JonHansen

Jon Hansen

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So far Jon Hansen has created 25 blog entries.

A new mindset for a new technology — Why procurement needs to think differently in the digital age (Procurement Foundry)

2020-04-07T19:20:55+00:00April 7th, 2020|

I was recently asked to write an article for the Procurement Foundry blog. With 6,000 members and growing fast, Procurement Foundry is on its way to becoming the most influential procurement and supply chain community in the world. Here is the excerpt with a link to the full article at the end. Richard Holmes, a Senior SAP Ariba Consultant who works as an advisor for Sourcing Solved, and I recently had a chance to share a coffee and to reminisce about our years of experience in the procurement world. Specifically, how during our time working together, we provided Ariba advisory services, including supplying consultants to implement Ariba P2P solutions successfully. When I say years, I am talking about the days long before there was “the cloud”, back when Ariba came on a CD (on-premise). My focus was on talent acquisition and consulting utilisation to ensure ongoing SOW alignment with desired outcomes, while Richard spent most of his time helping organisations get their procurement initiatives back on track for countless global enterprises. If you check his LinkedIn profile, you will see a lengthy ‘who’s who’ of recognisable industry giants. Given the breadth and length of our combined people/technical experiences, we

Hiring from home: 9 tips on how to conduct interviews in the new virtual reality

2020-04-07T18:30:39+00:00March 27th, 2020|

We live and work in increasingly uncertain times. While global economies are taking a significant hit due to the COVID-19 pandemic, the demands on supply chains are equally notable. For the many organisations who were in the middle of searching for top procurement talent to fill key leadership roles, the task has become increasingly challenging. The previous limitations of the standard or traditional processes are, in the new remote or virtual environment, magnified given that in-person interviews are not possible in most instances, especially during this pandemic. Let's put aside for the moment questions such as how will you identify candidates whose digital footprint is limited. As studies show, many of the best and brightest will be virtually invisible to search platforms that rely heavily on things like keyword matching. Instead, we will focus on the "burning question: which is this; how do you hire your next procurement leader from home? Virtually daunting? It is reasonable to assume that we are all to varying degrees comfortable with using one or more of the myriad of remote communication and collaboration tools that are available. However, it is one thing to have a virtual team meeting, and quite another to rely

Homebound: When working from home is no longer optional

2020-04-07T18:31:02+00:00March 17th, 2020|

COVID-19, otherwise known as the coronavirus, is having a dramatic impact on our daily lives, including how we work. Unlike the week last, when companies were “encouraging” employees to work remotely, governments are now starting to close businesses as countries go into “lockdown” to contain the spread of the virus. For those who are most vulnerable in our society, these measures are necessary. However, and for the majority who contract COVID-19 in which the threat of serious illness is minimal, the same measures pose an entirely different set of challenges. For example, by being forced to work from home, how do remote employees build healthy, productive relationships with clients and coworkers? In making a successful transition to remote working, it is important to recognise that employees require an entirely different set of social and interpersonal skills. In other words, how we interact virtually versus a face-to-face engagement in the workplace is very different. Therefore, managers must understand how they can help their team to make the transition to working from home so that individual employees do not feel isolated or out-of-the-loop. In this regard, it is encouraging to note an HBR report indicating that 30% of companies already provide

Balancing Act: Understanding the point in which AI may hinder the hiring process

2020-04-07T18:31:09+00:00February 20th, 2020|

In a recent discussion regarding the use of Artificial Intelligence or AI in the recruiting process, it became clear to me that there seem to be two camps – both of which are on opposite ends of the scale regarding its benefits. On the one hand, you have those who believe that leveraging AI starting with keyword search is the best and only way to go and that all other means associated with traditional people-to-people engagement is an obsolete practice confined to technophobes. On the other end of the spectrum, you have what some call recruiting world purists who aren’t afraid of technology but generally feel that blind reliance on it is inviting folly. This latter group probably remembers the movie War Games more than the former. The truth, I believe, doesn’t exist at the outer edges of either extreme, but somewhere in the middle. A middle in which AI and all things digital is yet another “strategic” tool, and not the only tool, at a recruiter’s disposal. Added value There is no doubt that a digital solution can add value to the recruiting process as long as we know where the benefits end, and where the inherent risks

Talent acquisition goes digital, but does fast and efficient equal sure and effective?

2020-04-07T18:31:19+00:00January 27th, 2020|

In December's 2019 HR Technologist article 3 Ways to Refresh Your Talent Acquisition Strategy Heading into 2020 talks about the need to shorten the hiring process. The reality is that the longer the hiring process, the more likely you are to lose the interest of a potential Procurement Director. The suggestion to avert such a risk is to provide possible hires with a "quick and efficient way to apply for jobs while on-the-go." Texting was one example of how companies can leverage technology to make the hiring process more convenient. Unfortunately, the article did not specify for which jobs or positions this approach would be best. In this context, the type of job is an important consideration. Fast and efficient may be an ideal way to hire your next pizza delivery person, but when it comes to choosing a procurement leader who will innovate and lead your procurement team into the new digital era, being thorough and precise sounds like a far better approach. Looking beyond talent acquisition There is no doubt that technology can play a potentially useful role in the hiring process. To start, you can cast a broader net to build a much larger pool of