Expertise or Potential? Balancing your Hires in Procurement

There are many important milestones in your procurement career: from getting your first promotion, to perhaps becoming a CPO. But none feel as momentous as the first time you hire a procurement team member. It’s a huge part of any professional’s development. Soon, you’ll have someone to help you, someone to mentor, and someone who will be integral to your success. 

But before you dive in, know this.

Hiring might seem easy at first, and the right hire can most certainly elevate your function, improve supplier relationships, and drive cost savings. However, finding that ideal candidate can be challenging. It’s important to go beyond the fundamentals of what you want that person to specifically do, and consider other elements such as cultural fit, drive, and communication skills, as these will ensure that your first hire is not only competent but also aligned with your vision and company culture.

So, here’s what to look for when hiring your first procurement team member: 

1. Define the Role and Understand What You Need

You can’t hire the right person without knowing what you’re looking for, so it’s important to start with the basics with your first procurement hire, and that is ask yourself: what tasks do I need this person to actually do? This question will dictate if you are looking for someone more junior, or require a more skilled professional. 

For example, are you looking for someone to essentially help you manage your day-to-day procurement tasks, in which case, you might be able to hire someone more junior and train them up? Or does your team need a confident and independent professional to work on strategic initiatives such as supplier relationship management or contract negotiations? Knowing what you need will help narrow down the qualifications, skills, and experience required for the role.

Regardless of the seniority of the role, the following skills are important across most procurement positions: 

Key skills to look for: 

• Analytical abilities: At some point in their career, all procurement professionals need to analyse supplier quotes, negotiate contracts, and manage budgets. Analytical skills will help your hire make data-driven decisions that improve procurement efficiency.
• Negotiation skills: At more junior levels, these skills might not seem so important, but negotiation skills (or the ability to develop them) are key to almost all procurement positions. 
• Attention to detail: Detail is so important in procurement, whether it involves managing multiple contracts or ensuring compliance. 
• Problem-solving skills:: Ultimately, procurement is a problem-solving function. Look for someone who can think critically and find creative ways to resolve challenges.

2. Look for Someone with the Right Cultural Fit

One of the most overlooked aspects when hiring is the importance of cultural fit. Cultural fit is critical in all teams, but especially so if your team is small, as any hire you make will set the tone for future team dynamics. Find someone who aligns with your team’s values and culture to build a strong, cohesive procurement team.

If your company values collaboration, hire someone who excels in teamwork and values open communication. Conversely, if your procurement role requires a great deal of independence, you’ll need someone who thrives in an autonomous environment.

How to assess cultural fit: 

• Ask behavioural questions: Questions like “Describe a time when you worked in a team to overcome a challenge” or “How do you approach decision-making when there’s ambiguity?” can give insights into how the candidate approaches work situations.
• Check alignment with company values: During interviews, discuss your team and company’s values  to see if the candidate shares these ideals.
• Observe personality traits: Beyond skills and experience, look for traits such as adaptability, positivity, and resilience—qualities that will help the candidate thrive in your environment.

Hiring someone who fits culturally ensures seamless integration and positive contributions to your procurement team’s development.

3. Check for Drive and Initiative

Procurement is a dynamic and fast-changing profession where proactive problem-solving is essential. While skills and qualifications matter, hiring someone with initiative and drive can make all the difference, especially for a small team. Regardless of the tasks that you require that person to perform, they need to be self-starters who can identify areas for improvement, take ownership of projects, and implement solutions without constant oversight.

How to gauge drive: 

• Look for passion in their past experience: Ask candidates about projects they’ve led or initiatives they’ve taken on outside their primary job functions. This can indicate whether they are motivated to go above and beyond.
• Inquire about long-term goals: A candidate who is genuinely passionate about procurement will likely have long-term goals that align with your department’s growth. This drive can help you build a resilient, proactive team.

4. Don’t Forget How Important Communication Skills Are

Being an exceptional communicator is one of the most important, if not the most important, skill of a new hire. As a procurement profession, you’ll likely already know this as you’ve seen first-hand how miscommunication can lead to costly mistakes, strained relationships, and inefficiencies. 

When making your first hire, focus on candidates who demonstrate the ability to articulate complex information clearly, listen actively, and build strong relationships.

How to evaluate communication skills:

• Conduct a role-play exercise: Consider incorporating a negotiation or supplier interaction scenario into the interview. This will allow you to observe how the candidate communicates under pressure.
• Assess their written skills: Ask for a writing sample, or have them compose an email during the interview to see how they structure and present information.
• Gauge their listening skills: Effective communication is as much about listening as it is about speaking. During the interview, observe whether the candidate listens actively and responds thoughtfully to questions.

5. Look Beyond the Person as They Are Today and Focus on Potential

When hiring your first procurement team member, it’s important to recognise potential. You might not find a candidate who checks every box on your job description. However, a person with the right attitude, willingness to learn, and drive to succeed can be more valuable in the long run than someone who only has experience but lacks passion.

Assess how a candidate approaches challenges, how quickly they pick up new skills, and whether they have a growth mindset. Hiring for potential means investing in someone who will grow with your team and help build the evolving procurement function.

Have you made your first procurement hire? How did it go? Let us know in the comments below.