USA-ITA Conference. Finding, Hiring and Keeping Talent. November 5& Nicole Benker Director Trade Compliance & Supply Chain Talent Recruitment

Transcription

1 USA-ITA Conference November 5& Finding, Hiring and Keeping Talent Nicole Benker Director Trade Compliance & Supply Chain Talent Recruitment

2 Tyler Search Over 25 years of success focusing on Supply Chain and Trade Compliance searches nationwide and around the globe Staffed by former Trade Compliance and Logistics Professionals Vast Industry range from Retail to DoD

3 Before You Start the Search Important Questions to Ask Do we have the personnel resources and time to dedicate to the search process? Finding the right fit will take more time.. Do we have head count approvals and/or budget approvals in place? Is our salary range realistic? Internally is there a clear and united vision of what we need in this role? Are key decision makers able to dedicate time to review resumes and interview or are they entering a seasonally busy time or heavy period of travel?

4 FINDING THE TALENT.Where is it?? Talent pool in Trade Compliance and Supply Chain is in demand Candidate market why is the pool so limited?? o Compliance relatively newer profession, Laws changing continually, companies not compliant, no degree tied to Compliance o Supply Chain a little better split pool between candidates in corporate roles at Importers / Exporters and candidates at Service Providers.. culture fit may not work. Not enough universities offering SCM degrees, not enough students o Must use a combination of resources; personal networks, job boards, social networks, recruiters, good old fashioned head hunting/cold calling, referrals company ads are not enough

5 The Qualification Process What to do with the flood of resumes? Throw out 80% and closely review 20% = Lots of work for HR HR knows the basics already: Degree necessary/not necessary Weed out the job hoppers (qualify 2013 job hopper ) Incomplete CV s, gaps, errors, etc. Identifying culture fit Social network checks Hiring Managers need to give more search criteria: What do you want to see on the resume? Key certifications? Key accomplishments? How many years of experience do you really want? Do you want a tactical expert or a strategist? Are their specific qualifying questions that could act as a metal detector to pull out that needle in the haystack?

6 Interview and Hiring Process Phone interviews Save time and money with relocation roles especially. Take good notes. Linkedin Know their connections? Reach out! Face to Face Skype, Video Conference utilize technology where needed, in person is the best Top Talent will need to know more: Why is this a great company to work for? Why are you a great boss? Why is this a great opportunity? Why is it open? Making the offer Compensation, perks what is it going to take to get them?

7 KEEPING YOUR TALENT Why Does Good Talent Leave? 1. Relationship with Boss - Overworked, neglected, micromanaged, career goals not defined. 2. More money - Feel undervalued 3. Quality of life - Commute, vacation time, too much travel 4. No career progression - Not enough of a challenge, no mobility running in place no long range planning 5.Compliance specific - Company not being compliant. No top down support need a clear conscience 6. Instability - Company showing signs of stress if they have issues with any of the above they call us Educate yourself - What is most important to the candidate?

8 HAPPY HUNTING AND HIRING!!