BY TOBY GOOLEY, SENIOR EDITOR
HUMAN RESOURCES ISSUES IN LOGISTICS
specialreport
EVERY YEAR, AT THE COUNCIL OF SUPPLY CHAIN MANAGEMENT
Professionals’ (CSCMP) Annual Global Conference, there are one or two
concerns that seem to be on every attendee’s mind. At the 2013 conference,
the hot-button issue was talent. At educational sessions, in hallway conversations, even over breakfast and lunch, complete strangers engaged in discussions
about how to recruit, train, develop, and retain both new and experienced logistics and supply chain professionals.
All of those topics are interrelated, and each deserves a lengthy article of its own.
But let’s start at the beginning, with the first step in the employment lifecycle: finding appropriate job candidates. According to SCM Talent Development: The Acquire
Process, a new research report published by CSCMP and written by Brian Gibson of
Auburn University along with Zac Williams, Sean Goffnet, and Robert Cook of Central
Michigan University, this requires a two-step approach:
; Assessing the position’s responsibilities and, accurately and realistically, identifying the
skills required to carry them out
; Crafting effective communications about the position and employing appropriate
recruiting methods.
That may sound straightforward, even obvious, but relatively few employers actually
follow that process. Here’s a look at what many companies are getting wrong, along with
Having trouble finding the
right people to fill logistics
and supply chain positions?
You might be going about it
wrong. Here’s how to find
what you’re looking for.
The great
talent hunt
