In every industry, automation is eliminating jobs that are repetitive and low value add. Roles in the supply chain, where complexity is building every day, are no exception. How can the global supply chain undergo a mass talent upgrade without the upheaval of layoffs? Here are six ideas, some of which are quick fixes and others more long term:
1. Market Internally
Leaders can raise the profile of the supply chain function within their companies. Something as simple as being featured in employee publications can raise awareness and let folks who may not be thinking about supply chain as a career path see the exciting work that’s being done. Plus, it’s a good way for leaders to stay front-and-center with their executive teams.
2. Re-Assess Internship Requirements
Most college internship programs require a minimum GPA for students to be considered. However, in work with my alma mater, I’ve learned that there are many quality students in life situations that impede their ability to get a high GPA. It’s worthwhile for leaders and hiring managers to have conversations with university administration when searching for quality entry-level supply chain team members. There are certain to be candidates who are getting overlooked by others.
3. Pursue Worthwhile Certifications
People have a responsibility to understand whether certifications are going to add value. Getting the answer from an employer isn’t going to be easy but is worth seeking so that effort can be focused on a certification that will result in a real payback (Hint: If you’re not going to increase your knowledge of AI and other digital tools, it’s likely not going to be worth your time).
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4. Software Suppliers Can Seed Application Expertise
Students at top business schools typically graduate with an ingrained process of getting their market data and insights from Bloomberg. Why? Because Bloomberg donates software and hardware, sponsors student competitions, and makes an overt effort to ensure that students enter the business community with Bloomberg as their source for market data. The big players in supply chain — SAP/Ariba, Coupa, Workday, Salesforce, Microsoft Dynamics 365— should all be doing the same.
5. Look at Home For Upskilling Opportunities
There is a cadre of employees already working for supply chain leaders who are smart and interested in learning new things but are 20 years out of school. They don’t have the same level of digital comfort that a new graduate has, yet their inherent experience makes them valuable — if it can be leveraged. Don’t overlook these folks when seeking people for new roles.
6. Hire A Gamer
Job descriptions are created based on what’s already been written from the last time around or on how the job is done today. But given the speed at which digitization is transforming the workplace, companies need people who are comfortable with digital tools and processes. So consider hiring a gamer. Dedicated gamers are strategic, have excellent problem-solving skills, and value teamwork. Isn’t that what every supply chain team needs?
