reference checks.

Now, those are just the start of the conversation, and the first step in developing the success profile of potential candidates.

Furthermore, the same clients are asking for psychometric assessments (personality testing) to be conducted on all potential candidates before the shortlist is even sent to them. In the past, this would have only been carried out when the shortlist had been confirmed, if at all.

These key facts point to the rising trend within the procurement profession of companies looking beyond the CV.

Natural Attributes or Learned Skills

So why is attitude so important? And can it really outweigh experience and qualifications when looking at a future recruit?

With strategic partnerships and vendor management a strong focus for procurement teams, there is an increased need for individuals to have effective stakeholder engagement, influencing skills and, overall, a great attitude.

Many within the profession believe skills can be learned. However, attitude is something you are born with. It is, therefore, the more important quality to look for when hiring a new employee.

I personally believe it all comes down to the role in question, and how that person and the role fits into the objectives of the organisation.

Attitude vs. Aptitude – Pros and Cons

Let’s look at some key factors when it comes to recruiting attitude over aptitude.

Cultural Fit

Ensuring a new employee fits with the company culture is important. Not just for the organisation, but also for the candidate to feel comfortable in their surroundings, and ensure they perform to the best of their abilities.

This is where personality testing can come in handy to look at this before they even get to the final stages of interviews.

Communication

The right attitude in a key procurement project lead can make or break the outcome of the project. With the need to liaise with a variety of different stakeholders, both internally and externally, how they interact and communicate with these people is essential to the success of a project.

Training & Support

Hiring someone with limited experience in procurement, but who has the drive and passion to progress their career in this area, needs a large amount of support, mentoring and access to training to become a loyal employee.

This leads me to ask, does your company have that internally, or via connections externally?

Team Balance

In order to be able to hire someone based on attitude over skills, you need to ensure there is already a high level of experience within the team. You need to balance the pendulum, or else you may have a great team culture, but no success to go with it.

Managing Expectations

One of my greatest concerns when a client hires a new employee based on attitude over aptitude is ‘expectations.’ When I take a role brief, we discuss the role and candidate expectations and what will the candidate have to do.

Measuring Success

What will the candidate have to achieve in six to 12 months to be successful in the role? These are usually decided on before potential candidates are interviewed. Once a decision is made to recruit a less skilled person, expectations of the role may need to be adjusted.

Speed of Learning

While, yes, skills can be learned some people develop skills at a slower pace than others so you need to ask yourself before making the final hiring decision, can the role expectations be adjusted?

And how much time can you allow for the individual to develop the skills they are lacking?

Clear Cut Decision?

I do agree that attitude is probably more important than aptitude, but only slightly.

As you can see above, it’s not a clear cut decision or process for future recruitment strategies.

It goes further than a question of balancing attitude vs aptitude. The answer lies in the internal processes you have to support this, and the time you will allow that person to develop required skills.

Arthur Freudiger, Procurement Solutions Manager at Charles Kendall, sums it up best. “While culture and attitude is critical, there needs to be the right balance depending on the position to ensure projects and KPIs are met. Otherwise it’s all pointless.”

Written by Dee Clarke this article was originally published in Procurious September 2016.