Common challenges and how to overcome them #2
A series of insights from Principal Tender Specialist, Tania Field
The surprise - ‘you’ve got a new job’ if we win this tender - announcement.
Problem:
Asking people for their CV for a new project, with no background briefing. Leads to:
Surprise and confusion for the individual.
Further complexity and noise in what should be a fairly simple process.
A stalemate to completing the CV on time.
Quick fix:
Consider leaning on the support of a senior executive to email individuals on your behalf, asking for their CV (and their help).
Have an email ready in draft, with the following details:
Tender details and project background.
The role the individual has been identified for due to their expertise and experience.
Assistance required – i.e., to tailor the CV either by interview or email exchange.
Contact details if they have further questions.
Long-term fix:
Individuals that work in project teams understand project cycles and their contribution.
However, we can get better at informing and managing expectations. Further, we should consider streamlining processes to avoid repetitive tasks.
Consider implementing the following initiatives:
Tender ‘kick off’ announcement – expand your distribution list for a tender ‘kick off’ briefing to include key project personnel likely to assist with the project implementation (always observe probity and confidentiality rules).
CV library – establish and maintain a CV database to draw from as required.
Resourcing strategy process – ensure there are clear steps to follow to identify and nominate individuals for project teams. In large organisations there might be lots of impacted leaders and individuals (tread carefully).
Be upfront about tasks involved in competitive tendering – if people know that helping with CVs is the norm i.e., they will be presented as a candidate for future projects, they are more likely to get involved. Project or contract environments are great opportunities to develop fruitful careers.
