by Jennifer Hart Yim | Feb 27, 2017 | Blog, Supply Chain, Talent
Argentus Supply Chain Recruiting answers the question about what supply chain companies are looking for in new hires in terms of education.
This guest post comes to us from Argentus Supply Chain Recruiting, a boutique recruitment firm specializing in Supply Chain Management and Procurement.
This is the first installment of a new Argentus feature where we answer career questions. We’re starting this feature to help put our years of recruitment experience to good use, whether your questions are specific to our recruiting specialty of Procurement and Supply Chain or more general. You can find more questions and answers on our blog.
Drum-roll please for our first question:
Hello,
What value do you see in getting a Master’s Degree in Business/Supply Chain vs. some of the designations out there? (APICS, SCMA, etc.)?
Thanks, Vince C.
Thanks for the question, Vince. First of all, we aren’t experts in the curricula of both of these types of programs. Every university program is different, just as every professional designation is different. So we can’t speak to the specifics of various programs. However, we can speak to what companies are looking for in hiring, and how graduating from these programs builds your personal brand. We talk to lots of people in the field.
The short of it is that both an MBA and a Supply Chain designation such as APICS or SCMA can be a boon to your career, but your mileage may vary. It’s fairly common that a client looking to hire has designations as a requirement. It’s less common that they’ll ask for a particular designation (i.e. SCMA), although it’s certainly happened before. Companies are often looking to see that candidates are invested in their continued career development and education. A designation is a good way to establish that, and to pick up some valuable skills in the process.
It’s worth mentioning at this point that a designation is also often valuable for newcomers to North America who might have overseas Supply Chain Management experience, but haven’t yet secured that all-important first U.S./Canadian role in the field. A designation can be a great way to learn about local Supply Chain practices and increase your initial marketability while searching for that first role. While this option isn’t financially feasible for all newcomers, we’ve heard of candidates using it successfully in the past. A designation can provide networking opportunities, make you more marketable, and boost your income.
So is a designation the right move for your career?
One thing to keep in mind is that roles we get that “require” designations are typically at the sole contributor level — meaning below the “manager” level. Sole contributor roles can pay anywhere from 50k to 130k, so it’s not necessarily a roadblock, but it’s less common that leadership roles require designations. And while many designations offer strategic components to their curricula, we’ve had feedback from certain executives that a lot of the education offered is more transactional in nature — and that can be a limitation. For example, learning how to fill out a purchase order might make you a more immediately employable Procurement clerk at the junior end, but when looking for future leaders, executives want to hire people who have a holistic understanding of business strategy. Why are you filling out that purchase order? What’s the impact on the business? Should we be purchasing from someone else? Can we streamline our purchasing process? Should we be purchasing this at all?
The key to progressing into leadership is an understanding of strategy — so if that’s your goal, assess designations based on their strategic content.
Which brings us to MBAs — the coveted Master’s of Business Administration. It’s becoming more common for hiring managers to require Bachelor’s degrees, but it’s rare that they require an MBA. It’s also pretty new to have Supply Chain as an MBA specialization in the first place, and some people have used them to good effect to boost their careers.
The perception is that an MBA is going to be strategic. That they’re polished. That they have enhanced presentation ability. All of these are leadership qualities, and that’s why MBAs are seen as future leaders, even if the degree isn’t an absolute requirement to advance into business leadership — especially within Supply Chain.
However, there’s also the perception that an MBA isn’t going to be hands-on. From our perspective, an MBA isn’t going to work as a replacement for solid work experience. There’s a reason why people often work for 5-10 years in the field before pursuing an MBA: it’s going to augment your leadership potential, but it’s not going to give you leadership potential if you don’t have a variety of experience beforehand.
MBA programs encourage their students to think ambitiously, but it’s important not to let an MBA “go to your head.” We sometimes hear from recent MBA grads who expect to earn 150k+ on the merits of their degree rather than their experience, and they often find themselves in a 70k job a few years after graduating. If you’re prepared for this possibility, an MBA can be valuable, and it can help make you more marketable as a business leader.
So if you’re looking to slot into a Sole Contributor role, a designation might get you there faster. But if you’re looking to eventually climb into a Director, VP or CPO or CSCO role, an MBA might help you more. But don’t expect immediate dividends.
Again, we hope our advice is helpful! And every case is different, so take it with a grain of salt.
Oh, and send us more questions by visiting our blog and filling out a brief form. It can be Procurement and Supply Chain-specific, or it can be about any career topic.
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by Fronetics | Oct 11, 2016 | Blog, Strategy, Talent
Networking can do more than help you find your next job opportunity; it can make you smarter, happier, and more financially stable.
Kathryn Minshew, founder and CEO of The Muse and The Daily Muse, began a piece for the Harvard Business Blog Network with this sage advice: “Network Your Face Off.” The truth and value of this statement cannot be underestimated.
Here are seven reasons why networking is essential and why connections matter.
1) The larger the network the larger the salary.
A recent study of 6,000 executives in over 3,000 firms found that the more connections an employee has, the greater the salary. Specifically, the study found that a 50% increase in network size accompanies a 3.8% increase in salary with respect to the average.
2) Networks beget jobs.
A survey conducted by The Adler Group found that 46% of active candidates and 49% of passive candidates found employment thanks to networking. Similarly, a study conducted by Banque de France and the University of Toulouse noted that half of all jobs in the United States are filled through personal contacts. ABC News cites an even higher number — according to ABC News, 80% of jobs are landed through networking.
3) Wider networks can lead to better paid jobs.
Research conducted by Federal Reserve Bank of St. Louis economist David Wiczer found that employees who found jobs through individuals within their network got paid, on average, 6% more than employees who found their jobs through direct contact with a firm.
4) Networks provide security.
People who are well-connected are more likely to stay in their jobs longer and have shorter periods of unemployment than people who are not well connected.
5) Networks bring opportunities.
The opportunities networks can bring include: partnerships, invitations to events, introductions, and invitations to give talks and presentations. In short networks bring opportunities that benefit and feed your career, professional development, and personal interests.
6) Networks make you smarter.
Knowing what is happening in your field and industry is vital. When you have a strong network you are more likely to be “in the know” than those who do not have a strong and active network.
7) Networks make you happy.
Minshew writes: “Networks are powerful, and when done right leave you surrounded by a core of individuals who are all rooting for your success and happy to help you.” So true.
Networking is essential. Get out there and build your network.
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by Fronetics | Sep 26, 2016 | Blog, Strategy, Talent
What do people find when they google your name? Branding yourself can help sway their first impression.
Face it: Potential employers, customers, and other associates have likely searched your name on the internet before they meet you in person. What do they see?
Your LinkedIn and Facebook pages, Twitter and Instagram accounts, personal blog, and even your pins on Pinterest are all subject to public scrutiny. The sum of those findings is your brand image, what you put forth to the world to define who you are and what you are about.
The reality is that when you walk into a job interview, client meeting, or other engagement, you are likely being evaluated against the first impression the person made prior to your arrival through an internet search. Shouldn’t you think carefully about your brand and how you want people to perceive you?
To be successful, you need to take steps to build and enhance your brand. Here are four steps to branding yourself.
1) Define your brand
A brand is a story. What is your story? Take the time to sit down and look at where you have been and where you are. Where you want to be? What is your skill set? What experiences do you have? How are you unique? Take all of this information and knowledge and define your brand — tell your story. Be clear, be concise, and be direct. If you can’t define your brand in a sentence or two, you have lost an opportunity.
2. Take stock
What information is “out there?” Start by making a list of all the social media accounts you have, even if you no longer actively use them. Next, Google yourself. What do you find? As G.I. Joe says, “Knowing is half the battle.”
3. Define a strategy
At this point you have a brand and you know what information about your brand is publicly available. Is the information enhancing or hurting your brand? What steps can you take to strengthen your brand? For example, should you adjust your privacy settings on some of your accounts so that personal information and exploits are not available for all to see? Does your LinkedIn page need to be updated? If you don’t take the time to define your strategy, you will not be able to execute it effectively.
4. Take action
Frank Cavallaro wrote, “Strategy is about making choices. Execution is about getting down and dirty so that those choices can produce results.” Don’t stop at creating the strategy — execute. And remember, the internet is not static. What information about you gets added over time? Furthermore, it is important to periodically look at your brand. Is it still representative of where are and where you want to be? If not, take the time to re-brand yourself.
When you take the time to brand yourself, you have the opportunity to define that first impression.
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by Fronetics | Aug 17, 2016 | Blog, Strategy, Talent
If your job has left you to feeling stuck in a rut, try these steps to improve your professional life.
Summer vacations are over, and the year is more than half gone. Perhaps all those best-laid plans for boosting your career this year have yet to come to fruition. You may be feeling as burnt out as those last colorful leaves before they surrender to the fall.
If this frustration sounds familiar, it may be time to shake things up and move your career in a new direction. Carpe autumn!
Here are 9 tips to propel your career forward:
Make the move
Unhappy at your present job? Identify the reasons. If you are frustrated with your current role but you like your company, inquire about other positions within the organization. If none are a good fit or there are no growth opportunities, consider looking elsewhere. Use every job-search tool available — network, use a recruiter, and/or work with an executive search firm.
Network
There is tremendous opportunity in networking. Studies have found that the majority of jobs (between 49% and 80%) come about through networking. But networking offers more, like professional development and sage advice. You will make important connections that could bring you career success.
Create your own brand
A quick search on the internet or on LinkedIn and you will see: You are a brand. First impressions are now inclusive of your Facebook page, personal blog, your Instagram page, and Twitter account. Even your pins on Pinterest say something about you. Keep that in mind as you are posting personal content.
Work for someone intelligent
Working for someone smart brings you more knowledge and critical thinking skills simply through observation and example. You will grow professionally and personally.
Plan for the 12-24 months
Don’t get hung up on making a 10-year career plan. Look for the right opportunities, be flexible, and know the direction you are headed in, but don’t lock into a long-term direction.
Use your muscles
Research has found that a regular exercise routine can make you happier, smarter, and more energetic. Being fit can also brand you — giving a perception of health and stamina that signifies effectiveness, according to the Wall Street Journal.
Explore something new
Is there something your colleagues are doing or using that you aren’t? LinkedIn or Twitter for example. Take the leap!
Find your balance
Research by the Families and Work Institute found that 55% of respondents reported feeling overwhelmed by everything that is on their plate. A different survey found that 80% of people are unhappy with their work-life balance. Look at your priorities and keep only what matters.
Take a vacation
Have leftover vacation days? About 57% of Americans don’t use their vacation time. Taking time off is important to both your mental and physical health — and it has a positive impact on work performance and productivity.
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by Fronetics | Jul 14, 2016 | Blog, Strategy, Talent
When you work for the family business, being mindful about your professional persona can help preserve your familial relationships.
Family businesses can be a source of pride and fulfillment. But, often, they are rife with unprecedented turmoil. Working for a family business presents unique challenges that require special tactics to keep things professional (and to keep the peace).
For example, a performance review from your mom, dad, or sibling can be emotion-driven rather than fact-based. According to Harvard Business Review, fall outs with family over work can cause a tremendous amount of anger, sadness, and shame. So what is a family to do?
Here are five essential tips to working well with relatives:
1) Start your career elsewhere.
Or at least spend a few years with another company. If have only worked for your family’s organization, you lack a well-rounded perspective about the business. You are missing out on valuable training, alternate strategies and viewpoints, and unique experiences that would make you an asset to the family business. And that’s no slight to your company: Having several relatable job experiences creates better judgement skills. Also important, working in the “outside world” helps sow seeds of confidence, which are difficult to cultivate when working with a parent.
2) Set boundaries between family talk and work talk.
Separating work from home is key to having a healthy professional relationship and still being able to speak to your family at that weekend BBQ. Family members must learn to talk to one another as business partners. Establish rules for professional business interactions, like using a professional tone when speaking. Actively listen to hear the other, not to form your response. Don’t interrupt others who are speaking. Ask for clarification if you don’t understand the other person’s point of view. Let everyone participate equally.
3) Define your role and what you bring to the company.
Limit competitiveness and bad feelings by outlining clear job descriptions. Stay within the boundaries of your role to avoid stepping on others’ toes. Then bring all you have to that role. Picking up the slack for a fellow employee is annoying, but having to do it for a family member can cause anger and resentment.
4) Get an outside perspective regarding challenges and strategy.
Hire an outside strategic advisor to evaluate your business, how it fundamentally is working (or not working), and how the roles of the family members are either supporting success or creating greater challenges.
5) Set high expectations and stick to them.
No favoritism is allowed. Your parent or sibling should want you to succeed, but not through coddling. Expectations should remain high for all family members, as for every employee. Those that fall short should be subject to the same consequences as non-family.
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