Implementing SAP S4 or managing an existing SAP ECC environment is a highly complex undertaking that requires specialized skills and experience. Having the right SAP talent on your team is absolutely crucial for project success, yet recruiting skilled SAP resources can be very challenging in today’s market. In this blog, we’ll provide an in-depth look at best practices for SAP staffing and recruiting so you can build an SAP team positioned for success.
Defining Your SAP Staffing Needs in Detail
The first critical step in your SAP staffing process is to clearly define the specific SAP skills and roles you need for your project or organization. Take time to consider both current needs and future growth plans so you can recruit accordingly. Some key SAP positions you may want to fill include:
- SAP Project Managers – Look for SAP project management experience managing full lifecycle implementations. PMP certification is a plus. Ensure they have led projects of similar size/complexity.
- SAP Functional Consultants – Target consultants with hands-on configuration and design experience in specific modules like FICO, SD, MM, PP, SCM, IBP, EWM. Focus on the modules most important for your scope.
- SAP Technical Consultants – Those with expertise in ABAP, FIORI, Basis, PI/PO, CPI, and interfacing are key for build and enhancement projects.
- SAP Analytics – Recruit talent skilled in SAP BW, Business Objects, HANA, and other database tools to meet reporting and data needs.
- SAP C4C, SAP Concur, SAP Ariba, SAP Hybris – If implementing these SAP cloud solutions, recruit resources with implementation experience in each specific tool.
- SAP BTP – This cloud platform powers many SAP solutions. Target consultants skilled in integration, extensions, and architecture.
- SAP SuccessFactors – For HR needs, recruit those with SuccessFactors implementation expertise.
- SAP Analysts – Analysts to support testing and processes are key. Seek organized, analytical candidates.
- SAP Trainers – Either recruit or train internal staff to conduct end user training. Trainers must have platform knowledge and instructional design ability.
- Change Management Experts – Onboard those focused on OCM, communications, and training to drive adoption.
For each role, specify the years of experience needed, must-have SAP certifications, skill levels from junior to senior, and any niche domain expertise required. Outline your projected hiring timeline and map it to your implementation roadmap and rollout phases. This clarity in your SAP staffing process enables targeted recruiting. Also, have a plan for growth so you can recruit the stronger talent.
Conducting Interviews with SAP Candidates
When interviewing potential SAP team members, be sure to thoroughly assess both their technical capabilities and soft skills by asking in-depth, pointed questions. Key areas to evaluate include:
- Relevant SAP Modules & Versions – Ask detailed questions about specific SAP modules, configurations, transactions and versions a resource has worked on that directly relate to your scope.
- Complex Project Experience – Dig into examples of complex SAP project work similar to yours where the resource played a key role in success.
- Configuration & Integration Ability – Technical consultants should demonstrate hands-on experience with system builds, customizations, interfacing, conversions, and unit testing.
- Problem-Solving Skills – Present scenario-based questions to assess critical thinking and troubleshooting abilities.
- Communication & Teamwork – Look for clear communication styles and examples of team collaboration. These soft-skills are critical.
- Cultural Fit – Assess work style and personality fit within your project team and corporate culture.
- Relevant Industry Experience – Experience in your specific industry is an asset as it reduces the learning curve.
- Company & Team Size – Vet backgrounds thoroughly – resources from smaller firms may present strong yet lack experience managing large teams or code bases.
Taking time upfront to thoroughly vet candidates sets your SAP project up for excellence. Leveraging an experienced SAP staffing firm helps avoid hiring candidates with glossy resumes that lack the actual hands-on work expertise required.
Onboarding Your SAP STAFFING RESOURCES
Once you’ve selected your stellar SAP staffing resources, focused onboarding and training is key to quick ramp up. Provide overview education that aligns your new team on project goals, environment specifics like releases and integrations, internal processes, existing pain points, and more. This unified onboarding enables your new SAP talent to quickly contribute and produce results.
Choosing the Right SAP staffing Partner
SAP staffing requires much deeper knowledge than typical staffing given the tremendous breadth and complexity of SAP skill sets. Partnering with an SAP-focused recruiting firm can greatly streamline finding qualified SAP talent. Look for the following:
- Extensive Pre-Screened Network – A robust network of pre-qualified, highly-skilled SAP resources ready to deploy saves tremendous time.
- Laser Focus on SAP – Specialized SAP recruiters have an in-depth understanding of SAP projects and resource needs that general recruiters lack.
- Matching Abilities – An experienced SAP recruiting firm can carefully match candidates to your unique project requirements based on their work history.
- Screening Expertise – An SAP partner deeply screens candidates on both technical abilities and soft skills, interviewing in ways you may not.
This level of SAP recruitment expertise provides efficient access to top-tier talent that precisely fits your needs.
Follow these in-depth SAP staffing and recruiting best practices to build a world-class SAP team ready to tackle your most complex initiatives. Reach out to MMI’s SAP SME Rob Leckey if you need assistance finding top tier SAP talent today!
