{"id":10005,"date":"2024-03-11T10:51:54","date_gmt":"2024-03-11T09:51:54","guid":{"rendered":"https:\/\/www.kloepfel-magazin.com\/?p=10005"},"modified":"2024-03-11T10:51:54","modified_gmt":"2024-03-11T09:51:54","slug":"shortage-managers-supply-chain-logistics","status":"publish","type":"post","link":"https:\/\/kloepfel-magazin.com\/en\/whitepaper\/shortage-managers-supply-chain-logistics-10005\/","title":{"rendered":"Defy the shortage of specialists and managers with Kloepfel: Placement of buyers, supply chain managers and logistics professionals"},"content":{"rendered":"
Response rates of 50 percent<\/h2>\n
Author: Andreas Miltzner, Manager Executive Search at Kloepfel Consulting.<\/em><\/p>\n
It is becoming increasingly difficult for companies to fill specialized specialist and management positions in the areas of purchasing, supply chain management and logistics. Read how you can overcome the lack of qualified candidates willing to change jobs with the Kloepfel recruitment service and what makes us special.<\/strong><\/p>\n
Challenges in recruitment<\/h3>\n
Many companies on the job market are confronted with the fact that their salary structures do not meet candidates’ expectations. Added to this is, for example, the desire of many candidates for flexible working models, such as working from home. In addition, many employers are reducing their attractiveness for potential applicants due to an unclear positioning of their employer brand in comparison to other, sometimes larger, companies. Companies that have already made several attempts to fill difficult positions are encountering an additional problem: the candidate market appears to be exhausted and it is becoming increasingly difficult to attract the attention of potential applicants.<\/p>\n
In the competition for the best buyers, supply chain managers and logisticians, companies need to be proactive and strategic. Here are some tips to help you:<\/p>\n
Develop a positive employer brand<\/h3>\n
A clear and appealing employer brand is crucial to stand out from the competition. Companies should clearly communicate the advantages and benefits they offer employees. This includes not only tangible incentives such as salary and benefits, but also intangible values such as corporate culture, development opportunities and work flexibility.<\/p>\n
Carry out a salary benchmark<\/h3>\n
A realistic assessment of the current salaries of specialists and managers in the areas of purchasing and supply chain management is essential in order to attract candidates. Tools such as the Kloepfel Purchaser Salary Report download link help you to compare your own salary structure with that of the market and adjust it if necessary.<\/p>\n
Creating clarity about the presence model<\/strong><\/h3>\n
In view of the increasing demand for flexible working models such as working from home, companies should define a clear policy on remote working and flexible working hours. This will increase your attractiveness for potential applicants who value flexibility.<\/p>\n
Collaboration with specialized recruitment consultancies<\/strong><\/h3>\n
The reason why Kloepfel Consulting is so successful and has response rates of 50 percent of candidates is because we specialize in buyers, supply chain managers and logisticians and have been able to expand our networks and candidate pool over the years. You should therefore rely on recruitment consultancies that specialize in certain professional groups in order to increase your probability of success.<\/p>\n
No diversification of the search assignment with several recruitment consultancies<\/h3>\n
As a result, candidates are often approached several times for the same position and the employer loses credibility. That’s why we approach candidates directly and specifically. In addition, our recruiting is of course always transparent and comprehensible for you at fair fees.<\/p>\n
Effektive Direktansprache: 50 Prozet der Kandidaten antworten<\/h3>\n
The familiarity and high level of trust of the Kloepfel brand helps us to approach candidates effectively with very high response rates of 50 percent. In addition, with our personal and targeted approach, we also reach candidates who are not actively looking for a job but are open to the right opportunity.<\/p>\n
Conclusion<\/h3>\n
By developing a strong employer brand, conducting salary benchmarks, creating clear working models, working with specialist recruitment consultants and effectively approaching candidates directly, you can significantly improve your chances of attracting and retaining qualified and motivated employees in the areas of purchasing, logistics and supply chain management.<\/p>\n
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