These days, more than ever, I get emails regarding new supply chain positions and surprisingly, many of them are related to executive positions. I was wondering one reason for this might be that at the time of cost reduction, supply chain efficiency becomes a key differentiator and companies are trying to find people to do a turnaround in their operational processes.

However finding the right talent is not easy: There are few people who know what it takes to lead a turnaround and can do it! That's why recruiting firms are coming up with new ways to scan and identify the right candidates. Here is one I read recently:

Accroding to a news release from SDCExec, Direct Recruiters, Inc. (DRI), an executive search firm specializing in supply chain automation, has partnered with SafeGuard Background Screening and management psychologists PRADCO to offer a higher level of executive evaluation services, DRI has announced.

Direct Recruiters focuses on delivering human capital resources and business solutions to the AIDC, supply chain automation, mobile enterprise, identification labels, RFID, packaging and material handling, and medical and pharmaceutical packaging industries.

SafeGuard Background Screening provides pre-employment screening services, including comprehensive background checks and criminal searches. PRADCO offers services and assessment tools to help companies better evaluate and develop candidates and executives in a range of industries.

DRI said that the new partnerships would help it "move from a company that finds excellent candidates to one that helps clients evaluate them on a comprehensive 360-degree level."

"Our new business relationship with SafeGuard Background Screening will enable us to offer clients comprehensive candidate background screening and drug testing services," said Shel Myeroff, president of Direct Recruiters, Inc. "Our partnership with PRADCO will allow us to provide clients with an assessment process for executives and managers in order to provide a 'tailored fit.'"

Do you think such approaches are useful for identifying right SCM executives?