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.



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WANTED: Supply Chain Superstars & HR Hero’s

It’s not that long ago when the job of a Supply Chain Manager was largely unknown as the collective function responsible for management of many key activities involved in bringing a product to market.

In the past organizations had an often disjointed mix of Warehousing, Transport, Procurement, Planning, Operations etc with each seen as a specific stand-alone function and in some cases reporting to very different departments or managers. This was the norm until a more holistic approach to Supply Chain eventually became the trend.

One of the best things to have happened for Supply Chain in recent years was arguably the beginning of the global financial crisis when organizations had no choice but look inwardly at cost saving initiatives without causing too much disruption to their business in general.

The Supply Chain Superstars were born…

Once organizations adopted this approach and put in place their Supply Chain leaders they were soon presented with a high level view of all “Supply Chain” activities bringing (in some cases) immediate cost savings and efficiency improvements whilst highlighting other areas where further cost savings and efficiency improvements could be made given more time and focus.

Now seen as one of the most important strategic business functions any company could have, Supply Chain finally took its rightful place in the boardroom, and we haven’t looked back!

A Supply Chain supported by clever software systems and automation, as well as practices and methodology such as Kaizen, and Lean 6 Sigma etc won’t work though unless the combined efforts of all the people involved in the chain actually make it work.

Back we go to “The People Supply Chain” this is where the HR Hero’s come in!

Superheros

When all of the above can only be driven by people why do we still see many companies with their HR departments purely viewed as an admin function, we see more and more HR business partner titles but are those HR professionals really being brought in as strategic partners to the business, or are they just paper shufflers?

Are they involved in shaping the strategic and operational focus of the company? Are the HR processes, procedures and the overall talent management strategy aligned with the company’s overall vision and strategy.

Has that other empty seat in the boardroom been filled by a Chief HR Officer yet?

Leading organizations have developed all-encompassing talent management strategies which provide support and development throughout the whole employment life cycle of its employees whilst aligning perfectly with the strategic direction of the company.

The era of the CHRO’s and the CSCO’s is upon us!


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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!


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Planning your personal route to market.

So you’ve decided its time for a move…

Before you even write your CV and commence your Job Search you should really have a plan in place.

A few very basic things to consider.

  • What’s the ideal job that you have enough experience for and the right qualifications to take on right now?
  • Which companies would you like to work for?
  • Where are they based?
  • Do they have a career portal?
  • Who are their competitors?
  • Which are the best online jobs boards to use in order to find the type of job you are looking for?
  • Who are the main recruiters which specialize in your area of experience in the region where you are looking to work?
  • Can you leverage the networks of any of your existing contacts, ex-colleagues, friends, social media or industry groups to help open doors and make connections with key decision makers at the companies you wish to work for?
  • Are your salary expectations realistic?

Be realistic.

  • Apply to jobs which you are definitely qualified & have relevant experience for
  • Be aware that the jobs market is constantly changing, especially in recent years. It could be that the package you earn today is already above the current market average
  • No one wants to go backwards but bear in mind the days of a 20-30% pay increase to move jobs are long gone

Stay Focused.

  • Think of your job search as a sales pipeline… you are the product!
  • Make a plan, set yourself targets and aim for quality of applications, not quantity
  • Track your activity (A good old Excel sheet will do just fine)
  • Once you have a plan in place and an idea of what you are aiming for you can tailor your resume to suit (Next Phase)

You can spend your time applying for thousands of jobs which aren’t quite right or spend the same amount of time applying for a smaller number of jobs where you absolutely have the right experience and therefore more chance of a positive response.

Its not a perfect science but get as close to the latter as possible and your potential for success has already increased!

Plan your personal RTM


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