Category Archives: Career Management

20 Ways To Get Job-Ready for 2020

This is the most popular month to make a career change, which means there’s even more competition – if you want to stand out from the crowd, it pays to be prepared.

Job-seeking is not a numbers game – all you need is one great job offer.

So, get yourself ready to be open to the right opportunities. Follow my list of 20 ways to get job-ready.

1. Don’t set goals – you will be setting yourself up to fail or to make a bad choice

If you set yourself a target of finding a new job by March, say, or earning a particular salary, you will be putting pressure on yourself to accept a job offer even if it is not the best career move for you. 

2. Think about why you’re leaving – just to be sure

Moving jobs takes time and is risky – you have little job security for the first 2 years. 

So work out why you are dissatisfied with your current role.

Need more flexibility? Ask to work a day a week at home.

Want to learn a new skill? Then put in a request. 

You’ve nothing to lose if you are planning to leave anyway. 

3. Make it a positive choice – desperation is not a good look 

Not only will you be in danger of accepting any job rather than the right one, hiring managers want to recruit someone who is positive and passionate about the job, not someone who is disgruntled and oozes negativity.

4. Focus on what you’ll gain – it will energise you

Change your mindset by focusing on what you want to gain, not what you want to leave behind. 

Make a list of all the positives you want from your new role.

For example, if you are stuck in a rut with no prospect of promotion, then training and development and opportunities to progress should be a priority in your job search. If you hate your commute, the location will be key. 

This list will help narrow your search – and help motivate you to make a change.

5. Be patient – it might take time 

Remember, it will probably take until Easter (at the earliest) before you start a new role, so don’t rush into the wrong decision.

6. Remain loyal – it will pay off 

Yes, it’s hard to give your best when all you can think about is leaving – however, don’t relax just yet because you will want a good reference and you might be working in your current role for some time. 

Never badmouth your employer. It could get back to the boss (awkward) or make future employers wary of hiring someone who is obviously so discontented.

7. Identify your strengths – and weaknesses 

You need to be clear about what you can offer future employers. 

To discover what your ‘brand’ is, ask trusted friends and colleagues to list the 5 or 10 things they think you do well – perhaps you have good technical skills or are good at being collaborative?

Then ask if there are any aspects of your personality or performance that they think need work – maybe you are not so good at organisation?

8. Search online for keywords that will sell you 

Next, match what you have to offer with the jobs you are interested in. A quick scan of job boards to see what recruiters are looking for will identify the keywords you need to include in your job applications – from ‘collaborative’ to ‘commercial’. 

Make a list. Then rephrase your skills so they fit these descriptions – for example, ‘ambitious’ could be ‘target-driven’. 

9. While you are looking, is there anything you are missing? 

If nearly every job spec is asking for a particular skill, then perhaps it’s time to get a qualification. 

For example, if the spec says ‘must be proficient in data analytics, including Excel’ and you use Excel but don’t have a certificate, go online and do a quick course. If there are any glaring gaps in your skills, perhaps you need to invest in a professional qualification. 

Also, check out the Procurious Training & Learning section.

10. Update your CV – only a generic one at this stage

Pay attention to the style: No more than two sides of A4.

Start with a personal statement. List jobs with the most recent first and avoid giving your entire life history. Focus on what you can do rather than what you have done. 

Include some examples of where you have met/exceeded expectations using the STAR (situation, task, activity, result) approach. This will clearly demonstrate you are up to the job without appearing arrogant. 

Don’t be tempted to invent hobbies and interests to make yourself appear more interesting or to lie (dates, job titles etc. are easy to check). 

And don’t forget to double-check grammar and spelling.

11. Remember to tailor your application/CV to each role 

When you get to the stage of applying, carefully read the job specification and include all of the keywords listed – using the exact same wording. 

Look through your list of skills and keywords that sell your brand and include those that are required or you think will add value to the job. Remember, at this stage, you need to show that you are an obvious fit for the job.

12. Have a professional photo taken

While many recruiters hate photos on CVs, they do like to see them online – either on your own website (if you have one) or your online profiles. 

A really good photo (remember to smile or at least look approachable) is, therefore, a must. At the very least, avoid holiday or party selfies.

13. Get your online presence ready – LinkedIn in particular

Think of this as your shop window – a potential employer or recruitment consultant might come across your profile and at the very least will check it. 

Ask a few key contacts if they will provide you with a recommendation and add a bit of personality by posting a few blogs or sharing some newsworthy links. Also, boost your network by requesting others to join it – the more senior the better.

14. Use Procurious as a resource

Make sure your Procurious profile is more than just a bland description of your current job. 

Use phrases like ‘passionate about’, ‘driven’ and/or ‘highly experienced’ and really sell yourself – don’t forget a photo. 

Also, click on ‘Build your network’ and start to reach out to professionals in key positions – someone might even approach you to offer you a job. 

15. Don’t forget to clean up your social media 

An inappropriate image or even just liking a less-than-tasteful joke can rule you out of a job.

16. Get signed up to job boards 

Get the apps (you can search on your daily commute) and sign up for job alerts (so you don’t miss an opportunity).

17. Identify your ideal employers 

Make a list of the firms you would like to work for and start researching them – you will want to talk their language in your job applications and be prepared for interviews. 

Also, check out glassdoor.co.uk to see how existing employees rate them – to avoid making a bad move.

18. Engage in strategic networking 

Find ways to network with staff who work for your ideal employers to find out what it is like to work there. 

You can then ask them if they have a referral scheme (existing employees are often given a bonus for recommending a new employee) or to let you know if there are any opportunities. 

19. Encourage approaches – a bit like putting up a ‘For Sale’ sign

Many job movers don’t ever apply for a new role. Instead, they are approached. 

Go to LinkedIn and click on ‘Show recruiters you are open to job opportunities’. (Don’t worry – you can control who sees this, so the boss won’t necessarily find out.) 

Also, get on the books of recruitment consultants specialising in your area so they can put your name forward for any relevant jobs.

20. Practise your pitch – it will keep you positive

Some people find it awkward to self-promote while others just come across as arrogant.

So practise telling stories that showcase how you have met a challenge, achieved a target or developed a skill – you can use these on application letters, when networking and in interviews.

It’s also a very self-affirming – and will help you deal with the disappointment when employers don’t even bother to acknowledge your application or reject you. 

So keep these 20 tips in mind to boost your spirits while job-hunting – and increase your chances of success. Good luck!

And if you want to move up in your career, change industries, or even need some extra motivation for the new year (and new decade!), start 2020 off with a bang in our upcoming webinar – Don’t Quit Your Day Job. Register here for free.

Why Buying From Social Enterprises Is As Easy As A, B, C

If you’re looking to boost the sustainability of your category plan, try seeking out social-enterprise suppliers. While we all know change can be challenging, and some buyers are reluctant to shift from tried and tested suppliers, this simple A, B, C approach empowers you to make things happen – and support social enterprise with buying power.

Do you want a quick and easy way to get more sustainability into your category plan?

How about an approach that’s focused on suppliers rather than the scope of what you buy? The answer is to ‘buy social’ – purchase from a supplier that is also a social enterprise.

B2B social enterprises are increasing in number both here in the UK and globally. They’re a great way to promote sustainability because:

  • Social enterprises have a positive social or environmental impact at the heart of their business model.
  • Their scale is significant – they make a contribution of £60 billion to the United Kingdom’s GDP.
  • Social enterprises are more diverse in their leadership and workforce, and we all know that diversity is proven to help businesses succeed and grow.
  • Building social value into your supply chain can help your business attract and retain talent, enhance your brand and access new sources of innovation.

And the good news is that buying social is as easy as A, B, C!

A: Analyse Your Spend

Given that there are more than 100,000 social enterprise suppliers in the UK alone, there’s every chance you’ve already got them in your spend. Make sure you analyse spend before you start to source new suppliers – and get your Buy Social KPIs off to a flying start.

Once you have identified that existing spend, why not amplify the impact by highlighting these suppliers to your buyers and getting even more spend with them if you can?

Sometimes you will find them in unusual areas. One of my teams identified that we already used a local social enterprise for kettles and other household goods. We decided to direct more of our buyers to that cause, which meant increased revenues for that supplier – and all it took was an email from our procurement team.

B: Baby-Steps Approach Gets Quick Wins On The Board

Sometimes changing suppliers is a difficult thing to do. People can be reluctant to shift their spend away from suppliers they’ve used for years. So a baby-steps approach could help by giving your team an early success story to build momentum. Try starting with a low-risk category of spending.

Janette Evans-Turner, Head of Sourcing & Procurement at Zurich Insurance, quite literally took a ‘baby-steps approach’ when engaging with the social enterprise From Babies With Love. Members of her team identified a social enterprise they could use in a low-risk category of spend to ensure that there was a minimum of fuss – and they were able to redirect their spend from a mainstream retailer to a social enterprise.

‘It was easy to approach the buying department as the change didn’t seem that big,’ Janette reports. ‘When we explained to our colleagues in human resources the double whammy of benefits that the change to buying social with From Babies with Love could bring, they were chomping at the bit to get started!’

C: Commit To A Challenge

The final step in the process is a commitment to a target that you want to achieve. Companies such as Amey have put in place ambitious targets to increase their spend with social enterprise and the results have been impressive.

They signed up to the Buy Social Corporate Challenge, developed and delivered by Social Enterprise UK, to support this:

  • The Buy Social Corporate Challenge programme, launched in April 2016, is designed to make it as easy as possible to buy from social enterprise suppliers.
  • There are 24 high-profile businesses signed up to the Buy Social Corporate Challenge representing a broad range of industries – including built environment, financial services, technology and communications.
  • More than £65 million was spent with social enterprise suppliers by Buy Social Corporate Challenge partners in the first three years of the programme.
  • 100% of Buy Social Corporate Challenge partners in the UK rated the quality of their social enterprise suppliers as comparable or better than existing suppliers.

So why not follow this A, B, C process and see if you can start buying from a social enterprise or increase your spend with one today? Find out more about the Buy Social Corporate Challenge here.

How To Get Moving On Your Career Path To The Top

Ambitious and driven? Plot your way to the top with the help of the Procurious webinar featuring advice from three senior leaders 

Are you looking for the next steps to get moving on your career path? Or are you thinking of quitting the day job in search of a new path to the summit?

Do you have questions?

Good news! Procurious has produced a webinar, ‘Don’t Quit the Day Job – Your Path to the Top’ with all the answers you need.

We have assembled a panel of experienced senior leaders from different industries and different parts of the world – Lara Naqushbandi (Google), Christina Morrow (Ricoh USA) and Imelda Walsh (The Source) – to offer career advice. 

And they have plenty of great insights to share with you.

Plan to succeed

Top of their list of recommendations is to have a plan.

Some people like a fully worked-out, detailed action plan. Others prefer a few tasks on a to-do list. 

Either way, you’ll benefit from having made a plan. It’s a good place to start to identify the things you need to do. 

And – as Imelda points out – you’re much more likely to succeed when that plan is written down.

But once you’ve made the plan don’t feel tied to it. Don’t feel you always need to stick to the programme.

Because sometimes doing that can stop you considering potential new roles that could be a great fit for you. 

Take Christina’s advice and ask yourself how you would define professional success. Use that as your guide to consider whether to stick to or deviate from your plan when a new opportunity arises.

Ask what’s important now

Although the financial side of work is an important consideration, the panel members stress the drawbacks of being blindsided by the money associated with a role. 

‘Look at the whole package, not just the pay cheque,’ Lara advises. 

In her experience getting the balance right between work and home life is something that everyone should consider before taking on a new role.

Having a passion for what you do is something all our panel members cited as important. Imelda reports that she’s been most successful when she has a role that focuses on her passion. 

Christina has always taken time out regularly to reflect on what she enjoys doing so that she’s clear on what she might want from any prospective new position.

Take risks

Be open to taking risks.

This may involve deviating from your plan or exploring options to try something new. 

Lara is a great believer in having an openness to risk. Going off the beaten path can often bring great benefits when thinking about the next step in a career. That’s an approach that has definitely worked for her.

But taking a step up can present new challenges and in Christina’s experience, there is always something from a previous role that you can use to build on for the next. 

So don’t stay too long in one job and get bored is her advice. Take a risk and try something out of your comfort zone. 

The soft skills we use every day in procurement and supply chain – like leadership, negotiation and collaboration – are just what are needed for the challenges of a new role.

Hone your network

Having a network is a great resource you can use for securing a new role.

Imelda sees many candidates who have used a mentor to help them develop and grow, achieving great success.

And mentors can help you think about how to adjust to a culture and brief that a new job can bring. 

Moving between different companies can mean adjusting to completely new working environments and procedures – and even sometimes changing continents. 

Lara has found she’s had to adapt her style to accommodate each company’s culture and management style.

Listen in

Why not listen in to our webinar to find out more from our panel about how you can create your path to the top by:
Planning your route
Asking what’s important 
Taking risks
Making the most of your network.

Register for our upcoming (free) webinar here and start 2020 out with a bang!

Don’t Overlook This One Critical Factor When Choosing Your Next Role

Many mention salary as a reason to look elsewhere. So, what possibly could go wrong when you chase the money?

When Tom* was headhunted for a procurement specialist role at a major energy supplier, his eyes lit up. It was literally his dream job – and at a salary $30,000 higher than he was being paid. 

What could possibly go wrong? 

Tom resigned immediately and started planning the lavish holiday on which he’d now be able to take his family. 

Yet less than 6 months later Tom found himself in my office, miserable. 

Tyrannical boss

It turned out that what had seemed like a lucrative move was anything but.

The long hours and high stress of his new role – combined with a tyrannical and workaholic boss – had made the situation untenable. 

‘I’ve learnt the hard way,’ Tom told me, ‘that it’s not all about money.’ 

As general manager of The Source, I meet hundreds of talented procurement professionals every year.

Like Tom, many mention salary as one of the reasons they want to look elsewhere. 

But I often tell candidates that money shouldn’t be the only reason for choosing a job. And in many cases it shouldn’t be an influencing factor at all. 

Here’s why. 

Flexibility and well-being are key

Workplace satisfaction research conducted over the last decade tells us that, contrary to popular belief, salary isn’t one of the driving factors when it comes to happiness at work. 

In fact, salary comes close to last on the list. 

What makes us truly happy at work is, in fact, a combination of permanent workplace flexibility, a commitment to health and well-being and the feeling that we’re doing meaningful and interesting work. 

We also need to feel respected at work. 

We need and want our leaders to notice and listen to us.

And, to an extent, we want them to praise us for our efforts.

In Tom’s situation, he had ended up with none of these. 

He wasn’t getting any respect. In fact, his new manager often berated him in front of other colleagues. 

He also had little flexibility. 

Despite the fact that the organisation had a strong policy on workplace flexibility, Tom’s workaholic manager made him feel like he could never take advantage of it. 

Finally, the lack of flexibility, high expectations and poor management had a knock-on effect on Tom’s health and well-being.

He was stressed and tired all the time – and struggled to stay motivated. 

Again, the organisation had a policy on employee well-being. But that hardly mattered to Tom, whose entire experience was being dictated by a manager he hated. 

People leave their bosses, not their jobs

After talking to me about his situation, Tom quickly came to another realisation about his poor career move.

And this time it wasn’t about salary. 

When you look at the drivers of workplace satisfaction, almost all can be achieved – or derailed – by your leader. 

This is something that’s enshrined in fact: 75% of all people leave their bosses, not their jobs. 

So if you think about it like that, risking leaving a good boss for the unknown can make the salary gain pale in comparison. 

Sure, that extra money might get you a great holiday, help you pay off your debt or buy you the car you’ve always wanted, but what are you giving up in return? 

Your job is a 40-hour-a-week, 48-week-per-year reality, and your career – which a manager can also make or break – is a lifelong endeavour. 

After a few months of searching, we eventually placed Tom in a new role, with a leader I know will give him the career experience he wants and deserves. 

But for all of you thinking of your next move this year, let this be a cautionary tale. 

How much does salary really mean? And how much emphasis should you place on that against working for someone who holds the key to your workplace happiness? 

I’d love to hear your experiences – please share them in the comments section below. 

Interested in some more career advice? Whether you want to move up in your career, change industries, or even need some extra motivation for the new year (and new decade!), start 2020 off with a bang in our upcoming webinar – Don’t Quit Your Day Job. Register here.

Tony Megally is the General Manager of The Source, Australia’s leading procurement recruitment and executive search firm. If you’re looking to hire in the procurement space, or alternatively, you’d like to have a confidential chat about your next role, please contact Tony on +613 9650 6665 or via email on [email protected]

*Name changed to protect privacy

How To Stop The Computer Saying ‘No’! Clever Hacks For Getting Hired

AI is increasingly involved in recruitment. But how do you get on the right side of a computer that is reading your CV, running an aptitude test or assessing you in an online interview?

It’s impossible to argue with a computer, which is why the famous Little Britain TV comedy skit – ‘The computer says “No”!’ – is so memorable. However, there are ways to get around recruitment algorithms and perform better in an AI video interview.

You have just a few seconds (between 5 and 7) to impress someone with your CV. Hiring managers will quickly scan your résumé to decide whether or not to reject your application.

It’s easy to spot ones that will be instantly dismissed: too short or too long (2 pages max), too unusual (the rejection rate for those with photos is around 88%), badly presented and littered with spelling mistakes . . . with barely a glance, these will all be filed away (or binned).

It doesn’t give you much time to make a good impression.

However, if you think that someone in HR is hard to please, try impressing a computer algorithm.

A human being might, at least, see your potential if you write a convincing personal statement and a powerful cover letter showing that you have the ability and determination to succeed in a role for which you don’t quite have the right qualifications or experience.

When the process is automated, whether or not you get past the first few stages of the hiring process is all down to data. If you fail to score highly, you’ll never get hired – however brilliant you are. So what are the clever hacks?

Algorithm Aces

Always include everything asked for in the job spec in your CV . . . and use exactly the same words.

So if the candidate requirements say ‘Must be proficient in Excel’, say ‘proficient in Excel’ rather than ‘Have experience of using spreadsheets’.

Yes, you might not quite have the required level of expertise, but you can then explain that. The main thing is to pass the first hurdle. You could, for example, say ‘Proficient in Excel: with a relevant qualification’ – then go online to sites such as reed.co.uk or udemy.com and sign up for an online course. For £10 or so and 4–16 hours of online study you could have a qualification.

The other advantage is that you can then add this to your LinkedIn profile and other job applications.

At the very least make sure you include all the ‘musts’ and as many of the ‘desirables’ as possible.

Tips:
  • Tailor your CV to each job. You won’t know in advance which applications are screened by algorithms and which by a human being . . . so play safe.
  • Don’t lie – but be creative. If the job spec requires ‘At least 5 years in a leadership role’ you could add in leading a team (even if that was only 2 of you) or leading a project, to stretch your years of experience to 5.
  • Remember your aim is to get to the interview stage – most firms are struggling to find candidates that tick all the boxes, so don’t be afraid of applying for jobs where you don’t quite have all the qualifications and experience that is required. As long as you pass the initial screening, you can then elaborate on your answers in person . . . and hopefully impress the interviewer so much that you land the job.

Aptitude Hacks

Increasingly often employers are posting online assessment tests to pre-screen applicants.

If possible, set up a dummy account, so that you can go through the process and familiarize yourself with it before doing it for real. Also see if there are any similar aptitude tests online.

Tips:
  • If the test is timed or a stretch, you might want to do a test run several times. However, if you find the test a real struggle perhaps this isn’t the job for you.
  • If the employer leaves the assessment until the day of the interview, prepare – you might be asked to prove your proficiency in a particular program, so go online and do a quick refresher course to get up to speed.

Assessment Musts

Some employers also undertake personality profiling to make sure you have the right characteristics for the role.

The key with this is to be totally honest. Relax and complete the assessment truthfully – using the first thing that comes to mind as your answer, rather than overthinking each question.

If you lie in a personality test, it can be easily spotted. Often assessments take this into account – as they know that people tend to answer with what they think they should say, rather than what they honestly feel in the first 10 or 20 answers. After that they tend to relax and tell the truth.

Tips:
  • Being honest is important – if you are the wrong fit for the job, it will not work out and you could find yourself out of work and with little or no severance (remember, you have virtually no rights in the first 2 years of employment).
  • If the assessment is in a group situation or you are asked to perform a mock sales pitch/presentation etc. at the interview, be the best version of yourself rather than trying to be someone else.

Video Tricks

Unconscious bias is a problem in recruitment and is the reason for a lack of diversity within organizations.

Interviewers tend to have preconceptions about individuals and often look for similarities – leading to them hiring a ‘mini me’. This can leave organizations open to discrimination claims.

This – along with the need to reduce costs – has led to the introduction of AI as an interviewing tool.

However, it is very disconcerting to find yourself talking to a computer screen rather than a real human being.

Tips:
  • Practise, practise, practise. You will often be given a set time limit to answer each question. Umming and ahhing or lengthy pauses will impact on your score.
  • Video yourself answering questions – some AI programs look at your body language, which can give away tell-tale signs of lying (such as looking away or to one side).
  • Treat a video interview as a real interview – get a good night’s sleep, dress to impress, don’t drink too much coffee and try to relax.
  • Stick a photo of someone you like and want to impress (even a celebrity) next to your screen camera. Visualize yourself talking to this real person and your conversation will be more natural – your eyes will also be looking towards the camera, rather than down, and this can make you appear more professional and confident.

So be prepared for AI when you’re applying for your next position. Remember these few tips and behavioural tweaks to handle selection and assessment algorithms and give yourself the best chance of having a happy ending to your job-search story.

Think you could use a little career motivation for the new year and new decade? Join our upcoming webinar – Don’t Quit Your Day Job!

How to Get Stakeholder Buy-In

It doesn’t matter how good your ideas are, without stakeholder buy-in they won’t get any traction. Can you improve this?

buy-in
Photo by S O C I A L . C U T on Unsplash

True innovation comes from true influence. However, the painful reality is that it often doesn’t matter how good your ideas are. If you can’t get buy-in from other people, from the stakeholders in your organisation, then it will end up at the bottom of the pile.

Whether you are trying to implement a new program, in a difficult meeting at work, or attempting to convince your spouse or children of a different point of view, getting buy-in, or being able to influence others, is often the difference between success and failure.

Yet getting buy-in has nothing to do with how loud you are, how great your idea is, or even how confident you are of being right. So what does it involve?

Getting Crystal Clear

Like all important things the key to ‘influence’ is simple – but not easy. It means getting crystal clear on what you actually want your audience to ‘think’, ‘believe’ or ‘do’ differently.

However, in order to do this effectively, you need to craft a message based on what your audience are thinking, believing or doing right now.  

How you go about this depends on who your audience is, but it is possible to get a good read on the think, believe, do in any situation.

For example, as procurement professionals, you have a multitude of stakeholders. So you might want to start by investing in some market research. You might start by inviting some of those key people to lunch, then asking them what their biggest challenges, pain points or questions are in relation to your world.

Crafting the Message

Once you’ve been through that important exercise, break it down: Right now, what do they believe about your value? What are they thinking? What are they doing?

When you know this information, it is much easier to craft a message that speaks their language. However more importantly than that – a message with a clear and engaging path to action.

Once you become experienced in this process you can apply it to any topic. For example: What does marketing need to know right now in terms of procurement trends? Start there – ask the right person (or people) about what they are currently thinking, believing and doing in relation to the topic. Then use that language to bridge the gap between their current reality – and the reality you want to create.

Illuminate a Path

One of my favourite interviews for my Inside Influence podcast was Nancy Duarte. Nancy is a global communication expert, CEO and bestselling author. While discussing her core advice for those looking to become compelling communicators or storytellers – she explained something I wanted to shout from the rooftops.

She said that if you want to create real engagement – rather than a short burst of attention – then turn that engagement into actual action – your primary role is to ‘illuminate a path’. What does she mean by that? She’s saying that it’s not enough to tell people what to do – you also need to give them a compelling enough ‘why’ – followed by a clear pathway to action.

A clear pathway to action doesn’t have to be huge. In fact, going for a ‘simple yes’ is far more likely to result in action that a complex plan of execution. It could be something as simple as: ‘If you want to talk more about some of the possible results we could get from this idea – let me know when you’re free for a brief phone call’. Or ‘In order to take full advantage of this procurement trend we would need to do three simple things…’

An Idea to So Much More

It’s a simple path to action (what you want them to think, believe or do differently) that takes our communication from being ‘just an idea’ to so much more.

So what’s next if you want to increase your buy-in – or influence – in any situation? First become a student of the world of your target audience. Ask the right questions, of the right people – and then use that language to illuminate a path to the promised land.

Julie Masters is a globally recognised expert in influence, authority and thought leadership. She is the CEO and Founder of Influence Nation and Founder of ODE Management – responsible for launching and managing the careers of some of the worlds most respected thought leaders. Julie is also the host of the soon to be launched weekly podcast Inside Influence. An exploration into what it takes to find and own your voice – and then use it to drive a conversation, an idea, an industry or a Nation. To subscribe check out iTunes or Julie’s website.

Calling All Future Procurement Leaders… Start Building Your Personal Brand, Now.

Creating a personal brand as a procurement leader not only helps you do your job better but also boosts your professional standing. So, how do you begin?

‘Personal brand’ seemed such a strange expression to me the first time I heard it.

It sounded like something one of those Gen Z Influencer types would talk about on a beach while flogging an internet get-rich-quick scheme.

Little did I know that building a personal brand would – in time – become a leadership imperative.

Or, crazier still, that one day I would be helping executives develop personal brands while uploading selfie videos of my large, round head onto the internet as a career coach at Executive Career Jump.

The benefits of a personal brand

Whatever your main challenge as a future procurement leader – be it attracting talent, supplier engagement or driving innovation – all these pressures can be reduced by building a strong personal brand.

More and more, jobseekers are told to ‘pick a leader, not a job’. So a strong personal brand will help you no end with recruitment.

It’s not only great for doing your job but also excellent for your career prospects.

When you build a strong personal brand, you’re rarely short of career development, mentoring or employment opportunities.

It is estimated that in today’s digital era 65% of decisions by key stakeholders are made in advance, before you have ever met them. Their decision is almost exclusively based on what they can find out about you online – on social media and on your website.

So what you’re putting out there for people to see is super-important.

It should be strategically positioned and well thought-out.

Three steps to (brand) heaven

Eddie Cochran famously sang that there are ‘three steps to heaven’. Below is a simple three-step process to help establish a strong personal brand as a procurement leader – and then continue to enhance it.

Push yourself out of that comfort zone and give it a go … you’ll be surprised at the results.

STEP 1 – GET YOUR HOUSE IN ORDER

Anything on the internet is findable.

And you will be judged on the basis of what you put out there.

So decide what you want to stand for (make it authentic) and then undertake an online clean-up. There are even apps that can help with this audit process.

Do you have posts out there that you wouldn’t want customers or employers to see? Take them down.

A drunken rant or risqué material? That should definitely go.

Even the pictures in which you appear are important.

I knew one guy who was overlooked for a job offer despite interviewing well as in one of his pictures on social media was next to someone who was smoking cannabis. 

He may have never even touched the stuff, but – fairly or unfairly – hiring him was seen as a risk.

STEP 2 – START PRODUCING ONLINE CONTENT

Once you have your house in order, you need to start producing online content and getting your message out there.

The ROI on this isn’t instant but if you’re consistent it will be significant. Besides, it’s free to use platforms like LinkedIn!

First, you need to decide what you want your personal brand to be. Make sure it is real and authentic.

Next work out which stakeholder groups you want to impress or attract most right now. 

It’s like building up a buyer persona in a marketing exercise.

For example, you may decide that you want your personal brand to be synonymous with promoting the procurement profession as a career of choice and that your biggest priority right now is recruiting entry-level procurement analysts.

That’s your audience.

You could give a name to the person you want to attract . . . ‘Graduate Grace’, for example.

Now start writing articles, producing videos and sharing posts that help promote the profession and will appeal to ‘Graduate Grace’.

Simple as that.

STEP 3 – CONVERT ONLINE BRANDING TO OFFLINE OPPORTUNITY

When you start gaining momentum and building an online brand and community you’ll create an ecosystem that generates offline opportunities, too.

So grab them with both hands. Appear on panels, start mentoring, go to events and deliver talks. Network with peers.

Delivering on your online brand in person is a powerful thing and will only continue to bring you satisfaction and tangible benefits.
Good luck with the journey. Keep striving and experiment often. Use these 3 simple steps to build and maintain your brand – and reap the benefits.

This article was written by CPO Roundtable attendee & Founder at Executive Career Jump, Andrew MacAskill.
In 2020, we will be holding CPO Roundtable events in London and Edinburgh. If you are interested in attending one of these events, please contact Laura Hine by clicking here.

Our Advice? Don’t Quit Your Day Job!

It’s one of the most popular times of year to think about changing your day job. But before you take the plunge it’s best to take some good advice on board.

Don't Quit Your Day Job

It’s the start of a New Year, so you might be looking to make some changes in your life. You might want to get in shape or join thousands of people giving up a habit, something like smoking or sugar or coffee (gasp!).

Or maybe you’re one of the many, many people who decide that a new year means a new career. According to recruiters and advisors galore, January is one of the most popular times of year to look for a new day job. And it’s also one of the best times to be looking for a new job too.

Why is this the case? Well there are a number of theories. One is that this is the time that many organisations and departments receive their budgets, so know how much, if any, recruitment they might want or need to do. Another is that employers come back in the New Year looking for a new start, so are more active in looking for new employees.

Get Some Career Advice

It’s also the start of a new decade, which may give rise to more thoughts on changing your day job. Have you been in your current role too long? Have you developed the role, or been developed in the role, as much as possible? Or is it simply time for a new challenge?

Before you take the plunge and quit your job in a flurry of paperwork, or worse, a fit of pique, it’s a good idea to get some advice from people who have already had hugely successful careers. After all, what better way is there to focus your decision making than learning from the guidance, achievements and even mistakes of those who have ‘been there, done that’.

Join our Webinar

Procurious has just the solution, and plenty of answers, for you as we kick-start the new decade with a new webinar, ‘Don’t Quit Your Day Job – Your Path to the Top’.

We’ve put together an all-female panel to tell us what it takes to have a successful career. Joining Helen Mackenzie, Principal Advisor at Procurious, we have:

  • Lara Naqushbandi, Finance Director, UK and Ireland, Google UK
  • Christina Morrow, Director, Global Procurement, Ricoh USA
  • Imelda Walsh, who is the manager, at Procurious’ sister company, The Source

Sign up now for our webinar on Thursday the 23rd of January at 14:30pm and you’ll hear from this expert panel on a range of topics including:

  • What the one thing is that they have got wrong in their career that webinar attendees can learn from;
  • Why it’s important to have a plan set out before embarking on something new in their working life;
  • How women in leadership roles can pave the way for aspiring future leaders; and
  • How to use your past and current roles to provide a platform to step up to a more senior or C-suite role.

FAQs

Is the webinar available to anyone?

Absolutely! All Procurious members can register for the webinar and it won’t cost you a penny to do so. Simply sign up here.

How do I listen to the ‘Don’t Quit Your Day Job’ webinar?

Simply sign up here and you’ll be able to listen to the on-demand. 

Help – I can’t make it to the live-stream of the webinar!

No problem! If you can’t make the live-stream, and you have registered, you can catch up whenever it suits you. We’ll be sure to send you a link that will still work after the webinar is finished. That way you can listen at your leisure!

Don’t Miss Out!

This webinar promises to provide real insight into success, how you need to prepare for the next stage in your career and what it’s going to take to push your career all the way to the top.

Make sure you don’t miss out – sign up today!

The Resume is Dead – Long Live the Digital Footprint!

Well, maybe not quite. But they should be! And we should all be focusing on our digital footprint now…

digital footprint
Photo by Magda Ehlers from Pexels

I am often asked about feedback on resumes. I’m always happy to help but if you want my true feeling on the topic RESUMES ARE REDUNDANT! Well, maybe not quite yet but they should be – here’s why…

We live in an era where most people have access to many more creative ways to present themselves. In my opinion, if you’re not using one of them you won’t truly stand out no matter what you do. Resumes are also super subjective, what’s perfect to the person you ask for advice could be worst practice in the eyes of someone else.

Your digital footprint is where it’s at!

Your digital footprint is more important than you might think. Creating a good one involves more than deleting your best friend on Facebook and asking them to make sure all of your drunken photos are locked away using the privacy features. If anything, your aim should be to become more transparent digitally so you take the guess work out of getting to know you.

As someone who has recruited in candidate short markets, I have a few pearls of wisdom for candidates (and you’re all candidates) regardless of whether you’re open to new opportunities right now or not.

Use your digital footprint to make your brand known!

Everyone has a personal brand whether we realise it or not. I may be preaching to the converted given we’re on LinkedIn but the creation of your personal brand is what will see you snag the ‘dream job’ you have been hoping for. There’s a few reasons for this, the most important being, most awesome jobs aren’t advertised.

In the age of social media some of the most interesting (niche) jobs are never advertised. They don’t need to be because superhero talent scouts and hiring managers are well connected or well versed in finding top talent.

Here’s some of the ways recruiters like me are finding people just like you every day:

1.     Keyword searches for role titles, job tasks, education, previous experience:

Some organisations have very creative titles and that’s great (is anyone else noticing the increased amount of ninjas around??). This being said, you can’t always expect your network to know who you are or how to find you if you don’t give them clues. Make use of key words, mention parts of your role, interests and achievements which can be searched even if your title really is “The People Whisperer” or something equally as unique.

2.     Following articles/posts in your industry to find people who write and engage with relevant content:

So important! Add value through content – yours or shares. By engaging with content, you are subliminally letting people in your network know what you’re passionate about and building a profile. You don’t need to be a content creator for this to work. Your recent activity will show posts you have created, liked, shared, and commented on. These actions represent you when someone visits your profile or scans articles in your industry for potential candidates.

This kind of ongoing activity and profile building is FAR more powerful than any fluffy list of skills on a resume. This shows your character and is likely to result in a tap on the shoulder telling you about opportunities you’re well suited for. This is because consistent activity will keep you and things you’re passionate about front of mind for people in your industry.

3.     Looking for authenticity and cultural alignment:

We want everyone to want to reach out to us with job offers right? WRONG! We’re not all purple squirrels (rare candidates in high demand) but even those who are should let organisations opt out! Be yourself in your personal description and interactions. One of the biggest mistakes you can make is portraying yourself in a way you think you should to be considered for certain roles.

If you’re not being yourself and someone offers you a role, chances are you won’t enjoy the environment/role they have identified as a good fit. If you’re authentic in the look and feel of your profile and your interactions, you give people the chance to opt in or out of reaching out.

Whether you’re comfortable with it or not, you’re arguably always a “passive candidate” so be a good one! Instead of spending time perfecting your resume when you’re looking for a job (which is exceptionally subjective by the way)…work on being yourself and amplifying your message and digital footprint! At the risk of sounding very 1984, George Orwell or Big Brother, Gretel Killeen, your network is watching!

This article was written by Catherine Triandafilidis and originally published on LinkedIn.

7 Negotiation Tricks Procurement Professionals Must Know – Best of the Blog 2019

Every procurement professional has a special bag of tricks for a negotiation – let’s see if you recognise these seven tips from experts in the field…

negotiation tricks
Photo by Kaique Rocha from Pexels

This article was written by Giuseppe Conti and first published in April.

The benefits of countless hours of negotiation experiences is that you know what you should be doing more of and what to stop doing. We discover the key traits and tools that make us perform better and are better armed for our next negotiation.

Giuseppe Conti, Founder and Managing Partner of Conti Advanced Business Learning interviewed seven procurement leaders to find out their favourite negotiation trick that played a key part in their business success.

1. Making the first proposal right away

I like to come to the negotiation table well prepared and well-aware of the market alternatives. Making the first proposal allows me to anchor conditions to a level close to the bottom of the market offer, immediately reducing the amplitude of the BATNA of my counterpart. Then I try to improve the conditions that are more valuable for me by making and requesting mutual concessions.

Francesco Lucchetta, Director Strategic Supply – Pentair

2. Preparation, Target, Value

I make sure I follow these three steps at the starting point in any negotiation where I am leading. The first is undoubtedly being well prepared. Secondly, to have a clear understanding of the desired outcome with a predefined “target range”, and thirdly, to fully understand the “value” of the business in the context of the potential suppliers being considered.

Les Ball, Chief Procurement Officer, ABB Motors and Generators

3. Profile your counterpart

Understand whom you face before negotiating! I use initial negotiation meetings to pique the interest the person I’m negotiating with – letting them discover all the potential benefits of working with my company. Then I encourage the speaker to talk as much as possible whilst showing genuine interest in their activities. I try to understand the way they work, their objectives and challenges. Having key objectives clearly in mind, I can better understand where our common interests are and how to shape the deal accordingly. From this moment onwards, I consider it the precise point where the negotiation starts.

Olivier Cachat Chief Procurement Officer, IWG

4. Asking yourself the right questions

It depends on the scenario but for mepersonally, negotiation always starts from knowing your position versus the market. You need to ask yourself ‘what you need to achieve’ and ‘what is the nature of the parties and the cultures you are engaging with’. Nothing beats preparation and being able to explain ‘what you need, why you need it and what is in it for the other party’. My go-to-guide for knowing the best methods in discussions are those from ‘Getting to Yes’ and its methods of principle negotiation. Be firm on your expectations, be open how to get there.

Jon Hatfield, Director Global Supply Management, PPG

5. Do your homework!

Preparation is the essence of a successful negotiation. Knowing your targets, your limits, and your BATNA is extremely important however it is useless if you fail to understand the other party. Put yourself in their shoes to know what they are looking for and how they would conduct research about your company. Do they really need your business? Are they looking for volume, for margin, for market share or for a combination of these? With these insights you will be able to drive and steer the negotiation to your preferences.

Christophe Schmitt, Head of Strategic Supplies, Omya

6. Make them love your vision and strategy

My preferred technique is to make the strategy attractive to the supplier and develop a common vision. Once the supplier is onboard, you can design an agreement in a very favourable direction.

Fabrice Hurel, Director Global Indirect Sourcing, Emerson

7. Questions, Questions, Questions

Asking questions, particularly the ones carefully prepared for in advance. I recall a negotiation with a professional services provider where the negotiation lasted for 3.5 hours. They started the negotiation feeling very confident about winning the business. After two hours of thought-provoking questions, they decided to substantially reduce their prices and ambitions. At the end, we reached a satisfactory agreement for both parties (good for them, great for us!)

Giuseppe Conti, Founder and Managing Partner, Conti Advanced Business Learning

The answers were collected by Giuseppe Conti, Founder and Managing Partner of Conti Advanced Business Learning (www.cabl.ch), a consulting firm that specialises in negotiation & influencing. This article is part of a series aimed at collecting real-life negotiation experiences from Procurement executives.