All of the elves at TMA are busy with the avalanche of orders received over the past week; and hoping that stockings will soon be filled with job offers – to the delight of both TMA Supply candidates and clients alike, before Christmas.
Our special Halloween bulletin – highlighting the employer’s dilemma and risks in hiring Supply professionals through job boards, internet sites, and other ‘referrals’ struck a nerve with recipients. “Our awareness of firms that have also experienced disappointing internet response and disastrous hiring results, tripled within hours of our bulletins’ release, as calls and e-mails came in,” adds Tim Moore, President of TMA.
A lot of new orders came in as a result of it, but frankly, it’s not the type of situation that one likes to get ‘parachuted’ into; naturally we offered immediate and targeted relief.
These days, organizations are trying to cut costs – rightfully so, and the HR department is no different than any other area in the firm. They’re trying to trim their budget, show their worth and add value, and frankly avoid being downsized themselves.
The FULL ramification of making a wrong supply chain ‘hire’ can be far more reaching and devastating than simply having to advertise again. Complete article here.
The full range of potential problems include:
1. The time involved in starting the search again from square one. (Candidates interviewed earlier may not be available now; and again, HR is going to have to suffer the tidal wave of inappropriate, unqualified, and unusable resumes which WILL follow, when they repeat their internet and/or print ads.)
2. The expense involved in re-launching internet and/or print ads. (There are no ‘guarantees’ offered if the candidate(s) don’t work out here.)
3. The subtle aspect of re-launching advertising for the opening MAY signal to potential candidates (and frankly clients and vendors alike who see the ads), that perhaps the company is unstable, the position is risky, or that it may simply be ‘a revolving door…’ situation.
4. The increasing workload in both the HR and Supply Chain departments, caused by the void of the ‘incorrect’ hire.
5. The increasing resentment by internal staff who may (now) be forced to pick up the pieces, above and beyond what they’re doing now, and suffer additional workload as a result, until another ‘body’ can be found.
6. In cases where the employer has inappropriately ‘promoted’ a staff member from another department entirely, into the Supply Chain role, the potential signal that either their internal policy of ‘promoting from within’ doesn’t always work, or worse, that the firm may not really provide transitional support to transferees.
7. The potential legal risk, should the candidate initially hired, decide to take legal action, because they feel they’ve been mistreated during probation, not adequately trained, mislead by an outdated or inaccurate job description, left a good paying and stable (prior) job, etc.
The list could go on and on, but the important thing to remember is that there IS strategic, targeted, and experienced support available by taking Supply Chain requirements to a professional recruitment firm that specializes SOLELY in the Supply Chain profession, like Tim Moore Associates.
