There’s a lot of talk within the global community about the need to attract more talent to an increasingly dynamic Supply Chain & Logistics sector. Demand for talented professionals continues to increase yet the sector is still not the sexiest of professions particularly amongst undergraduates, despite an evolving discussion within the sector on ways to bring in new blood.
By referring to company and employer branding there are some simple lessons that can be learnt by the sector to attract new talent and address these skill shortages.
To attract talented professionals, organizations strategically integrate their company values and reputation with their employer brands. The perception of a company’s success, values, image, including their reputation in areas such as management style and work environment, is incredibly important. Jobseekers heavily weight these factors when considering their employment decisions. If supply chain is to stand out as a career of choice it needs to increase its image awareness around these factors.
Once these factors commonly referred to as the “Company Brand” are put in place, the internal factors, which fall under the banner of “Employer Brand” can be addressed. This involves all aspects of the employee offering from the recruitment process to training, remuneration, culture etc. Finally it’s about aligning the Company and Employer Brand and then establishing how best to effectively communicate these messages.
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The People Supply Chain 
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