Most strong candidates these days examine the brand closely and also the leadership development strategies before coming on board. This applies to both entry-level and seasoned supply chain experts. Here are some practices for attracting the brightest and best engineering students and degree holders into your supply chain.
1. Use omnichannel thinking: The recruitment strategies of several companies quickly turn into "fill the hole for the moment" tasks. It is significant to be able to forecast supply and demand in logistics and supply chain management but it does not apply to the recruitment of supply chain talent well. Just a few companies have dedicated resources that concentrate on developing and managing supply chain talent pipelines and plans. The use of the omnichannel approach goes ahead of the conventional one. You can use tactics such as exhibiting at career fairs, setting up interview slots, and connecting with schools.
2. Provide a facelift to your site for reaching new talent: It is not enough to have company sites with an "About" link together with a general "Jobs" one. Innovative organizations will use dedicated landing pages having direct links to the websites that are student-focused. Apart from positions and company information, the good sites give you case study profiles of successful professionals letting you know their experiences with the organization. Develop engaging and well-crafted stories about teams and individuals depicting them solving problems.
3. Tap on the value of councils and boards: Organizations that are recruiting a range of majors, must not overlook this extremely valuable resource. Advisory councils and boards of engineering and business colleges. Program advisory councils and boards together with the supply chain department are extremely useful. Most of these groups meet twice annually and discuss the curriculum of the degree programs and other directions. This is also a connection for the faculty advisors and student leaders with better opportunities for speaking and internships.
4. Take part in career fairs: It is common to find career fairs on campuses that focus on specific degree programs, departments, and kinds of colleges. Organizations can connect with a range of talent face-to-face with exhibitions. Build a carefully crafted plan instead of having a pro recruiter come to the campus because there is a lack of skills required for marketing and speed dating aspects of career fairs.
5. Improve brand awareness for students and organizations: The established organizations operating in the business world have little brand awareness among students. These companies need to work hard to aid the students to understand who they are and what they do. You can also use PEO or Employer of record services to hire globally and advertise the supply chain opportunities you are providing. Successful organizations measure brand awareness, provide info sessions, and pursue different speaking opportunities.
6. Tie up with student clubs: You need to establish ties with various student supply chain clubs as they have an abundance of volunteers and student leaders within them. You will need innovative strategies for working with these student clubs such as having educational presentations at their chapter meetings and providing tours. Other things that are also of great value are their interactive programs that provide case-like challenges. This enables the organizations to evaluate the reactions of students to various challenging exercises.
7. Make your messages relatable and consistent: Make sure that the organization's message is consistent from beginning to end. Students always see conversations with the company representatives first at the time of the interview process. In this modern age of heavy social media and website use, the top organizations are adding new recruitment strategies that emphasize attractive supply chain careers instead of just posting the job requirements.
Conclusion
Companies are increasingly using well-crafted assessment tools and thought-provoking queries for evaluating the interests, thought processes and fitment with the company culture. The organizations that are unable to develop their assessment routine generally turn to third-party organizations for this help. Many companies use innovation evaluation of both hard and soft skills via info sessions and club presentations by breaking the students into various groups. They provide a case to them and get them to present solutions and insights.