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Category: Soft Skills

  • What CPOs value most within their teams

    What CPOs value most within their teams

    Procurement success is no longer defined by numbers; savings delivered, compliance rates hit, contracts negotiated and so forth. Today’s procurement leaders are shifting their focus. While KPIs still matter, Chief Procurement Officers (CPOs) are increasingly interested in something less tangible, but far more impactful: the mindset, behaviours and values their team members bring to the table.

    As procurement evolves into a more strategic and collaborative business function, so too must the people who drive it. If you’re in the job market or preparing to be, it’s important to understand what hiring managers are looking for. And how to present yourself as someone who delivers much more than mere metrics.

    Here’s a breakdown of what CPOs truly value, and how to reflect those qualities in your CV and cover letter.

    1. Strategic thinking and commercial smarts

    What CPOs value:

    CPOs are no longer just tasked with managing spend. They’re expected to shape and drive the overall business strategy. Naturally, they want people who think way beyond tactical procurement and understand how supply chain decisions influence profitability, risk, customer satisfaction, sustainability and innovation.

    What to include on your CV:

    Frame your achievements in meaningful business terms: For example, “I redesigned the sourcing strategy, thereby improving supplier delivery times by 22% and directly supporting $10M in revenue growth.”

    Highlight where you contributed to wider business goals, not just procurement ones. Particularly if you worked on cross-functional programs.

    Cover letter tip:

    Demonstrate that you think like a business partner: “I enjoy working at the intersection of procurement and strategy, aligning sourcing plans with commercial goals, building supplier innovation pipelines and contributing to transformation.”

    2. Cross-functional collaboration

    What CPOs value:

    As we all know, procurement doesn’t operate in a vacuum. The best professionals are those who know how to collaborate across departments, influence decision-makers and get buy-in from stakeholders with diverse objectives. Procurement teams are increasingly embedded in product development, marketing, legal, sustainability and IT. Which is one of the reasons it’s such an exciting sector to work in. 

    What to include on your CV:

    Give real examples of working across teams, e.g., “Partnered with engineering and operations to consolidate global suppliers for critical components, reducing lead times and improving product consistency.”

    Emphasise projects where communication and stakeholder alignment were key.

    Cover letter tip:

    Show self-awareness and emotional intelligence: “I’ve found that success often comes down to listening and understanding what internal stakeholders really need and translating those needs into action.”

    Find out more about why emotional intelligence is so important in procurement and supply chain.

    3. Supplier Relationship Management (SRM)

    What CPOs value:

    In an ever-volatile global market, reliable, collaborative suppliers are more important than ever. CPOs want people who can build and maintain strong relationships that are based on transparency, mutual benefit and continuous improvement. Not just cost negotiation.

    What to include on your CV:

    Don’t just say you “managed suppliers.” Explain how you added value to the relationship. For example: “I implemented a supplier scorecard and quarterly business reviews for Tier 1 vendors, resulting in a 15% improvement in on-time delivery and stronger collaboration on risk mitigation.”

    Cover letter tip:

    If you’ve worked on long-term supplier development, co-innovation, or even helped a supplier improve their ESG performance, why not shout about it? This shows you understand that SRM is strategic, not just administrative.

    Find out more about how ESG fits in with the procurement and supply chain agenda.

    4. Agility and resilience

    What CPOs value:

    If the past few years have taught procurement leaders anything, it’s the importance of adaptability. From COVID-19 to global conflicts and raw material shortages, professionals who stay calm under pressure, pivot quickly and problem-solve on the fly are worth their weight in gold.

    What to include on your CV:

    Showcase times when you led or supported agile responses to disruption.

    For example, “During the semiconductor shortage, I developed an alternative sourcing strategy in APAC within three weeks, maintaining production and avoiding $1.8M in delays.”

    Cover letter tip:

    You don’t need to have “crisis response” in your title to show resilience. Just highlight how you cope with change and help teams adapt: “I bring a calm, solutions-focused mindset to high-pressure situations, with a proven ability to navigate ambiguity and keep projects moving in the right direction.”

    1. Digital literacy and confidence with data 

    What CPOs value:

    From digital procurement tools to spend analytics and AI-powered forecasting, CPOs need people who embrace data and technology. It’s about using digital tools to make faster, better decisions and to drive greater transparency and accountability.

    What to include on your CV:

    List the digital tools and platforms you’ve used and how you’ve applied them. For example:

    “Led implementation of Tiplati across the North America region, increasing e-sourcing adoption by 70% within six months.”

    Cover letter tip:

    Mention your enthusiasm for continuous digital learning: “I’m passionate about the digital future of procurement and actively seek out opportunities to improve processes through automation and insight-driven decision-making.”

    6. ESG leadership and purpose-driven procurement

    What CPOs value:

    Sustainability and ethical sourcing are now key procurement responsibilities. CPOs want people who can embed ESG principles into procurement strategy and execution.

    What to include on your CV:

    Highlight experience with sustainable sourcing, social impact initiatives, supplier diversity and environmental reporting. For example, “I partnered with our sustainability team to develop a low-carbon sourcing strategy, reducing Scope 3 emissions by 18% across packaging suppliers.”

    Cover letter tip:

    Show personal motivation: “I’m particularly proud of leading initiatives that align with our company’s purpose, whether that’s reducing environmental impact or supporting minority-owned suppliers.”

    Some final tips for candidates

    • It goes without saying that each application must be tailored for specific roles. Read between the lines of the job spec. Is the company talking about transformation? ESG? Innovation? Mirror their priorities in your content.
    • Quantify everything. Numbers help you to stand out from the crowd, so try to include measurable and meaningful results on your CV.
    • Tell stories. In your cover letter, use mini case studies to show how you work and think.
    • Work with a trusted, specialist recruiter. Procurement recruitment experts like Bramwith can help you fine-tune your messaging to match what CPOs really need from their candidates.

    Taking your next steps to the perfect procurement and supply chain role

    Need help finding your next opportunity or refining your pitch? Get in touch with the Bramwith team. We work closely with some of the most forward-thinking procurement and supply chain leaders, and we know exactly what they’re looking for.

  • 5 challenges for procurement and supply chain in 2025

    5 challenges for procurement and supply chain in 2025

    It feels more like twelve weeks than twelve months since we shared our predictions for 2024. And here we are already, at the start of  2025, looking at what lies in store for the year ahead. As every procurement and supply chain professional knows, preparation is essential to ensure you and your team are in the best possible position to succeed. From adapting to advanced AI technologies to balancing sustainability with profitability, let’s take a look at some of the key challenges (and solutions) for procurement and supply chain in 2025. 

    Challenge 1: Effective AI integration

    Whatever level of AI integration you’ve achieved so far, you’ll probably have to accelerate in 2025. As you’re no doubt aware, AI can drastically increase operational efficiency and accuracy by automating administrative tasks and facilitating better decision-making. But fully integrating AI is often easier said than done. Potential hurdles include the high cost of implementation, data security concerns and the challenge of training employees to use new tech and tools. Without a solid foundation and strategic approach, you risk falling behind or compromising sensitive data.

    The solution: Next year, focus on embedding AI into your strategic planning and day-to-day operations. Start by assessing which areas of your procurement process (e.g. forecasting, spend analysis and supplier risk assessment) could benefit most from AI and double down on these. Make sure you collaborate closely with your IT and cybersecurity teams to establish robust security protocols, safeguarding data and remaining compliant as you scale.

    You should also ensure that your teams are educated in responsible AI usage. If you’re not sure where to start with this, consider bringing in a specialist AI consultant to help your team fully understand the potential and limits of AI. Regular training sessions and ongoing support will ensure everyone is equipped to use these tools effectively.

    Find out more about how to choose the right consultant.

    Challenge 2: Closing the AI and digital skills gap

    This follows neatly from our last point. To get the most out of AI and other emerging tech, you need team members who are skilled in data analysis, machine learning (ML) and other digital technologies. 

    The solution: To build a workforce that is ready for the future, focus on upskilling, strategic recruitment and fostering a learning culture business-wide. Start by investing in training and skills programs that prepare your current team for emerging technologies like AI, ML and big data. You could expand on this by encouraging colleagues to work towards certifications in areas like analytics and procurement-specific AI tools.

    Next, refine your recruitment strategy to attract candidates with a good mix of traditional procurement expertise and digital capabilities, particularly in data analytics and technology integration. If appropriate, consider adding roles in data science, automation or tech implementation to strengthen your team.

    As your strategy matures, take the time to nurture a continuous learning culture to keep employees aligned and engaged and to ensure your approach to AI is fully integrated. This not only boosts business resilience but positions your company as an attractive choice for the top procurement and supply chain talent.

    Discover some of the ways AI and automation are shaping recruitment.

    Challenge 3: Balancing efficiency with human insight

    As we’ve established, AI is more than capable of handling routine tasks like data entry, RFIs and RFQs. However, too much reliance could create a disconnect in areas that require human insight, such as relationship management, complex negotiation and strategy. Over-automating processes might lead to missed nuances in supplier relationships, which could reduce trust and impact quality control.

    The solution: It’s absolutely possible to strike a balance between AI and human intervention. Use AI to gather insights, analyse market conditions and forecast requirements, but leave it to your team to build that all-important trust, negotiating cultural differences and managing nuanced deals and arrangements.

    To build the right team for this hybrid approach, recruit procurement and supply chain professionals who are skilled in relationship management, negotiation and strategic thinking. Look for candidates who have experience managing long-term supplier relationships, can navigate complex cultural and organisational dynamics and are comfortable using data-driven insights to inform decisions. 

    Challenge 4: Improving risk prediction and management

    The increase in multi-tiered supply chains means procurement teams face more exposure to risk. Managing these risks requires granular visibility and the ability to make quick, accurate, data-driven decisions. Traditional methods often fail to provide the real-time insights needed to mitigate modern supply chain risks, leaving your team vulnerable.

    The solution: To improve risk management, implement advanced predictive analytics and risk-screening tools. These technologies help identify potential issues early and address them proactively and strategically. If you haven’t done one in a while, begin 2025 with a comprehensive audit of your supply chain, assessing areas of vulnerability and evaluating your current risk management strategies.

    Again, it is vital to build the right team. Effective risk management requires talented data analysts, strategic thinkers and people with a deep understanding of regulatory requirements. Look for professionals skilled in analytics and experienced in interpreting complex data to make actionable decisions. This will help you create a proactive approach to risk, safeguarding your business against disruptions and compliance issues.

    Challenge 5: Balancing ESG goals with profitability

    Increasing pressure from investors and consumers for stronger environmental, social and governance (ESG) commitments has – rightly – made sustainability a priority in procurement. However, aligning ESG initiatives with profitability is challenging. Many businesses struggle to maintain profit margins while pursuing sustainable practices and there’s a real risk of greenwashing if companies overstate their ESG achievements without demonstrating meaningful action.

    The solution: Create a clear, actionable ESG strategy that aligns with your business goals. Integrate ESG criteria into procurement processes, only working with suppliers who share your commitment to sustainability and ethical business. Use transparent communication to showcase these efforts and make sure all claims are supported with solid evidence.

    You should also collaborate with finance teams to develop models that balance ESG efforts with profitability. Regularly analyse the ROI of sustainable initiatives to ensure they’re benefiting both your brand and bottom line. In the long term, aligning with ESG goals will improve brand reputation and enhance long-term profitability by winning the trust of investors and consumers.

    When it comes to having the right people on board, focus on building a team with experience in sustainable procurement and a comprehensive understanding of ESG frameworks. Candidates with backgrounds in environmental management, regulatory compliance and sustainable business practices will provide the expertise needed to drive meaningful progress in your ESG goals.

    Preparing for 2025 with the right team

    As you can see, navigating these challenges requires a team that is proficient in both traditional procurement skills and emerging technology. At Bramwith, we help businesses build strong procurement and supply chain teams with proven track records and industry-leading expertise. Our tailored recruitment strategies are designed to connect you with candidates who bring deep procurement and supply chain knowledge and the digital skills essential to tackle modern business challenges. 

    So why not set yourself up for a successful year by connecting with the top talent who can help you turn challenges into opportunities? Reach out to Bramwith today to get the support you need to succeed, all year round.

  • The Human Factor in CV Evaluation and Soft Skills Assessment

    The Human Factor in CV Evaluation and Soft Skills Assessment

    The Human Factor in CV Evaluation and Soft Skills Assessment

    When it comes to recruiting the top procurement and supply chain talent, you need to be able to evaluate CVs efficiently and effectively; which is not always easy when you only have so many hours in the day. While CV scanning software is extremely useful, it’s important to consider – and embrace – the human factor in CV evaluation and the crucial role of soft skills assessment. 

    Beyond the black-and-white text on a page, employers need to look for attributes that define a candidate’s potential as a valuable team member and contributor. In this blog post, we’ll explore the art of CV evaluation and the significance of assessing soft skills. We’ll also provide valuable insights to help you make informed hiring decisions.

    The Importance of the Human Touch in CV Evaluation

    CVs are usually the first point of contact between job seekers and potential employers. That’s why it’s vital that every CV evaluation is carried out by a real person. The process needs the judgment, intuition and decision-making skills of recruiters and/or hiring managers. Here’s why:

    Context Matters:

    While CVs are typically structured with rigid categories like education, work experience and skills, it’s crucial to remember that no two job openings are identical. Recruiters often seek a unique blend of qualifications and attributes that match the specific needs of a role. Tailoring your evaluation to the job description and the overarching needs of your company and its people is paramount.

    Identifying Potential:

    While qualifications and past experiences are vital, human evaluators can also gauge a candidate’s potential for growth and development within the organisation. They can identify individuals who might not possess all the requisite qualifications but show the aptitude and attitude to quickly acquire the necessary skills and make a substantial impact.

    Addressing Bias:

    Human evaluators can actively work to mitigate bias in the hiring process. Unconscious biases related to gender, race, age and other factors can inadvertently seep into CV evaluations. Human involvement allows for a more conscious effort to recognise and counteract these biases. Furthermore, it enables the consideration of candidates with unconventional backgrounds who might be overlooked by automated systems.

    Adaptation to Unique Roles:

    Some positions require highly specialised skills or unique combinations of abilities that may not fit conventional templates. Human evaluators are better equipped to recognise exceptional candidates whose expertise may not neatly align with standard job descriptions.

    How to Recognise Strong Soft Skills 

    Beyond the hard skills and qualifications mentioned on CVs, another layer of evaluation often separates excellent candidates from the rest: soft skills assessment. Soft skills, also known as interpersonal or people skills, encompass attributes like communication, teamwork, adaptability and problem-solving. These skills are invaluable in today’s workplace, where collaboration and agility are highly sought-after and valued attributes, particularly in procurement and supply chain. 

    Communication:

    Effective communication is a cornerstone of success in any role. Look for candidates who can convey their ideas clearly, actively listen and adapt their communication style to various audiences. Seek out examples of situations where their communication skills played a crucial role in achieving a positive outcome.

    Teamwork:

    Collaboration is the heart of most workplaces. Look for candidates who can work harmoniously with others, contribute to team goals and resolve conflicts constructively. Consider mention of successful group projects, experience in cross-functional teams, or volunteer work undertaken that demonstrates their ability to work collaboratively.

    Adaptability:

    The modern job landscape is constantly evolving. Identify candidates who can adapt to change, learn new skills and thrive in unpredictable environments. Evaluate instances where they embraced change or successfully navigated challenging situations.

    Problem-Solving:

    Problem-solving skills are highly valued because they enable employees to overcome obstacles and find innovative solutions. Assess examples from their work or personal experiences where their problem-solving abilities made a difference.

    Tips for Enhancing CV Evaluation and Soft Skills Assessment

    Now that you understand the importance of soft skills assessment, here are some practical tips to incorporate into your evaluation process:

    Customise Your Assessment:

    Customise your evaluation for each job application by focusing on relevant soft skills. Consider how these skills align with the specific requirements of the role.

    Seek Specific Examples:

    Instead of relying on vague claims about soft skills, look for concrete examples in CVs. Assess situations, actions taken and the positive outcomes achieved through their soft skills.

    Discuss Soft Skills in Interviews:

    Use the interview process to delve deeper into candidates’ soft skills. Ask behavioural questions that require them to provide specific examples of how they’ve applied these skills in the past.

    As you can see, your role in evaluating CVs extends far beyond qualifications. It involves understanding the human factor in CV assessment and recognising the significance of soft skills assessment. By following the above guidance you can make informed hiring decisions that identify candidates who not only possess the necessary qualifications but also the potential to be valuable team members—a well-rounded blend of hard and soft skills that contribute to your organisation’s success.

    Moreover, working with a skilled procurement and supply chain recruiter can significantly enhance this process. Recruiters bring their expertise in identifying and assessing soft skills to the table, allowing for a more comprehensive evaluation of candidates. They understand the specific needs of your organisation and can help you find candidates who not only match the job description but also fit seamlessly into your workplace culture. 

    If you’re looking to upskill or grow your team, contact Bramwith today. We have access to the top procurement and supply chain talent, and we would love to help. 

  • What’s the difference between Hard skills and Soft Skills?

    What’s the difference between Hard skills and Soft Skills?

    When it comes to recruiting for the procurement and supply chain sector, one of the aspects that excites me most is the vast array of skills and expertise we encounter among candidates. It’s truly remarkable to witness the diverse pool of talent that possesses the necessary hard and soft skills required to navigate the complex challenges inherent in this industry. But what exactly do we mean by hard and soft skills?

    Both hard and soft skills are vital to the success of businesses, but they differ significantly in terms of their nature and application. Each of us possesses a combination of these skills, and in this article, we will delve into the distinctions between hard skills and soft skills. We’ll also explore why they are so important in the procurement and supply chain industry.

    Hard skills: the foundation of technical expertise

    Hard skills are specific, measurable abilities typically acquired through formal education, training programs or hands-on experience. These skills are easily quantifiable and are often industry-specific. In procurement and supply chain, hard skills include a variety of technical competencies that professionals utilise to execute their roles efficiently. Here are some key examples of hard skills in procurement and supply chain. 

    Project management

    Effective project management skills are critical for procurement and supply chain professionals. This includes the ability to plan, organise and execute complex projects, ensuring they are completed within scope, budget and timeframe.

    Data analysis

    As our industry becomes increasingly data-driven, professionals skilled in analysing and interpreting data have a competitive edge. This includes proficiency in managing Big Data, utilising statistical tools and deriving actionable insights to optimise decision-making and improve operations.

    Technology proficiency

    Effective digital transformation is essential for procurement and supply chain businesses, therefore skills related to new forms of technology are in high demand. Expertise in utilising machine learning (ML) algorithms, implementing artificial intelligence (AI) solutions and leveraging automation tools can significantly streamline operations and enhance efficiency in procurement and supply chain. They can also help mitigate risk and reduce the impact of unexpected disruptions. 

    As businesses strive to keep up with technological advancements, these hard skills have become increasingly sought after in the procurement and supply chain industry. If you are looking for your next role in this area or you are seeking to digitally upskill your team, get in touch, we would love to help. 

    Soft skills: the human touch in procurement and supply chain

    While hard skills are essential for technical proficiency, soft skills play a vital role in interpersonal interactions, problem-solving and overall success in the procurement and supply chain industry. Soft skills are personal attributes that enable individuals to effectively communicate, collaborate and adapt to diverse situations. Let’s explore some key soft skills that are crucial for professionals in this field.

    Negotiation

    Strong negotiation skills are essential in a variety of jobs in procurement and supply chain. The ability to effectively communicate, influence and collaborate with suppliers, stakeholders, and internal teams is key to achieving favourable outcomes in contract terms, pricing and quality.

    Relationship building

    Many roles within procurement and supply chain depend on the ability to build and maintain strong relationships. Our sector can often become high-pressured at little notice and situations change fast. Fostering trust, effective communication and collaboration with suppliers, internal stakeholders and customers mean we can establish long-term partnerships that thrive during the good and the bad times. 

    Problem-solving

    Procurement and supply chain professionals often encounter complex challenges that require innovative solutions. Strong problem-solving skills enable professionals to analyse situations quickly, think critically and identify creative strategies to overcome obstacles and optimise operations.

    Adaptability

    The ability to adapt to changing circumstances, embrace new technologies and navigate evolving market dynamics is highly valuable in procurement and supply chain. We must remain agile, open-minded and willing to embrace change to stay ahead in what is, to say the least, a rapidly transforming industry.

    While hard skills provide the technical foundation, the application of soft skills distinguishes exceptional professionals in procurement and supply chain. The ability to effectively negotiate contracts, build strong relationships, solve problems and adapt to changing environments creates a competitive advantage and adds value to our teams and businesses, as well as enhancing the satisfaction we get from our role.

    Striking the balance: the power of a well-rounded skill set

    In the procurement and supply chain industry, both recruiters and candidates must recognise the importance of both hard skills and soft skills. While hard skills provide technical expertise and proficiency in specialised areas, soft skills enable us to communicate, collaborate and adapt to diverse situations effectively.

    The procurement and supply chain industry requires professionals with a combination of hard skills and soft skills. While hard skills provide technical expertise, soft skills drive effective communication, collaboration, and problem-solving. Striking a balance between these two skill sets is crucial for professionals to excel in their roles and contribute to the success of their organisations in an increasingly dynamic and technologically-driven landscape.

    Whether you’re looking for your next opportunity in procurement and supply chain or want to grow your team, get in touch today. We would love to help.