The Reality: Strong Candidates Won’t Wait
The current hiring market is moving faster than ever, especially within Supply Chain. When top candidates become available, multiple businesses are often competing for the same talent.
For hiring managers, the recruitment process itself has become a reflection of their leadership and planning capabilities. Candidates are increasingly drawn to businesses that demonstrate structure, clear communication, and decisiveness. Your hiring process is the first giveaway!
The companies consistently securing the best talent tend to approach hiring the same way they approach supply chain operations: with a clear, well-planned strategy from the very beginning.
What Does a Clear Hiring Plan Look Like?
Define the Role Properly
Before you advertise, take time to genuinely understand what success looks like in this position. Ask yourself:
- What will this person be responsible for day-to-day?
- What does the role look like in 6 months? 12 months? 24 months?
- Is there a clear progression path?
Identify Essential Skills vs. Nice-to-Haves
I often encourage clients to separate what’s truly essential from what’s preferred. Being too rigid with your requirements can unnecessarily shrink your talent pool.
Consider:
- Essential skills: What does someone absolutely need to perform well from the start?
- Desirable skills: What could be learned on the job or developed over time?
Broadening your criteria, even slightly, can open doors to excellent candidates you might otherwise overlook.
- Is FMCG experience essential, and what skills are transferable?
- Are you missing out on good talent in a broader consumer goods market?
Plan Around Team Availability
This might seem obvious, but it’s surprising how often it gets missed. Before you kick off a hiring process, check:
- Is anyone involved in interviewing about to go on leave?
- Are there upcoming holidays or busy periods that could cause delays?
Delays can sometimes be unavoidable, but delays can dissuade candidates while also leaving them open to entering new processes. It could be useful to understand who could substitute into interviews and how to mitigate bumps in the road.
Agree on Your Hiring Strategy
Think about how you want to approach the search:
- Will you use a recruitment partner, advertise directly, or both?
- How many interview stages will there be, and who needs to be involved?
- How many stages are realistically needed? Interview processes above 2-3 stages prolong the process and can lead to difficulty maintaining a candidate’s attention.
- What’s your timeline for making a decision?
Using a recruitment agency for hiring can come at an extra cost but it creates greater capability for candidate management. Understanding the candidates’ priorities, expectations and managing them to relay back to hiring managers/HR is one of the greatest benefits of a recruitment agency and it can prevent unexpected actions from a candidate.
The Benefit of Being Prepared
When you approach hiring with a clear plan, you:
- Move quickly when the right person appears
- Communicate confidently with candidates about next steps
- Make better decisions because you know exactly what you’re looking for
- Stand out as an employer who has their act together
In a competitive talent market, these things genuinely matter.
A Final Thought
I know hiring can feel like one more thing on an already full plate. But taking the time to map out your plan before you begin can save you weeks of wasted time and, more importantly, help you secure the person you actually want.
If you’re about to start a hiring process and would like a second pair of eyes on your plan, or simply want to talk through your approach, I’d be happy to help. Drop me a message or give me a call; I’m always glad to chat.
