by Henry Noteman, Operations Manager - Jonathan Lee Recruitment Ltd

Modern supply chains focus on customers. As a result business and manufacturing processes need to be agile and scalable. When a customer wants a change they must be prepared to shift directions accordingly.

Earlier, manufacturers had the luxury of taking years to develop, market and sell their products. Back then, there were few variations in packaging and in the products themselves, with those who could bring products to market first, having the best chance of success.
In only a few years, the fundamentals of manufacture in many industries have changed, none more so than Healthcare Technologies. Changes have taken place in the relationships between producers of primary products, manufacturers and distributors. In a quest for greater efficiency and lower costs, there's been growing importance given to managing the supply chain effectively for the benefit of all parties.
 
This also has a fundamental effect on the hiring strategy of organisations. Whilst recruiting decisions have previously focused on the results which purchasing and logistics teams have achieved, there is growing interest in how they achieve them and the relationships built by them.

This in turn has led to companies utilising more sophisticated selection methods, with role profiles typically being described by a series of behavioural competencies. Tools such as psychometric testing which can objectively determine the natural capability of the candidate to effectively use information, or full assessment processes which, through realistic job related exercises predicts the overall effectiveness of the candidate can then be used. Such processes can be seen as expensive, however when compared to the potential benefits of the right hire, can fade into insignificance.

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