February 2019
Unlocking Leadership Potential Beyond the Resume

Hiring for supply chain roles is a unique challenge. Supply chain professionals must navigate complexities like logistics co-ordination, supplier negotiations, inventory management, and adapting to technological innovations.
While a resume provides a snapshot of experience and education, it often falls short of revealing the traits that determine long-term success. To build a robust and agile supply chain team, hiring managers must look beyond resumes and focus on identifying the skills, mindset, and potential required to thrive in this fast-paced field.
Here’s how to uncover the true potential of candidates for supply chain roles:
Senior leaders in supply chain management, such as Chief Supply Chain Officers (CSCOs) or Heads of Procurement, are responsible for shaping long-term strategies rather than managing daily operations.
- Assessment method: Evaluate candidates’ ability to develop and execute a supply chain strategy that aligns with broader business objectives. Ask questions like, “How have you led a supply chain transformation to reduce costs or improve efficiency?”
- Leadership case studies: Present complex, high-stakes scenarios, such as expanding into new markets or navigating geopolitical supply chain risks, to gauge strategic thinking.
Senior roles often involve implementing large-scale changes, whether it’s adopting new technologies, restructuring operations, or driving sustainability initiatives.
- Behavioral questions: Explore past experiences in leading organizational change. For example, “Can you share a time when you introduced a major supply chain technology and overcame resistance from stakeholders?”
- Executive simulations: Test their ability to manage change by simulating scenarios involving organizational resistance or unexpected challenges during implementation.
Senior supply chain professionals must influence cross-functional teams, executive leadership, and external partners. Leadership and stakeholder management skills are critical.
- Panel interviews: Involve key stakeholders, such as other C-suite leaders, to observe how candidates interact and align with the team’s vision.
- Situational judgment tests: Pose questions like, “How would you handle conflicting priorities between a supplier and internal stakeholders to maintain both relationships?”
Senior supply chain roles often have global responsibilities, requiring a deep understanding of international markets, compliance regulations, and risk mitigation.
- Risk analysis exercises: Ask candidates to analyze and propose solutions for global risks, such as geopolitical instability or natural disasters disrupting supply chains.
- Cultural fit assessment: Assess their ability to manage diverse teams and adapt to different market conditions through scenario-based questions or role-playing.
Senior leaders should drive technological innovation, such as AI, predictive analytics, and automation, to maintain a competitive edge.
- Tech vision presentations: Ask candidates to present a roadmap for integrating emerging technologies into a supply chain to improve efficiency or resilience.
- Track record review: Focus on their achievements in leading digital transformation initiatives.
Cultural alignment at the executive level is critical, as senior leaders shape and influence organizational culture.
- In-depth discussions: Explore how their leadership style aligns with the company’s values and culture. Ask questions like, “How do you ensure your leadership decisions reflect company priorities such as sustainability or diversity?”
- Executive team input: Ensure all senior leaders and key board members are involved in the interview process to confirm alignment.
Senior roles benefit from candidates with established networks and a reputation for thought leadership in the supply chain industry.
- Reputation check: Evaluate candidates’ participation in industry panels, conferences, or publications.
- External referrals: Seek references from industry contacts to understand their standing and influence within the field.
The stakes are higher when hiring for senior supply chain roles, as these leaders drive critical decisions that shape an organization's success. Traditional methods of evaluating candidates often fall short of uncovering the leadership qualities, strategic vision, and transformative potential needed at this level.
At DSJ Global, we specialize in solving this challenge. By leveraging our deep industry expertise, global network, and tailored search processes, we connect organizations with senior supply chain leaders who deliver lasting impact. Whether it’s building a resilient global supply chain, adopting cutting-edge technologies, or navigating complex risks, we help you find the leaders who will shape your organization's future.
Ready to find the right talent to power your supply chain? Request a call back and let us help you build a team that delivers excellence, innovation, and growth.