This blog has been written for Market Dojo by Sourcing Solved’s Iain McKenna following our recent webinar The real obstacle to digital transformation: Finding an alternative to spreadsheets and email. Sourcing Solved invest the necessary time required to deliver your procurement executive short-list. Their success is built on the power of curiosity, which they believe increases efficiency, and fortifies their resilience when solving complex search projects. The business’ aim with each of their clients is to form a close relationship. The team work as an extension of the business to learn, in terms of how you measure cost-effectiveness, compliance and understand the main drivers for procurement and finance.
I read with interest a recent article by Jon Hansen titled Is procurement ready for the “Gig” workforce? As an aside, I had the opportunity to talk with Jon for the first time the other week, as he was the moderator for a webinar in which I was one of the panellists. The topic of the webinar was how procurement must move away from spreadsheets and emails to capitalise on the digital promise. We will talk about that shortly.
However, in his article, he referred to the changing dynamics of the procurement workforce and how companies are facing new challenges in finding and hiring the right people to lead them into the digital age.
The question or questions I had are, how do you find the right people in a “side-hustle” or “gig-driven” market, and how do you know they are the right people? Conversely, how do you let prospective employers know you are the best of the best?
The employer perspective: Quality versus Quantity
In my experience, the only thing that’s changed in recruitment, i.e., finding the ideal candidate over the last 15 years, is the increasing reliance on technology alone in which the system uses keyword matching to assess the suitability of an applicant.
There is no doubt that technology is a useful tool. However, like any tool, it doesn’t replace the necessity for human involvement and scrutiny of the search results, especially since so many candidates know these keywords and add them to their resume.
Rather than becoming detached from the search process and then having to wade through a volume of potential job seekers, it makes sense to refine and align your recruiting efforts from the start to attract quality over quantity. By assessing qualities such as emotional intelligence in procurement, adaptability, and cultural fit means that you will only be reviewing those candidates who best match your hiring needs.
In a fast-moving gig economy, in which the competition for the best and the brightest is intense, getting to the right people at the right time is the key to your hiring success.
The candidate perspective: Standing out from the crowd
From the other side of the gig equation, how do you, as a candidate, position yourself to stand out as someone who can help a prospective employer make the transition to doing business in a digital world?
The above question brings us back to the webinar in which I was one of the panellists.
The webinar, as well as the corresponding Knowledge Note – both of which I encourage you to watch and read respectively, provides an unprecedented look into where the industry is going and its impact on procurement professionals.
Beyond explaining why spreadsheets and emails are an obstacle for organisations, this “look” as I call it, highlights the new skill sets today’s procurement pro must possess to remain relevant in a digital environment. In short, as procurement’s role in an organisation moves beyond the cloud to “the edge,” you and your skill sets must move with it.
Finding the right match
We invest so much money in technology to innovate.
However, employers still rely on advertising and keyword searching to attract talent. Such an approach is neither efficient nor effective because sourcing great people requires effort, planning, and communicating on a human level.
Conversely, as a candidate for a top position, you must showcase your unique skills, experience, and qualities that demonstrate the value you can bring to an organisation in transition.
Ironically, and even though we are in the digital age right now, both employers and candidates must move beyond technology to build a rapport that ensures there is an alignment between one another on both an individual and a collective basis.
To learn more about finding the right match, check out our community at Sourcing Solved. It has great resources for those looking to make the right connection.
Watch the webinar here;