Tag Archives: Career Boot Camp

Irresistible Procurement Candidate? Have A Finger In Every Pie

Why cross-divisional experience will make you an irresistible procurement candidate.

irresistible procurement candidate

Rhonda McSweeney, Group Manager of Procurement and Contract Management at CS Energy,  tells us why cross-divisional experience and team diversity are so important in the procurement function by drawing on her twenty years of corporate experience.

Considering her background in medical science, Rhonda explains how she has grown to value the transferable skills she learnt in the early stages of her career before moving into procurement roles and how this has influenced how she recruits and builds teams.

1. What were your first 3 jobs?

I didn’t work in procurement at the beginning of my career and, in fact, started out as a medical scientist.

I later took on the position as a regional manager for a global diagnostic firm before progressing, within that firm, to national sales and marketing manager.

My third position was at The Global Travel Group where I was a business leader in acquisition and integration.

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

I have learnt that medical science, and science generally, as an undergraduate degree wasn’t irrelevant to the GM Commercial roles I’ve filled in the latter half of my career.

The ability to think analytically, understand concepts, and also to understand problems and carry out root cause analysis, is very applicable in a business environment and not unique or exclusive to a career in science! 

3. How can CPOs attract and retain millennials?

Millennials need help from CPOs to understand how procurement can provide a very unique and privileged view of a business.  Procurement offers insight into to all aspects of a business; from operations and business services, to manufacturing and sales, to marketing, and beyond.

Gaining this insight helps to create a very well rounded business individual. I like to promote it as “free business learning”, being able to have insight into the other divisional areas that you wouldn’t necessarily be subjected to otherwise.  I think this is a great fit in the era of millennials who are typically on the “fast-track”. 

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

Depending on your procurement mindset, it could be a combination of the two. I like to attract a diverse team in which there are cross-divisional backgrounds, for example, engineering, operations, or sales to name a few, while also ensuring a mix of individuals with strong commercial, contract, and/or supply chain backgrounds.

I have always tried to achieve this mix and have found that I can up-skill, and cross-skill, when necessary. I look for strong behavioural attributes on all accounts  to trump any technical learnings with the firm belief that these can be taught.  Having an enquiring mind, grasping concepts, working successfully across boundaries and establishing relationships and strong communication cannot be taught!

5. What’s more important for a candidate – attitude or aptitude?

It is important to have a mix of both. If I had to have a bias, I would sway slightly towards attitude. The ability to ask the right questions, and acknowledge that you do not have all the answers,  can resolve any aptitude gaps.

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

Cross-divisional experience is fundamental in procurement. It is so beneficial for employees to complete rotations within a business, therefore experiencing as many aspects as possible.

This will produce a well-rounded, commercial individual, who will create a compelling candidate for the procurement industry. This experience, balanced with the right behavioural attributes, will be essential going forward.

Does Your CV Pack a Punch for a Real Live Human?

It’s all very well being able to get your CV past a computer algorithm. But how can you make sure it packs a punch when it lands in front of a human?

optimise cv for human

In my previous article, I discussed the power of using the right keywords to make sure your CV gets past the recruitment gates. With more recruiters than ever using digital searching and algorithms for creating candidate long-lists, you want to be sure that your CV stands up digitally.

Now let’s assume you’ve got your CV past the robots, and in front of a real, live human being. Impressing the robots isn’t nearly enough, we need to get a human on side too! You want to be sure that, having got the CV past the algorithm, a human is going to be suitably impressed, and invite you to meet face-to-face.

While the last piece was just as relevant for LinkedIn, this article is much more applicable to CVs. LinkedIn has very different requirements, so applying the premise of this article to it should be done carefully.

We’ll look at a couple of things in this article that should help your prospective recruiter or employer find the most relevant information to them, in as fast a time as possible.

Reverse-Engineering

At this stage it’s still key to have the right keywords in place. Whether formal or subconscious, our human will have made a list of things they are looking for. Whether they are reading or just scanning your CV, I guarantee there will be phrases they are looking for.

You need to ask yourself, “What is the searcher looking for? How can I show that in an easy to find and accessible way?”

If you deliver that in your CV, your CV will make the “long-list” more often, giving your CV more chances.

Your keywords are the backbone of the CV. You identify your keywords, your core skills and competencies, and then build your CV around that to demonstrate that you are the right person for the role. The only two things a CV can ever positively demonstrate are:

  • What you’ve done
  • How well you’ve done it

What we are trying to do is lay out your skills in an achievement-focused, concise manner. Remember, the reader’s attention might be as short as 3-5 seconds for recruiters, and 7-10 seconds for HR or line managers.

So how do you put across what you’ve done in a professional, concise and achievement focused manner? The good news is Procurement is one of the easiest sectors to be able to do this. Bear with me!

How to Structure a Bullet Point

If you follow this structure your CV will be easy for people to pick out what they are looking for.

Word 1: Pro-active language

The use of pro-active language as the first word in each bullet point allows you to be more concise. It also gives the reader the impression you are a “get up and go” personality without you having you say it.

Use words like:

  • Drove
  • Delivered
  • Implemented
  • Initiated
  • Took ownership for

There are obviously hundreds more, but you want it to make it obvious you took the bull by the horns, and YOU did whatever it was.

Word 2-5: Subject

Putting the subject second in the structure allows someone looking for something specific to skip the rest of the line if this isn’t what they are looking for. You only get 10 seconds to make your impact, make sure they are looking at what you want them looking at for that 10 seconds.

For example, “Drove marketing spend consolidation”.

Words 5-10: Achievement or Responsibility

If you are writing your CV with separate Responsibility and Achievement sections, then you will need to vary this.

In Responsibility section

  1. Pro-active language
  2. Subject – responsibility
  3. Achievement

In Achievement

  1. Pro-active language
  2. Achievement
  3. Responsibility

Make sure you put meat on the bones here and use quantitative numbers. You wouldn’t sell your boss a project to “save some money”. You would say something along the lines of “with an investment here we can save 10 per cent or £30,000”.

The 4 groups of people you are trying to communicate with are Procurement, Board level executives, recruiters or HR. All of these groups are highly numerate and commercial.

HR can be less so, but quantitative deliver more information and are hardly ever detrimental (as long as your CV doesn’t turn into a Suduko puzzle!). Use their language to your advantage.

The quantitatives don’t even need to be value based – they could be man-hours, supplier consolidations, or times. But people remember numbers (that’s why politicians use them) so put them in. It will also make your CV more concise.

For example, “Drove marketing spend consolidation with senior stakeholder and supplier engagement saving £500,000 annually.”

Past Tense

Always put your CV in the past tense. If you forget to add an achievement, or can’t find one, then just being in the past tense (with the right language) implies success.

If you do those 4 things consistently your CV will be a document that will be easy to read and interpret as well as look professional and put across a massive amount of your success and delivery.

Building on over a decade of corporate recruitment (and reading in the region of 250,000 CVs), Andy Wilkinson set up The Chameleon Career Consultancy to coach CV Writing, Interview Technique and LinkedIn Profile writing. 

If you would like any advice on any of these areas or more help on your CV feel free to get in touch by e-mail, or visit the Chameleon website or LinkedIn page.

Reporting For Duty! Meet the Career Coaches Getting You In Shape

Reporting for Boot Camp, Sir! Meet the Career Coaches who will be putting you through your paces in Week One.

meet the coachesWe’ve managed to secure procurement experts of the highest calibre to ensure you’re learning valuable insights from the most experienced professionals.

Our coaches include a Global Broadcaster with an audience of two million listeners; a Cultural Intelligence Advisor to Forbes 500 companies; and the CEO of the profession’s peak body, ISM. These leaders will be offering invaluable advice and whipping you into shape during Career Boot Camp!

Why Career Boot Camp?

Tania Seary, founder of Procurious, draws a parallel between career development and training regimes.

“When you go to the gym alone, it’s easy to get sidelined and hard to motivate yourself. You just don’t work as hard. As soon as you add a group of fellow gym-goers and a killer personal trainer, you’ve got the extra boost you need to succeed.

“This is the idea we’re embracing with Career Boot Camp. 17,000 procurement professionals, learning together from the best in the business. That’s how you achieve career results.”

Our Coaches are ready to start dragging any Career Couch Potatoes off the sofa, and up the next rung of the career ladder. But first, we wanted to introduce you to the trainers who will be getting you in shape throughout Week One:

DAY ONE – Monday 19th September

tania-seary‘The Warm Up’ – Tania Seary, Founder, Procurious

Top tips for staying motivated: Think positive, take it one day at a time, and believe in yourself and your career goals.

We’re kicking off with an introductory podcast from Tania Seary, Founder of Procurious, to get those muscles warmed up and your heartbeat racing. 

DAY TWO – Tuesday 20th September

tom-derry‘5 Surefire Ways to Become a CPO’ – Tom Derry, CEO, ISM

Favourite Boot Camp Moves: Career Crunches, Procurement Planks, Sourcing Squats, Buyers Burpees, Leadership Lunges

If your goal is to make a major impact on your company, there’s no better role to strive for than Chief Procurement Officer. CPOs typically sit on 64 percent of their firm’s total cost structure, making their decisions incredibly important.

Tom has substantial experience in product development, cross-border acquisitions, and foreign joint ventures, and spent nine years with the Association for Financial Professionals (AFP).

Given the many years he has spent interacting with top CPOs on a daily basis, Tom knows exactly what it takes to get your career on the path to success.

In his podcast, Tom will outline five key skills to master as procurement professionals, such as earning a reputation for reliability and mastering your craft.

DAY THREE- Wednesday 21st September

tom-verghese‘Become a Global Player’ – Dr. Tom Verghese, Fortune 500 Cultural Intelligence Advisor

Favourite Motivational Quote: Don’t stop when you’re tired, stop when you’re done.

Do you have the cultural savvy it takes to be considered a global player? Think you could benefit from some expert guidance?

Dr. Tom Verghese has been an independent cross-cultural consultant for more than 25 years, and will share the four key components of cultural intelligence. Tom will explain the importance of having cultural intelligence in order to succeed as a global procurement professional.

He will also discuss why it is advisable to learn more about different cultures, and how to deal with different people effectively.

DAY FOUR- Thursday 22nd September

charlie-wigglesworth-a‘Take your conscience to work: Finding meaning in your procurement career’ – Charlie Wigglesworth, Social Enterprise UK – £1 billion corporate social procurement programme

Nutritional Advice: To get through three weeks of Career Boot Camp, you’re going to need to stock up on protein shakes, rare steak and lots of spinach.

Do you feel like you’re making a social difference in your procurement role? Is your conscience telling you that you could do even more? If so, Charlie Wigglesworth’s podcast is for you.

Charlie has worked with clients across the public, private and third sectors delivering events on public policy issues. He also has extensive experience in business development, having delivered bespoke packages for a wide variety of clients from small charities to multinationals.

In his podcast, Charlie will explain why it is so valuable to generate more meaning in the work we do, the importance of working with social enterprises, and how this can be embedded into the core of business.

DAY FIVE – Friday 23rd September

jon-hansenAt a Crossroads – 3 Career Questions to Ask Your Boss – Now! – Jon Hansen, Global Procurement Broadcaster, 15,000 monthly listeners

Army Coach Credentials: Chief Career Corporal

Jon Hansen, expert blogger, writer and speaker will outline three questions to put to your boss to be sure you can evolve and advance together. 

He believes ambitious procurement professionals need strategic, forward-thinking leaders to help them grow. With over two million listeners, and five books and 3,000 articles published on topics as diverse as supply chain practice and social media, Jon is a force to be reckoned with.

His podcast will discuss why it is crucial to have innovative leaders with clear vision and a solid approach to dealing with stakeholders. Are you and your boss a match made in heaven? Or is it time to start thinking about going your separate ways?

Introductions over! Hopefully you’re feeling prepared and ready for Career Boot Camp Week One. Stay tuned for the low-down on our Week 2 coaches, coming soon.

There’s still time for you to register to take part in Career Boot Camp! Find out all you need to know, including more about our coaches, by visiting the website

Born Ready or An Old Hand? Balancing Attitude and Aptitude

Skills can be learned, but attitude is something you’re born with. But when it comes to creating your rockstar procurement team, should one really be prioritised over the other?

experience vs attitude

This article was written by Dee Clarke, Davidson Projects & Operations.

“Please find me procurement professionals who have an equal balance of personality and drive and skills and experience.”

I hear this statement from my clients on an almost daily basis. It’s a significant move away from the days when clients would state the five mandatory fields for candidates as:

  • Education;
  • Experience;
  • Years with a company;
  • Size of projects; and
  • Reference checks.

Now, those are just the start of the conversation, and the first step in developing the success profile of potential candidates.

Furthermore, the same clients are asking for psychometric assessments (personality testing) to be conducted on all potential candidates before the shortlist is even sent to them. In the past, this would have only been carried out when the shortlist had been confirmed, if at all.

These key facts point to the rising trend within the procurement profession of companies looking beyond the CV.

Natural Attributes or Learned Skills

So why is attitude so important? And can it really outweigh experience and qualifications when looking at a future recruit?

With strategic partnerships and vendor management a strong focus for procurement teams, there is an increased need for individuals to have effective stakeholder engagement, influencing skills and, overall, a great attitude.

Many within the profession believe skills can be learned. However, attitude is something you are born with. It is, therefore, the more important quality to look for when hiring a new employee.

I personally believe it all comes down to the role in question, and how that person and the role fits into the objectives of the organisation.

Attitude vs. Aptitude – Pros and Cons

Let’s look at some key factors when it comes to recruiting attitude over aptitude.

Cultural Fit

Ensuring a new employee fits with the company culture is important. Not just for the organisation, but also for the candidate to feel comfortable in their surroundings, and ensure they perform to the best of their abilities.

This is where personality testing can come in handy to look at this before they even get to the final stages of interviews.

Communication

The right attitude in a key procurement project lead can make or break the outcome of the project. With the need to liaise with a variety of different stakeholders, both internally and externally, how they interact and communicate with these people is essential to the success of a project.

Training & Support

Hiring someone with limited experience in procurement, but who has the drive and passion to progress their career in this area, needs a large amount of support, mentoring and access to training to become a loyal employee.

This leads me to ask, does your company have that internally, or via connections externally?

Team Balance

In order to be able to hire someone based on attitude over skills, you need to ensure there is already a high level of experience within the team. You need to balance the pendulum, or else you may have a great team culture, but no success to go with it.

Managing Expectations

One of my greatest concerns when a client hires a new employee based on attitude over aptitude is ‘expectations.’ When I take a role brief, we discuss the role and candidate expectations and what will the candidate have to do.

Measuring Success

What will the candidate have to achieve in six to 12 months to be successful in the role? These are usually decided on before potential candidates are interviewed. Once a decision is made to recruit a less skilled person, expectations of the role may need to be adjusted.

Speed of Learning

While, yes, skills can be learned some people develop skills at a slower pace than others so you need to ask yourself before making the final hiring decision, can the role expectations be adjusted?

And how much time can you allow for the individual to develop the skills they are lacking?

Clear Cut Decision?

I do agree that attitude is probably more important than aptitude, but only slightly.

As you can see above, it’s not a clear cut decision or process for future recruitment strategies.

It goes further than a question of balancing attitude vs aptitude. The answer lies in the internal processes you have to support this, and the time you will allow that person to develop required skills.

Arthur Freudiger, Procurement Solutions Manager at Charles Kendall, sums it up best. “While culture and attitude is critical, there needs to be the right balance depending on the position to ensure projects and KPIs are met. Otherwise it’s all pointless.”

Dee Clarke, is a Senior Consultant within the Davidson Projects & Operations team, which delivers the right technical and project expertise for any stage of a project or asset’s life cycle.

She has more than 10 years’ experience in recruitment across the Australian and Irish markets. During this time, Dee has forged a strong expertise in Procurement and Contracts and is an Affiliate Member of CIPSA.

Get in the Best Career Shape of Your Life – Here’s How

Are you stuck in a career rut? Need to give your procurement skills a boost to grab your dream job? Then pay attention!

career boot camp

The research is in, and the procurement leaders and CPOs have spoken. Nearly 80 per cent of supply chain executives believe it is critical for new hires to have leadership and professional competencies.

But how can procurement professionals achieve this? And how can they fit professional development into already busy lives? This is where the Procurious Career Boot Camp comes in.

If you missed our launch last week, or are bursting with questions about it, read on. We have all the information you need!

What is the Procurious Career Boot Camp?

The Procurious Career Boot Camp “Get in the Best Career Shape of Your Life” is a global professional development event for procurement and supply chain professionals hosted on procurious.com. It is designed to help you build vital skills, networking and advancement opportunities for your career.

How does it work?

The series will feature daily podcasts with tips and insights from some of the leading experts and influencers in the procurement space – our “Career Coaches” – to help you flex your career muscle (see more below on who some of these influencers are!). We’ll accompany these podcasts with daily blogs from our “Career Coaches” and vibrant group discussions on Procurious.

Why this topic?

Procurement is the fastest growing profession in the world, with more than four million practitioners worldwide. It’s also a profession that offers tremendous growth and advancement opportunities over the long term. However, not all professionals have access to formal, targeted training or mentoring.

This first of its kind Career Boot Camp aims to support this by helping our members to improve their career fitness! There is a wealth of research that shows the benefits of professional development.

APICS, a professional association for supply chain management, has highlighted just a few, including allowing procurement and supply chain professionals to expand their outlook on the field, foster new ideas for the workplace, set them apart from other candidates, demonstrate their commitment to the industry, and increase their confidence.

Are the podcasts available to everyone? 

We will let you sample one episode for free via email, but you do need to be a member of Procurious to take part in the full Boot Camp.

For non-members, this is a great time to sign up for Procurious. The skills you learn during the Boot Camp will help your next discussion with your boss on that raise or promotion you’re looking for. It’s very easy to register – just click here and sign up!

Is it really free?

Yes! Once you sign up to become a member of Procurious, you’ll have access to all of the content around the Boot Camp, as well as all of the resources on Procurious, including featured classes, e-learning videos, podcasts and much more.

How long does it last?

Boot Camp is 15 days. Each of the podcasts is available for one day only. The podcasts will be accompanied by daily blogs from your “Career Coaches” and group discussions on Procurious.

Why do Boot Camp every day?

Just a few minutes a day can make the difference between standing still, or moving quickly into more impactful roles. Studies have found that a majority of business leaders said hiring people with both technical and leadership skills was important to their companies.

Toning up on your career fitness a few minutes a day will help you get in the rhythm of this important, daily habit of investing in your career advancement, skill development and professional networking.

Who are some of the “Career Coaches” taking part?

We’ve brought together a unique and interesting group of “Career Coaches” who are experts in their fields to help you flex that career muscle! Don’t miss this opportunity to tap into the insights from these leading influencers around the world, including:

  • Jon Hansen, Host, PI Window on the World Show and Writer and Speaker, Procurement Insights
  • Charlie Wigglesworth, Director of Business & Enterprise, Social Enterprise UK
  • Chris Sawchuk, Principal and Global Procurement Advisory Practice Leader, The Hackett Group
  • Carin Warner, President and Founder, Warner Communications
  • Tom Verghese, Consultant, Presenter, Executive cultural coach, Author and Founder of Cultural Synergies
  • Tom Derry, CEO, Institute for Supply Management
  • Gabe Perez, Vice President, Strategy & Market Development, Coupa Software
  • … and many others!

I’m on the fence – why should I sign up?

An increasing number of CPOs at leading companies have direct access, and a strategic input into, the CEO. Procurement is a profession where you can make a business-critical impact, from addressing supplier disruptions to improving innovation.

But, with globalisation and technological change disrupting every aspect of the profession, making time for career development, training and up-skilling is critical if you want to get ahead!

With Boot Camp, you can soak up the insights from the global community that will help you develop those skills and advance your career.

I’ve got some career ideas of my own – how can I get more involved?

Great to hear! You can Tweet us @procurious_ or reach us on Facebook. Or you can share your own ideas with the Procurious community by joining the Boot Camp Group page and posting to the community feed.

If I’m not a member of Procurious already, how can I sign up?

Just click here to sign up to become a member of Procurious!

How do I access the podcasts?

If you’re a member of Procurious already, you can visit our dedicated Career Boot Camp page to sign up for daily delivery of the podcasts to your email inbox.

Have You Got The X-Factor To Be A World-Class CPO?

Are you part of the herd, or are you leading the pack? Have you got the X-Factor to be a world-class CPO of the future?

x-factor-cpos

Getting to the top of the procurement profession is not about just about doing your job really well. It’s also about having a very specific set of competencies that set you apart from your peers.

Gravitas, creativity, community are probably not on your professional development list today – but they need to be!

We know that remarkable CPOs can get their team to achieve the almost impossible, and deliver measurable competitive advantage to a business. But the ‘must have’ competencies which mark a CPO as best-in-class have never been clearly defined.

However, according to the X-Factor research conducted by The Faculty, there are several areas, other than just functional excellence, in which a great CPO needs to excel.

Beyond the Fundamentals

It goes without saying that you have to get the fundamentals right.  Running a best-in-class procurement operation – or functional excellence – in areas such as your core processes, risk management and compliance is obviously an entry-level requirement and, as they say, “gets you a ticket to the dance”. That is a baseline requirement for being considered a leading CPO.

This may seem fairly self-evident. Let’s look at bit deeper and expose some of the tricker competencies you will need to finesse in order to get to the top.

Gravitas is both one of the most difficult leadership traits to define and to develop! But it would seem one of the most important attributes to realise your CPO aspirations. The X-Factor research showed that high levels of influence, presence and insight, enabled leading CPOs to drive strategy, not just respond to it.

Distinguishing the Best from the Rest

Other leadership attributes which distinguish the best CPOs from the rest were integrity, professional advocacy, innovation, creativity, relationships. You either have integrity or you don’t, so that’s easy.

Building productive working relationships and becoming an advocate for your team, their function and the profession are skills that can be improved over time if you focus on their development.

Innovation and creativity are less straightforward. It’s important to understand that these don’t mean you can paint or create something. It’s more that you are able to “think outside the box” about commercial issues and develop solutions that satisfy a number of different stakeholders’ needs.

Developing your strategic thinking capability will take a concerted effort. It’s not a skill that can be learned overnight. One of the best ways to do this is to learn from others who already have developed this.

As you build more experience in procurement, you’ll start to develop the ability to think strategically automatically. And you’ll also be able to translate this strategic thinking for other business stakeholders.

Commercial Leadership

This leads us to commercial leadership, one of the other X-Factor elements The Faculty identified that sets remarkable CPOs apart from their peers.

We all understand that CPOs need to have commercial acumen and deliver strategic value through great strategy using best practices.  But leading CPOs also have a strong sense of community. They understand the importance of maintaining strong, positive relationships with external audiences.

Suppliers are obviously a key stakeholder. However, increasingly important is the need for procurement to protect and promote their company’s brand reputation in the broader community through responsible sourcing and other initiatives.

The ability to lead a team, adapt to the changing business environment and influence all those you touch are, of course, critical people leadership skills required of a CPO.

But perhaps what will define exceptional CPOs in the future is their ability to actually identify and nurture future X-Factor talent.

CPOs Need to Nurture X-Factor Talent

“In effect, we have profiled the face of the modern CPO,” says Keith Bird, Managing Director of The Faculty. “Fostering procurement talent – equipped with the X-Factor – must surely be a goal for CPOs, the profession and managers alike.”

Keith stresses that the importance of investing in capability and training to increase the prevalence of the X Factor cannot be overstated. “The most effective CPOs are on a never-ending development journey. Self-study, training, experience, coaching and mentoring are all vital components in the creation of remarkable procurement leaders.”

An important insight to come out of the research is that CPOs equipped with the X-Factor not only successfully combine technical and leadership skills, but actively seek to share their passion with others.

“Top-performing CPOs mentor rising stars because they love and believe in what they do”, says Keith. “And that passion compels them to share their learnings with others.”

Professional Advocacy

The key is to find the time to look beyond the day-to-day challenges of your own organisation, and connect with peers and future leaders in the wider profession.

Besides mentoring, X-Factor CPOs share their knowledge and enthusiasm through attending industry networking events, conferences, leadership forums and (most importantly) they promote their passion for procurement through social media.

“The importance of spreading a positive message about procurement can’t be understated”, says Keith. “It’s the responsibility of leading CPOs to get online and share collaborative learnings that will help other functions understand the significant value that procurement can bring to any organisation.”

Are You CPO ‘Fit’?

Having seen the attributes of a world-class CPO, are you able to say that you have the X-Factor? Beyond a passion for procurement, are you sharing your knowledge and enthusiasm for our profession with peers, colleagues, and stakeholders?

If you aren’t currently an X-Factor CPO, then don’t worry. There aren’t currently many CPOs around the world who tick all the attribute boxes. And there are fewer still when you’re looking for a sprinkling of social media magic.

As you grow and develop in your career, great procurement leaders will see potential, and bring high-potential superstars into their teams, providing fantastic opportunities for mentoring.

There’s still time for you to develop these skills. If you want to get started straight away, then look no further than Procurious’ Career Boot Camp.

Over 15 days, we’ll have 15 experts discuss insights aimed at getting you in the best career shape of your life. Don’t miss out – register now, and get on your journey to become an X-Factor CPO.

Request a copy of The X Factor – A Procurement Leadership Whitepaper here

It’s Not About The Money, It’s About the Meaning

Fancy titles, and a big pay cheque isn’t where the action is. You’re going to have to offer something with more meaning if you want to get Millennial superstars on your team.

Meaning Not Money

Kenny Cheung, Chief of Procurement at The World Bank Group, talks about his early career, the importance of setting boundaries, and the skills procurement professionals will require in the future.

Kenny also draws on his experience working for some of the biggest names in Finance, across two continents, about why Millennials care more for the deeper meaning in their job, rather than the big salary or fancy title.

1. What were your first 3 jobs?

  • Retail Project Engineer at ExxonMobil;
  • Strategic Sourcing Consultant at ExxonMobil; and
  • Senior Category Manager at National Australia Bank.

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

The importance of setting boundaries personally and professionally. Boundaries are important for getting your priorities right, help manage expectations of others whilst ensuring you don’t get yourselves (and your teams) burned out.

In my pursuit of achievements, I realised I could accomplish more “quality” goals than “quantity” goals, if boundaries were set earlier in my career.

3. How can CPOs attract and retain Millennials?

CPOs ought to understand how to build broader purpose into their team’s mission, as well as the design of individual roles within their teams.

Millennials look for more than a famous brand, an impressive title or a good salary. They look for meaning in their roles, far deeper and holistic than previous generations. 

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

Emotional Intelligence, Energy Management, Influencing, Networking, and Innovation.

5. How valuable have mentors been in your career?

Extremely. They provide me with some invaluable golden rules of career management as well as work-life integration fundamentals.

Build your personal workout plan, and get fit to meet procurement leaders’ needs! Take a step toward your next promotion by registering for Career Boot Camp today.