Challenges in Supply Chain Recruitment

As leading supply chain recruitment consultants, Bis Henderson appreciate the need to reduce costly staff turnover by ensuring accurate candidate assessments.  When an employer is hiring for a key position, recruiters must spend substantial time with the client in order to clarify what skills and attributes are required to enable a new employee to fit in well, grow within the organisation and drive the supply chain strategy forward.

There has been a transformation in recruiting for the supply chain over recent years and Bis Henderson are aware of the need for employers to constantly adapt to these changes, not only in basic operational methods but also embracing new technologies. Clients often seek help to improve team performance when a specific skill is missing and this may require recruiting fresh talent often at short notice. When a valued employee leaves the company, a client may be unprepared to fill the gap. When this happens Bis Henderson consultants will always be on hand to initiate an urgent search for a replacement with the minimum of delay.

Once the initial briefing has been completed and the candidate search begins, it is essential not to purely focus on qualifications. Personality traits and motivation should also be high on the wish-list, as when a candidate shows the right attitude and potential, additional skill sets can always be taught if necessary. However, future staff turnover can be greatly reduced by offering new recruits the opportunity for advancement and an attractive benefits package, increasing long-term tenure and loyalty. Securing the top performers for the supply chain job is rarely reliant on salary alone.

An efficient and profitable supply chain operation frequently calls for difficult decision-making and the ability to meet daily challenges with a flexible approach.

The Bis Henderson team will use their collective decades of experience in supply chain recruitment to source only the best candidates, clearly defining the role and the essential areas of responsibility. Choosing the right person for the position rests greatly on fully evaluating the applicants to ensure the promise they show during the interview will be continued in their working practice.