Recruiting: 10 Mistakes that Most People Make

Attracting and Retaining Talents in the Supply Chain Industry

In the field of logistics and supply chain management, there is a recognized need to transform its business models to enable businesses to accommodate and take advantage of today’s shifting consumer demands, our rapid technological developments and discoveries, and the increasing competition from local and unto a global market place. The internet has enormously influenced how things are done thus enabling enterprises to change the way they manage inventory, place orders with suppliers, and communicate critical information.

If supply chain management is described to mean having the right product, the right quality and quantity at the right time and place as a result of the best measure, then manufacturers, procurers, suppliers, warehouse distributors, transportation and retailers must integrate spontaneous linkages so as not to disrupt or delay its continuity. In logistics parlance, delay means cost and returns means greater cost.

In the management of the supply chain there are stakes involved which makes managers confronted constantly with the rapidly shifting costs of operations. They are also constantly imbued to have an up-to-date visibility like forecasting customer demands, global issues like geographic distances, cultural barrier, transportation systems and government regulations of another country, including information and collaboration with external partners.
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Issues of attracting and retaining talents are also faced by supply chain industries. The supply chain industry will need to fill about a little over a million new jobs between 2014 and 2018. These figures came from studies done by a logistics trade group. To think that these numbers of available positions is likely to inflate in the coming years as the baby boomer generation reaches retirement age and the need for workers with experience continues to rise.
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The employment opportunities within the supply chain field are deep and wide which many people are not aware of. Additionally, talent for supply chain jobs have no restrictions whether to company, industry or geographical location.

Sadly those who will be the major players of future supply chains are not as yet working in this professions, or even if they are, they do not realize that it is possible to have a career transition to reach management levels.

Closing the gap between attracting and retaining talents in the industry has to start on how companies publish their job descriptions. Because of this, those who are recruiting for supply chain jobs are looking at candidates in a very narrow way. There is a disconnection which contributes to many misgiving and missing out on the highly potential candidates. The talent of supply chain leadership is developed in years since it is a kind of professional with many functional areas and disciplines. To take someone on the onset that is already well-rounded in an end-to-end experience can’t likely be found.

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