Simply Engaging Talent.

Struggling to recruit or even identify the right people?

Not getting enough suitably qualified and experienced applicants responding to your job adverts?

External recruiters not living up to expectations?

Perhaps your company should be focusing more on building talent communities (and not just on social media), organising and attending regular real time events, for example getting more actively involved in outreach programs to engage with the future work force (Schools, Universities etc).

Talent acquisition is not about posting jobs on LinkedIn or jobs boards and hoping the right people apply or putting a vacancy out to a load of recruitment agencies and hoping they can fix your problem, its about having your finger on the pulse, knowing what’s happening in the market and constantly being connected to the global talent pool, identifying potential skills shortages early on and doing something about it.

Talent Acquisition & Management / HR professionals in your organisation should ideally be aiming to attend (as often as reasonably possible) industry conferences or events related to your companies business sector and operations that are not HR focused. It always amazes me that you rarely see people from these functions / departments proactively engaging with people from other organisations face to face at these types of gatherings as important ambassadors for your business.

Keep it simple, keep it real, never forget it’s all about people!

Isolated diversity tree hands


 

I hope you enjoyed reading this post, please consider sharing it on LinkedIn, Twitter, Facebook or any of your other social networks, and please CLICK HERE to follow me on Twitter.

Advertisements

No in-country experience, no job.

Three points nearly all the 3pl  companies are totally rigid on when hiring SC solutions / Contract Logistics BD people.

  1. Solid track record of performance selling SC / CL solutions in a 3pl
  2. Deep knowledge of specific end user industry verticals
  3. Current or previous in-country / local market experience

Sales people.jpg

In my view the first two are a no brainer but after close to ten years in the Middle East supporting 3pls I struggle to understand why companies won’t give talented people with an excellent track record in other countries a chance in a new country or region, and especially in countries where there are many expats (as expats we all got a chance to start in a new country without previous market experience).

I will use the UAE as an example because I am based here. A young talented SC solutions / Contract Logistics BDM is looking to make a move to the UAE from (for example) Europe or South Africa. He’s/she’s prepared to take a hit on the salary for a chance to learn the market, he/she understands they must, and is also totally willing to literally hit the pavement and knock on doors to build contacts, client base, pipeline and market knowledge from day one. He/she has an excellent track record of past performance, knows their stuff when it comes to understanding firstly their own companies logistical capability then is able to  identify clients they could realistically support, can analyse a clients logistics set up, and design and implement solutions. Basically they can win new business, yet because he/she hasn’t worked in UAE before no one is even prepared to meet them.

What seems to happen here in UAE far too often is that many 3pl companies, who are pretty much all looking to hire good SC CL solutions sales people, just want to know which clients the person can bring in order to quickly fill the latest new build warehouse, and usually expect results in 3 months… if this was related to transactional freight sales I kind of understand the 3 month expectation, but what’s the relevance of this in contract logistics where the sales process could be anything from 2-3 years or more in order to win a major contract.

In the logistics sector in the Middle East we clearly have a major shortage of good SC CL solutions selling people in most countries especially within the 30-40’s age range which means an even bigger problem is looming. Is it time to take a risk by hiring someone who has the industry experience but without the market knowledge if its clear they adequately tick the other two boxes?

What do you think is more important? (Feel free to add others in the comments).

  1. Solid track record of performance selling SC / CL solutions
  2. Deep knowledge of specific end user industry verticals
  3. Current or previous in-country / local market experience

A good leader see’s things in people that others don’t, a good leader is prepared to take educated risks when making hiring decisions and is prepared to stand by those decisions.



I hope you enjoyed reading this post, please consider sharing it on LinkedIn, Twitter, Facebook or any of your other social networks, and please CLICK HERE to follow me on Twitter.