Supply Chain Skill Sets: What Matters Most?

In regards to my recent post on communication, Karen, a recruitment professional from New Zealand, said she’s looking for a mid level global sourcing specialist, and asked, “if you were looking [to fill] such a role for a manufacturing electronics contract manufacturer, and the ideal experienced individual wasn’t out there—what fundamental skill sets do you think would be necessary?”

So I have to say that I am a big believer in promoting people from within your organizaiton. About two years ago, I was asked to hire a senior commodity manager to help support my outsourcing goals. I posted the requisition and had about 100 people apply for the job, and I got it down to about 10. 

I was really struggling with this one employee, as she did not have the “right” experience or some of the skill sets I wanted. I discussed this with a colleague that knew the person better than me, and he told me I would be stupid not to hire her. I thought WOW, he is really passionate about this person, so I think I really need to call her back in. After my second round of interviews she had me convinced and I put her through to my management. My management at the time said it was my decision good or bad, which we know is code for “it’s your neck.” So I hired that person and she is still one of the best employees at that company. 

So you know Karen, for me I would much rather rein someone in than have to kick them to go forward, but this gets into company culture. Some company cultures don’t value these aspects as high as others (i.e. experience vs. education), so before you do anything you should know the company culture you’re hiring for.

I really believe that you have to ask yourself what skill set(s) you value the most, and then ask, are the rest of the skill sets trainable? There are only two skills that I see that are really hard to train, so the candidate should possess them upon hire: leadership (some have it and others don’t), and tenacity.

Most other skills can be trained or learned (in my opinion). People with these two skills and with the right mentorship have a really high probability to grow into a really valuable employee. If no one shows up that matches my ideal candidate, I am willing to coach the rest.

I hope this helps, anyone else agree or disagree?