You can’t find the right talent. Can you create it?

Some important take aways from my recent meetings and calls with senior executives at some of the leading 3pls in the Middle East relating to commercial activity and talent.

1. Many of them are finding it challenging to identify and hire sales professionals with enough in-depth overall supply chain knowledge and experience who can create and sell end to end supply chain solutions to their clients.

2. A lot of 3pls are struggling to find suitable freight sales professionals with a good enough track record of being able to back themselves and consistently bring the revenues for freight sales in the region

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The first point about supply chain solutions is an ongoing challenge for everyone as many of the people with the level of operational supply chain experience that’s needed don’t have the sales experience or know how (a major skill in itself!) that’s needed to be able successfully sell SC solutions to end users (as they are coming from more operational backgrounds and simply haven’t been exposed to sales).

Those that have the sales ability and experience are commanding very high salaries as they have usually already reached to a senior management level leading the supply chain function for companies in their career to-date (those are the people you need if you could afford them!)

With regards to the second point about freight sales I asked some of the employers what’s more important, the ability to sell and having a proven track record of sales?

Or having the knowledge of freight forwarding?

Most answered that’s it’s easier to teach someone about freight forwarding, the hardest part is having the sales ability in the first place !

So what are the possible solutions?

To get suitable supply chain professionals onboard from client side to logistics service provider then in my view its either a case of upping the budgets for salaries to get the senior people (which is probably not an option in the current market for most 3pls) or alternatively start creating dedicated screening, on boarding and training programs that run on an ongoing basis to first identify potential sales ability amongst mid career supply chain professionals and then ensure they have the tools and ongoing support they need to be successful.

Their are many mid career SC professionals in the market currently who are looking for a move, I am sure a few of them would make excellent SC solutions sellers!

In other words start building talent pools / talent communities and taking a proactive approach to “develop” talent for these types of roles.

For the more transactional high volume / high activity driven sales functions perhaps it’s time to look for experienced sales professionals from other sectors and teach them about the Logistics industry?

Is anyone else experiencing similar challenges, do you agree or disagree?

For my contacts outside the Middle East is this a similar story in your regions?

Any other thoughts or ideas to share?

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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Education… Aligned.

Advances in technology and workplace culture and environment are changing faster than ever before.

Education needs to be better aligned to suit each generation, and this comes down to understanding what makes each generation tick.

The gap in experience between generations is vast and we cannot afford to lose the skills and experience of the mature and experienced professionals or we are facing disaster. With this in mind each generation must be provided for in a flexible way which appeals to their differing learning styles.

The Gen-Y’s (Millennials) should be accommodated  for with their technological and flexibility requirements with online & apps based training, brainstorming, group workshops etc.

For the baby boomers and previous generations classroom based learning may prove more effective.

In my opinion, we must understand that today’s workplace has people working together with vastly differing age ranges, values and experience. One solution which is slowly being adopted by a growing number of organizations is training on generational awareness in order to create a better understanding and more effective internal communication. It’s time to get savvy and adopt technology, build creative brand energy, and be open to new ideas.


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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


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