According to the latest survey conducted by Deloitte, only 46% of procurement decision makers have confidence in their team. This relatively low figure highlights a talent and skills gap within procurement departments. In fact, there is a widespread skills gap. Traditional knowledge is well mastered, but what about interpersonal skills and technical knowledge? Strategic Sourceror suggests three potential solutions to remedy this.
First solution for procurement departments: mentoring programmes
Mentoring programmes strengthen discussions between employees and contribute to the development of knowledge, whether that be training new recruits or offering well established members of the team crash courses on critical subjects, such as new technologies for example. Finally, these programmes reduce staff turnover within procurement departments, stimulate recruitment and promote a culture based on sharing and productivity.
Second solution for procurement departments: strengthening the purchase brand
In order to attract new talent, procurement departments must inspire candidates by defining a clear and convincing mission as well as communicating this throughout the recruitment and integration process within the company. Young professionals are eager to make an impact by working within dynamic and innovative teams. However, the image they have of procurement wavers between a strategic department and one with outdated habits. It is therefore essential to highlight the advantages of procurement, such as its added value and digital transformation.
Third solution for procurement departments: promoting cross-functionality
As well as having sound technical knowledge (negotiation, strategic sourcing etc.), procurement departments must have a thorough knowledge of the ins and outs of the company so they can respond to its needs in the best possible way. In order to achieve this, they must be encouraged to strengthen their links with different stakeholders, in particular working in close collaboration with other departments (marketing, IT etc.).
Ultimately, to bridge the talent and skills gap, we must not forget that knowledge is power. We must first of all be mindful and be informed as to the essential skills to develop within procurement departments, whether this be the methods for developing the skills or the skills themselves