by Jennifer Hart Yim | Feb 28, 2018 | Blog, Leadership, Logistics, Marketing, Social Media, Supply Chain
For busy executives, being active on social media is kind of like networking. It’s one of those things that everyone says you absolutely have to do to benefit your career, but it’s hard to make it part of your daily routine.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
Let’s be honest: it’s even harder for those who came of age before social media became ubiquitous. It can be tough to pin down what channels you should be on, what you should be posting, and the specific ways that a strong social media presence will bolster your career.
Supply Chain Management and its related functions (Procurement, Planning, Vendor Management, Logistics, Operations) are on the opposite end of the spectrum from functions like sales and marketing – areas where your brand is everything.
But from our perspective, there are still lots of different benefits that Supply Chain and Procurement executives can gain from building their social media brands:
- The most obvious – and relevant to a recruitment company like Argentus – is that having a strong presence on social media makes you a more attractive candidate for employers and recruiters.
- Social media activity can help position you as a thought leader in your industry, which can help connect you with new possible suppliers and strategic partners that you can bring into your Supply Chain. This is just as valuable as leads that a Sales professional might gain from being active on social media.
- Being a thought leader raises your profile in a job search, but it can also raise your profile within your company. If you feel stuck or siloed in a certain function, it can give you the opportunity to speak out about other topics within Supply Chain and Procurement. It can lead to increased responsibility and more leverage when it comes to promotions and salary increases.
- If you’re an executive (let’s say Senior Director, VP, and C-Suite), you’re a voice for your company. You can help raise the company’s profile as an employer. This is huge for attracting talent – which is a major difficulty for companies in this tight job market that favours candidates.
With all that in mind, how do you actually gain these benefits? Here are a few tips:
1. Think about goals.
How many of us have heard, “you should really get active on social, it can help your brand,” then signed up for a service, half-heartedly used it for a week and a half, and quit?
It’s important to be strategic about why you’re using social media to help further your career and brand. Are you looking to move into a new job? Are you aiming to connect with possible suppliers and partners? Are you trying to help your company seem like an awesome place to work? Are you going to offer thought leadership to be seen as an expert in the industry and widen your horizon?
When you’ve set concrete goals, it’s much easier to figure out which social media activity is going to be most effective when building your brand.
2. Streamline your channels.
This follows on the previous point. It’s easy to adopt a shotgun approach and sign up for – or resuscitate – your accounts on Twitter, LinkedIn, Facebook, Instagram, YouTube, and all the rest. But it’s best to pick one or at most two channels based on your goals. LinkedIn is always a good pick for networking and personal branding – check out what we’ve done with LinkedIn Publisher. It’s also, obviously, the best tool if you’re in the hunt for a new job and want to network with peers, recruiters and hiring managers.
Twitter is the still the best channel for industry news, whether you’re commenting on it or having conversations about it. Facebook and Instagram are more personal networks, so have less value for your professional career, but if you’re already comfortable on those platforms they can be useful places to be active. Some fields like Procurement have dedicated social media networks (we happen to really like Procurious), which will help you connect with people in the field and share best practices.
One other thing to consider is video. It’s more time – and possibly cost – intensive, but many executives have used YouTube, Vimeo or LinkedIn native video to speak about industry topics and build their personal brands. You might have to develop your video skills (modern smartphones can take videos with more than acceptable quality) or even hire outside video producers, but video has great engagement, so it can be well worth it.
3. Brand yourself.
Once you’ve chosen your channel or channels, you want to focus on creating a professional brand that resonates. This can sound intimidating, but often it just amounts to putting that little extra bit of “polish” into your social media profiles. Upload high quality pictures, include examples of your work or presentations that you’ve done. Think about your niche and the expertise you have to contribute.
4. Develop content.
The next step is to post on your chosen channels regularly. If you’re on LinkedIn or Twitter, seek out connections and follow people and publications that are active in Supply Chain and Procurement.
Picture your social media feed as a place to develop content that might be interesting to other professionals in the field. This is something that a lot of people struggle with, but it’s not too difficult once you get the hang of it. The best way to start is to re-post interesting articles with a comment. Say you’ve seen a great article about technology in Supply Planning: share it, and comment on how your organization does it. After you’ve developed a rhythm, make a quick post asking your network for best practices. Solicit advice. Shine a spotlight on people in your network or company. Make a comment on Supply Chain trends. What’s a big story in the news that has implications for how organizations manage Supply Chain or Procurement? There are so many angles, and once you get active you start seeing more. Writing out your opinions about, say, Strategic Sourcing, might actually help you discover new ideas you didn’t have before.
5. Focus on engagement rather than just numbers.
The return on investment for time spent developing a personal brand isn’t always obvious. Things to pay attention to are new followers, connection requests, or mentions. But numbers aren’t everything. Take it from us: if you’re a consistent voice on your chosen channels, people are often paying attention even if they aren’t “liking” every post. Lots of people are surprised when someone brings up their posts in conversation months later – even if that person has never given any online indication that they’re reading. The key is to focus on quality of engagement rather than quantity of views or other metrics.
Even though it’s quite a buzzword, a strong personal brand is a major asset to any executive or aspiring executive. It doesn’t have to be a chore. It can actually become an illuminating part of your work routine, and it pays off. We hope these tips are useful even if you’ve been active on social media in a professional capacity before!
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by Jennifer Hart Yim | Jan 30, 2018 | Blog, Current Events, Logistics, Supply Chain
Looking at Tesla’s suppy chain issues, here are the biggest takeaways so you don’t have to repeat their mistakes.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
Back in 2016, we posted about Tesla’s ambitious plan to ramp up production of its consumer-grade Model 3 electric car to 500,000 vehicles a year by 2020. At the time, pretty much every analyst agreed that was an ambitious target for a manufacturer without solid experience mass-producing vehicles at that scale. In the two years since, Tesla’s CEO Elon Musk has issued a number of other bold predictions. He’s championed a whole host of emerging technologies. He’s made the world feel like the future could resemble a sci-fi novel – were he to deliver on the herculean tasks of sending humans to mars, shifting the world to solar power production, and figuring out how to directly connect computers to human brains.
But in the meantime, there’s also been the pesky matter of the more mundane – but seemingly no less difficult – task of delivering on the very high demand in the marketplace for Tesla Model 3s. In 2016, the company faced scrutiny for allegedly hiring 140 workers from Eastern Europe for $5 an hour. Then, in 2017, various press outlets reported on a number of issueswith the Model 3’s Supply Chain, specifically issues related to the vehicle’s battery design, as well as issues with manufacturing automation. The result?
Only 220 Model 3s were delivered as of October 2017. We’re sure the company has delivered more cars since then, but that’s a brutal statistic almost two years after over 400,000 consumers paid $1000 each to preorder the car. Investors are growing restive, with the company’s share price down 6.8%, and the company reporting a $671.1 million loss for the 3rd quarter of 2017. Musk has compared the Model 3’s current production state to the “8th circle of hell,” and acknowledged that Tesla won’t hit the goal of 5,000 units produced a month until “sometime in March 2017.”
A great article last month from CIPS’ industry magazine Supply Management dove into some of Tesla’s Supply Chain woes, discussing how the company, still considered a visionary in the industry, has got to this place, as well as some optimistic scenarios for how it can get out of it. Written by Paul Simpson, it’s an interesting account of how Supply Chain issues can stymie a company, even if that company and product have huge positive brand association. Similarly to what we did with analysis of Target’s Canadian misadventure, we wanted to see what lessons we can draw from Tesla’s Supply Chain issues that might be useful in industries other than automotive manufacturing.
Here are our biggest takeaways for what can be learned from Tesla’s Supply Chain woes:
- If you’re not confident that your production and Supply Chain are up to snuff, don’t overpromise to the consumer. Elon Musk has made a cottage industry out of bold pronouncements about the future, and he’s delivered on some of them before. It’s why he’s gained a reputation as a visionary. Musk had to know that promising to quickly scale up production to 500,000 cars a year was an unrealistic goal. He’s also someone who believes in setting big goals as a way of achieving the impossible. But even with that in mind, it’s possible he also underestimated the inevitable difficulties in mass-producing a product with 10,000 individual parts, and that’s led to way too many 2 a.m. nights tinkering with robotics on factory floors.For his part, Musk acknowledged that he’s now trying not to make pronouncements about production timelines.
- Take ownership for Supply Chain failures rather than blaming suppliers. Even if suppliers are failing to deliver, consumers (and, relevant to Tesla, shareholders) will almost always blame the company itself rather than those suppliers – and rightly so. They’re the ones who selected those suppliers, after all. In Tesla’s case, Musk took personal ownership over the decision to select the system integration subcontractor that’s behind the latest delays – instead of blaming his Supply Chain staff. Depending on your perspective, you can either look at this as a visionary CEO being transparent about Supply Chain difficulties, or a manufacturer throwing a supplier under the bus.
- Great companies need a Supply Chain guru. Simpson quotes an argument by American journalist Travis Hoium, who said that “Elon Musk Needs his Own Tim Cook to Take Over Operations.” Drawing a parallel to Steve Jobs, Hoium argues that Musk needs an operations genius who can match his vision for the future and product development excellence with Supply Chain execution. Sometimes business leaders – especially those with the vision of someone like Elon Musk – overrate their own ability to understand the intricacies of managing complex Supply Chains, to their detriment. Tesla’s issues underscore the importance of having the right talent in place to avoid the murky waters of Supply Chain failure – and figure out how to right the ship if things go awry.
Despite these numerous issues, it looks like – for now – Tesla is facing more heat from shareholders than consumers. Anticipation for the Model 3 is still high, showing that a strong product and brand can trump some Supply Chain issues. But these issues are starting to have a real impact on Tesla’s share price and bottom line, and the pressure is on. Let’s see how this story develops as 2018 proceeds.
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by Jennifer Hart Yim | Dec 21, 2017 | Blog, Strategy
Resumes are hard. Always have been, always will be. It’s hard to write and talk about yourself. It’s even harder to boil years – or even decades – of experience and accomplishments into a few short pages of text and visuals.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
You’re probably more focused on your job than keeping a resume updated, and if a few years pass in between the times when you need a resume, you often find that resume trends have changed, and it’s hard to know how to format it, what to include, and what to leave out. It’s easy to feel lost because, of course, resume writing is one of the toughest tasks of any professional.
Let’s revise that slightly: it’s easy enough to write any old resume, but it’s difficult to craft a document that actually boosts your credibility.
A recruitment firm like Argentus is something of a resume clearing house. We see them all: the good, the bad, and the ugly. We see resumes that have up-to-the-minute style, as well as resumes where we have to brush off the cobwebs as we double click on the attachment in our inbox. We’re frankly bored of the latter. That’s why we’re doing a new miniseries on the Argentus blog, called The Quest for a Better Resume. We’re going to dive into some key aspects of resume writing and give examples to help you craft a resume that wows hiring managers and, hopefully, us!
In the first installment of this series, we gave some tips for boosting your resume’s style, which is something that sadly doesn’t get enough attention in fields like Supply Chain and Procurement.
Today, we’re going to dive into the Content side of things and help answer: if you’re a professional in Procurement, Supply Chain, or any of their related fields, what exactly should go on a resume and what doesn’t belong there?
Read on to hear our advice!
Resume Content:
Supply Chain and Procurement professionals make their careers by extracting relevant insights from complex sets of data. So it makes sense that they’re often skilled at loading their resumes up with valuable content – even if their resumes lack visual panache. The resumes we see tend to be stronger from a content perspective than an optics perspective – but there are still common shortcomings in terms of what people choose to write on a resume.
So when it comes to content, what does a bad resume look like?
Obviously, the worst resume is one that doesn’t show that the candidate has any relevant experience, or one that misrepresents that experience. But let’s take it for a given that you’re a professional with a solid background, trying to communicate the breadth of skills and work experience that you’ve accumulated:
- A bad resume tends to be overly stuffed with buzzwords. It tends to talk a lot without actually saying anything, full of words like “self-motivated,” “detail-oriented,” “team-player” – qualities that you shouldn’t have to put on a resume. These kinds of qualities are “table stakes” for getting an interview. They should be self-evident when the hiring manager speaks to you in person – on a resume, they come across as empty.
- It might tend to contain irrelevant experience, or show a lack of focus. This flavor of resume tries to be all things to all people – the resume equivalent of the job seeker who applies to every job we have, without tailoring their resume to one particular niche. We get that often people do have a wide variety of experience – some professionals at the director or VP-level have touched on every aspect of the Supply Chain, from inventory management to procurement to distribution. But you should tailor your experience to the role for which you’re applying.
- It talks about “duties fulfilled” instead of accomplishments. We’ve blogged a lot about how important it is to create an accomplishment-based resume. Bad resumes tend to read like job descriptions instead of describing what the person has delivered to their employers.
- It has extra info that isn’t relevant. Trends are always changing in terms of what info your resume should (and shouldn’t) include, and it can be hard to keep up. But as of late 2017, headshots, marital status, personal info, and links to multiple social media profiles are distractions from what’s important.
With these common shortcomings in mind, what approach should Supply Chain and Procurement professionals take when trying to write a resume that impresses?
- Show, don’t tell. This old writer’s adage is also the best rule of thumb both for avoiding buzzwords and packing your resume full of impressive accomplishments instead of squandering the precious few seconds that a hiring manager will dedicate to your resume. Don’t just say that you’ve “increased cost savings,” show the amount of money that you’ve saved, and how you did it. Speak in terms of numbers: how many people did you oversee? What size of budget were you responsible for? Don’t just say you have “exceptional communications skills,” show it by presenting a resume that’s concise.
- Include the meat, not the fat. As recruiters in Procurement and Supply Chain, there are a few pieces of vital information we’re looking for when assessing a resume – beyond the accomplishments we mentioned above: if you’re in Supply Chain, what aspects have you touched on? (e.g. inventory management, logistics, warehousing, distribution, sourcing). What software do you have experience and skills with? (e.g. SAP, ARIBA). If you’re in Procurement, what categories have you purchased in? (e.g. raw materials, information technology, marketing, etc.) This is key information that sometimes gets lost within long bullet-pointed lists of “duties.”
- Less can be more. Similar to how white space is important from a visual perspective, concision is key when it comes to content. Try to write your resume with more action verbs and fewer adjectives.
If you’re like us, you’ve probably noticed that a lot of the resume advice floating around the internet is distressingly general – shouldn’t it be obvious that resumes need to avoid typos, grammatical mistakes, and incorrect contact information? So hopefully these tips give a bit more detail about how to approach a resume’s content in a blue-sky way.
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by Jennifer Hart Yim | Dec 7, 2017 | Blog, Logistics, Manufacturing & Distribution, Supply Chain
Within the month, the electronic logging device mandate will take effect. While shippers have known about the mandate for two years, truckers, shippers and carriers are still concerned about how it will impact capacity.
This post comes to us from Adam Robinson of Cerasis, a top freight logistics company and truckload freight broker.
Paired with soaring manufacturing and tightening capacity within the last month, the electronic logging device (ELD) mandate could cause the capacity crunch to worsen. In addition, other regulations, like changing attitudes and backlash at the environmental protection agency (EPA) and struggling infrastructure in Hurricane-affected areas, could cause further capacity problems. To help prevent the worsening of the capacity crunch, let’s take a closer look at how the ELD mandate and other regulations may affect capacity.
What Is the ELD Mandate?
The ELD mandate is a portion of the “Moving Ahead for Progress in the 21st Century” bill, which was passed by the United States Congress in 2012, explains ELDFacts.com. The bill outlines criteria for highway funding and the use of ELDs for use in a trucker’s Record of Duty Status. Today, the record of duty status is used to record compliance with an existing hours of service (HOS) requirements. Although the ELD mandate is a means to tracking HOS requirements, the two laws are completely different. As a result, but the ELD mandate and HOS regulations may have separate impacts on the capacity crunch.
When Does It Take Effect?
The ELD mandate is set to take effect December 18, 2017, and unfortunately, many owner-operator, truckers have not yet completed the installation of ELDs or found an appropriately authorized and licensed ELD vendor, says Jeff Berman of Supply Chain 24/7. However, the Federal Motor Carrier Safety Administration (FMCSA) will not begin requiring inspectors to place commercial motor vehicle drivers without and installed ELD out of service until April 1, 2018.
Even truckers with prior ELDs installed, which may have been installed before 2012, the upcoming ELD deadline has stringent requirements for what type of ELD may be used and who may install it. Truckers with existing ELDs from the pre-ELD mandate period will be automatically grandfathered into the existing list of ELDs at the end of 2019. Therefore, truckers looking to continue driving for the next two years need to have a new, approved ELD installed no later than the April deadline, if not the preferred December deadline. In the interim, politicians are still in debate about if the costs of installing new ELDs is justified under existing regulations, reports Supply Chain Dive. However, part of the reason the FMSCA has not yet rescinded or pushed back implementation revolves around HOS requirements.
What About HOS Regulations and the Capacity Crunch?
The capacity crunch revolves around how much available capacity is being used at any given time in the trucking industry. As a result, capacity is directly tied to the number of drivers which may be operating at any given time simultaneously. According to the FMCSA, the HOS rules are quite specific for property-carrying drivers. These include the following:
- Truckers have an 11-hour driving limit, and truckers may only drive a maximum of 11 hours after 10 consecutive hours off duty. Considering the amount of time required to park a truck, take breaks and other activities, it is nearly impossible for drivers to get in a full, 11 hours of daily driving while still obtaining the 10 required, consecutive hours off duty.
- Drivers now also have a 14-hour absolute driving limit for driving after coming on duty, following 10 consecutive hours of off-duty.
- Drivers must also take breaks and may only drive if eight hours or less have passed since the end of the drivers last off-duty.
- Perhaps the biggest impact for the HOS regulation is its specification of how many hours a driver may work within an eight-day period. If the driver drives for seven consecutive days, a trucker may not drive more than 60 hours on duty in the same period. Similarly, driver may not drive more than 70 hours with it in eight consecutive days. This consecutive. Can only restart after a driver takes 34 or more hours off duty.
Considering the HOS requirements, think about what this means for driver completing a two-way trip that requires 10 hours each way. The driver may now be limited to only making 14 total roundtrips within a seven-day period. Prior to the HOS requirement implementation, the same driver could have successfully completed an extra two trips by adding 2.5 hours to the daily driving schedule. Under the new HOS guidelines, the number of trips drivers may make is severely limited.
The Big Picture
The HOS requirements directly revolve around the ELD implementation and vice versa. The ELD will be used to track and monitor drivers existing adherence to HOS regulations, so regulations may adversely affect existing trucking capacity. Shippers need to consider how the ELD mandate and HOS regulations will result in a tightening of the existing capacity upon implementation, and even if the impact is not immediate, it will come to fruition within the next year. Shippers forgoing implementation of the ELD mandate within their fleets could face stiff penalties and other setbacks due to enforcement actions taken by the FMSCA.
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by Jennifer Hart Yim | Nov 30, 2017 | Blog, Leadership, Strategy
More and more companies are leveraging digital technologies to keep extra tabs on their employees, both in the office and at home.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
As part of our efforts to chronicle the ways the workplace is changing, we recently wrote about how more companies are adopting formal work from home policies. More organizations realizing that these policies – and other alternative working arrangements – can help them attract and retain top talent in a thriving job market. Working arrangements are becoming more flexible, but today we wanted to write about another countervailing trend.
The rise of digital communications (and applications like Skype, Google Docs, and Slack) has enabled work from home policies that let workers collaborate in real time across big geographic distances. Now, an article in the Guardian by Olivia Solon details how more companies are leveraging other digital technologies to keep extra tabs on their employees, both those who work in the office and those who telecommute.
Companies have long monitored their employees’ email, and blocked certain websites from company networks (as well as, of course, monitoring their physical presence in the office). But Solon writes about how more and more high-tech pieces of software are encouraging companies to monitor their employees’ screens, keystrokes, social media posts, private messaging, and even face-to-face interactions. As Solon puts it, “today’s workplace surveillance software is a digital panopticon” that makes employees assume they’re being watched so that they’ll stay on task and avoid any kind of distractions.
(For those who don’t know the reference, the Panopticon was an architectural design for a prison made by philosopher Jeremy Bentham in the 18th century in which a central guard tower, shadowed under darkness, kept watch over a circle of inmates who weren’t able to see at any given moment whether they were being observed.)
These technologies include Crossover’s WorkSmart, which bills itself as a “Fitbit for how you work” and offers managers a numerical score after measuring employees’ keystrokes. It also uses remote employees’ webcams to take photos of them every ten minutes and make sure they stay on task. Another technology named “Wiretap” – charmingly enough, for employees who don’t see themselves as criminals – measures the number of emails an employee sends, the number of times they open documents, the programs they use, and their keystrokes, alerting supervisors about any deviations from their normal numbers. Teramind, another employee surveillance solution, measures the amount of switching between applications that employees are doing, supposing that a high amount of switching signals a distracted employee who needs to be reprimanded. Another service, Qumram, monitors employees’ personal devices, including messaging apps like WhatsApp, to make sure that they aren’t discussing anything untoward.
It’s a new level of penetration into employees’ activity and private lives, and it all raises some interesting privacy and employee management issues. On the ethics front, it kind of comes down to this: does the idea of your employer taking a picture of you through your webcam every ten minutes give you the creeps?
Everyone has different opinions about the privacy aspects of these technologies, and whether it’s good for employees’ mental health to have all their computer activity monitored. But we’re interested in discussing these technologies from an employee management perspective:
From our perspective, what’s dangerous about this isn’t necessarily the technology itself – and believe us, it’s truly disconcerting to see one of these app’s founders literally saying “big brother is watching you,” (seriously, read the article!). But from our perspective, the issue is really the larger ethos of extreme micromanagement that this technology serves.
It’s reasonable for companies to want to protect their data. It’s fair for them to want to keep an eye on what their employees are doing – they are the ones paying for the time, after all. But the idea that an aggressive focus on every keystroke is going to improve white-collar productivity? To us, that’s specious at best. From our perspective, companies thrive when they trust their employees. They succeed when they grant them the autonomy to go above their “assigned duties” to find new projects, new lines of business, and new efficiencies – not when they obsessively monitor them to ensure those duties are being carried out.
Micromanagement often leads to loss of trust, a dearth of creativity, burnout, and high employee turnover. Is all of that worth it for the opportunity to catch an employee “stealing” ten minutes of the day to check social media, or use the bathroom if they’re working from home?
In our opinion, it’s not.
It’s telling that a lot of these software solutions use language that treats employees like children or criminals. Solon quotes the CEO of Awareness Technologies, who says “if you are a parent and you have a teenage son or daughter coming home late and not doing their homework, you might wonder what they are doing. It’s the same as employees.” Is it? Employees are people that you’ve vested with your trust. They’re people you’ve specifically hired because of their skills and creativity. They’re the critical success factor to your organization. So why should the assumption be that they’re up to no good? Isn’t it better to hire with trust in mind, and measure results to see if each employee deserves that trust?
The evidence is pretty clear that companies innovate when they treat employees like adults. Is it a coincidence that some of the most innovative companies in the world, including Google, Uber and 3M offer employees enough freedom at the office to work on non-assigned projects, and even nap?
There are legitimate reasons for this kind of surveillance: in parts of the financial industry, these solutions can prevent insider trading. They can also help monitor sexual harassment and inappropriate behavior. When you’re talking about management style, a certain amount of micromanagement is inevitable, even warranted. But in our opinion, these kinds of total digital employee surveillance schemes will most likely result in an atmosphere of fear and distrust in the workplace, which is the opposite of a productive environment.
But what are your thoughts? Do these heightened employee surveillance systems encourage excessive micromanagement, or do you think they stand to make workers more productive? We’re open to all perspectives and experiences. Let us know what you think in the comments!
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