A Talent Shortage Has Been Growing for Years
Though the COVID-19 pandemic put a new spotlight on them, supply chain challenges have been in the news for years and continue to plague the industry. This has led to a challenging hiring and retention landscape.
Industry stress is having a big impact on workers. Burnout stemming from pressures during the pandemic has caused some to leave the field. Global events, including wars and sanctions, have also added complications to an already complex job.
From 2020 to 2021, the rate of supply chain professionals leaving their job jumped 28%. These workers, and others leaving the industry, have left a hole in the job market that hiring managers are struggling to fill. According to a 2023 MHI report, 56% of surveyed companies noted a talent shortage as one of their top challenges.
Finding Experienced Candidates Is a Struggle
A major supply chain industry challenge for hiring managers is finding candidates with the appropriate level of experience amidst the staffing shortage. Supply chains are increasingly moving onshore, a shift from past practices. As companies pivot to this new landscape, they need the support of experienced workers to continue operating effectively and efficiently in the face of new challenges.
There’s a demand for workers who have experience in areas like importing and exporting, sourcing suppliers, negotiating with vendors, dealing with contracts, working within specific ERP systems and more. However, this requires a mix of soft and technical skills that can be difficult to find in one candidate. And, as many of these skills are specific and must be learned on the job, there are fewer opportunities for candidates to enter the field with transferable skills from other industries.
Think Outside the Box for Successful Recruitment Strategies
Finding top talent will require agility and an open mind.
1. Adopt Skills-Based Hiring Practices
Consider removing degree requirements from job descriptions and accepting comparable years of work or intern experience instead. This expands the applicant pool and can help encourage those with relevant industry experience to apply.
2. Be Open to Remote Work or Relocation
It may be difficult to find a local, qualified candidate who meets every item in the job description. In these cases, it may be necessary to widen the search. Considering remote candidates, or offering to relocate a qualified candidate, can increase the odds of finding the right fit.
3. Consider Contingent Workers
Bringing in temporary workers is a great way to test a candidate while filling workforce gaps. Then, if these workers prove to be a good fit, they can be considered for full-time employment.
4. Invest in Junior Employees
If the ideal candidate can’t be found, make one. Instead of looking to professionals with extensive experience, hire junior candidates or candidates with transferable soft skills for entry-level roles whenever possible. Then, invest in training them in the skill sets needed to be successful in the job. It may be helpful to partner with local colleges and universities that have supply chain management degrees or concentrations. This can also help build a talent pipeline of candidates with the desired knowledge and skill sets early in their careers.
Standing Out in a Candidate-Driven Market
Candidates with the right skills and experience are in demand, and the competition is stiff. Companies must ensure they’re offering the most competitive packages to find and keep talent. This includes ensuring salary ranges are aligned with the market and offering as much work/life balance as possible.
A recent survey found that workers have little appetite for entirely in-person roles, with 29% preferring hybrid work and 23% preferring fully remote positions. However, the nature of supply chain roles often requires workers to be on-site. To compensate for this, employers should focus on providing flexibility to workers whenever possible to keep them satisfied. This may mean allowing some remote work when possible or giving employees the ability to flex their hours to accommodate their family or personal commitments. A detailed employee value proposition that outlines a commitment to work/life balance can be a great tool for standing out in the marketplace.
Companies can also consider tuition reimbursement benefits. This has the dual advantage of providing additional benefits to candidates while helping train workers in highly needed skill sets.
Work With Experts to Find Supply Chain Talent
Staffing is crucial for a resilient supply chain. Working with a partner like Aston Carter can help you source hard-to-find supply chain talent on a short- or long-term basis. Recruiters can quickly fill open positions while still screening for long-term fit.
Aston Carter recruiters have a deep expertise in supply chain management that helps them screen and network with top candidates. Our robust, national pipeline of talent helps us find local candidates who match your needed skill sets and experience.
We specialize in placing roles like:
- Buyer/procurement analyst
- Demand planning analyst
- Logistics coordinator
- Sourcing specialist
- Contract analyst/administrator/manager
- Inventory control and scheduling manager
- Director of procurement
Aston Carter is a sub-brand of Actalent, a top global supplier of engineering and science talent. Actalent supports in-demand industries like manufacturing engineering, distribution engineering, project management and more. This connection helps us remain on the cutting edge of supply chain management needs.
Contact us today to discuss how we can support your supply chain workforce.
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