“Hiring should always be part of your long-term strategy, not a quick fix to an immediate problem.”
― Steven J. Bowen
It has been reported that at any point in time, the Canadian supply chain industry has as many as 23K open positions available. Skilled candidates are snapped up quickly leaving companies rushing to fill these roles. Sadly, it’s not uncommon to hire the wrong people and the hidden costs of a bad hire take a huge bite out of a company’s bottom line.
Here are three things to consider when hiring in the supply chain industry:
1. Attract candidates with the right skills.
One of the biggest recruiting challenges facing companies, is the ability to accurately identify candidates who have the right mix of technical and supplementary skills (hard and soft skills) necessary to fulfill all the duties they will be assigned.
The ideal candidate will not be enticed to apply for an opportunity if the job description is vague and if it fails to indicate a potentially exciting position. Without doubt, a precise job description listing the exact skillsets required is crucial. It also positions a company as being a great place to work. Adding an overview of the day-to-day activities will help cover the supplementary skill needs. Listing qualifications, industry experience and all the perks, which become a huge drawcard.
Hiring managers also cannot differentiate good candidates from great candidates without a specific picture of what is needed. Too often, a stock or dated job description is posted, and this will not appeal to the top performers. With many non-eligible candidates applying, the prudent use of strict screening criteria is a huge time saver, resulting in the quick elimination of deal-breakers.
The best results are achieved when the goals and policies of the HR department and hiring managers are aligned, however, addressing the disconnect that often lies between both departments may not always be easy.
2. Match candidates to your company’s culture.
When filling an urgent position; are hiring decisions based on the resume alone? Finding a superstar will not benefit a company or any team if that candidate proves to be a disrupter.
Always consider what impact any candidate may have on the company, if there was no match to the company’s culture and DNA. Avoid the harmful effect of employing a ‘poor fit’ candidate, and what that bad culture mix will leave in its wake. At stake is a drop in the quality of work, a souring of a team’s attitude and a decrease in job satisfaction for all; not to mention the potential for a spiralling high turnover.
Employees that mesh well within the culture and share the same values will most likely stay with the company longer and show superior job performance. Currently, there is no software algorithm to rely upon to determine the correct fit for your company. Although there is no clear-cut method to identify a candidate’s ‘fit’ and suitability, listen and watch carefully for red-flag indicators. Visualize how the prospective team member would fit in. Don’t over analyze the situation. Trust your judgment when you decide!
3. Select candidates who communicate well.
Little is said about the importance of quality communication skills. Poor communication can create confusion, mistakes and personnel problems to name a few. This interaction is considered a “soft-skill,” and many of the problems that occur are symptoms of the lack of skills. The right candidate should be able to interact effectively with the team. Seek out candidates who show that they have the verbal and written skills to collaborate with team members. They then will represent a company in the correct manner, when dealing with customers either on the phone or in person.
Simply put, good communication skills are critical for problem solving, understanding instructions and ultimately promoting and projecting the right corporate message. I’ll bet we have all come across certain staff in companies whose behavior shows that are not the right fit for their job.
The application of these three qualities will help to select a strong team player who will contribute to the overall success of a company. Candidates who express themselves well, verbally and in writing, show signs of being a good team collaborator. Incorporating these points into the hiring process can be a lot of work. The results, however, are worth the extra effort. The pitfalls of hiring too fast can and must be avoided, despite all ongoing changes in business, and the constant demands placed on staff.
Partnering with a recruiting firm to supplement in-house hiring strategies deserves consideration. Leveraging out-sourced recruiting services gives access to deeper talent pools, expertise and efficiencies in locating and vetting quality applicants. To the surprise of many, there is the cost savings as a huge benefit too.
3T Staffing specializes in direct hire recruiting for supply chain and includes HR, IT, administration and accounting, all being shared corporate services. We remove the pain and stress of staffing. We build long term partnerships. We listen. Then we perform!
Looking to hire your next team member without strain or stress? Get in touch with us!