CSCMP Roundtable Global Challenge

Council of Supply Chain Management Professionals Announces Global Challenge International Contest Coming to the Valley

Tempe, Ariz. – The Arizona Roundtable of the global Council of Supply Chain Management Professionals (CSCMP) announced it will host the first ever Arizona regional qualifier for the Global Challenge international contest on January 15th at Arizona State University.

Designed to bridge professional generational gaps, the competition creates a platform where millennials and seasoned professionals can discuss new ideas to develop a winning supply chain strategy. Using Inchainge’s The Fresh Connection, a web-based supply chain simulation game, teams of four players serving in cross functional areas including sales, purchasing, operations and supply chain are required to make strategic and tactical decisions to save a virtual manufacturer from financial ruin. This exciting competition allows participants and observers to experience the impact of supply chain management on long term business performance.

“Supply Chains are an integral component of business, especially as Arizona businesses continue to compete with products and services in the global market,” said Richard Woolery, President of the AZ Roundtable CSCMP. “This competition allows us to seek out the best and brightest in Arizona and showcase how talented individuals in value chain management can directly affect bottom line results, sustainability, and economies worldwide.”

Woolery suggests this competition will allow participating young professionals and students the opportunity to work side by side with proven industry leaders in a one of kind, virtual real world situation. Additionally, middle managers and senior leaders will gain exposure to the best young talent available.

“Although this is not intended to be a recruitment fair, participating CEO’s will be able to see firsthand how young professionals react in challenging, real world Supply Chain scenarios. As a business owner myself, I very rarely get the opportunity to see what students and mid-career practitioners can do until we’ve already brought them onboard. Global Challenge makes it a win-win for everyone,” comments Woolery.

In support of CSCMP’s mission to connect, educate and develop supply chain professionals, each team will be able to register up to three members, with the additional members being placed on the team the day of the event to ensure diversity. Teams are encouraged to reach out to co-workers, colleagues, clients, members and non-members of CSCMP within the Arizona Supply Chain industry to finalize their teams. The top performing team from the Arizona Roundtable will move on to the global qualifier, representing Arizona in a worldwide competition. The top three teams from the global qualifier will be invited to face off in a final winner-takes-all competition at the 2016 Roundtable Leadership Forum in Southern California, June 17-18, 2016. Each member of the winning team will receive an all-expense paid trip to CSCMP’s Annual Conference in Orlando, September 25-28, 2016. Winning team members will be brought onstage at the conference and recognized for their achievements. Additionally, the top performing team will receive four complimentary registrations to the Arizona Roundtable CSCMP Symposium in February.

As the number registrations are limited, interested participants are invited to register at

For more information, please contact:

Sean Arleth
AZ Roundtable Global Challenge Committee Co-Chair
(602) 387-2147

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Hiring employees is a considerable investment of time and money for any industry. As the economy is on the up-swing and the number of qualified employees is shrinking, it is time for companies to re-evaluate how they choose a staffing firm.

It is important that an agency helps a company meet their productivity goals, safety goals, attrition goals, and of course budget. This is only possible through thoroughly vetting a potential staffing partner.

Choosing a firm that specializes in providing employees specific to your industry is paramount. If your company uses different departments such as skilled trades, engineering, legal, etcetera; it is well advised that you choose separate agencies specializing in those functions.

While most staffing agencies still provide on-demand temporary employees, there are also firms which have evolved into full-service agencies, focusing not only on your company’s goals but also providing an invaluable extension of your human resources department. These agencies are typically local or operate within a specific region. Of course any agency is only as good as the office that handles your account and/or your location.

A staffing firm whose focus is to be a partner and a consultant will have questions for you as well. From the predictable questions such as: Do you have seasonal personnel needs and/or specific project needs? What is most important to you in a staffing service? To: Why is your company a great place to work? Which attributes other than skill sets make an employee a good fit for your company?

A staffing firm’s charges are based on several factors, not just the employee’s wages. A firm should take into account the anticipated cost of recruiting based on pay, location, skill level, pre-employment requirements that you have agreed upon, number of employees and additional services that you may require.

National Contracts may be optional in most cases, if you are able to present facts that a national agency is not providing your company with needed services. Provide examples, the length of time this has continued and your efforts to work with the agency. In most cases your corporate office will contact the contracted agency to rectify the situation or approve a new or additional service.   It is a universal clause in contracts from staffing agencies to uniform services that a client may elect to seek a different provider for a location if the national agency cannot provide services as agreed upon.



Eight Questions Every Hiring Manager Should Ask.



  • What is your experience in our industry?


  • What percentage of your placements is similar to other companies, even local competitors?


  • What percentage of your placements is contract to hire?


  • How much notice do you need to respond to a request for employees?


  • What exactly are your agency’s procedures for filling orders or responding to supervisors after hours?


  • What makes you different than other similar agencies?


  • What are your achievements?


The agency should have no problem answering these questions. Look for more than just “stock” answers.


  • What questions do you ask applicants during an interview?


Although it does seem unbelievable, some agencies do not formal interviews or interviews at all.

Were you satisfied with their answers, perhaps impressed?   Ask to see a completed application.


How do you determine if a candidate is the right fit for your clients? 


The answer should be based on company’s requirements. As important, the agency should take in to account what the employee is looking for in shift, position, pay, and location. Trying to fit a square peg into a round hole rarely works out well.


How would you determine if a candidate is a good fit for my company?


The answers to these questions should tell whether they have paid attention to what you have told them specifically about your company. As important, they took note of your employees, supervisors, equipment, safety signs and job function.   This shows they are already trying to get a feel for your company’s culture. As well, the agency should tell you that every new client is unique; there will be a learning process at the beginning.


What current trends and recruiting challenges have you seen in the market in the last year?


The agency should provide accurate, useful and enlightening information. Partner with a staffing agency you can trust as a strategic advisor for your company and that you can trust enough to allow them access to learning about your business and culture. An agency’s number one goal should be to partner with your company and commit to being a trusted asset, providing more than just a “number of bodies” to your company.


What factors would cause you to decline partnering with a prospective company?


No one agency can be everything to every company. These reasons may vary from pay, mark-up, expectations, safety or other factors. A reputable agency will tell a prospective client up front they are not the best choice for their company and why. Ask for an example of a time when they have had to do that.


Do you expect your rates to be higher, lower, or the same as other agencies that we may consider?


Do not make a decision based on the lowest rate. After reviewing the agencies, make a decision based on the firm you believe will bring the most value to your company. An agency that does not provide the number of employees you need when you need them, has a high attrition rate, and does not send the quality employees agreed upon can cost you up to four times as much as a specialized agency.


Jill Fridley
Hire Source Staffing


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