The field of supply chain and logistics needs innovative, logical thinkers who can be able to keep up with rapid technology advancement and global expansion.

The recruitment process for finding the right candidate can be a bit demanding and time-consuming as the individuals you select need to align with company expectations, values and culture. It is however also a two way street because the candidates you interview must also be keen on being a part of your workplace.

Here are five hacks to consider for outstanding recruiting.

Decide On The Candidate Scope

Before you begin the process of finding the right candidate you first need to decide what would actually define a right candidate. What does your ideal professional look like? How many years of experience are you seeking for? Do you need someone with vast years of experience or a recent graduate with limited industry exposure but a fresh perspective? Attaining unique talent means you have to first understand what that concept means to you and your company.

When drafting the candidate scope, it’s always best to divide it into skills and attributes needed in order to succeed. Being able to translate these qualities is also important because candidates also need to know what’s required of them.

Emphasize Work-Life Balance

Being able to strike a perfect balance between work and personal life has become an expectation for every modern workplace. A healthy and happy worker is crucial for any work environment and the supply chain platforms are no different.

Mentioning and highlighting work-life balance during the recruitment process will increase morale and could be what sets you apart from your competitors. It’s also a fine way of significantly reducing turnover rates and recruiting costs in the long run. Candidates seek flexibility, offer that.

Seek Employee Input

Sourcing, recruiting and retaining talent in the workplace can be quite a tedious process and can take its toll on any manager. This then becomes an opportunity for other employees to come to the party and offer help. Getting other workers involved in the process can help spread the word faster and to industry-specific applicants that are likely to fit in with your workplace.

Employees can share the job opportunity from their personal media accounts to friends and family too who might be keen on the posts. Even if the ideal candidate isn’t among the followers, they might share it further to reach beyond the original network of connections.

Use Social Media

In this age of technology, social media has become one of the main tools of recruitment and hiring managers often overlook it. There are more than 2 billion people around the globe who are active on social media channels and this makes such a method a sure way of finding potential candidates.

LinkedIn for example, is a great resource as it’s a professional networking site that allows you to connect with like-minded people who are in the same work community as you. Facebook and Twitter offer millions of diverse users that are available instantly. If you want to use social media to your advantage, it would be wise to use a combination of all three to source for your candidate.

Recruit Internally

This is great way to give existing employees the chance and opportunity to apply for the job. It promotes succession planning and good career development within your business—both of which will appeal to the passionate, driven worker.

Making higher-level positions and management roles available will assist in upskilling individuals and rewarding employees for their positive performance. However, it is also very important that with this step you make sure all processes are adhered to fairly.

Now that you’re aware of how to source for the best supply chain personnel, see what Crucial Characteristics Every Supply Chain Manager Should Have.

Source: inboundlogistics