I think anyone that has been employed in the supply chain and procurement fields knows that our industry seemingly could not be any hotter than it is today.  At the forefront of this change is a fundamental shift in the way that procurement and sourcing groups are viewed.  No longer are these roles looked at as cost-centers or tactical purchasing jobs, they are viewed as strategic (and critical) to the overall profitability and growth of many organizations.

But this shift is happening right at a time that experienced professionals are leaving the market.  The world is starting to feel the crunch of baby-boomers retiring (and taking their procurement subject matter expertise with them) right at a time that businesses couldn't possibly need them more.   While colleges and universities are responding rapidly and building solid supply chain, logistics, and procurement curriculum; they seemingly can’t produce enough graduates for the demands that exist.

If you don’t want someone right out of school, be prepared to pay for talent.  Even a sourcing or supply chain professional with only a few years of experience finds themselves in an incredibly job-seeker-friendly market.  Add-in some category expertise or commodity subject matter expertise and see another 30% increase in what you should expect to pay.

And what if you don’t even need someone full-time or in a permanent role?  It gets even harder. Especially if you are a smaller company or are greatly restricted with your available recruiting and HR support services.  It’s simply not easy (nor cost-effective) to tap into these resource pools.

The good thing is, this new landscape for procurement and supply chain professionals has created a relatively new availability of contingent workers who have exactly the experience you need, when and where you need it.  More and more professionals are opting for the excitement of changing roles and new challenges over the safety of 15-20 year careers at one company.  Many candidates are also becoming highly focused in specific commodities or categories; and prefer to leverage their experience in one-time events for a variety of clients.  If you can tap into qualified procurement and sourcing temp and contingent workforce, you don’t necessarily need to bring in a recurring resources for commodities/categories that only need temporary or project-based support.

Regardless of if you need full-time permanent resources or are looking to build a contingent work-force strategy for your procurement and sourcing groups, you’ll find the idea is easier said than done. It’s obviously not very easy to attract good talent.

Source One can help.  For years, we've been helping companies build and execute strategies to better manage spend, people and suppliers.   Traditionally, we've offered a variety of on-demand solutions to help sourcing and procurement groups tackle more categories and reduce further costs.  But the last few years have been a shift for us as well.  Our customers are more frequently requesting long-term resources, onsite resources, or are asking us to help recruit permanent positions for their procurement and supply chain groups.   So, we've decided to leverage the thousands of resumes we've collected, the dozens of partnerships we have in place, and the hundreds of top-professionals we've networked with and build a formal service offering to help companies in need.

Please take a moment to learn about our new services, and please contact us if we can help you develop the right staffing solution for your supply chain and procurement groups.

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William Dorn

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