The Future of Work – Procurement & Supply Chain

Survey Closed. 

If you participated, you will receive an advanced digital report, with Insights to help shape future recruitment and workforce planning in 2021.

The purpose is to assess how organisations are responding to the pandemic in terms of working practices, remote and blended working and changes of individuals preferences for future working, as we look forward to full easing of lockdown restrictions.

The survey was completed by Procurement, Finance and Supply Chain employees in the UK, and Talent Acquisition & Business Leaders with Procurement & Supply Chain teams based in the UK.

Thank you! the report will be publicly available soon… watch this space
‘How to guide’ for training & interview support

The Purchasing Profile is a self-diagnostic questionnaire-based toolkit, which helps organisations assess & improve their purchasing effectiveness in a fast, cost effective manner and used to support organisational design and prioritise team, or personal training & development.

The Profile can also be used to support procurement and functional stakeholders during the recruitment process.

The toolkit combines the best of purchasing experiences with methodologies used in psychometric testing to produce a tool which is statistically reliable and more accurate than many traditional techniques.

Training & Personal Development planning

  • Assess organisational working practices and training priorities
  • Understand the strengths & weaknesses of your team
  • Signpost how to achieve best-in-class processes

Recruitment & Assessment support

  • Test knowledge and experience of candidates during the interview process
  • Supports development of competency based questions prior to online interviews

At the heart of the profile are 20 elements present in the purchasing & supply chain activities of best-in-class organisations, each supported by a set of positive and negative indicators. These help organisations and individuals identify the extent to which each is present in their current procurement processes.

Central to the process is the completion of two questionnaires:

1. The Aspiration Workbook.
A facilitative tool used by a manager or stakeholder group to agree the level of competency required for each of the 20 elements

2. The Purchasing Profile Questionnaire.
Completed online, the individual responses collectively provide the profile of the organisation’s purchasing capability.

The profile, based on the collective responses, can then be mapped on to the aspiration to identify possible gaps. This helps target development budgets on specific high priority issues, rather than spreading it thinly over all areas.

The Purchasing Profile does not require a large amount of management time and does not result in large cumbersome reports and is priced from £75 per report, or free if used as part of a ProSearch recruitment campaign.

Email Tony Goldsby at for a Purchasing Profile information pack


Why don’t you also access the full Survey report outlining the use of training and assessment tools by Procurement & Supply Chain leaders



If you would also like to receive regular Procurement & Supply Chain Insights subscribe here

2021 Global Sourcing Report

The perspectives of procurement leaders have shifted. Before the pandemic, strategies were orientated towards global sourcing and the key trend in procurement was digitisation.

The outlook for 2021 is radically different

Procurement has gone tactical and the focus is now on rapidly securing supply, mitigating risk, and reducing cost. There is also a marked change in sentiment; reversing long-term trends towards offshoring and outsourcing.

Whilst it remains to be seen if this is just a short-term effect, there are a number of recommendations which can help organisations take advantage of the current situation.

Our survey of procurement leaders was undertaken in Q4 2020 and sought to understand the impact of Covid-19 has had on sourcing strategies.

The results cover;

  • Shifts in global sourcing, nearshoring and domestic sourcing
  • The mitigation of risk through strategic sourcing
  • Trends in insourcing and outsourcing
  • Outlook for 2021 and key recommendations

Download the COVID19-SURVEY-2021

Brexit News

Post-Brexit, employment law is changing. We explore the implications for employers and EU citizen employees.

recent poll canvassed the views of organisations – both UK and internationally to gauge how they believe they will be impacted by Brexit, also the extent to which they have put plans in place to mitigate the risks of trading post-Brexit.

The concern is that only 20% said they have a good understanding of the risks of not being prepared and have put mitigations in place. However, the implications for businesses who employ EU citizens are potentially serious with the risk of fines if they are found to be employing people illegally.

It’s essential that businesses who already employ EU citizens (or plan to do so) following the transition period, are aware of their responsibilities and the new legislation announced by the Home Office in their Statement of Changes to the Immigration Rules.

Brexit and employment law

The end of the Brexit transition period and the introduction of restrictions to the free movement for European nationals in the UK takes place at 11 PM on the 31st December 2020.

From the 1st January 2021, there will be a new points-based immigration system. EU citizens arriving in the UK from 1 January will need to comply with the same visa requirements as other non-UK citizens.

The government has advised that in many cases, UK employers will need to sponsor European citizens and this means many businesses will be required to apply for a sponsor license. Given the high number of businesses which rely on EU citizens, the government is recommending that applications for licenses are submitted as soon as possible.

Increased recruitment and employee retention costs

The new rules are likely to have an impact on businesses’ recruitment overheads as it costs thousands of pounds to sponsor an individual for five years. At a time when so many small businesses are under pressure to reduce overheads, these additional costs are a particularly unwelcome burden.

There will be civil penalties of up to £20,000 for employers who do not follow the correct procedures and fail to carry out the correct right to work checks, where it is later discovered that an individual is working in the UK illegally.

Rules for existing employees from the EU

Employers who already employ EU citizens should encourage them to apply for settled or pre-settled status, if they have not already done so. European citizens already in the UK before the end of the transition period have a grace period until 30th June 2021 to apply under the settlement scheme.

There are also different schemes for some workers – for example, there is the Global Talent, Innovator and Start-Up visa. The government says this is designed to attract “those who have an exceptional talent or show exceptional promise in the fields of engineering, science, tech or culture”.

The Home Office have created an EU Settlement Scheme toolkit to help employers support EU citizens apply to stay in the UK. This includes various resources, including:

  • Template letters to EU citizen staff
  • Factsheets, leaflets and posters
  • Social media content and videos
  • Presentations
  • Translated materials

Employing new EU citizens – the points system explained

To qualify for a visa, migrant workers who want to move to the UK will have to qualify for 70 points. Having a job offer from an approved employer for a skilled job will earn 40 points. Being able to speak English will give another 10 points. The applicant can achieve the remaining 20 points if they are due to be paid at least £25,600 a year.

They can also gain extra points for having better qualifications (10 points for a relevant PhD, or 20 points for a PhD in science, technology, engineering or maths) or an offer of a job in which the UK has a shortage (20 points), even if it doesn’t pay as much money.

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The impact of Covid-19 on Recruitment & Training

The Survey was developed in conjunction with an invited audience of over 500 procurement, supply chain & finance leaders and their teams.

Although the survey was cross-border, covering the UK, Europe and US, the results in different regions were almost identical, as such the report covers all countries and Insights learned to help shape future recruitment and workforce planning in 2020/21. A further survey will be run through Q4 2020, to track developments and innovations through this period.

The purpose of the survey was to assess recruitment confidence, changes of behaviours & interviewing processes during the pandemic and support organisations to develop strategies to respond to any future periods of lockdown.

Some of the Highlights

Insight) Has the need for greater support during the online screening process changed its use? The answer is, significantly. Only 15% of the surveyed audience used online assessment prior to the pandemic.

• Over 37% of companies surveyed use, or trialled online functional skills assessment during the pandemic
• Over 70% use, or are considering using capability assessment to support stakeholders during the interview process
• Only 29% would not use online assessment techniques

Insight) Although a majority of companies did not recruit, there are some surprisingly positive results.

45% of businesses recruited ‘permanent’ staff for their procurement & supply chain teams during lockdown, or plan to in the coming months.
25% of employers either worked with Interim resource to plug skill gaps and increase capacity, or are considering this option to deliver future business projects.
• Over 20% of surveyed organisations are working with external procurement & supply chain consulting organisations, or will consider this option for future projects during the pandemic.




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