Supply chain professional wanted for growing company: how to choose the right candidate
Growing companies will sooner or later face a capacity shortage in their supply chain. As processes accelerate, choices in planning, inventory, and logistical execution become less forgiving. Therefore, recruiting a supply chain professional is more than just posting a job opening: you want someone who can convert growth into control and results.
1) Start with the real need: chain problem versus functional requirement
Many teams only formulate task descriptions, whereas the core question is often different. Is the stock structure out of balance? Does order picking take too much time? Does planning software deliver insufficient quality? Therefore, first make the chain problem measurable. Consider lead time, service level, inventory levels, OTIF, and forecast accuracy. Only then link functional requirements to these KPIs. This way, you prevent a mismatch and ensure recruitment for logistics aligns better with practice.
2) Assess on doing rather than on CV: cases, approach and collaboration
When looking at supply chain vacancies, you'll regularly see candidates with relevant experience, but not always with the same way of thinking. Therefore, ask specifically about their approach in comparable situations. Have candidates work through a short case: what do they see as the cause, what data do they use, what actions do they initiate, and how do they ensure the improvement? Also, pay attention to collaboration with procurement, warehousing, transport, and operations. Recruitment and selection in logistics is all about cross-chain alignment, not about an isolated role.
To get a sharp grasp of the scope of the chain, it helps to align your organisation with the field. Read more about this in Supply Chain.
3) Check scarcity and time pressure: determine your selection criteria in advance
For staff in the transport sector and supply chain, talent is scarce and responds quickly to suitable vacancies. Therefore, it is important to be clear in the selection process. Work with a compact, consistent selection: an intake on motivation and availability, technical fit on planning and process knowledge, and an interview about adaptability to change. In addition, agree on the turnaround times for the process. If you wait too long, you will often end up choosing “sufficient”, while growth requires “suitable”.
4) Pay attention to performance signals: planning, data and realistic change proposals
A growing company usually has to deal with changing flows and unforeseen peaks. The right supply chain professional recognises this dynamic and brings calm without wanting to redesign everything. Look for examples where someone works with data, sets priorities, and tests measures. Consider improving forecasting processes, standardising order fulfilment, or addressing bottlenecks in transport coordination. Also, ask how the candidate handles resistance in the warehouse or within planning, and how results are ensured.
Why RR-Recruitment can be a logical partner
When your growing business is truly serious about recruiting supply chain professionals, you want a process that is substantively sound. RR-Recruitment works with experienced consultants who guide the entire process, from intake to placement. By linking selection to KPIs and practical examples, a match between organisational need and candidate is created more quickly. This saves time and reduces the risk of a mismatch.
Do you want to know which role and profile best suit your growth phase? Contact RR-Recruitment for a brief intake. Together, we’ll clearly map out your bottlenecks, KPIs, and selection criteria, so you can move forward with focus.
