We have found that in the indirect procurement space, sourcing candidates can be like finding a needle in a haystack, in that skill sets are completely transferable across sectors. With this in mind we recommend the following approach for attracting top talent to your organisation:
Make your brand stand out from the crowd
Is the perception of your brand positive? Do you have an employer branding strategy? If you’re a well-known entity it may be easier for your brand to resonate. But be clear what people’s perceptions are – they need to buy into your proposition.
If you’re less established, reiterate your message and pay attention to how you communicate it. People want to join organisations (and leadership teams) whose corporate environments appeal to their ideals.
High calibre candidates are often inactive in the hiring market – appeal to their sense of ownership in terms of growth, expansion and improvement. Demonstrate how they can achieve this with your business in your portrayal of your vision for the future.
Use your relationship with your recruitment partner – we have the knowledge to help enhance your employer branding strategy. Promote industry news and insight on your company website and social media platforms – this will help build your reputation as experts in your field and increase your online presence.
Understand your market
It’s important to remember when recruiting procurement and supply chain professionals that the transferability of their skill sets means you should focus on factors outside of physical location and past experience. While cost savings, stake holder management and supplier engagement are all at the top of most employers’ requirements, the ability to settle into new teams, make an immediate impact and personality are all paramount considerations for new hires in procurement and supply chain.
The Michael Page Procurement & Supply Chain team spend most of our time assessing all our candidates, so we’ll only present you with people we know will fit your organisation.
It’s a two way street
As much as you’re checking your candidate out, they’re checking you out. Be honest about your expectations and be prompt with feedback. Two thirds of people are not actively looking for a new role so you have to be proactive in attracting new employees. If you can’t offer a competitive salary, focus on the fringe benefits such as work/life balance.
Be open minded
In our experience, employers often compile a list of boxes they want ticked when looking for a new recruit. This becomes a very specific brief and narrows the search for the right person instead of widening it with a focus on attracting those with the right attributes and values.
Pick the three highest value areas that you need to be addressed, but don’t discount candidates with just one or two of these attributes. Never underestimate where a new hire can come in and make a difference with a fresh perspective, hiring is an emotive decision, not a box ticking exercise.
Michael Page – your procurement and supply chain recruitment partner
So why should you work with Michael Page Procurement & Supply Chain? Our nationwide locations mean we have the market covered for you and we’ll utilise our local knowledge to source the best candidates for your roles. As well as an industry leading candidate database, we also meticulously assess candidates, so we’ll only supply you with professionals who meet your brief when we’ve competency interviewed them ourselves first.
Find out more about attracting top talent and how we can help your hiring process by getting in touch with your local Michael Page Procurement & Supply Chain team.