For government organisations, sometimes it’s hard to get the procurement recruitment process right. How can you maximise the chances of picking the right private sector contractor among a sea of candidates when you don’t know where to begin? The following tips we have prepared should make everything a little easier.
- If something looks too promising…
Then it probably is. When posting procurement recruitment opportunities, the first thing you need to do is specify job requirements. You can expect to receive plenty of responses that aren’t a perfect fit. You may encounter some candidates, however, that appear to be a complete match – and then some. Since we are all human, sometimes we tend to exaggerate our abilities and experience in order to attain a position that we want. But you should never forget to ask yourself this: has the candidate really understood the job requirements or are they merely trying to make the application look good on paper?
- It’s about value
Price alone is not the only variable to consider. The candidate should also be judged on the basis of value demonstrated to the company. To better illustrate this point, consider the following: while two applicants might quote the same price, the quality and speed of their services might differ. Although overall value is perhaps the most demanding metric to determine, it’s one of the key procurement recruitment principles.
- Competition goes both ways
Procurement jobs always need to be appealing. They should entail plenty of ways to grow in a professional environment, as well as offering other professional benefits and sufficient monetary compensation. If you’re hoping to hire the right people for the job, you need to attract them in the first place. This means making sure that whatever it is that you’re offering stands out from competitor employers.
Follow these three principles during your next recruitment process to maximise your chances of finding the right person for the job.
If you are looking for that next procurement job get in touch