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Why your recruitment strategy is failing and what you can do to fix it

By Kate Lee | 07/29/2014 | 2:26 AM

Do you remember Schleprock?  Schleprock was the character in The Flintstones who always had a raincloud over his head; things just never seemed to turn out right for him.  Given the large (and growing) number of job openings within the supply chain industry many companies are starting to get Schleprock-syndrome.  Companies with Schleprock-syndrome are convinced that the supply chain talent crisis will prevent them from finding great talent and filling open positions.  Here’s the problem with this: it just doesn’t add up.

In a recent interview, Rodney Apple, founder of the SCM Talent Group, shared that there are companies who are out there – right now – finding and hiring great talent.  How are these companies succeeding where others fail?  Apple:

“Many companies haven’t taken the initiative to develop best-in-class talent acquisition resources and programs. Companies that perform the best are the ones that treat the recruiting department like a strategic, value-added program versus a low-level, tactical HR cost center.”

Is your recruitment strategy failing?

Be honest.  How does your company approach talent acquisition?  Is it viewed as a cost center or is it viewed as a strategic department, crucial to the success and growth of your business?  If your answer is the former, it is time to rethink your approach.

Fix it

Apple’s role within the supply chain industry gives him a unique perspective on the talent acquisition and recruitment. Want to fix your recruitment strategy?  Here are 10 things Apple suggests your company should do to create a successful recruitment strategy:

  1. Write job descriptions that attract supply chain talent
  2. Be more flexible when it comes to hiring requirements
  3. Invest in a best-in-class talent acquisition strategy and program
  4. Upgrade career branding materials
  5. Create a supply chain leadership development program
  6. Consider talent from other fields
  7. Develop a program for employing Veterans, candidates with disabilities and long-term unemployed.
  8. Invest more into job training and mentoring programs e.g. supply chain certifications and tuition reimbursement.
  9. Establish an employment brand
  10. Be active on social media



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The opinions expressed herein are those solely of the participants, and do not necessarily represent the views of Agile Business Media, LLC., its properties or its employees.

About Elizabeth Hines

Elizabeth Hines

Elizabeth is a content strategist with 12+ years of experience in content development, branding, marketing, and communications. As the creative/editorial director at Fronetics, she oversees all efforts related to content and creative assets, including strategy design and brand development.

She has written extensively about supply chain and logistics, and has developed content strategies across a number of verticals, including the B2B space. Prior to joining Fronetics, Elizabeth worked at Boston University, Prospectiv, and Cengage Learning.


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