DC Velocity - March 2014

14 DC VELOCITY MARCH 2014 dcvelocity.com
Pressed for talent? Then help expand the pool! Letters should be writ-
ten exclusively to DC
VELOCITY and may con-
tain thoughts, com-
ments, suggestions
and criticisms of both
DC VELOCITY and devel-
opments in the supply
chain field. They should
not exceed 200 words
and may be edited for
clarity. The decision to
publish or not to pub-
lish is solely at the dis-
cretion of the editor.

All letters must include the author’s daytime phone number. Send submissions to: “To the Editor,” DC VELOCITY, 500 East Washington St., Suite 4, N. Attleboro, MA 02760 or to peter@ dcvelocity.com with “To the Editor” in the subject line.

Letters to the
editor
Re: “The great talent hunt,” February 2014

As Toby Gooley’s article points out, we have many challenges on the talent front. Most of what we are collectively doing is devoted to being more attractive to a limited talent pool than our competitors are. But the real key to success in the talent arena is to expand the talent pool itself.

To listen to some academics, nothing matters but the bright young things at whatever university. Degreed professionals are important, but we need multi-thousands more of non-degreed workers. Where we fall down is in creating an ongoing stream of incoming resources, in greater numbers than today, to fill talent needs with qualified and motivated people who enter the field with purpose, rather than by accident or as a last resort. Sadly, the many programs directed at training forklift drivers and order pickers present a limited, and borderline negative, view of what a rich backdrop the intricate tapestry of the profession provides.

Here in Ohio, we are developing a program designed to inform and to encourage high school audiences to consider supply chain careers. Our vision is to acquaint young people with the possibilities offered by the profession and divert them into appropriate developmental channels, eyes wide open and early enough that they can enter the field educated, trained, and ready to be productive.

We think this will deliver competitive advantage. It will also continue to fill the talent pipeline so that we are not constantly fighting the talent shortage battle. It will give more people decent jobs at decent wages, often in places where there are not many traditional opportunities.