Tag Archives: Career Boot Camp

5 Global CPOs Answer Your Top 5 Procurement Questions

How did the CPOs at Barclays, Vodafone, The Co-operative group, AstraZeneca and Rio Tinto fare when we put them to the test in a round of quick-fire questions?

BrAt82/Shutterstock.com

Career Boot Camp 2017 launches on 4th September, featuring podcasts  with 5 global CPOs. Sign up here (It’s FREE!)

Wouldn’t you like to know how the best in the business feel about the value in professional certifications? Or maybe you’re keen to hear their take on the biggest mistakes made by procurement pros?

There’s just one week to go until we launch Career Boot Camp 2017, sponsored by Michael Page Procurement and Supply Chain and we can’t wait for you to hear all five podcasts!

Featuring tips, insights and guidance from the best in the business, each of our five  CPOs will dedicate next week to coaching you on becoming the best procurement leader you can be!

Can’t wait that long? We thought we’d give you an exclusive sneak peak of what’s to come. 

We put each of our five speakers to the test with a round of quick-fire questions. Listen below to hear what they each had to say on the value of formal procurement certifications, the biggest mistakes procurement pros make and how to stand out from the crowd!

Day One: Ramsay Chu CPO Rio Tinto

There’s no question that Rio Tinto’s Ramsay Chu is passionate about procurement. He’s watched the profession evolve from a function that simply “saves money” to one that can transform and have a “scale impact” on the business: touching every employee in the organisation.

In his Career Boot Camp podcast Ramsay discloses what new skills he’s looking for in his hires and explains why technical skills are often of lesser importance.

And, if you’ve ever felt like a failure in your procurement career, Ramsay has some important words of comfort. Find out why failure is at the core of entrepreneurial spirit and how you can turn it to your advantage by “failing forward.” As he puts it “No one is an Olympic caliber downhill skier from the outset!”

Day Two: Ninian Wilson Global Supply Chain Director & CEO Vodafone Procurement

Vodafone CPO, Ninian Wilson, is a man with a lot on his plate. He manages a colossal spend of €22bn and oversees 1100 employees. But that’s not stopped his determination to innovate with new companies, new products and new services.

In his Career Boot Camp podcast Ninian explains why he strives so hard to foster this culture of innovation at Vodafone.

And if you’re wondering what Ninian is searching for in his new hires, it’s the “data rockstars!”

Ninian Wilson’s podcast will be available on Procurious from 5th September.

Day Three: Dapo Ajayi CPO AstraZeneca

It’s not a bad thing to forever shoot for the stars when it comes to innovating with your suppliers. But don’t be underestimating those smaller successes and achievements!

Dapo Ajayi is keen to remind procurement pros that the smaller ideas and innovations carry a lot of weight; building trust, improving collaboration and creating opportunities for greater change further down the line.

She also discusses what business acumen means to her in the context of procurement, how to better align procurement with business stakeholders and offers guidance on how to become a CPO

Dapo Ajayi’s podcast will be available on Procurious from 6th September.

Day Four: Fabienne Lesbros CPO Co-operative Group

Rigid processes can inhibit procurement’s ability to advance efficiently but there are ways to prevent them from getting in your way. Fabienne Lesbros has some welcome advice on the subject as she advises that procurement pros present the cake, rather than describe the recipe!

She also describes her vision for the future of procurement, the importance of continuous development and why we must resist using procurement jargon!

And, if you’ve ever assumed that today’s CPO’s followed a clear and well-crafted career plan, think again! Fabienne explains how her ascent to the top went a little differently!

Fabiene Lesbros’ podcast will be available on Procurious from 7th September.

Day Five: Al Williams Managing Director & CPO, Barclays

What are today’s CPOs looking out for in the high performing procurement leaders of tomorrow? For Barclays CPO, Al Williams, it’s all about embracing change. But he isn’t just looking for procurement pros that are simply able to tolerate, or adapt to, big changes. If you’re in the driver’s seat, you’ve got to take the wheel and drive the agenda!

Al also discusses how procurement can generate value, how the function should be positioned within an organisation and how he encourages his hires to think about positive change.

And, if you’re in the market for some new shining stars, find out what you can do to make procurement a preferred and enticing destination for the next generation of professionals!

Al Williams’ podcast will be available on Procurious from 8th September.

Career Boot Camp 2017 launches on 4th September, featuring podcasts  with 5 global CPOs. Sign up here (It’s FREE!)

Upgrade: Be Tomorrow’s CPO, Today

Five days. Five influential CPOs. Are you ready to upgrade your career  at Career Boot Camp 2017?

Sunny studio/Shutterstock.com

Sign up to Procurious to access Career Boot Camp from 4th September. 

Do you dream of becoming the CPO of a top organisation somewhere in the distant future?

Are you putting in the hours today to make sure you’re prepared for tomorrow?

Procurement leaders of the future will need to be agile, focused and equipped to deal with all of the changes coming our way with the developments in cognitive technology and Workplace 4.0.

That’s where Career Boot Camp comes in. Our podcast series will help you to transform your career and your future. But only if you’re ready and willing to upgrade!

Five days. Five CPOs. Five fifteen-minute procurement podcasts – tomorrow can’t wait!

What Is Career Boot Camp? 

The Procurious Career Boot Camp, sponsored by Michael Page Procurement and Supply Chain, is a global professional development event for procurement and supply chain professionals. This series, featuring five, fifteen-minute podcasts, will be hosted right here on Procurious and has been designed to help the most ambitious professionals amongst you to upgrade your skill-set.

It’s an opportunity to hear from the brightest and the best in the industry in a format that is FREE and easily accessible; on the go or in the workplace, providing answers to the most common procurement questions you’re desperate to have answered!

20,000 procurement pros took part in Career Boot Camp in 2016. This year will be bigger and better!

Who’s involved in this year’s Career Boot Camp?

Explaining how to crank it up one notch at a time, why you need to lock up your data scientists and the art of failing forward, our career coaches in 2017 include:

  • Ramsay Chu, CPO Rio Tinto
  • Ninian Wilson, Global Supply Chain Director & CEO Vodafone Procurement
  • Fabienne Lesbros, CPO The Co-operative Group
  • Dapo Ajayi, CPO AstraZeneca
  • Matthew Friend, Associate Director, Michael Page Procurement and Supply Chain
  • Al Williams, Managing Director and CPO Barclays

How does it work?

The series will run for one working week with a daily podcast released on Procurious from 4th September.  You can access each new podcast, featuring tips, insights and guidance from the best in the business, via our eLearning area.

Each of our five CPOs will dedicate their week to coaching you on becoming the best procurement leader you can be! Matthew Friend, Associate Director, Michael Page Procurement and Supply Chain, will be providing his top takeaways at the end of each podcast.

Each daily podcast will also be accompanied by a blog article from our speakers and there will be vibrant group debates aplenty via our dicussions board.

How do I access Career Boot Camp?

If you’re already a member of Procurious sit tight until the 4th September. The podcasts will be  published in our eLearning area throughout this week.

Not yet a member of Procurious? All you need to do is register (it’s FREE!) here and you’re good to go!

You needn’t worry about the event slipping your mind either. We’ll be sending all of our members an email reminder the week before.

And, to make things even easier, we’ll be sure to deliver each podcast straight to your doorstep (straight to your email inbox!) as they become available so you won’t miss out on a thing!

When is it?

Starting on the 4th September, Career Boot Camp will run for five days. The podcasts will be accompanied by daily blogs from our speakers. When the series is complete, all five podcasts will still be available via the Procurious learning area, FREE of charge.

Is it really free?

Yes! Sign up to become a member of Procurious, and you’ll gain access to all of the Career Boot Camp podcast content, as well as all of the other resources on Procurious including featured classes, e-learning videos, thousands of procurement news articles, a curated news feed and a global events calendar.

Are the podcasts available to everyone?

Anyone and everyone is welcome to partake in Career Boot Camp and it’s totally, 100 per cent free to do so- simply sign up to Procurious.

Why should I do Career Boot Camp every day?

More and more procurement professionals are opting to develop their key skills and gain knowledge through eLearning and other online channels. In a fast-paced, technology driven world, innovation, agility and forward planning are essential if procurement professionals are to succeed and be future leaders.

Dedicating fifteen minutes a day to developing and progressing your procurement career can make the difference between standing still, or moving quickly into more impactful roles. Hearing from the best in the business will give you a valuable head start on what’s required of tomorrow’s CPO. At Procurious, we firmly believe that daily procurement learning is essential for career advancement. And 2017’s Career Boot Camp will help you get into the habit!

Sign up to Procurious to access Career Boot Camp from 4th September. 

If you’re already a member you’ll be able to access the podcasts in our learning area from the 4th September 2017. 

The Next Step In Your Mission To Achieve Procurement Stardom

If you’re determined to reach for the procurement stars, Procurious’ new eBook might just give you the boost you need to get there. Download 15 Ways to Become a Procurement Superstar for FREE here – it will get you well on your way to procurement stardom. 

With training budgets slashed and a terrifying to-do list, getting the training you need in order to get promoted can be tough going.

We’re going to level with you here: If you’ve got your sights set on getting ahead in your career any time soon,  you can’t avoid the brave new world of eLearning.

Our brand new eBOOK, 15 Surefire Ways to Become a Procurement Superstar, is FREE to download  from the comfort of your own home and is jam-packed full of invaluable career advice for you to soak up on the go..

What’s It All About?

Last year a staggering 6500 procurement pros took career success into their own hands by joining Career Boot Camp.

Procurious launched this exclusive 15-day programme to help high-achieving professionals around the world get in the best career shape of their lives, and upgrade their skills while on the go.

Each five-minute podcast was delivered by a different industry thought leader, drawing on a wealth of experience and offering insightful, applicable career advice. That’s 15 days, 15 thought leaders and 15 procurement podcasts covering everything from networking  your way to the top, to nailing social media and becoming a global player.

The great news for you is that we’ve now compiled the entire programme into one, stunning,  and FREE,  eBook complete with blog articles, podcasts and the most important take-away learnings to help you become a Procurement superstar in next to no time!

How will I achieve procurement stardom?

Unleash your “procurement mojo”, take your conscience to work, network your way to the top, incubate your big idea on the job, build your personal scorecard, and become a global player.  Whatever the gap in your skill set, our eBook’s got it covered.

Some of our featured thought leaders include:

  • Jon Hansen – A Global Broadcaster with an audience of 15,000 weekly listeners
  • Tom Verghese – A Cultural Intelligence Advisor to Forbes 500 companies
  •  Chris Sawchuk – Global Procurement Practice Advisor, The Hackett Group
  • Tom Derry – The CEO of the profession’s peak body, ISM

Still not convinced? Here’s a little preview of what you can expect. Tom Derry, CEO ISM, gives five surefire ways to become a CPO.

“Outcomes matter in business. We need to be able to establish a track record, consistently follow through, and be relied upon to deliver.”

If you’ve not yet had the chance to join our 21,000+ strong Procurious community, now’s the perfect time! You’ll gain access to our daily news, discussions, eLearning, webinars and much more!

2016 Rewind – Best of eLearning – Incubate Your Big Ideas

As part of our 2016 rewind, we’re taking a look at the top eLearning modules added this year. Our first looks at how to incubate your big ideas for success.

So you’ve got a big idea for your organisation. But how are you going to get support to help make it a reality? And how are you going to grow it into a successful project?

That was the thinking behind one of our most popular podcasts from September’s Career Boot Camp. Gabe Perez, Vice President – Strategy and Market Development at Coupa Software, discussed how to incubate an idea on the job, and ultimately grow it for success.

Incubate, Grow, Succeed

How can you incubate your big idea on the job? Gabe’s top tip was to forget about the size of the idea and focus on execution. Without execution, an idea is worth nothing.

Gabe expands on all of this during his podcast.

In order to get the best from your idea, you need support from senior people. And in order to get this support, you need to understand, and then convey, the value this idea will bring to the organisation. After all, it’s not worth incubating an idea unless value can be derived from it.

Gabe also argues that the problem with big ideas is that they are often difficult to execute. But if you can focus on the outcome, then you can drive support, and get people on board. Ultimately, this can help build your, and procurement’s credibility, and make it easier in the future to execute other big ideas.

You can read more from Gabe on the Procurious Blog. Also, if you missed Career Boot Camp, you can catch up with all the podcasts on the eLearning Hub. And there’s a whole lot more there to keep you interested too! Happy viewing!

Are You Sitting Comfortably? Then I’ll Begin…

Treat your next interview like you’re telling a story. Make it engaging. Make it clear. But most of all, make it memorable.

Once upon a time in an office block not too far away, our hero/heroine walked into the most exciting and biggest interview of their career…

For me, a successful interview is like reading an enjoyable story. Stories “create “sticky” memories by attaching emotions to things that happen. That means leaders who can create and share good stories have a powerful advantage over others”(1).

I consistently advise people that I have represented to have their own story and message when attending an interview. An engaging and memorable story resonates with the reader; it holds our attention, keeps the pages turning and becomes memorable in the mind of the reader.

Here are a few points to think about.

The beginning of the story…AKA first impressions.

A great story has a strong start. So if you get an opening question like, “So, tell me about yourself?” or, “So, why are you interested in this role/company”, then start well. Through your opening 2-5 minutes, generate interest and attention in the mind of your ‘reader’.

Use language that feels right for your career story. I think it never hurts to describe things simply but effectively. Try to use words that add zest to your experience and motivations. Just try not to over complicate the ‘plot’.

Don’t lose your reader, keep those pages turning.

What is your message in your story?

Understand what the challenges of the role are, and what are the current and future demands on the organisation. Your recruiter and your own research will help you understand this.

Settle on your ultimate message, then you can figure out the best way to illustrate it at interview. Use your career story to invoke a clear connection between what value and experience you bring and how you can harness that experience for your new prospective Employer. Make the Interviewer want to know the story behind your career. Characterise yourself positively.

Be true to your IQ and that of your audience.

It would be foolish to underestimate your audience. Your interviewer is looking to hear information on your career experience that resonates with them.

They will want to understand you as a character and what you offer and stand for, so never dumb down your message or yourself. Make your story relevant and credible.

Maintain pace, select an appropriate momentum

I’ve heard on too many occasions from hiring managers that an Interviewee started amazingly well, then petered out after 20 minutes. 10 times out of 10, the hiring manager is terribly disappointed – ”Gee, they started so well, we thought we had found our perfect candidate!”.

Like any strong story, start well, maintain the plot, maintain clarity and consistency through each chapter (or job).

Don’t lose the reader, keep those pages turning.

To do this, you must be well prepared. You must have planned your storyline, organised and detailed all sub-plots, and all the characters in your career history. It has to remain relevant to your ultimate message.

A strong ending

Many an interview can lose its way with a fluffy and overly elaborate ending. Be concise and finish strongly. Be positive, perhaps even bold. Don’t fade out with a whimper.

Ask yourself, how many times have you commented on poor or lacklustre ending to a book that you have read. I bet you can remember how that ending made your feel years after reading it. I’ll even bet you never read, or recommended, that story to anyone again!

  1. Extract from the Harvard Business Review – ‘How To Tell A Great Story‘.

The Source is a specialist Procurement mid to senior and executive recruitment and search firm with national reach. We provide tailored contract and permanent recruitment solutions to leading organisations in the Australian market.

What to do When You Feel Like Quitting

Feel like quitting? It’s important to ask yourself some key questions before you hand in your letter of resignation. 

Moving jobs is consistently rated by psychologists as one of the most stressful events in a person’s life (more stressful, for example, than the birth of a child or planning your wedding). So it’s vital for your own well-being that you manage the whole situation very carefully.

Before you even begin to start the process of hunting for a new job, you need to ask yourself the key question – what’s my motivation?

Why Do People Start Looking Elsewhere?

People look for new jobs for a whole host of reasons, but they generally fall into one of the following groups:

  1. Dissatisfaction with the work they’re doing
  2. Dissatisfaction with their remuneration
  3. Dissatisfaction with their working environment
  4. Dissatisfaction with their manager(s)

It’s interesting to note that people are often only motivated into actively looking for a new job when they are unhappy with more than one of these aspects. If you currently find yourself in this position, here’s my advice.

What to Do When You Feel Like Quitting

Before you storm into your boss’s office with your letter of resignation, you should think carefully about whether your dissatisfactions can be resolved in your current situation. Let’s look at these one by one.

1) Feeling Unsatisfied?

If you are finding your current work is unsatisfying, first check if there are other, more interesting projects coming up for which you could volunteer. Or, if you are finding that your expertise is causing you to become “pigeon-holed” into one area, look into whether there are internal opportunities to cross-train into different and more exciting areas, and gain new skill-sets.

2) Struggling on Your Salary?

If you’re unhappy with your salary, you need to check whether you are being fairly remunerated for the work that you do. This information may not be easily obtained within your company because of individual confidentiality, but job-boards contain a lot of data, and sites like Glassdoor will give you a rough idea of whether you are being paid what your skills and experience are worth.

If you have been with the same company for a long time you may find that your pay has only increased by small increments each year, and your own boss may be unaware that your salary is unfair in relation to the market as a whole. Before you hand in your notice, you should at least talk to your manager, armed with the relevant information, to give them a chance to improve matters for you.

But be warned, you may have already hit the salary threshold for your skill-set, in which case you should think about learning new skills, developing niche expertise or taking on more responsibilities.

3) Unhappy with the Working Environment?

Your working environment covers everything from the company culture (which you probably can’t change) to the working hours and your work-life balance.

People’s needs change throughout their careers: if your domestic situation changes because of childcare needs or caring for a relative, talk to your HR department or manager about adjusting your working hours.

Increasingly, companies understand the cost to them of losing experienced staff (and having to find and train replacements) so they are much more willing to be flexible in accommodating the needs of their teams.

4) Bad Manager?

Perhaps the hardest problem to resolve is a bad manager. Micro-manager, absent manager, unappreciative manager, bully…it’s an old truism that “people leave managers, not jobs”.

If you’re feeling unappreciated you may need to run an internal PR campaign and make sure that your boss has realised all of the things that you’ve achieved for the company.

If the person you report to is irrepressibly miserable, or a shameless bully, you may have the capability to neutralise or ignore their toxic behaviour. However, it may be too emotionally-exhausting and this will be all the worse if the company’s senior management don’t seem to care.

Focus On Being Happy

So, if your managers are steering your company onto the rocks, while paying you a pittance for working every hour under the sun…it’s maybe time to go.

At least you have investigated whether the situation can be saved, and by looking at your motivations you will know which aspects are most important for you.

This will save you many hours of pain and stress in the job-hunting process because right from the start you will know what your “red-lines” are.

  • If you absolutely need a certain level of income to support your family then you can rule out everything below that;
  • If you absolutely need to be able to drop your child at school in the morning then you can focus your attention on those employers who support flexible working hours;
  • If you’re committed to learning new skills then you need to find a company who will truly support your drive for self-improvement.

Once you know what you’re trying to achieve with your job-move then you will be focusing on the things that are important to you, the things that are most likely to make you happier and less stressed. This is really important not just for your own well-being but also because there is a huge body of evidence that proves that happy people work more effectively, and so you are creating a virtuous circle for your next job.

And now it’s time to think about the next key step – your CV!

Richard Harris is Managing Director at Mohawk Consulting. Mohawk Consulting is a specialist recruitment company, working within the professional services market, particularly at the level of experienced hire/manager/director.

What the Numbers Say – Behind the Scenes at Career Boot Camp

Numbers don’t lie! Over 6,500 procurement professionals took our Career Boot Camp challenge. Were you one of them?

As the dust settles on one of Procurious’ biggest events this year, we’re taking a look at what the numbers say about what our Boot Campers were most interested in.

Which topics were the most popular over the course or Career Boot Camp? Which of our podcast presenters had the biggest audience? What were the podcasts and articles most shared on Twitter?

Membership Boom

First up, the great news for all Procurious members is that our online community has grown bigger and stronger than ever.

Just over 870 new users signing up over the course of Career Boot Camp. That’s 870 more procurement and supply chain professionals for you to share knowledge with and add to your ever-growing professional networks.

On top of this, a staggering 6,500+ visitors listened to at least one of our free podcasts, while nearly 20,000 people read one of the great article that were published during the campaign.

It was great to see so many of you engaging with the podcasts and the content. If we’ve all taken just one lesson from Career Boot Camp, then we can start getting our careers on the right track!

Most Viewed Podcasts

We shared 15 podcasts, coming from a range of fantastic Career Coaches. If you missed out on hearing any of these, you can now catch up with them in the Procurious Learning area.

But which of the 15 podcasts were the most listened to?

  1. Give Your Career a Cardio Boost” – Founder at Procurious, Tania Seary
  2. Incubate Your Big Ideas on the Job” – VP Strategy and Market Development at Coupa, Gabe Perez
  3. Five Surefire Ways to Become a CPO” – CEO at ISM, Tom Derry
  4. Become a Global Player” – Cultural Diversity Expert, Dr Tom Verghese
  5. Take Your Conscience to Work – Finding Meaning in your Procurement Career” – Business and Enterprise Director at Social Enterprise UK, Charlie Wigglesworth

The interesting thing about this top five list is that it’s such a mixed bag of topics. We’ve gone from Tania Seary’s “Kick-Off” podcast that got Career Boot Camp off to such a great start, to topics on progressing in your organisation.

Not to mention the fact that two of our most popular podcasts came from Tom Derry and Gabe Perez, representatives of two of the profession’s important organisations (ISM and Coupa).

Looking further down the list, we see two topics that are front of mind for nearly all procurement professionals. Our increasingly global marketplace is putting demands on our cultural intelligence and diversity knowledge. Dr. Tom Verghese’s message really hit home with you all it seems.

Then we had the topic of social value and social enterprise, with Charlie Wigglesworth from Social Enterprise UK. All professionals, but in particular procurement’s Millennials, want to make a wider difference in their careers.

Working with social enterprises struck a chord with you, and allowed us to build on our learning on the topic from Big Ideas 2016.

Best Reads

As well as article from our Career Coaches, we also invited our influencers and community to share their thoughts. We received an overwhelming number of articles (thanks!), and they really helped spread the word about Career Boot Camp.

Amongst the content were some articles that seemed to inspire you all with the career message. Our Top 5 here were:

  1. Only 24 Hours in a Day – Manage Your Time Wisely (Procurious HQ)
  2. Does Your CV Pack a Punch for a Real Live Human? (Andy Wilkinson, The Chameleon Career Consultancy)
  3. Career Espresso – 5 Minutes a Day Fast-Track to Success (Tania Seary, Founder, Procurious)
  4. The Top 5 Ways to Stand Out In Procurement (Anna del Mar, Head of Learning & Development, Future Purchasing)
  5. How To Land Your Dream Job? You Gotta Work For It (Lucy Harding, Partner and Global Head of Practice at Odgers Berndtson)

The top five most read blog articles show that Procurious readers value practical, actionable career advice.

From tips on how to start on the path to landing a dream job, down to detailed advice on time management, the most popular articles delivered an array of best-practice career advice.

Social Media by Numbers

We also spread the good word on Career Boot Camp across our social media platforms. The articles were well shared and read across the board.

Within the articles, there were a few topics that got people coming to see what Boot Camp was all about. These were:

  1. Does Your CV Pack a Punch for a Real Live Human? (Andy Wilkinson, The Chameleon Career Consultancy)
  2. The Top 5 Ways to Stand Out In Procurement (Anna del Mar, Head of Learning & Development at Future Purchasing)
  3. Irresistible Procurement Candidate? Have a Finger in Every Pie (60 Second with Rhonda McSweeney, Group Manager of Procurement and Contract Management at CS Energy)

It again shows that people were interested in the really detailed tips and career advice. But at the same time, they were interested to hear what our CPOs and influencers had to say for their own career advice too.

#CareerBootCamp: What Twitter Had to Say

The Career Boot Camp hashtag was tweeted out more than 1,200 over the course of the campaign, and reaching a potential audience of just under 400,000 users.

Once again, the Procurious HQ team can’t thank all our followers and supporters enough for their help with this. Your help allowed us boost our numbers and reach a truly global audience.

Global Activity for #CareerBootCamp
Global Activity for #CareerBootCamp

It’s great to see such large numbers of procurement professionals taking an interest in their careers. We hope you got as much out of Career Boot Camp as we did, and that you’ve already started making changes for your procurement career.

Although Career Boot Camp is over, there’s no need to despair. You can still listen to all fifteen podcasts via Procurious for FREE here.

Do What You Love – Chase Your Dream Procurement Job

You can’t just wait for your dream job to come along. If you want to do something you love, you’re going to have to chase your dreams.

Imagine working in a role that you love. Being completely satisfied with your work through pursuing whatever you’re most passionate about can make the difference between feeling discontented and uninspired, and moving to a happier, more productive and fulfilling life.

Here are my simple and practical tips towards landing your dream role:

  1. Define your key skills

What are you most passionate about? If you’re struggling to work that out, write a list of what you love to do, what interests you, and what comes naturally to you.

Think about feedback or comments (informal or formal) you’ve consistently received from peers, leaders, friends and family. How do others generally describe you? What do they often say you’re great at?

For example, you might be a fluent writer. Maybe you have the gift of the gab. Perhaps you enjoy analysing data and making meaningful sense of it. You could be a great coach, and know how to get the best out of others. Or are you the person with all the big ideas?

  1. Uncover the role fit 

Now that you’ve got your list sorted, identify and search for roles that call for those skills.

For example, if you’re able to think strategically, if you’re good at problem solving, have strong emotional intelligence and display outstanding interpersonal and communication skills, then a leadership role could be the way to go.

If you love working with numbers, data, spreadsheets and providing commercial insights then a role in analytics and reporting will suit.

Perhaps you’re highly relationship and customer focused with sound analytical, negotiation and commercial skills. Sounds like a career in Procurement might be right for you!

  1. Network, Network, Network!

The percentage of unadvertised roles is estimated to be between 70 and 80 per cent, which suggests your next amazing role is sitting somewhere within your professional and personal networks.

  • Start connecting (and reconnecting) with your networks – who can they introduce you to?
  • Form a relationship with a specialist recruitment firm. Recruitment consultants are a great source of information and can certainly guide you in the right direction.
  • Attend industry networking forums and events.
  • Actively connect with professionals on sites such as LinkedIn or Procurious, the world’s first business networking site for the procurement and supply chain profession. Get noticed by sharing articles, joining relevant groups and contributing to discussions, or for those that love to write, demonstrate thought leadership through regularly posting blogs (something I must do more often!).

Be proactive, targeted and considered in your job search. Whether you’re connecting face to face, on-line or over the phone, effective networking will be key to your ultimate success.

People generally like to help others so don’t be afraid to ask for assistance – you will also bring value to that connection in some way.

Go ahead, chase your dreams and do what you love!

The Source is a specialist Procurement mid to senior and executive recruitment and search firm with national reach. We provide tailored contract and permanent recruitment solutions to leading organisations in the Australian market.

Some Procurement Lessons Just Can’t Be Taught

Not everything in life can be taught. Why is attitude more important than aptitude…(and almost everything else).

Syda Productions/Shutterstock.com

David Hearn is the Chief Advisor at CPO Advisement Services, specialising in effective change management and the successful implementation of eProcurement tools.

With 20+ years leading direct and indirect sourcing and procurement groups under his belt, David has some great advice to offer regarding the importance of building good relations, retaining millennials with challenging roles and what defines the procurement talent gap.

David keenly asserts that the attitude of his employees is of the utmost importance. Only with a good attitude, good relationship building skills and effective collaboration can you build a successful career. Everything else can be taught.

1. What were your first 3 jobs?

My first job was as an engineer for General Motors where I was responsible for sourcing parts.

I moved on to the telecommunications company, AT&T. As a system consultant here I developed skills in selling, influence and relationship building. 

My third job was at Sun Microsystems as global sourcing manager. Whilst here, I honed skills gained from my first two jobs and learnt more about business partnership. 

2. What’s one thing you know now, that you wish you’d known at the start of your career?

 I wish I’d understood the importance of building relationships with the people you work with, internal and external. Good working relationships enable you to accomplish so much more, faster.

3. How can CPOs attract and retain millennials?

There are a number of ways to retain the enthusiasm of millennials in the workplace. Don’t given them boring, stereotypical procurement roles. Instead, craft new roles which allow them to learn on the job whilst delivering tangible results that they can be proud of.

Millennials want to contribute to the common good so it’s a good idea to find projects for them which have a positive impact on the world.

Finally, it’s a smart move to rotate millennials through multiple roles quickly.  Keep them learning, motivated and challenged.

4. Does the procurement talent gap exist? Or is it just as perception problem?

The only gaps are in soft skills such as relationship building, influence and collaboration. These skills are necessary in order to be a success as a trusted business partner.

5. What’s more important for your hires – attitude or aptitude?

Attitude – 100 per cent. Anything else can be taught but you can’t teach attitude.

6. What key skills are critical for procurement in the next 5 years?

  • Relationship building
  • Collaboration
  • Influence
  • Selling
  • Leadership

The Procurious Career Boot Camp will increase your stamina, get you in the best career shape of your life and help you stand out from the crowd.

It’s not too late to sign up. Enlist here and get access to our 15 free podcasts from some of the best career coaches around. Don’t miss out – your career will thank you for it!

5 Reasons Why Your Organisation Needs to Offer Sabbaticals

Sabbaticals were once confined to a few professions such as academia and the clergy, but are increasingly working their way into the HR policies of businesses across every sector.

You’ve just lost one of the most valuable members of your team because your organisation’s inflexible HR policies meant she couldn’t take six months off to travel with her family. Offering a sabbatical would have saved you the time and expense needed to recruit and train a replacement.

Does this sound familiar? How many of your best workers have quit for this reason? Where once sabbaticals were only offered to a select group of people, more and more organisations are offering them as part of their employment strategy.

Here are five reasons you need to offer sabbaticals to your team. 

  1. Retention

Let’s face it. Businesses across the board are struggling with retention, with millennial staff generally jumping ship every 2.5 years.

A sabbatical policy might just be the magic bullet you’ve been looking for to increase retention and longevity of employment. For example, you could offer a short sabbatical (paid or unpaid) after 5 years’ employment, a longer sabbatical after 10 years, and so on.

Remember, the alternative is having the employee quit to pursue their dreams, while you’re left with the expense and trouble of finding a replacement.

  1. Rejuvenation

There are so many reasons employees may want to take a sabbatical: study, travel, volunteering, health, family and so on.

But one of the underlying motives for people to take a career break is that we’re not machines – after a few years in the same role it’s natural to start feeling burnt out or stuck in a rut.

That’s why sabbaticals are essential for revitalisation, giving employees an opportunity to rediscover their mojo, rebuild their enthusiasm for their career and come up with new ideas.

  1. New ideas

As mentioned above, sabbaticals are traditionally associated with academia, wherein researchers take a paid break to spend time on activities related to their career or research, usually in a different geographic location.

The reasoning behind this is that people can’t be expected to come up with new ideas or creative thinking by simply sitting in their office – they need to find inspiration in other parts of the world and meet colleagues who are approaching shared challenges differently.

There’s no reason why this same concept shouldn’t apply outside of academia. A sabbatical will give your employees the opportunity to bring new thinking and creative ideas back to your organisation, even if they didn’t engage in any strictly career-related activities on their break.

  1. Expect career breaks to become increasingly popular

According to Elizabeth Pagano, cofounder of YourSabbatical.com, “the concept of working for 40 years and then retiring is outdated. People should be able to inject bursts of time off into their career paths.”

Putting off the pursuit of dreams such as travel or studying until you’ve retired (and over 60 years of age) can mean that you run the risk of no longer having the health or energy necessary to do those dreams justice.

Another reason sabbaticals will become increasingly popular is the security they offer for people taking a career break. Knowing that your job is being held for you is immensely reassuring.

The alternative is to quit your role, which could mean you’ll worry about your financial future during your precious time off and spend the last three months of your break on the phone to recruiters.

  1. Win the war for talent with attractive sabbatical offering

As sabbaticals become more widely accepted, expect job-seekers to ask about your sabbatical policy as they consider if your company is right for them. I

f a star candidate is choosing between your company and a competitor, a generous sabbatical policy might just be the factor that gets them over the line.

Remember, sabbaticals will not only help you attract talent, but retain people for years longer than the rapidly shrinking average term of employment.

Five tips for HR when building an offering for sabbaticals

1. Create a policy

A sabbatical policy will help you attract and retain talent, give employees a goal to work towards, and lay out a clear framework about how sabbaticals work.

It’s important to be absolutely clear on what activities would constitute a paid sabbatical, but keep in mind that for unpaid sabbaticals, the reason for the employee requesting the career break isn’t relevant.

2. Be flexible

A sabbatical could be your best way to retain a valued team member who was otherwise likely to quit.

Flexibility is key – even if that person hasn’t met the criteria such as the minimum period of employment, offering a sabbatical may still be a better alternative than letting them go.

3. Plan ahead to fill gaps

Ask the employee for a detailed handover plan well ahead of their career break, and consider involving them in the hiring process if a replacement is needed to fill the gap while they are away.

4. Discuss contact during the sabbatical

Many sabbatical-takers would choose to have zero contact with their workplace while away, and that’s fine.

Others, however, may want to retain a level of contact through regular emailed updates, or simply through social media.

5. Organise a return-to-work interview

Bring the employee up to date on organisational developments, projects, and new goals and targets that have occurred while they were away. A return-to-work interview will also enable you to capture any new ideas they will bring back to the team.

Does your organisation offer sabbaticals? If not, how would you convince your boss to offer one? Leave a comment below!