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.

 

 

 

Advertisements

Talent Tracking & Traceability

Real time data capture and analysis is a key factor in managing an efficient Supply Chain and making continuous improvements.

Could more organisations benefit from applying similar principles to their People Supply Chain when it comes to recruiting?

Many organisations have systems in place to track lead times from identification of a vacancy through to onboarding, number of applicants, sources of candidates etc. This is useful if you want to speed up the internal recruitment process or identify choke points, but aside from that this information is very limited, especially considering that you will have invested a lot of time in the hiring process and are missing key information which will help with future decision making and ultimately business growth.

With the right systems and processes in place for capturing better data you could place your organization many steps ahead of the competition when it comes to winning the talent war.

Here’s The People Supply Chain list of useful data to track, capture, and analyse for your organisations future hiring benefit!

Data

Candidate Hotspots

Where in the world are the majority of suitably qualified potential candidates based for the specific role you are trying to hire for.

Generating a birds-eye view of which locations in the world are home to the people with the skills you require will save copious amounts of time (and money) on future searches for similar roles.

Applications Vs Approaches

Where did each candidate come from and how many applied themselves directly versus those who were actively approached?

This is great data in order to see how proactive you were at finding people.

It’s also useful to see just how many people want to work for your organization in the advertised role and where they are coming from. Maybe potential applicants have a better impression of your organization in some countries than they do in others, or your organization is more visible in certain markets.

Skills Gaps & Diversity

We live and work in a world where skills gaps are everywhere and we are constantly losing vast amounts of skills and experience across many industries as the older generation retires from the workplace without enough sufficiently qualified people to take their place. By monitoring certain demographics throughout a hiring process organization’s can track potential skills gaps amongst various groups of people for specific functions with the benefit of being able to predict future skills gaps and provide training and development opportunities where necessary.

Industry Verticals

Which industries are the people with the skills you require mainly coming from?Depending on the function this could be limited to just a few verticals or it could be vast… either way this is essential knowledge for future targeted hiring!

Reasons Why Candidates Declined.

Why weren’t people interested in the job when approached? Perhaps the package is below the market rate, perhaps your expectations of skills and experience are too high, perhaps the location isn’t appealing enough or perhaps your employer brand needs improving?

The list goes on, but the point is that if you know the core factors you can work on making changes for the future.

Reasons for Rejection

It’s very important to know why your organization rejected certain applicants, (I am talking about the applicants who had close enough experience to make it through to the later stages of the hiring process, not the hundreds of people who applied but didn’t pass the initial CV screening)  it could be as simple as they lacked specific key skills and experience… but if that applies to the vast majority of candidates then it’s a good indicator that you really are asking for too much in a person.

Perhaps the person with ALL of the skills and experience that you are looking for simply doesn’t exist!

I recently learnt an excellent German expression that sums this up perfectly…

“Eierlegende Wollmilchsau”

Google it, or ask a German colleague!


If 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.

A breath of fresh air.

Some of you will have read an article I wrote a long time back discussing whether the office environment had a big part to play in an organizations ability to attract, engage and retain employee’s. Today I have had another thought about office environment which I want to share but please bear with me as this is a bit off the wall (you can find my original article here by the way > http://www.globallogisticsmedia.com/articles/view/the-future-is-now).

I have a team of A/C sanitizers at my house today deep cleaning all of the ducts because a dirty A/C system is a major health concern. Dirty ducts =  breeding ground for mold and bacteria  = increased chance of sickness (viruses – flu / colds… or worse etc etc) =  time off work…. which I could do without right now with so many conferences and exhibitions to attend over the next few weeks, and that’s exactly why this is relevant to “The People Supply Chain”  

Imagine an organization which (as part of positioning their brand as an employer of choice) cares about their employees enough that they go one step further than just improving the look and feel of their office’s.

Have you ever seen an employer shouting about the air quality in their offices?

“Join XXXXXX LTD we guarantee you will breathe the cleanest air throughout your working day” (I am talking about white collar offices in countries where A/C is required of course)

I say this tongue in cheek as it probably sounds a bit daft on the face of it but actually there cant be many more things which are important to a person than the quality of the air they breathe, and lets not forget a major key to success in winning the war for talent is about positively differentiating your organization from your competitors in any possible way you can think of.

Maybe I have just been sold on the importance of proper A/C sanitization, but I am not taking any chances and neither should you.

Whose responsibility should this really be in an organization? QHSSE, Facilities Mgr, GM, Directors…HR?

Just as a holistic approach was taken with Supply Chain management the same holistic approach must be applied to “The People Supply Chain” as things like this affect everyone. My A/C duct cleaning example is just a drop in the ocean when you consider all possible areas of an organization which directly or indirectly affect employees

I think it’s apt that i finish with A/C in mind, so here’s my final thought….

“Protect your workforce, become an even more attractive employer, reduce sickness, and stay productive…. clean those dirty ducts!”

ac

Click HERE for some light viewing about why you should sanitize your A/C for those of you who are interested ; )

 

PS: this is just an observation its not intended as a sales pitch… (although it would have been a very good one!)


If 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.

Urgent & essential job vacancy! (It’s been open for at least one year)

Here’s an interesting question…do you employ people for jobs or do you build your jobs around each individual you employ?

Where do you draw the line?

I have regular discussions with business owners, senior decision makers and hiring managers who are looking for people to “tick all the boxes” for vacant posts as per very specific (non negotiable) job descriptions and as a result of this they haven’t employed anyone at all and usually tend to have their vacant positions open for months on end.

Imagine having a key position vacant for the past year which is (in a very significant way) going to be impacting the rest of your team, your business, your clients and ultimately revenue and market position.

In the current business climate the majority of the people and the companies which are succeeding are those which continue to be flexible, those which are constantly adapting and innovating in order to keep making money.

The good news is that more and more companies are taking an increasingly pragmatic approach to the job fit vs candidate fit by regularly adapting role profiles.

When they  meet people who they really want in their business they adapt, innovate and simply put…. find a way to make it work!

holes

I would bet that these companies are amongst the leaders in their field.

If they are applying similar principles to the rest of their business its a pretty safe bet in my view.

If you are hiring and have had an open vacancy for a long time yet still cant find the right person then maybe the person with the skills and experience you want simply doesn’t exist or if they do then maybe your business just isn’t an attractive enough option for them to want to join?

There’s actually a good chance you have already met the ideal person for the business need, maybe you just need to find a way to make it work.

Taking a more open and flexible approach and being prepared to build a role around a person enables an organization to utilize more of each employees strengths rather than just the specific skills / experience required for a pre-set role.

The company stands to gain a higher return on investment for each person they employ and as long as the employee is receiving fair compensation for an expanded role they are normally happier as well.

The world has changed, ticking boxes is not enough.

Don’t restrict your business by looking for the obvious or by doing things a certain way just because that’s the way you have always done things.

Be open to new ideas…. be entrepreneurial!


If you enjoyed reading this post please consider sharing it on Linkedin, Twitter, Facebook or any of your other social networks. CLICK HERE to follow me on Twitter, I will follow you back asap…

Process makes perfect.

The recruitment process is often an area of frustration for hiring managers, external recruiters and prospective employees alike, its particularly frustrating for potential employees searching for new jobs.

People who were initially very excited about a new job opportunity can quickly become disillusioned if the steps to getting the job are too complicated, too slow or not clearly defined with definite time frames and regular communication through each stage in the process.

process

First impressions count!

For employers it’s important to consider the candidates experience from the first time they make contact.

Will they have a good impression of the company throughout the process?

If an applicant has a bad experience when applying to work for an organization its potentially damaging to the brand itself (more about that in my previous post… “The People’s Value Chain”).

Word travels fast!

Even if an applicant is unsuccessful in their application it doesn’t have to be a negative experience, the key is that they are given proper feedback with regular communication throughout the process.

If organizations want to attract and retain top talent then its essential to get people engaged and keep them engaged from day one.

I am sure every employer can recall a time when they have failed to hire an outstanding candidate who they really wanted on board so the big question should be why ?  and what can be done to stop this happening again…


If you enjoyed reading this post please consider sharing it on Linkedin, Twitter, Facebook or any of your other social networks.

Please CLICK HERE to follow me on Twitter, I will follow you back asap…

Virtual engagement in the people supply chain…

We increasingly live and work in a socially (or virtually) networked world and the acceptance of this fact by organizations when it comes to hiring is proving advantageous to those early adopter organizations that have leveraged social networking as part of their recruitment strategy. Increasingly organizations are focusing on developing their brand as an employer, and a key part of this is building a talent community where potential candidates are kept engaged and informed as to what’s happening in the organization that they may one day wish to join.

Building and maintaining an enlightened talent community is a key factor in winning the battle for talent and it’s a far better strategy than purely creating a CV database which quickly becomes outdated.

Ensuring you have a ready pool of candidates to meet possible recruitment requirements is no easy task and just as managing a supply chain is about managing uncertainty and variability, the same applies to your future hiring needs. Current economic dynamics typified by significant fluctuations in customer and business service requirements often determines that it is usually difficult knowing what your talent requirements will be in the short and medium term and what types and levels of skills are needed.

Whilst all organizations need to embrace modern technology, increasing numbers are realizing that technology can’t and should not replace human interaction and valuable relationships. More and more companies are realizing that creating vast databases of CV’s is an inferior option to building a community of targeted prospective future employees through the use of technology and keeping them informed and engaged online. This methodology supports tracking and managing the recruitment processes and enabling the relevant information to then take the relationship offline and into the real world as early as possible when commencing the recruitment process for a specific role.

For many forward thinking HR Directors and Managers it is the candidate experience that is first and foremost in their recruiting strategy and to create this experience is not possible with the “one click / apply” routine that we see from the majority of job boards and applicant tracking systems. This is old school practice which is losing its place in the hiring processes used by many organizations today.

Virtual engagement


If you enjoyed reading this post please consider sharing it on Linkedin, Twitter, Facebook or any of your other social networks.

Please CLICK HERE to follow me on Twitter, I will follow you back asap…

 

The People’s Value Chain…

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.

How does your organization create value?


If you enjoyed reading this post please consider sharing it on Linkedin, Twitter, Facebook or any of your other social networks.

Please CLICK HERE to follow me on Twitter, I will follow you back asap…

 

Generation workspace. Out with the old and in with the new…

The increasing influence of the millennial generation within the workplace with their significantly differing needs and expectations to any previous generation before them is driving a step change in how we view the world of work these days.

But what about the physical working environment? Does it have a big part to play in how your organisation and brand is viewed by future and existing employees, and by your customers?

Can your office environment impact your ability to attract and retain talent as well as encourage creativity and productivity in the work place, and can the environment contribute positively to your organisation being a better or great place to work?

I bet we can all identify areas where we can improve our physical working environments to encourage greater levels of engagement, motivation and enjoyment, enhancing the image and presentation of our businesses and our industry as a whole.

Imagine you walk into an office to be greeted by a place filled with nooks and crannies – creative work spaces, themed breakout rooms where you can take a seat (or a giant bean bag) and work from your tablet, glass partitions that can be used as wall to wall white boards, strategically located smart boards with blu-tooth connectivity, modern ergonomic furniture, stylish yet highly functional hot desks / workstations and seating that provide an escape from traditional environments.

Ignore Convention....

Ignore Convention….

Well lit interiors and motivational words adorning the walls, company values written not in the usual plaque or square sign on transparent perspex format, now they are vinyl prints shooting across the walls with flashy writing and jazzy colours spelling out just who you are and what you stand for.

Why is it the likes of the Google’s and the Facebook’s are constantly catching the headlines with their impression of what a modern working environment looks like?

The answer is simple; They were bold enough to ignore convention and just go ahead and do it!


If you enjoyed reading this post please consider sharing it on Linkedin, Twitter, Facebook or any of your other social networks.

Please CLICK HERE to follow me on Twitter, I will follow you back asap…