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Develop vs. Hire: The Smarter Way to Build Your Procurement Team

Struggling to find qualified procurement professionals? You’re not alone. The hiring market is competitive, and even when you secure budget approval, candidates often get counteroffers. But what if the best solution isn’t hiring from the outside?

What if the answer is already within your organization?

Let’s talk about “Develop vs. Hire” – the strategy of growing your procurement team from within. It’s not just about filling roles; it’s about investing in your people and creating a pipeline of future talent.

1. Why Training from Within Works

Your current staff already understands your organization’s culture, workflows, and acronyms—things that take months for an external hire to learn. Plus, internal promotions build loyalty and engagement.

Instead of waiting for the “perfect” candidate, why not grow one?

2. What Skills Do Future Procurement Leaders Need?

Many organizations use competency frameworks to guide hiring and development. In the BC government, key competencies include:

✅ Results Orientation – concern for surpassing a standard of excellence
✅ Service Orientation – implies a desire to identify and serve customers/clients
✅ Teamwork & Cooperation – ability to work cooperatively with diverse teams
✅ Integrity – actions are consistent with what one says are important

If your junior staff were hired with these competencies in mind, they’re already halfway to becoming procurement specialists.

3. How to Build a Procurement Training Plan

Developing procurement talent doesn’t happen overnight. Here’s a structured approach:

🔹 Assess the Skills Gap – What do they already know vs. what they need?
🔹 Provide Hands-On Learning – Shadowing, first drafts, and admin support.
🔹 Introduce Low-Risk Procurement Tasks – Start small and build confidence.
🔹 Encourage Client Meeting Participation – Let them learn stakeholder management.
🔹 Offer Formal Training – Online courses, mentorships, and professional development.

This method worked in 2022 when we couldn’t get approval for additional staff. Instead, we leveraged executive assistants to handle procurement-related admin work, which later opened opportunities for them to grow into formal procurement roles.

4. How Managers Can Support Internal Development

Managers play a crucial role in making this work. Some best practices include:

👥 Weekly One-on-Ones – Ask what they need to learn and where they need support.
📢 Team Meetings – Create a space for real-time problem-solving.
☕ Informal Coffee Chats – Encourage learning in a relaxed setting.
🧑‍🏫 Bringing in Experienced Professionals – Retirees or contractors can mentor junior staff.

At the end of the day, growing your procurement team from within isn’t just about filling vacancies—it’s about building a resilient, knowledgeable team that’s invested in your organization’s success.

So, next time you’re faced with a hiring challenge, ask yourself: Do I really need to hire, or can I develop?

If you found this helpful, check out my post on transferable skills in procurement. Or see our video!