Considerations for Screening SAP Candidates

Hiring and screening SAP candidates can be a difficult task, and we know the process can take a considerable amount of time for all involved. How do you know if you’re asking the right questions? What skills should you be looking for? What if all of the candidates are technically strong and skilled? What if I get it wrong?  

When it comes to hiring the right SAP candidate, hiring managers must be able to think beyond just finding someone with the right technical skills. Yes, it’s important to have a skilled SAP candidate to join your team. But you also need someone who fits in with the values of your organization, is a team player, and has the right attitude to deliver a successful SAP implementation for any project. 

A screening interview is the first step in the hiring process to help your company determine if the candidate has the qualifications needed for the role. With proper preparation by the hiring team or manager, your company can start the hiring process on a positive note and work toward bringing in the perfect SAP candidate.  

Below we’ve outlined four considerations for screening SAP candidates.  

1. Ask open-ended questions that give the candidate the opportunity to describe their experiences. Many candidates have a vast knowledge of SAP, but is it the experience your company is looking for? During the screening process, it’s necessary to provide plenty of room for the candidate to talk, in detail, about their previous work, projects, and implementations. Instead of asking, “how many implementation projects have you completed?”, consider asking, “Can you tell me about your last implementation project, and how it differed from your previous ones?” By providing room for a discussion, you’re likely to learn more about the candidate’s relevant experience and expertise and if they’re the right fit for the job. 

2. Think past the technical questions. While you want a candidate who is technically strong, it’s just as important that you think holistically about the candidate, too. Can your candidate explain a time when they’ve been put in a difficult situation? How did they handle it? Are they able to manage time wisely? What does teamwork or collaboration mean to them? Remember, this SAP candidate is joining your team and will be representing your organization, so you want to ensure that the soft skills – communication, time management, integrity – are identified and prioritized in the screening process, too.

3. Not every SAP candidate is the same. Be flexible! While it helps to have pre-planned questions and a script to pull from, it’s equally as important to be ready to pivot if the conversation veers another way. Take time to truly listen to your candidate and ask follow-up questions where needed. If the full 30- or 60-minute interview covers just one question, that’s perfectly fine, as long as you’re gathering the information and details you need to make an informed hiring decision.

4. It’s a two-way conversation. At the end of the day, while you’re the one screening an SAP candidate for a potential hire, the candidate is also screening you to see if your company is a right fit for them. As such, it’s imperative to make sure the screening process is an overall positive experience for the candidate. Be attentive to their responses, leave time for questions, and make an effort to provide them with the information and resources necessary for them to best understand the role and its qualifications.  

Despite the ongoing tech talent crunch, it’s still possible for companies to recruit and hire top SAP candidates. Proper preparation for screening SAP candidates can go a long way toward ensuring that you’re hiring the right candidate for your role. If you’re looking for assistance in bringing on the right SAP talent for a project, our team can provide you with IT staffing to fit your business needs.