4 Hiring Strategies to Secure the Best Supply Chain Talent -

4 Hiring Strategies to Secure the Best Supply Chain Talent -Talent-driven innovation is a critical determinant for competitiveness. In our sophisticated global economy, moving products from Point A to Point B to Point C is just the start. Companies must continuously innovate and refine their supply chain processes and tech-savvy professionals are an ideal talent pool for driving this transformation.Forward-thinking companies are competing to hire both young, rising stars and seasoned professionals with degrees in Supply Chain Management or technical experience in Artificial Intelligence (AI), robotics and digital analytics. This talent wants to be in innovative environments around other star performers. If your geschftlicher umgang is a major player like Amazon, thats great news your reputation precedes you. But if your company is elend as well known, how can you compete to attract and hire game-changing talent?Over the last two decades, Ive partnered with companies to source the exc eptional hires they need to reach the next level of growth and business success. When companies tell me theyre struggling to land a candidate, a single, huge mistake is rarely causing the problem. More often, its a series of small missteps that are complicating efforts.These are four common missteps and four quick fixes to secure the best supply chain talent1. Ignoring the importance of employer branding.To attract seasoned performers and ambitious, tech-savvy Millennials, you need to get these candidates excited about building their career with your company. Game changers are looking for more than a job they want to connect with a companys purpose and potential. Whether its your unique company culture, the opportunity to drive change or the chance to build something from the ground up, connect the dots back to purpose and potential.2. Failing to distinguish tenure from experience.Tenure and experience dont always go hand-in-hand. For example, a candidate might have 10 years of te nure amassed in the industry, but if they arent experienced with robotics or Artificial Intelligence (AI), they may not be the right fit for your companys needs. On the flip side, tenure can bring a depth of industry wisdom, management confidence and communication skills that are just as valuable as a technical skill.It all comes down to the skill gaps in your organization and the available talent pool. Can a demonstrated ability to learn a technical skill make up for not having significant experience with that skill? If you bring in a new hire from outside the industry, do you have a training program that can help get them up to speed? Finding that perfect candidate someone with exceptional tenure and technical expertise may not be possible. When youre clear on hiring priorities, you can make the best choice for your companys immediate and long-term needs.3. Taking too long to make a hiring decision.Theres no denying todays job market moves very fast, especially for candidates wi th the most sought-after skill sets. Its not unusual for a candidate to vorstellungsgesprch with the leadership team and receive an offer the same day. Wait too long to make a decision and you may find that your top choice has accepted an offer elsewhere.Of course, Im not suggesting your company make a rash hiring decision simply out of scarcity fears. But it is essential to consider whether timing is holding your team back, especially if theres a consistent struggle to reach offer consensus. A supply chain recruiter can help your company streamline the interview process and accelerate the decision-making timetable without compromising candidate quality.4. Overlooking the benefits of the gig economy.Does your company need to catch up to technology demands or scale quickly? Dont overlook the benefits of hiring professionals with cutting-edge skills on a short-term or project-based timeline. Think of a contract professional as a temporary expert who joins to the team to help address a n immediate, specific need, bridging a skills gap and setting your company up for long-term success. Were at a global tipping point as supply chains become more digitally complex, the need to hire exceptional talent will only intensify. A candid review of your current hiring process is key to identifying the small missteps that are holding your company back from landing the game changers that will advance you to the next level.