Do you remember when the AutoCAD application was first introduced? Okay, a better question to start this post would be, what does a computer-aided design software launched in December 1982 have to do with hiring procurement professionals in 2023? It turns out a great deal.
A quick backgrounder:
AutoCAD elevated drafting software from a “primitive knives and bearskins” hand-drawn, 2D exercise to an unprecedented level of 3D capability that forever changed the lives of architects and engineers. The Autodesk application was THE game-changer, and the industry never looked back.
The hiring tools to which Iain Campbell McKenna refers in his post below deliver an equally impressive hiring capability for procurement organizations looking for long-term candidate success, e.g., expertise and retention. However, unlike AutoCAD – whose ubiquitous success endures long after initial implementation, the current hiring process languishes regarding new hire effectiveness and retention.
Why?
While still promoting the product to the existing workforce of engineers and architects, Autodesk developed a brilliant marketing strategy – making the AutoCAD solution available to college students.
When I first heard of the company’s strategy in the early 1980s, I thought it was brilliant. Being a vital tool for developing new talent during their academic years – before entering the workforce- meant that the new 3D application would become an inherent and ingrained part of their skills development. In other words, the AutoCAD app became ubiquitous before the fact, not after, ensuring a steady stream of qualified talent who could hit the ground running in their new career. Everyone wins!
Why can’t the procurement hiring process begin during the academic years to develop the talent we need today and in the future? I am not talking about job skills but EQ and people skills here. Why can’t we create a new talent pool with the tools Iain refers to?
How many companies begin developing, assessing and hiring before new professionals enter the workforce during their critical development years? Dr. Elouise Epstein 🏳️⚧️ once told me that we need to rethink curriculums; why not reconsider the recruiting and hiring process and start earlier before the next generation graduates and enters the workforce?
Thoughts? Dave Jones MCIPS Dov Baron David Loseby MCIOB Chtr’d FAPM FCMI FCIPS Chtr’d FRSA MIoD MICW Dr. Thierry Fausten Karthik Rama – Procurement Doctor Kelly Barner Bill Michels Tim Cummins Sally Guyer Alun Rafique MCIPS CEng, MIMechE Val De Oliveira Robert Gleason Jaime Schorr Harold (Hal) Good, NIGP-CPP, CPPO Clive R Heal Michael Cadieux Geoff Talbot Dawn Tiura Mary Zampino Nick Fratto Brittany Cayless, MBA, CSP, CSMP, CIAP, C3PRMP Paul Howard FCIPS Andy Neilson FCIPS FSCM FCILT Sarah Cotgreave FCIPS Mark Osmer, FCIPS CertIoD Wael Safwat, FCIPS ExDip Chartered Kate Vitasek
Procurement Insights 
Gordon Donovan
July 24, 2023
When i was leading a healthcare procurement function, i was part of some research carried out by a large consulting company. When i received the report one of things that stood out was a comment by a Dr who stated that “the scissors I trained with are still the ones I use today, 20 years later” I think therefore starting earlier is better!
piblogger
July 24, 2023
Great analogy,Gordon!
Do enough procurement organizations start early enough?
Bill Michels
July 24, 2023
Jon,
We need a new approach to selecting candidates. A CEO who needed to replace his CPO asked me what to look for when choosing a new individual for the role.
I answered someone with a high sense of curiosity and a highly developed emotional intelligence. These are qualities you must have and can’t be taught everything else. We can add or improve the skill set, like cost analysis, strategy development, and negotiations.
piblogger
July 24, 2023
I agree, Bill.
So, going back to the point of my article, why don’t we incorporate EQ development and scoring before people enter the workforce at the university or college level?