Just as the mix of skills required to fulfill supply chain roles has changed, so has the way that individuals are recruited to the profession. And one of the most dramatic changes is the emergence of LinkedIn as a platform for hiring talent.
In the 12 years since it was launched, LinkedIn has signed up more than 380 million members worldwide. But its significance extends beyond these impressive numbers. In many ways the growth of LinkedIn reflects how the talent landscape is evolving.
Today, recruitment entails much more than finding individuals with the requisite qualifications and experience. Of course these attributes are still critically important, but now days there is more emphasis on building and nurturing strong relationships with employees. It is essential, therefore, that new hires are a good cultural fit for the organization.
Resumes are valuable sources of information, but these highly structured documents do not convey what makes individuals tick. That’s why we look for deeper insights when acquiring talent. For example, what extra-curricular interests do people have, what inspires them, and who do they connect with in the business world?
In other words, we look for personal brands.
There is no better place to find these detailed profiles than LinkedIn.
The platform is also wide-ranging. Professionals from various backgrounds use the site, an important feature for companies that are hiring or looking to build their talent pipeline.
Today’s recruiters tend to cast a wide net when looking for candidates to fill positions. This is especially the case in the logistics space, where finding individuals with the precise set of skills required for a particular position need not be a prerequisite for hiring.
This is the approach taken at TMC. If we find individuals who possess the aptitude and cultural alignment we’re seeking, we’ll give them the skills and experience they need to build a successful career in the company—even if their earlier career path was outside of logistics.
Indeed, gaining expertise in other industries can be an advantage. We’re always on the lookout for people who have expertise in other businesses such as automotive, food and beverage, and parts distribution because we have customers in these industries.
The importance of LinkedIn as a recruitment platform can only grow. Using social media to connect with job candidates is now a well-established approach to talent acquisition. Also, the site is global—a huge advantage from a logistics industry perspective. Not only can recruiters connect with a global audience, they have access to a ready-made source of information about job markets in almost every country across the globe. This is invaluable when expanding internationally.
It’s still up to individuals to make the best use of the platform with pages that reflect their personas in informative and creative ways. LinkedIn pages should be personal but professional (frivolous content is more appropriate for sites such as Facebook). Avoid resume-like formats that limit creativity.
A LinkedIn page should give outsiders a sense of the user’s identity.
As a practitioner intent on taking your career to another level, or a professional with a burning ambition to enter logistics, chances are you have a LinkedIn presence. But does that presence communicate who you really are?