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5 Things an HR in Supply Chain Management Must Know to Find the Right Talent

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5 Things an HR in Supply Chain Management Must Know to Find the Right Talent

Supply chain management is the whole process that a product or service goes through before reaching the consumer. Depending on the type of business, supply chain management may include planning, sourcing, manufacturing, delivering, and returning goods and services.

The primary focus of supply chain management as a whole is to minimize cost and maximize productivity. Sacrificing one for the other isn’t considered an optimum solution and can be implemented without any planning. 

If you install more machinery and hire more laborers, you can increase productivity. No surprise. But achieving that without investing the presumed resources is the job of supply chain management. 

An HR professional working in supply chain management, while finding the right talent, must be aware of several facts that contribute to the effectiveness of supply chain management. This list includes the general principles of hiring, supply chain orientation (SCO), and organization-specific guidelines. 

We are going to focus on the last two components. As an HR manager in the supply chain, you need to learn and apply these elements in your recruitment process to find the right talent. 

1. Creating Strategic Partnership

Working in a supply chain requires individuals to work in various fields that overlap with each other. An HR professional needs to know about the importance of strategic partnership between the suppliers & organization and between employees. 

When hiring the right talent, you need to verify that the person is capable of analyzing a situation and making logical judgments depending on that. They might also have to take responsibility for each other and solve issues that arise. You may also need to work with workforce retention solutions that hire frontline workers for you. They can hire a talent for the supply chain management through their experience and sources. 

As an HR manager in the supply chain, you also need to take into account the long-term organizational goals while choosing the right talent. If a talent isn’t capable of respecting and adhering to the organizational goals, they wouldn’t be the right choice despite their experience. 

Traditional relationships in other fields are replaced by strategic partnerships in supply chain management. The right talent for supply chain management needs to look beyond opportunism and embrace a co-dependent, firm-specific approach that focuses on long-term partnerships rather than short-term gains. 

2. Building Trust

Just like a strategic partnership, the supply chain employees need to trust each other and the process. This is achieved by making sure that every member of the supply chain works towards a common goal and can fulfill their obligations. 

Your job as an HR manager in the supply chain is to maintain trustability and hire a talent who is responsible for what they do. Experienced employees are somehow better in this aspect. They know how to gain trust and make others comfortable around them. 

A key aspect of hiring the right talent is listening to the employees. HR professionals in supply chains are required to listen to the existing teams and workers to incorporate their feedback into the hiring process. Since supply chains are dependent on coordination between members, it’s important to listen to them before making a decision on hiring. 

To increase trust between parties, you need to know and embrace a philosophy that encourages joint planning, transparent information sharing, and risk reduction activities. When hiring a new talent, you need to consider these elements too. If they aren’t a team player and don’t value the opinions of others, they aren’t the ones for your organization. 

3. Protecting Organizational Confidentiality

Supply chain partnership relies on trust and long-term mutual benefits between suppliers and the organization. The supply chain management system predominantly focuses on protecting supply chain partner interests. Protecting specialized assets, proprietary information, and other sensitive assets need to be maintained by your organization. 

Since your organization requires confidentiality about the partners, the right talent must have the integrity to not fall prey to external influence and greed. In many cases, businesses have faced huge monetary and reputational losses due to sabotage. Especially if you are hiring talent for a management role, consider background checks. 

As an HR professional in supply chain, you are responsible to hire a talent who can comply with the organizational requirements and are capable of maintaining confidentiality. They also are expected to share common goals, common norms, and economic integrations. 

4. Strength of Dependence

Supply chain management systems strongly depend on various partners and services. For example, if your organization runs on Windows PCs, you are dependent on Microsoft for its services. 

Your dependence may also extend to particular suppliers that you source your raw materials from. For example, car manufacturing sectors source their raw materials from metal and electronic industrial partners. 

Whatever be the case, you need a talent who can sustain and operate within the bounds of that symbiotic relationship. Especially if you are hiring a talent for management and executive roles. Make sure that the talent has the necessary certification and skill to function properly. 

You, as an HR manager in supply chain, must know the compliances and the stronger and weaker dependencies to hire the right talent. If your prospect was unable to comply with the norms in their past jobs, consider reviewing their skill levels to understand if they are fit for this job or not. 

5. Interdependence Between Departments

Automobile assembly lines are examples of pooled interdependence. As HR professionals in industries with pooled interdependence, you are looking for a talent who functions perfectly without structured coordination and guidance. 

Sequential interdependence requires the processes to be done sequentially. In the clothing industry, spinning fibers, knitting, dyeing, cutting, and sewing need to happen sequentially to make a complete product. The right talent needs to work in a dependent environment and in collaboration with other departments for the best outcome. 

The IT industry is the best example of reciprocal interdependence. The teams need to perform in coordination with each other daily and process information that’s available through other teams. This kind of complex interdependence is fit for a talent who can communicate and collaborate with different teams on a regular basis. 

Depending on the requirement of the interdependence of your organization, you must hire a talent who can embrace the coordination levels and work accordingly. 

The Bottom Line

Being an HR professional in supply chain management needs you to be mindful of the organizational goals and partner interests. In addition to adhering to the basic hiring practices, you need to hire a talent who can maintain trust, manage partner information, and nurture synergy. The dependence on partners and interdependence on other teams within the same organization also needs to be considered when hiring the right talent.  

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

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If your business is growing, maybe it is the right time to hire new talent. It also means facing the challenge of the dearth of supply chain talent and overcoming it. It is pretty common to find business growth these days with job titles evolving and shifting because of quick changes in supply chain management and the latest technology-oriented needs. With several businesses trying to remain competitive there is more demand for talent. Management of the ways you will use to seek the supply chain talent can make or break your organization.

Here are some attributes you need to watch out for:

  1. Soft skills: Most recruiters normally have a list of around thirty job skills that they are looking out for while reviewing the candidates. It is pretty common for the supply chain industry. Soft skills are the top priority for producing more successful recruitment. Some of them include email marketing skills, fundamental business ethics, communication skills, and problem-solving skills. All of these may be identified via past job experience of the candidates, references, and the responses they provide to some key questions at the time of the job interview. When you are looking to hire globally you cantake help from PEO services.
  2. Inventory, finance, and supplier management experience: Watch out for earlier experience in financial, supplier, and inventory management together with direct knowledge. These are the important components of the skill sets required for a hire. If the candidate has financial management training in fields such as investing, it is a massive advantage. Maybe this talent did not go through massive numbers every day in his earlier position. But there will be sufficient indications of whether the candidate has the requisite understanding of data utilization for making solid business decisions.
  3. Education and area of interest: You need to look out for candidates that have certifications and university training. Some of the specific things you must look out for include participation in projects that involve a basic understanding of financial matters and problem-solving that is related to them. Sometimes even the way they handlepersonal finances could show something about their work skills. You need to look for talent that has enthusiasm, passion, and energy for the position he or she is applying for. For instance, they would have researched and displayed knowledge about an organization and how their skills could benefit this business.
  4. Result-oriented track record: Ask the prospective candidates, not just about their earlier job responsibilities. Ask them to correctly quantify the results also. Try and find out people that will produce some examples of the projects they have accomplished with good results in their resumes. It should demonstrate that they had to work with supply chain departments, service providers, and suppliers. You also need to be flexible and open-minded while considering the top talent from other industries and fields. There are many candidates out there that are working in other professions. However, they have transferable skills that can make them the right candidate for your supply chain.
  5. Hire female candidates: Women are under-represented in many industries and it’s imperative that we find ways to bring them into the fold. In order to remain competitive in the future of supply chain management, it is important that you consider hiring female talent for roles usually reserved for males. They can take on roles that men have traditionally held, but with some added perks- they’re better at relationship building and interpersonal skills which will be important for certain jobs. The best way to find a replacement for your position is by interviewing applicants who have the skills you need. This will allow you get more personal insight into their personality, knowledge of procedures, and ability-to-efficiently perform job duties than if they were applying without being interviewed first. You can also look at female workers’ resumes or career paths during mentorship programs that involved working closely with seasoned professionals in similar fields.

Conclusion

There are challenges involved in securing the supply chain talent at the moment, especially for filling out the necessary positions. it is a good idea to change your approach. You need to examine the staffing forecast, be aware of the specific needs and trends from historical data, and develop a talent management program. After doing all this, you need to take a closer look at the candidate pipeline that is capable of fulfilling the continuous hiring requirement. The organizations that perform well are the ones that consider the recruitment department as a value-added and strategic program.