When it comes to attracting young professionals to careers in the supply chain, it seems that some food companies may need to pivot their goals to align better with the needs of the current talent pool.

What are companies doing to identify those key players who are ready to step into their first career experience? Some companies are missing the mark by overemphasizing the “fun” aspects of a position rather than the work experience and skills young professionals will build over time, says Dr. Stephanie Thomas, an Associate Professor of Practice of Supply Chain Management at the Sam M. Walton College of Business at the University of Arkansas.

Thomas shares from personal experience, citing how her son struggled with some of the "benefits" of his summer internship: “My son did a fully remote internship this summer. He liked the company, he liked the people, but he was sitting in his room for eight hours a day. He said it was not good for his mental health. He's a ‘social butterfly’ and he needs some interaction. He said, ‘Next year when I'm looking at an internship, I'm going to prioritize fully face-to-face and fully in-person because I need to see that side of it.”

What Young Pros Want

During conversations Thomas had with recent graduates at the Food Shippers Conference in February, she compiled some observations she learned from young professionals they say they’re look for when seeking out the next step in their career journey:

Ability to Make an Impact. Young professionals are drawn to the idea that their work in supply chain can help get important products and supplies to people who need them.

Collaborative and Problem-Solving Work. The cross-functional, team-oriented aspects of supply chain, as well as the need to make decisions with incomplete information, appeal to today’s creative problem-solvers.

Variety of Career Paths. The ability to explore different areas of supply chain like sourcing, manufacturing, distribution, and logistics allows young professionals to find the best fit for their interests.

Technological Innovation. Young, tech-savvy professionals are eager to work on technological solutions to address supply chain challenges.

Thomas says a lack of confidence is one of the biggest culprits hindering young professionals from starting a supply chain career. She says getting students to believe in what they’re bringing to the table is a challenge in itself.

“A lot of times on a campus, faculty and other staff members are trying to encourage students to step outside their comfort zone,” says Thomas. “Go to the career fair, talk to a couple companies, see what happens. A lot of universities are great at offering mock interviews or resume reviews and stuff to help build that confidence to lessen some of those voices in their head.”

Where Companies Can Step Up

Thomas says companies interested in identifying and retaining top talent need to be transparent, open-minded about recruiting from a wider range of universities, and provide clear career development plans.

Thomas encourages companies to ask themselves: Where is the talent coming from?

“Companies go to a ranking like Gartner or US News and World Report and be like, ‘We’re only going to recruit from the Top Five.’ Well, guess what? You and everybody else at the table,” Thomas says. “You might find another university or program that maybe they’re not in the top five, but they’re a really good program and they have really engaged students that have had very good training with faculty who are really invested in them. You may be able to be a better fit with them.”

What Young SCM Pros Want In Their Careers

As young professionals enter the supply chain industry, they are looking for more than just a job—they seek purpose and impact.

“Supply chain careers have so much meaning,” notes Cam Fulton, Principal at Korn Ferry. Even entry-level roles offer opportunities to drive productivity and efficiency. Additionally, companies that emphasize their environmental, social, and governance (ESG) efforts are increasingly attractive to new talent.

“It’s important for people to feel like they’re doing work that matters,” says Angie Freeman, Chief Human Resources & ESG Officer at C.H. Robinson, highlighting the importance of aligning corporate values with personal purpose to attract top candidates.

“As a young professional in the supply chain industry, I appreciate that I get to collaborate and network with my cross functional partners. I’m able to see the full end to end process, which helps me understand how my day-to-day role impacts our overall business. As for employers, an attribute I look for in an employer is a culture driven community. Company culture leads to better development across employees both professionally and personally. When a company prioritizes and invests in their culture, it shows in the roles, responsibilities, and people.”

McKenzie Meehan, Business Category Lead, General Mills

“One of my favorite things about being in supply chain as a young professional is the amount of opportunity available and the ability to try out so many different roles within the industry. The most important attributes I look for in an employer are opportunities for career growth, leadership development, and the strength of their culture. It always stands out to me when a company has created a great culture and shows investment in their people.”

Megan Formwalt, Merchandising Logistics Manager, Sam’s Club

Related Articles:

• Storytelling: Attract & Retain Top Supply Chain Talent
• Recruiting & Retaining Talent: “Find Your Why
• Navigating the Labor Shortage by Understanding Generational Differences
• The Workforce of the Future

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