The People Supply Chain Top 10’s “Digital Supply Chain Media”

This is a recommendation of my top 10 favourite sources of online media which have a Supply Chain focus, my selection is based on the regularity of content updates, the quality of the content itself and of course my personal opinion.

This list is not in any particular order its just my 10 favourites, they are all number one in my opinion! : )

These are a mix of blogs and websites operated by various individuals and SME’s to multinational organisations… all are committed to raising the profile and improving the development of the global Supply Chain!

Feel free to add links any others that you recommend in the comments below.

Global Logistics Media – A favourite of mine when it comes to finding global Supply Chain content mainly due to its regular updates and wide range of media from photos to videos to blog links, exclusive interviews, and the various articles from its regular contributors who come from the industry. www.globallogisticsmedia.com

Logistics Voices – A dynamic source of Supply Chain content, these guys are also the social media guru’s for the Supply Chain sector with great content and great ideas, its what the industry has needed for a very long time! They will even manage your own organisations ongoing social media activity for a small fee! www.logisticsvoices.co.uk

Supply Chain Digital – I highly recommend this site, there is always lots of great stuff to read in this digital publication which includes an interactive website and magazine. Especially interesting is their regular top 10’s feature which has been running since 2011 www.supplychaindigital.com

Southern Cal Supply Chain – One of my favourite word press blogs as it always has a good mix of relevant information with many interesting posts and articles which are updated regularly, this includes their own content as well as many shared posts from other bloggers www.southerncalsupplychain.wordpress.com

Supply Chain ROSCO – An excellent Supply Chain focused blog with some brilliant insights and its also highly entertaining! if you are wondering who or what a Supply Chain ROSCO is you will just have to click the link! www.supplychainrosco.wordpress.com

Supply Chain 24/7 – A dedicated supply chain website which regularly shares interesting content but its also an ideal source for industry reports, case studies, white papers and research http://www.supplychain247.com

Arabian Supply Chain – I would go as far as to say this is one of the leading websites to look at for Supply Chain news and developments in the Middle East, definitely check it out if you haven’t already! www.arabiansupplychain.com

Warehousing & Logistics International – One of my favourite UK based sites, this is the official website and also magazine of the International Federation of Warehousing & Logistics Associations (IFWLA) the website has fresh content which is updated regularly and also allows you to download PDF versions of previous magazine issues free of charge www.warehousinglogisticsinternational.com

Supply Chain YOU – The ultimate place to go for weekly news and views from the global supply chain, the newsletter is free to subscribe to and features top articles and stories gathered from digital media around the globe, all put together in one easy to read format online or even delivered to your inbox saving you all of the trouble and the time that you would have spent finding it yourself. www.SupplyChainYOU.com

Logistics Executive Group’s “Knowledge Centre” – The knowledge centre was launched in 2015 and has a wide array of information available from its regular CEO newsletter series, to its own media and article’s library, industry white papers and research materials as well as links to acknowledged subscription based services which include the Transport Intelligence Portals, and the daily Supply Chain brief news feed. http://www.logisticsexecutive.com/knowledge-centre/

I hope you found this list of my personal favourites interesting!

online supply chain media

I would highly recommend exploring all of these links whenever you get a chance, although I must finally admit I am a little biased when it comes to the last two… ; )


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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!


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