The world of procurement recruitment is set to undergo major changes, with a growing emphasis on future-oriented and interpersonal skills and greater autonomy for employees, according to Cozens Mabel’s Eight Workforce Trends for 2023.
Procurement and supply chain recruitment company Cozens Mabel predicts a more outcome-focused approach in 2023 where even “complete remote work options” are available.
Cozens Mabel, a 15-year specialist in procurement, supply chain, logistics, contract management and manufacturing says we’re in for at least another 12 months of a hot procurement jobs market.
“With organisations facing into another turbulent year, including economic uncertainty, a global energy crisis and rising inflation, the demand for procurement and supply chain talent should remain strong over the next 12 months,” it says.
“Accelerated digitisation, advances in systems and technology and the availability of big data are just some of the factors that will continue to drive demand for skilled talent across the sector.”
Cozens Mabel urged the profession to “get ready” as we enter “a new era in the world of work” affording greater autonomy for procurement job seekers to “choose their work style that best suits their lifestyle.”
The recruitment firm also says companies should be alert to these expectations to retain their current talent base.
“Health and work/life balance, remote working options and flexible career development paths will continue to be high on the list of candidate priorities,” Cozens Mabel says.
Demand for contractors to increase
Steady growth is expected across all permanent role types, Cozens Mabel says.
“Demand for contractors will also increase, especially with potential hiring freezes in some sectors across perm (permanent) roles and as organisations look to implement uplift and transformation projects across procurement and supply chain functions.”
A race is predicted for overseas talent in the coming months with the anticipated broadening of the talent pool due to an influx of UK, New Zealand and Indian professionals.
Eight hiring trends for procurement in 2023
- A slowing economy and impact on procurement and supply chain hiring: Organizations will need to strategize during a potential slowdown, leading to hiring freezes and redundancies in certain sectors. However, the demand for procurement and supply chain talent will remain strong. Growth is expected across permanent roles, with increased demand for contractors. Some organizations are also considering using internal resources to retain talent.
- Increase in migrant talent pool: The downturn could also open up opportunities for organizations to hire talented staff and a broader pool of skilled migrants from countries like the UK, NZ, and India. Organizations should consider ways to tap into this talent pool including Visa assistance, sponsorship, international secondments, contracting positions and international sourcing campaigns.
- Advancements in talent pool development: The technology in talent pooling, including AI, will provide businesses with valuable skills data and help target the right candidates for vacancies.
- A new generation of talent and changing work expectations: With shifts in expectations for health, remote work options, and flexible career paths, businesses must adapt to attract and retain the best talent.
- Future-focused skills in procurement and supply chain: Demand for skilled talent will continue to be driven by digitization, technology advancements, and big data. Soft skills will also remain in high demand.
- Increase in demand for working hours: Childcare subsidies and rising living costs in Australia may drive demand for more working hours, including part-time workers seeking full-time positions.
- Creative approaches to work-life integration: Expect organisations to continue offering remote and flexible working options, which include 4-day weeks, focusing on outcome-based work.
- Challenges in remote onboarding: Remote working conditions pose a threat to new hires making it through the probation period, with many struggling through online training and limited interaction with team members. Managers need to address these challenges to improve onboarding success including “in-person time” during the integration process of new employees.