by Fronetics | Feb 14, 2018 | Blog, Logistics, Supply Chain, Talent
Google’s management study shows that supply chain students who learn soft skills will be more innovative and successful.
A recent Google study of its top employees is shaking up the way we think about how we should be educating students. We’ve all heard about the importance of focusing on a STEM (science, technology, engineering, and math) curriculum to give students the skills they need to compete in the workforce. But Google’s study, dubbed Project Oxygen, suggests that the conventional wisdom about “hard skills” might be counterproductive.
Google’s findings have broad implications for the way supply chain companies think about training and recruitment. While an understanding of the industry and relevant technologies is, of course, important, it turns out that “soft skills” are often a more accurate predictor of innovation and success.
STEM expertise is not a priority
Project Oxygen ranked the seven most important qualities of Google’s top employees. STEM expertise ranked seventh. The shock waves of this finding are still resounding through the tech sector, as Google and other companies are rethinking the way they recruit talent.
Rather than searching only for top STEM students, Google has changed its hiring practices to include humanities majors, artists, and MBAs.
For Google’s top employees, these six “soft skills” all ranked higher than STEM expertise:
- Being a good coach;
- Communicating and listening well;
- Possessing insights into others (including differing values and points of view);
- Having empathy toward and being supportive of colleagues;
- Being an effective critical thinker and problem solver; and
- Being able to make connections across complex ideas.
What to look for when recruiting supply chain students
For training and recruitment of supply chain students, what’s emerging is a picture of a team player who is creative, empathetic, communicative, and caring. As a recent guest post on Fronetics’ blog points out, “soft skills are taking on more relevance as automation begins to handle the nuts and bolts of how products come to market, and how companies work with suppliers.”
This means that the function of the human component is to do what only humans can: be flexible, strategic, creative, understanding, and empathetic.
According to Cathy Davidson, founding director of the Futures Initiative and a professor in the doctoral program in English at the Graduate Center, CUNY, “We desperately need the expertise of those who are educated to the human, cultural, and social as well as the computational.”
Davidson goes on to point out that “what helps you thrive in a changing world isn’t rocket science. Broad learning skills are the key to long-term, satisfying, productive careers.”
What do you look for when interviewing supply chain students?
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by Fronetics | Jan 8, 2018 | Blog, Marketing, Social Media, Talent
LinkedIn, with almost 500 million users, is the #1 networking site for professionals. Here are 7 supply chain and logistics professionals to follow for top posts and articles in your industry.
With 94% of B2B marketers using LinkedIn to distribute content, it’s now the premier social media site for businesses. More and more users — including supply chain and logistics professionals — are turning to LinkedIn to keep up with industry news and to understand larger trends affecting their businesses. In fact, LinkedIn gains two new users every second.
With LinkedIn Publishing, users are able to create long-form posts and articles to communicate their subject-matter expertise and interests. Following LinkedIn members gives you access to their profiles, as well as any original or third-party posts they publish on their newsfeeds. So your newsfeed becomes populated with the content the users you follow are publishing and sharing — meaning, if you follow the right people, you get invaluable insight into industry leaders’ thoughts and trends. So what are you waiting for? Here are some of our favorite supply chain and logistics professionals to follow on LinkedIn.
7 top supply chain and logistics professionals to follow on LinkedIn
Kelli Saunders, President of Morai Logistics Inc. at Mode Transportation Associates
Kelli Saunders was recently named one of Canada’s Most Powerful Women – Top 100 for her superior work in the Women’s Executive Network. She was also named Women Exporter of the Year in 2016 and received Canada’s Doing Business Award in 2015. Saunders is a high-achieving entrepreneur with over 30 years of outstanding performance in the supply chain and logistics industries. She understands the complexities and nuances involved in long-term sustainability in the transportation industry.
Sean Griffey, CEO and Co-Founder at Industry Dive
Awarded the Digital Hall of Fame Media News Award in 2015, Sean Griffey is co-founder and CEO of Industry Dive, a digital media company that publishes business news and original analysis for 4.5 million executives in 12 vertical markets. Griffey also runs the Logistics and Supply Chain Professionals group on LinkedIn with almost 270,000 members.
Tim Debus, President & CEO of Reusable Packaging Association
Tim Debus has 20+ years of experience in bringing to market new technologies and leading industry initiatives to improve the production and supply of agricultural commodities, including the development of reusable plastic containers. His group, the Reusable Packaging Association (RPA), leverages its collective voice of industry-leading knowledge to advance the adoption of reusable packaging by clearly demonstrating supply chain efficiencies, environmental benefits, ergonomic improvements, and cost advantages to end users in all industries.
Patrick Bian, Director of Supply Chain Management at Watts Water Technologies
Patrick Bian is a supply chain executive with a consistent track record developing supply chain strategic roadmaps and leading multi-national teams to support the business vision for global companies. His work at Watts Water Technology provides outstanding solutions used to safely convey, conserve and manage water. Standing president of the French American Chamber of Commerce, New England for the past four years, Bian is also a lecturer at Northeastern University for the Masters Program in Business and Engineering.
Steve Norall, Co-Owner/Founder and Vice President of New Development at Cerasis, Inc.
Steve Norall has an impressive breadth and depth of expertise in the logistics and transportation management space, most recently as co-owner/founder of Cerasis, a top third-party logistics provider and truckload freight broker. A frequent poster, Norall covers all manner of supply chain management and logistics, but his current focus on LTL freight management.
Adrian Gonzalez, President at Adelante SCM & Founder/Host of Talking Logistics
Adrian Gonzalez is a well-respected, trusted, and influential supply chain and logistics analyst and strategic advisor to high-level executives in manufacturing, retail, third party logistics, and technology companies. He is the founder, host, and creative force behind Talking Logistics, a weekly online video talk show where he interviews thought leaders and newsmakers in the supply chain and logistics industry. And he is the founder and president of Adelante SCM, which is focused on enabling supply chain and logistics young professionals to share knowledge, advice, and best practices with each other in a private, trusted, and solicitation-free environment.
Michael Levans, Group Editorial Director at Peerless Media
Michael Levans is the group editorial director at Peerless Media, which oversees the publications of Logistics Management, Supply Chain Management Review, and Modern Materials Handling. He oversees the Alliance Awards, an annual program designed to recognize how shippers and their service providers work together to overcome challenges to critical components of their unique supply chains.
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by Fronetics | Dec 20, 2017 | Blog, Talent
Here are our most-viewed blog posts from 2017 about talent, including tips on retaining your top talent and helping turn your employees into brand ambassadors.
The start of the new year brings along a host of resolutions. Finding a new job or advancing in a current position are common new year’s resolutions for individuals. For companies, identifying new strengths and interests within your employees and hiring and retaining great talent are common goals.
We’ve assembled our top 10 talent posts of 2017. We hope these posts help you and/or your company overcome challenges, and achieve your goals for next year.
Top 10 most popular talent posts of 2017
1. Gender Diversity is Not a Women’s Issue: It’s an Economic Issue
Gender diversity is generally viewed as a women’s issue. It is not. Research conducted by McKinsey & Company and LeanIn.org finds that despite corporate America’s stated commitment to gender diversity, outcomes are not changing. Moreover, the research finds that employees do not believe companies are taking the necessary steps to enact change. Read more.
2. Top Supply Chain Management MBA Programs 2018
Looking for talent? Try recruiting from these top-rated supply chain management MBA programs and schools. We have written before about the importance of recruiting and strengthening the relationship between academia and the supply chain industry as means to solve the growing supply chain talent gap. If your company is looking to hire, consider strengthening your rapport with schools that offer supply chain programs or specialties. Read more.
3. Are We Thinking About “Soft Skills” All Wrong?
By calling them “soft skills,” are we shortchanging competencies that are critical for supply chain and procurement professionals to succeed? One of the biggest stories in the world of Supply Chain and Procurement talent over the past few years has been the emerging importance of Soft Skills. As the field has become more strategic — with a greater impact on wider areas of business — professionals in the field have had to become stronger at advocating for it. Read more.
4. Great Supply Chain People Are Getting Harder to Find, But Do Companies Have a Talent Management Issue?
Is the Supply Chain talent gap problem really a talent management problem? This guest post from Argentus explores the so-called “talent deficit” in the field from all angles and perspectives. The fact is, it’s becoming harder for companies for find the talent that they need for these positions as baby boomers retire and the function evolves. Read more.
5. Employee Brand Ambassadors Can Influence B2B Buying Decisions
As peer influence becomes increasingly important in B2B buying decisions, empowering employee brand ambassadors will benefit your bottom line. I’ve written lately about the rise of influencer marketing. It’s a strategy B2B businesses are starting to understand and use to their advantage. But you don’t need a Kardashian or even an important industry professional to get started. Employees are your most natural, ready-made influencers. Read more.
6. Freight Driver Shortage Update: Will 2017 Come to a Head and Cause Issues for Shippers?
Growing woes over a forthcoming capacity crunch are not going away anytime soon. But, the capacity crunch may have a major impact on the freight driver shortage and vice versa. In a sense, fewer drivers mean that capacity will grow tighter. Yet, as capacity shrinks, the incentive for drivers increases. Read more.
7. 3 Ways to Attract Millennial Talent for the Supply Chain
Hoping to draw more millennials to your talent pool? Implementing these three ideas might help win them over. By the year 2020, millennials are estimated to make up a majority of the workforce. In addition, a 2014 study found that 46% of B2B buyers were millennials, and that number is on the rise. This seismic shift in workplace demographics calls for a new approach to attracting and retaining talent. Read more.
8. 3 Questions to Ask before Making a Professional Change and Overcommitting
Thinking of making a professional change? Here are some questions to consider before taking the plunge and overcommitting. We’ve all been asked to take on new projects at work when we’re already completely swamped. In the moment, it can be very hard to say no. And we’ve all jumped on LinkedIn to see what other opportunities are out there. More money, less headaches. The grass is always greener. Read more.
9. Could Liberal Arts Grads Fill the Supply Chain Talent Gap?
Mark Cuban thinks liberal arts grads will be the next in-demand employees. Could they be the answer to the supply chain talent gap? The supply chain talent gap has been called a “perfect storm.” Every report cites doomsday statistics of the impending crisis when, by 2025, 60 million baby boomers will exit the workforce, leaving only 40 million millennials to take their place. Read more.
10. Three Tips for Retaining Your Top Talent
Investing in your top talent and playing an active role in developing their careers will motivate them to stay around. Company loyalty is a thing of the past. In today’s day and age, everyone is looking for the next best thing, and that is true in the workplace as well. But this doesn’t mean that retention of top talent is hopeless. Read more.
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by Fronetics | Oct 31, 2017 | Blog, Strategy, Talent
“I hate my job!” and “I don’t have any questions,” top our list of things you definitely shouldn’t say in a job interview.
Today’s supply chain and logistics professionals have all kinds of varied and exciting career opportunities. And increasingly, job hopping is becoming the norm: a 2016 study by LinkedIn found that “over the last 20 years, the number of companies people worked for in the five years after they graduated has nearly doubled.”
All these opportunities mean it’s probably time for you to brush up your interview skills. There’s an art to giving a good job interview. Making a meaningful connection with the person behind the desk, and confidently communicating your unique skill set is not as easy as it looks.
Check out these 4 things you should never say in a job interview — and what to say instead:
4 things not to say in a job interview
1) “I’m nervous.”
It might seem obvious, but you’d be surprised how many interviewees are too candid about their butterflies. You don’t want your potential employer to question your ability to act with confidence and decisiveness, no matter what pressures you’re under.
Instead, say: “I’m excited to be here!” Nerves and excitement are two sides of the same coin, and you’ll do yourself a favor by steering into the more positive emotional state.
2) Any lie
We’ve all heard it: “Everybody stretches the truth in a job interview.” Well, as tempting as it is to inflate your abilities or experiences, lying in an interview can come back to bite you in big ways.
Instead, tell the truth! It may not be as impressive, but it will save you from potential embarrassment and a severely damaged reputation.
3) “I hate my job!”
Nobody wants to hire a disgruntled worker. It should be obvious that anyone interviewing for a new job is ready for something different from their current role, so there’s no need to emphasize it.
Instead say, “I’ve enjoyed my work, but I’m looking to take on some new challenges.” Your interviewer is likely to be evaluating your emotional intelligence and maturity — explaining why you’re seeking a new position emphasizes just those traits.
4) “I don’t have any questions.”
Again, it may seem obvious, but not having prepared intelligent questions about the role or company you’re interviewing for is a clear red flag to any interviewer.
Instead, go the extra mile! Put in the time and intellectual curiosity to come up with at least two intelligent questions. It’s not just about impressing the person behind the desk. You’re informing yourself and gaining insight into whether this is the right position for you.
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by Jennifer Hart Yim | Oct 26, 2017 | Blog, Strategy, Talent
More and more companies are contemplating how to cut their expenses and retain exceptional talent by offering work from home policies.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
Time was, companies in the corporate world measured their employees’ success by time that they spent at their desks and in meetings. But over the past 10-15 years, the workplace has seen some radical transformations spurred by the rise of digital communications. Companies are becoming less formal, less rigid in their expectations, and more likely to hire on short-term contracts even for high-skilled positions. Every company is different, but today’s most successful corporate cultures are more interested in evaluating employees based on their results rather than process-oriented metrics like time spent in the office.
Companies are competing for talent by offering a more humane workplace, including an emphasis on work / life balance that allows high performers to maintain a family and hobbies as well as a demanding career without going insane. Since work / life balance became a buzzword, more companies are paying lip service to the concept. But a few big companies are stepping up and recognizing that the concept can pay dividends for companies as well as workers.
One of the biggest related growing trends in the workforce is the rise of work from home policies. Tools like Slack, Google Drive, Skype and others are making working from home (or offsite) more feasible than ever before. Companies have long offered occasional “telecommuting,” and many startup-style corporate cultures are known for their flexibility, but more major companies are offering official, codified work from home policies. IBM recently slashed its work from home policy, but organizations as large as Amazon, Xerox, GE and Dell have adopted official policies allowing employees to work offsite at least some of the time.
Anecdotally, as a recruitment firm, we’re seeing more companies include official work from home policies in their job descriptions when they’re hiring – recognizing that it’s a great selling point for people hoping to avoid lengthy commutes. The practice is growing. According to data from GlobalWorkplaceAnalytics.com, the number of individuals at corporate jobs (not self-employed) who are able to work from home has increased 115% since 2005, which is almost 10 times as fast as the rest of the workforce.
Working from home can be great for candidates with young families, those who want to avoid lengthy commutes, or who want to be able to concentrate without the distractions of a busy office environment (putting aside, for now, the distractions of the home or a 3rd party working space). Working from home is also green; it saves on greenhouse gases from commuting. But they can also offer dividends to companies themselves: a typical business can save up to $11,000 per person per year by allowing candidates to work from home at least some of the time. This is money that your company can shave off the bottom line, or put into higher salaries to try to attract even stronger performers.
It’s a great policy, and workers are demanding work from home policies more than ever before, especially passive candidates who need to be enticed to make a move. As we recently mentioned in another post, more of the candidates we speak with are asking about work from home policies when we approach them with opportunities. According to statistics, 80-90% of peoplewho don’t work from home want to start doing so at least 2-3 days a week to split their time between the kind of collaboration you can accomplish in an office, and the concentration you can achieve at home.
It’s where things are going, with more tools that make working from home easy coming online every day, and more Fortune 500 companies embracing it. Yet only 7% of corporations in the U.S. make working from home available to most of their employees. It can be a radical shift for a company to adopt a work from home policy, so it’s no wonder why so many companies are reticent. It doesn’t work for every industry and organization, but it can be an excellent strategy for talent attraction and retention.
Whether you’re a candidate thinking about looking to avoid a commute, or a company thinking about how you can save on overhead and attract exceptional talent, it’s worth thinking about working from home policies and what they have to offer the workplace.
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by Fronetics | Oct 19, 2017 | Blog, Leadership, Strategy, Talent
Investing in your employees through wages, time and energy can have a big impact on your company’s productivity.
Successful companies understand that employees’ job satisfaction and engagement affect productivity. After all, employees are an extension of your business. Keeping them challenged and encouraged is key to their success, as well as the overall success of your company. In research for their book, Time, Talent, and Energy, Bain partners Michael Mankins and Eric Garton discovered that investing in your employees does, in fact, pay off for companies. “The top-quartile companies in our study unlocked 40% more productive power in their workforce through better practices in time, talent and energy management,” says Garton.
Here are the 3 investments that Mankins and Garton found most impactful to productivity.
3 investments that will invigorate productivity
1) Wages
Three economists studied OECD data representative of the whole population of businesses in 16 countries around the world. They found that firms paying higher wages were reporting higher productivity. The link between the two seems pretty basic: Pay workers higher wages and they will feel valued and be more productive at their jobs.
But many companies believe that higher wages come at the cost of their consumers. This doesn’t have to be the case. Dan Teran, chief executive of Managed by Q, is a thought leader in higher wages creating a culture of respect and productivity.
“Teran believes that most American businesses, and especially fast-growing start-ups like Uber, have mistaken short-term gains for long-term value, undercutting the share of revenue that flows to workers in a way that will perversely hurt their bottom line. He believes, even more radically, that decades of rising inequality and stagnant wages in America are not an inevitable byproduct of capitalism; instead, they come from a simple misunderstanding about how best to deploy workers and recognize the value they bring to a company.” Managed by Q’s ‘Good Job’ Gamble, Adam Davidson
From small businesses like Managed by Q to retail giants like Walmart, the ideology behind better wages and benefits is catching on. Companies are understanding the relationship between production and pay and trying to narrow the gap.
2) Time
The pressure of working long hours and being available around the clock has a lasting effect on employees. Such practices often lead to burnt out, overworked team members. In fact new research suggests that, on average, managers have fewer than 7 hours per week of uninterrupted time to do deep work. Their days are filled with meetings, responding to emails, and having short increments of time to complete tasks.
The average company loses more than 25% of its productive power to organizational drag, processes that waste time and prevent people from getting things done. Meetings that last too long and processes that move too slowly contribute to lower productivity, less quality work, and low employee morale.
Allowing employees the time to feel creative and focused on their projects will lead to breakthroughs in productivity. Try establishing quiet hours for certain times of the day to encourage workers to spend more uninterrupted time deep thinking, which can lead to innovative and fresh ideas.
3) Energy
An inspired employee is more than twice as productive as a satisfied employee and more than three times as productive as a dissatisfied employee. Yet, only one in eight employees are inspired. One of the most beneficial things a company can do is to inspire its employees. Engaged working environments and positions that allow creative and innovative thought will lead to increased employee engagement and productivity.
Companies like Apple, Netflix, Google and Dell are 40% more productive than the average company. Why is that, you ask? These companies invest in inspiring their employees.
“Inspirational leadership can be taught. Companies that recognize that and invest in making it happen create meaningful impact on the productivity of their company,” says Mankins. Studies have shown that employees that feel satisfied with their jobs are more productive.
Give your employees the autonomy to feel engaged in their work. This freedom will give them the opportunity to get creative and involved in their projects.
The opportunity exists for all employers to positively affect worker happiness while simultaneously increasing productivity. If your company is interested in exploring the benefits of investing in their employees, focusing on wages, time and energy is a good place to start. You might be surprised to find currently untapped financial gains just by putting investment in your employees at the top of your priority list.
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