Solutions for procurement staff retention

Retaining staff in procurement can be a major problem, however the solution may just lie in selling the industry as a long-term and rewarding career choice.

According to the CPO Talent Challenge report, the profession faces an uphill battle when attempting to recruit the best staff at all levels. Unlike finance and marketing, most business schools in Australia do not have core curricula in procurement. Consequently, students do not automatically consider purchasing as a career, leaving the industry a step behind in recruitment.

However the function has evolved over the past decade and gone are the days where it was considered reactive. Now, the role is becoming closer to the core of many businesses and intimacy is required between purchasing departments and internal clients.

Gail Pyrah, managing director of CIPS GPA Procurement agrees it has to be a concerted effort working with leading business schools, universities, getting more senior purchasing people in, speaking to and doing more things with graduates and undergraduates to show it is a fantastic function to join.

CPOs should promote procurement as a realistic career option at grassroots level, while employers would be wise to create interesting and fulfilling roles so they can continue to hold onto valuable staff.

Claire McCartney, advisor for resourcing and talent planning at the Chartered Institute of Personnel and Development suggests firms engage in the following:
• Leadership and exchange programs
• Foster good relationships
• Realistic job description
• Target universities
• Network

A combination of these elements together with a broader understanding of the needs of potential employees may attract the best new talent into procurement.

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