The Role of Technology in Modern Supply Chain Careers

The use of advanced technologies has significantly impacted the way organizations find and recruit talent over the last decade, that’s no surprise.  However, the impact it has had, specifically in the supply chain recruiting profession, has far outweighed other segments.  Here’s why.

Supply Chain Technology: Knowledge of supply chain management software (such as SAP, Oracle SCM, or WMS) and emerging technologies like blockchain for supply chain transparency and IoT for real-time tracking is highly valued.  A simple, high-level understanding is not good enough when it comes to critical supply chain roles, especially at the higher levels of management. This has lead to challenges recruiting supply chain management professional by adding another layer of complexity and specificity to the requirements.

Supply chain professionals must not only have an understanding of how these technologies work, they must understand how to interpret data, use predictive analytics to guide the decision-making process, and then have the leadership and change management abilities to implement and track ongoing improvements in supply chain processes.  Proficiency in data analysis tools (like Excel, Tableau, or specific ERP analytics modules) is crucial.

The best recruiting agencies understand how to identify and screen candidates for their ability to analyze supply chain data to identify trends, optimize processes, and make data-driven decisions.

Logistics and Inventory Management: Skills in logistics planning, transportation management, and inventory optimization are essential. Recruiters look for candidates who understand warehouse operations, inventory control techniques, and transportation strategies.

• Advanced technologies such as IoT (Internet of Things) enable real-time tracking of shipments and inventory. Sensors and RFID tags can provide precise location data, temperature monitoring, and condition monitoring, enhancing supply chain visibility.
• AI and machine learning algorithms help optimize inventory levels by analyzing historical data, demand forecasts, and supply chain variables. This minimizes stockouts, reduces excess inventory, and improves overall inventory turnover.
• Robotics and automation technologies streamline warehouse operations. Automated guided vehicles (AGVs) and robotic arms can handle repetitive tasks like picking, packing, and sorting, improving efficiency and reducing labor costs.
• Blockchain technology enhances supply chain transparency and traceability. In logistics, it can provide a secure and immutable record of transactions, verifying the authenticity and provenance of goods throughout the supply chain.
• TMS software optimizes transportation routes, consolidates shipments, and reduces transportation costs. Integration with GPS and telematics allows real-time monitoring of vehicles, improving fleet management.

Organizations must have a complete understanding of the role of these technologies in supply chain efficiency, cost, and quality control.  Supply chain recruiting agencies are often engaged to assist organizations because of their deep understanding of the role technology plays in supply chain recruiting, and focusing on these specific skills can help recruiters identify suitable candidates and ensure individuals have the tools and abilities to succeed in supply chain management careers.

Reviews of Popular Recruitment Tools

Recruitment processes such as candidate sourcing, screening, and scheduling have been automated through applicant tracking systems (ATS) and AI-powered tools. This has streamlined the hiring process, saving time and improving efficiency.  Oftentimes, however, organizations do not have the time or resources to develop the skills in abilities to effectively use these tools to attract the right candidates.  For those willing to invest the time and human capital to become proficient with these popular tools, here are some you should consider.

Applicant Tracking Systems (ATS)

ATS software automates the recruitment process by managing job postings, receiving applications, and tracking candidate progress through the hiring pipeline.

Popular ATS platforms include Greenhouse, Lever, Workday Recruiting, and iCIMS.  Let’s take a high-level look at each:

1. Greenhouse:
   • Key Features: Greenhouse offers tools for job posting, candidate tracking, interview scheduling, and collaborative hiring workflows. It includes customizable pipelines, reporting, and analytics, and integrates with various HR and recruiting tools.
   • Use Case: Ideal for mid-sized to large organizations looking for a flexible ATS with strong reporting capabilities and customizable workflows.
2. Lever:
   • Key Features: Lever focuses on collaborative hiring with features like candidate sourcing, interview scheduling, and personalized candidate experience management. It includes automation features and integrates with tools like LinkedIn and Slack.
   • Use Case: Suitable for fast-growing companies that prioritize candidate experience and team collaboration throughout the hiring process.
3. Workday Recruiting:
   • Key Features: Workday Recruiting is part of the larger Workday suite, offering ATS capabilities with integration into Workday’s HR management system. It includes job requisition management, candidate tracking, and analytics.
   • Use Case: Best for organizations already using Workday for HR and looking for seamless integration between recruiting and HR functions.
4. iCIMS:
   • Key Features: iCIMS is a comprehensive recruiting platform with features for candidate sourcing, applicant tracking, onboarding, and CRM functionalities. It supports integrations with over 300 partner solutions.
   • Use Case: Suitable for organizations of all sizes, including enterprise-level companies, looking for a scalable ATS with extensive customization and integration options.

These ATS platforms are designed to streamline recruitment processes, improve candidate experience, and provide insights through analytics and reporting. Choosing the right ATS depends on factors like organizational size, specific recruiting needs, integration requirements, and budget considerations.

AI-Powered Sourcing Tools

AI tools enhance candidate sourcing by analyzing resumes, profiles, and online data to identify potential candidates who match job requirements. Examples include hireEZ, SeekOut, and Entelo.  Here’s a quick overview of each.

1. hireEZ:
   • Key Features: hireEZ uses AI to automate candidate sourcing by analyzing millions of data points from online sources. It offers features for candidate discovery, contact finding, and talent engagement. Integrates with ATS and CRM systems.
   • Use Case: Ideal for recruiters and sourcers looking to streamline candidate sourcing with AI-driven insights and extensive integrations.
2. SeekOut:
   • Key Features: SeekOut leverages AI to help recruiters find and engage passive candidates. It provides advanced search capabilities, diversity sourcing tools, and predictive analytics for talent acquisition.
   • Use Case: Suitable for recruiters focusing on diversity hiring and seeking advanced candidate search functionalities powered by AI.
3. Entelo:
   • Key Features: Entelo offers AI-driven candidate sourcing and engagement tools. It provides predictive analytics to identify candidates likely to change jobs, automated outreach capabilities, and integrates with ATS and CRM systems.
   • Use Case: Best for recruiters looking to leverage predictive analytics and automate candidate outreach for proactive sourcing strategies.

These AI-powered sourcing tools are designed to enhance recruiter efficiency, improve sourcing accuracy, and provide actionable insights into candidate data. Choosing the right tool depends on specific sourcing needs, integration requirements, and organizational goals related to talent acquisition.

Candidate Relationship Management (CRM) Systems

CRM systems focus on building and managing relationships with potential candidates over time. They help recruiters maintain a talent pool, nurture candidate engagement, and improve the candidate experience. Popular CRMs include Yello and Beamery.

Here’s a brief overview of some popular Candidate Relationship Management (CRM) systems:

1. Yello:
   • Key Features: Yello provides CRM solutions tailored for campus and professional recruiting. It offers tools for event management, candidate engagement through personalized campaigns, and analytics to measure recruiting ROI.
   • Use Case: Suitable for recruiters managing large-scale recruitment events, and campus recruiting programs, and wanting to enhance candidate engagement and experience.
2. Beamery:
   • Key Features: Beamery offers CRM functionalities with a focus on candidate engagement, talent pooling, and automation. It includes features for personalized communications, talent segmentation, and integration with ATS and other recruiting tools.
   • Use Case: Best for organizations aiming to build proactive talent pipelines, automate candidate engagement, and improve overall recruitment efficiency through advanced CRM capabilities.

These Candidate CRM systems help recruiters build long-term relationships with candidates, enhance recruitment marketing efforts, and improve the overall candidate experience. Choosing the right CRM system depends on specific recruiting needs, scalability requirements, and integration capabilities with existing HR and recruiting technologies.  If your organization is serious about identifying and recruiting the best candidates, an investment in a candidate CRM is essential, otherwise finding a highly skilled supply chain recruiting agency may be the best option.

Assessment and Skills Testing Tools

These tools assess candidates’ skills, cognitive abilities, and personality traits to ensure they fit the job role and company culture. Examples include Criteria Corp, and SHL.

1. Criteria Corp:
   • Key Features: Criteria Corp provides pre-employment testing solutions for cognitive aptitude, personality, and skills assessments. It offers scientifically validated tests, customizable assessments, and integration with ATS.
   • Use Case: Suitable for assessing candidates across different roles and industries, focusing on cognitive abilities, personality traits, and job-specific skills.
2. SHL:
   • Key Features: SHL offers a range of psychometric tests and assessments to evaluate cognitive abilities, personality traits, and job-related skills. It includes situational judgment tests, numerical reasoning, verbal reasoning, and more.
   • Use Case: Best for organizations looking for comprehensive psychometric assessments to measure candidates’ cognitive abilities, personality fit, and potential job performance.

These Assessment and Skills Testing tools help recruiters and hiring managers evaluate candidates objectively, identify top talent, and make data-driven hiring decisions. Choosing the right tool depends on specific hiring needs, the roles being recruited for, and integration requirements with existing recruiting processes and systems.  Many organizations already have these tools in place.  If that is the case for your organization you just need to make sure that the tools you have can properly assess candidates in the supply chain space.

Conclusion

Over the last decade, technology has profoundly reshaped supply chain management and recruitment practices. In logistics and inventory management, advancements like IoT-enabled tracking, AI-driven analytics for demand forecasting, and blockchain for transparency have enhanced efficiency and visibility across global supply chains. Meanwhile, recruiters and supply chain professionals alike must cultivate specific skills such as data analytics, proficiency in supply chain technologies like ERP systems and TMS, and expertise in logistics and inventory optimization.  These skills are increasingly in demand to navigate digital transformations and enhance operational resilience.

Recruiting, bolstered by advanced tools like Applicant Tracking Systems, AI-powered sourcing tools, Candidate Relationship Management (CRM) systems, and Assessment and Skills Testing tools has become more data-driven and candidate-centric. These tools automate processes, streamline candidate sourcing and engagement, and ensure objective assessment of skills, thereby supporting recruiters in identifying top talent and optimizing the recruitment lifecycle.

Technology’s impact on supply chain recruiting underscores the need for both recruiters and supply chain professionals to embrace digital skills, leverage advanced tools, and adapt to ongoing industry innovations to thrive in a dynamic and competitive landscape.