by Fronetics | Jul 24, 2014 | Blog, Leadership, Marketing, Social Media, Strategy, Supply Chain, Talent
The supply chain industry has a talent crisis. The question is: how can we solve this crisis? To answer this question I turned to Rodney Apple, founder of the SCM Talent Group. Apple has worked as a supply chain recruiter for the majority of his 19+ year career within the staffing industry and he has filled more than 1,000 positions within the industry ranging from executive-level in Fortune 500 headquarters settings to leadership and staff-level roles across large networks of manufacturing and distribution facilities within North America. Apple’s role affords him the ability to witness the talent crisis from the perspective of the industry, the company, and the job seeker.
Kate Lee: The supply chain talent crisis is a hot topic. Is the job market as crazy as it is being made out to be?
Rodney Apple: The job market has been hot for years and there is always a crunch to find and source top supply chain talent. Baby Boomers are retiring in droves and there just aren’t enough people with the necessary skills and experience coming in to fill that gap. With that being said, I don’t think the job market is as crazy as the media makes it out to be. However, we still need the media to continue researching and reporting on this critical topic as this builds more awareness and helps to generate new ideas and solutions for solving the talent problem.
Lee: When it comes to supply chain talent, what is the biggest challenge?
Apple: We don’t have enough students at the K-12 levels that are saying “when I grow up, I want to be a Supply Chain Manager.” Many students coming up through our educational ranks don’t even know what supply chain is or they perceive supply chain as a blue collar industry where you either drive freight trucks or load and unload them at a warehouse dock.
There needs to be big thinking and big solutions to change this image at the macro level. The industry needs to make a concerted effort to communicate to K-12 students what supply chain is and what the career paths look like. Ultimately, it needs to find a way to brand supply chain as a top career choice. Investing into K-12 outreach programs and mass media campaigns, similar to how our military branches advertise for recruiting purposes, could be a great way to educate the future workforce about the supply chain and get them excited about pursuing degrees and careers within supply chain.
Lee: What other challenges do you see?
Many companies haven’t taken the initiative to develop best-in-class talent acquisition resources and programs. Companies that perform the best are the ones that treat the recruiting department like a strategic, value-added program versus a low-level, tactical HR cost center.
In addition, many companies are being too strict and inflexible with their hiring requirements. Instead of defining the job when they write out their job descriptions, they focus on defining the candidate by listing out a ridiculously long and unrealistic list of skills and qualifications that the “ideal candidate” must have to be “qualified”. This antiquated technique usually ends up deterring top candidates from applying and disqualifies candidates that have what it takes to do the job.
Lee: What can companies do to attract top talent?
Apple:
- Develop a best-in-class talent acquisition strategy and program
o People – hire the best talent sourcers and recruiters that you can find and make sure you have a properly staffed department so they’ll operate in a “proactive” versus “reactive” capacity.
o Process –streamline the end-to-end talent acquisition process with the goal of alleviating administrative, burdensome tasks and unnecessary touch points.
o System – implement a robust Applicant Tracking System, one that integrates with the company career site and ideally the HRIS or ERP system.
o Employee Referral Program – referrals are typically the top source for hires so companies should invest into developing a best-in-class employee referral program. Get the CEO and all senior executives to champion the program so all employees are involved and incented to participate.
o College Recruiting Program – partner with supply chain universities and proactively recruit students from these universities, early and often.
o External Supply Chain Recruiting Partners – identify supply chain recruiting agencies that specialize in the areas where hiring help is needed the most.
- Upgrade Career Branding Materials – Develop attractive branding/marketing materials to include a separate company career website that highlights company culture, history, key stats, job opportunities, career paths, etc. Incorporate interviews from employees and testimonials that illustrate why your company is a great place to work. In addition, learn how to write job descriptions that attract top supply chain talent.
- Create a Supply Chain Leadership Development Program –This is a great and cost-effective way to attract top entry-level talent and aggressively train and ramp them up to speed by rotating them into different functional areas within the supply chain. GE is well known for having best-in-class leadership development programs.
- Be open-minded when it comes to considering top talent from other fields/industries. Many candidates in other professionals have very transferable skill sets for careers within supply chain.
- Develop a program for employing Veterans, candidates with disabilities and long-term unemployed.
- Invest more into job training and mentoring programs e.g. supply chain certifications and tuition reimbursement.
Lee: What is the role of social media in recruitment?
Apple: Companies and their recruiters need to be on social media to establish their employment brand, to attract talent, and to share job openings and upcoming recruitment events. Furthermore, social media can be leveraged by all employees as a talent acquisition tool. For example, companies could require all employees to distribute jobs out to their social media connections/networks.
Lee: What advice do you have for job seekers?
Apple: A job search should be conducted strategically, not haphazardly. It’s all about laying out a robust job search strategy with a corresponding action plan. In addition, networking is where job seekers should spend the bulk of their time versus applying online and waiting for the phone to ring.
Lee: Do you have any advice for job seekers trying to break into the supply chain industry?
Apple: Changing industries is tough to do but not impossible. Start by looking at what skills are transferrable and highlight these skills on your resume, LinkedIn profile, and in interviews. In some cases going back to school may be necessary. This may mean a degree program, or it could mean obtaining a supply chain certificate.
Networking is paramount. Join local chapters of supply chain associations, attend their meetings and network your butt off.
Finally, remember that it may be necessary to take a step back in both job level and compensation. Often times taking one small step back in your career could result in three giant leaps forward.
by Fronetics | Jul 23, 2014 | Blog, Marketing, Social Media, Supply Chain, Talent
With more than 300 million active users, LinkedIn is one of the largest social media networks. LinkedIn is an incredible tool for networking and professional development. LinkedIn is also an essential component in a job search strategy. Optimizing your LinkedIn profile is crucial to your success.
Here’s how to optimize your LinkedIn profile:
Look the part. Upload a photo. LinkedIn profiles with photos get viewed 14 times more than profiles without photos. When selecting a photo to use for your profile, choose one that is professional. A photo of you with your friends, children, or pets is not appropriate. And don’t fall victim to the cropped arm/hand – the photo should be of you, and only you.
Create a URL. LinkedIn allows you to customize your URL. Do it! A customized URL is easier to remember than the default, it makes your profile more searchable, and it just plain looks more professional.
Headline. By default most people have their headline as their current job title and employer. To optimize your profile don’t rely on the default. Why? As The Muse points out: “Because this little 120-character section is prime marketing real estate.”
Write headline that speaks to your audience, showcases your specialty/value, uses keywords, and is creative.
Summary. Your summary should be between 3 and four short paragraphs in length. When creating your summary use target job descriptions to your advantage. Use keywords that not only enable your profile to be found in searches, but will also catch the eye of recruiters and prospective employers. Keep in mind that keywords are not buzzwords. Steer clear of buzzwords.
Experience. This is the section where you showcase your skill set and achievements. Be precise and include detail that will add value. If appropriate, include rich media.
Like the summary section, your experience should include keywords that speak to your target industry and to the type of job you are hoping to land.
Skills. Profiles that include skills are around 13 times more likely to be viewed than profiles that don’t list skills. Include your skills and order them so that more important skills are listed at the top.
Education. Profiles that include education are 10 times more likely to be viewed than LinkedIn profiles that don’t include education.
Certifications. List certifications that you have received. Certifications not only show your commitment and drive, they can also increase the number of times your profile is found and viewed.
Volunteer experience and causes. Include your volunteer experiences in your profile. Forty-two percent of hiring managers surveyed by LinkedIn say they view volunteer experience as equivalent to formal work experience.
Samples of work, patents, awards, publications, etc. As appropriate, include samples of your work, patents awarded, awards received, publications, etc. Again, this speaks to who you are, your interests, skills, and what you can bring to the table.
Recommendations. Recommendations can be a great addition to your profile when done right. Want to know how to do it right? Check out Jörgen Sunberg’s piece on the Undercover Recruiter.
Groups. Join LinkedIn groups that are relevant to your interests and industry. Joining groups and becoming active in these groups have many benefits – optimizing your LinkedIn profile is just one of them.
Housekeeping. Make sure that your profile has no typos or mistakes. Make sure all dates align and are accurate. A sloppy profile will turn off recruiters and prospective employers.
by Fronetics | Jul 23, 2014 | Blog, Marketing, Social Media, Supply Chain, Talent
With more than 300 million active users, LinkedIn is one of the largest social media networks. LinkedIn is an incredible tool for networking and professional development. LinkedIn is also an essential component in a job search strategy. Optimizing your LinkedIn profile is crucial to your success.
Here’s how to optimize your LinkedIn profile:
Look the part. Upload a photo. LinkedIn profiles with photos get viewed 14 times more than profiles without photos. When selecting a photo to use for your profile, choose one that is professional. A photo of you with your friends, children, or pets is not appropriate. And don’t fall victim to the cropped arm/hand – the photo should be of you, and only you.
Create a URL. LinkedIn allows you to customize your URL. Do it! A customized URL is easier to remember than the default, it makes your profile more searchable, and it just plain looks more professional.
Headline. By default most people have their headline as their current job title and employer. To optimize your profile don’t rely on the default. Why? As The Muse points out: “Because this little 120-character section is prime marketing real estate.”
Write headline that speaks to your audience, showcases your specialty/value, uses keywords, and is creative.
Summary. Your summary should be between 3 and four short paragraphs in length. When creating your summary use target job descriptions to your advantage. Use keywords that not only enable your profile to be found in searches, but will also catch the eye of recruiters and prospective employers. Keep in mind that keywords are not buzzwords. Steer clear of buzzwords.
Experience. This is the section where you showcase your skill set and achievements. Be precise and include detail that will add value. If appropriate, include rich media.
Like the summary section, your experience should include keywords that speak to your target industry and to the type of job you are hoping to land.
Skills. Profiles that include skills are around 13 times more likely to be viewed than profiles that don’t list skills. Include your skills and order them so that more important skills are listed at the top.
Education. Profiles that include education are 10 times more likely to be viewed than LinkedIn profiles that don’t include education.
Certifications. List certifications that you have received. Certifications not only show your commitment and drive, they can also increase the number of times your profile is found and viewed.
Volunteer experience and causes. Include your volunteer experiences in your profile. Forty-two percent of hiring managers surveyed by LinkedIn say they view volunteer experience as equivalent to formal work experience.
Samples of work, patents, awards, publications, etc. As appropriate, include samples of your work, patents awarded, awards received, publications, etc. Again, this speaks to who you are, your interests, skills, and what you can bring to the table.
Recommendations. Recommendations can be a great addition to your profile when done right. Want to know how to do it right? Check out Jörgen Sunberg’s piece on the Undercover Recruiter.
Groups. Join LinkedIn groups that are relevant to your interests and industry. Joining groups and becoming active in these groups have many benefits – optimizing your LinkedIn profile is just one of them.
Housekeeping. Make sure that your profile has no typos or mistakes. Make sure all dates align and are accurate. A sloppy profile will turn off recruiters and prospective employers.
by Fronetics | Jul 22, 2014 | Blog, Supply Chain, Talent
Hiring the wrong person is a costly mistake not only financially, but also in terms of team morale and productivity. Making the right hire is crucial.
Research conducted by the PewResearch Internet Project found that in 2013 73 percent of online adults used a social networking site of some kind. The percentage is even higher for job seekers – 89 percent. Given the high prevalence of use, it is likely that your talent pool is on at least one social networking site. Hiring managers and HR professionals within the supply chain industry should use this reality to hire great supply chain talent.
Social media is increasingly being used by hiring managers and HR professionals in their hiring process. More than one third of employers use social media in their hiring practices, here’s why you should follow suit.
A study conducted by CareerBuilder.com found that 65 percent of employers who use social media to screen candidates do so to see how the candidate presents themselves professionally. Fifty-one percent of employers used social media to see if the candidate would be a good match for the company’s culture, and 45 percent reported that they used social media to further research the candidate’s qualifications.
Of those employers who use social media in their hiring process, 34 percent reported that they found content that resulted in them not hiring a candidate. Close to 50 percent of reported that they did not hire a candidate because of inappropriate material in their profile, and 45 reported they did not make the hire because of indications of drinking and/or drug abuse. Other negatives found by the employer were poor communication skills, criticizing former employers, and making prejudicial comments.
A candidate’s social media profile and use can also provide employers with information that can push a candidate to the top of the list. Approximately 29 percent of employers reported that they hired a candidate because their social media profile supported professional qualifications and/or contained a great reference about the candidate. Additionally, employers reported that they hired a candidate because their social media profile showed that the candidate was creative, well-rounded, or had great communication skills.
One thing to keep in mind – all information found online and via social media needs to be treated in the same manner as information found via traditional sources. All hiring practices must abide by state and federal laws relating to fair and equal hiring.
Social media is a great tool that can assist hiring managers and HR professionals hire great talent.
by Fronetics | Jul 22, 2014 | Blog, Supply Chain, Talent
Hiring the wrong person is a costly mistake not only financially, but also in terms of team morale and productivity. Making the right hire is crucial.
Research conducted by the PewResearch Internet Project found that in 2013 73 percent of online adults used a social networking site of some kind. The percentage is even higher for job seekers – 89 percent. Given the high prevalence of use, it is likely that your talent pool is on at least one social networking site. Hiring managers and HR professionals within the supply chain industry should use this reality to hire great supply chain talent.
Social media is increasingly being used by hiring managers and HR professionals in their hiring process. More than one third of employers use social media in their hiring practices, here’s why you should follow suit.
A study conducted by CareerBuilder.com found that 65 percent of employers who use social media to screen candidates do so to see how the candidate presents themselves professionally. Fifty-one percent of employers used social media to see if the candidate would be a good match for the company’s culture, and 45 percent reported that they used social media to further research the candidate’s qualifications.
Of those employers who use social media in their hiring process, 34 percent reported that they found content that resulted in them not hiring a candidate. Close to 50 percent of reported that they did not hire a candidate because of inappropriate material in their profile, and 45 reported they did not make the hire because of indications of drinking and/or drug abuse. Other negatives found by the employer were poor communication skills, criticizing former employers, and making prejudicial comments.
A candidate’s social media profile and use can also provide employers with information that can push a candidate to the top of the list. Approximately 29 percent of employers reported that they hired a candidate because their social media profile supported professional qualifications and/or contained a great reference about the candidate. Additionally, employers reported that they hired a candidate because their social media profile showed that the candidate was creative, well-rounded, or had great communication skills.
One thing to keep in mind – all information found online and via social media needs to be treated in the same manner as information found via traditional sources. All hiring practices must abide by state and federal laws relating to fair and equal hiring.
Social media is a great tool that can assist hiring managers and HR professionals hire great talent.
by Fronetics | Jul 17, 2014 | Blog, Leadership, Supply Chain, Talent
Because great talent doesn’t look like Waldo, here is how to spot great great supply chain talent.
Wouldn’t it be nice if great talent looked like Waldo?
If great talent looked like Waldo we could simply look at the pool of candidates and be able to identify them by their telltale red and white striped shirt.
Unfortunately, great talent doesn’t show itself like our friend Waldo. Given this, how can the supply chain industry spot great talent?
Smart companies realize that it is not the skills the candidate possesses today, but rather the candidate’s personality. This may seem counterintuitive, but consider this – skills can be taught, personality cannot.
Here are five traits that great employees share. When making your next hire look for candidates who possess these traits.
Smart – Smart doesn’t necessarily mean a high IQ. Rather it means having good judgment, being quick to comprehend, and having the faculty of reasoning and understanding.
Ambitious – Ambition drives innovation and productivity. An ambitious individual has high expectations for themselves and for their career. Their drive to succeed will positively impact your company.
Honest – Integrity is everything.
Gracious – A person who is able to admit failure, thank others, and able give credit where it is due will prove to be an indispensable member of your team.
Exceptional communication skills – Communication is the basis of success.
In addition to looking for these traits, also consider whether or not the individual is a good match with your company’s culture.
You can’t train personality
In the end, it is important to remember that you can train an individual to perform the tasks needed for the job, but you can’t change (or train) personality. Be flexible when it comes to specific job requirements, but be rigid when it comes to personality traits.
