The evolution of procurement hiring: Strategies for building the next-gen workforce

The procurement landscape is undergoing a seismic shift, and one of the most pressing challenges procurement leaders are facing today is finding and securing the right talent. According to a recent report, only 14% of procurement leaders are confident about the future of procurement talent availability. As industry demands grow and challenges evolve, traditional recruitment practices will no longer suffice in attracting skilled procurement and supply chain professionals. Industry leaders must transform their approach so that it aligns with the evolving needs of the workforce landscape. This article examines essential strategies procurement leaders can implement to identify and recruit top talent in the field.

Mapping out critical future skills

The modernization of procurement processes hinges on digital transformation and the adoption of new technologies. While traditional procurement skills and expertise remain essential, the demand for skills in digital tools, data analytics, automation, and emerging technologies is greater than ever.

Embracing new technology is pivotal in expanding the talent pipeline to candidates that have various transferable skills to a procurement role. Procurement leaders must implement forward-thinking recruitment strategies to match their needs. A key priority is forecasting skill needs for procurement roles three to five years ahead. An important first step is to conduct routine skill-gap assessments to evaluate technical and hard skills as well as soft skills to determine talent needs. This process helps identify valuable insights into a workforce’s strengths and weaknesses, which can then be addressed either by training or more strategic hiring methods. Human resources also benefit by using the data from the skill-gap assessments to understand role-specific skill requirements, leading to more precise job descriptions, better hiring decisions, more equitable compensation, and higher quality candidates.

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Talking Supply Chain: Building a procurement talent pipeline

The National Association of State Procurement Officials is trying to build a pipeline of talent in public procurement careers. That includes outreach and unique job training and shadow programs with local high schools. Listen as Daniel May, director of procurement talent development, joins the Talking Supply Chain podcast to discuss efforts at the state level to attract the next-generation of procurement talent.

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To enhance these workforce development efforts, many states now offer programs through the National Governor’s Association’s skills-based hiring initiative, which supports skills-based hiring, work-based learning, and other policies that create new talent pipelines. Leaders can leverage government and industry initiatives to attract top candidates with diverse, yet relevant, skill sets to help broaden the selection of talent. These efforts will support a more proactive, future-focused approach to the way procurement leaders can enhance their strategy to attract and retain top talent.

Exploring untapped talent pipelines

Historically, the procurement profession has been disadvantaged by limited visibility into the career path landscape, making it difficult for individuals to fully understand the opportunities and potential within the field. Closing these skill gaps will demand more than just targeted hiring; it will require engaging talent earlier in their career and expanding outreach to previously untapped candidate pools, such as military communities and veterans.

For military communities, it is important to collaborate with educational institutions and build relationships within military communities to help provide exposure to the field and relevant skill-building opportunities. This may involve establishing partnerships with military transition programs and veterans’ organizations to offer an opportunity to apply their transferable, in-demand skills and competencies that can be valuable to a procurement role. Many entities, including nonprofits, state agencies, and federal programs, exist to serve veteran service members and their families as they transition into civilian careers. Building relationships within these networks will help further position the field of procurement as a viable option for transitioning servicemembers.

Early engagement at the elementary, middle and high school levels can introduce students to an understanding of what procurement is as well as the different career paths within the field by integrating procurement concepts into business, supply chain, and technology-focused courses before they enter college or the workforce. By establishing academic partnerships, procurement leaders can actively support initiatives like industry-sponsored case competitions, degree programs, mentorship programs, internships, apprenticeships, and scholarships that inspire students to consider procurement as a profession. These efforts not only equip students with the necessary technical and strategic skills but also help bridge evolving skill gaps, attract diverse talent, and elevate procurement as a career of choice, not just circumstance.

Embracing a growth mindset for the future

Effective talent recruiting and development requires a willingness to embrace some level of risk, and organizations that embrace a growth mindset will remain agile in the face of industry changes.  Securing and retaining the right procurement talent is not a one-time effort but an ongoing, long-term commitment to education, adaptability, and a continuous effort toward professional growth. Flexible programs that can adapt to the unpredictability of the talent pipeline, allowing room for new and innovative approaches, will be key to a successful strategy.

Procurement is a dynamic and rewarding career that offers endless opportunities for growth and impact. With effective talent recruitment strategies, we can ensure a future-proof profession, while simultaneously helping professionals reach their fullest potential.

About the author

Daniel May is director of procurement talent development for the National Association of State Procurement Officials. NASPO works with state and local governments to improve procurement processes and educate governments on the benefits procurement professionals provide to government organizations.

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