7 Common SAP Talent Hiring Mistakes and How to Avoid Them

The specialized nature of SAP systems requires a unique skill set, which can make the hiring process challenging. Mistakes in hiring can lead to inefficiencies, increased costs, and missed opportunities. By understanding common pitfalls and implementing strategic hiring practices, organizations can secure the right talent and maximize their SAP investments.

In this article, we break down several common SAP talent hiring mistakes and how to avoid them. 

7 SAP Talent Hiring Mistakes

Unclear Job Descriptions

One of the most frequent mistakes companies make when hiring SAP talent is publishing vague or overly broad job descriptions. SAP encompasses a multitude of modules, such as Customer Activity Repository (CAR) and S/4HANA. Each module requires unique expertise, so a generic job description might discourage highly specialized SAP professionals from applying. Firms may also end up with a higher volume of applicants who are unqualified if the role seems low- or entry-level. After all, the average job posting receives over 100 applications, and if unfit candidates are applying, it can waste valuable time for recruiters.  

To avoid this mistake, firms should clearly define the role in the online job posting and in initial candidate screenings. This means including the specific SAP modules involved, the level of experience required, and any additional skills needed, like project management or industry-specific knowledge. Firms should also work with current SAP employees to understand any internal needs. 

Overemphasizing Certifications

While SAP certifications are valuable, they’re not the sole indicator of a candidate’s ability to perform effectively. Some companies place undue emphasis on certifications while overlooking practical experience and problem-solving capabilities. This can result in hiring individuals who excel in theory but struggle with real-world challenges. 

Consequently, firms should seek to balance the importance of certifications with hands-on experience. Although difficult, firms can initially screen for practical skills within resumes. Demonstrated problem solving outside of a past role’s scope is often an indication of a candidate’s agility. During interviews, hiring managers should then focus on assessing candidates’ ability to resolve common SAP-related issues and adapt to unique business scenarios. Firms can also utilize technical assessments to gauge practical skills. 

Ignoring Cultural Fit

SAP professionals often work cross-functionally and collaborate with various departments to implement and optimize the system. This is becoming increasingly common as SAP manages more of companies’ internal plumbing. Thus, ignoring the importance of cultural fit can lead to conflicts, miscommunication, and a lack of cohesion amongst teams. Simply put, an SAP professional must be able to communicate and work with non-SAP professionals.  

As such, firms should evaluate candidates’ interpersonal skills and their approach to teamwork. Soft skills can be screened for with behavioral interview questions. This helps hiring managers better understand how candidates handle cross-departmental collaboration and deal with potential conflict.  

Focusing Only on Short-Term Needs

Hiring SAP talent based on immediate project requirements, without considering long-term business goals, is another common misstep. This short-sighted approach can result in increased turnover and additional training and recruiting costs. The firm may also gain a poor reputation for employee retention, which could hurt hiring in other areas.  

Firms should thus develop a strategic hiring plan that aligns with the organization’s long-term objectives. The plan should consider how the role may evolve and whether the candidate has the potential to grow with the company. Sometimes, it may even be easier to hire contractors and consultants or partner with a third-party service if an SAP professional will not be needed long-term.  

Relying Too Heavily on External Recruiters

While external recruiters can streamline the hiring process, relying on them without proper oversight can lead to mismatches. Recruiters may not fully understand the nuances of SAP roles, which can result in unsuitable candidates being recommended. Similarly, external recruiters may not fully understand a company’s internal culture, which may lead to further poor candidate recommendations. 

Internal HR and hiring managers should thus work closely with external recruiters to ensure they understand the company’s SAP needs, culture, and long-term goals. They should be provided with detailed job descriptions and involve internal SAP experts in the final stages of the hiring process. The team members who ultimately will work with the new candidates can often provide excellent insight. 

Failing to Offer Competitive Compensation

The demand for skilled SAP professionals often exceeds supply, making it a highly competitive job market. Offering below-market compensation can deter top talent and increase time-to-hire. This presents the risk of greater long-term costs due to system inefficiencies, as opposed to simply offering a competitive wage.  

To combat this, firms should research industry standards for SAP salaries and benefits to offer competitive packages. Compensation ranges can also be included on online job postings to attract better talent. Finally, companies should consider highlighting opportunities for growth and career advancement as a means of non-traditional incentives for potential candidates. 

Neglecting Onboarding and Training

Companies must remember that hiring doesn’t end with a signed contract. Firms often neglect to provide adequate onboarding and training, which leaves new hires to navigate complex systems and processes on their own. This can hinder productivity and increase turnover. 

HR or internal teams should thus develop a structured onboarding program tailored to SAP roles. This can provide better access to training resources and mentorship opportunities, along with a clear roadmap for professional development, to ensure new hires feel supported and empowered. 

Final Thoughts

Hiring SAP talent is a complex process that requires careful planning, clear communication, and a strategic approach. By avoiding common SAP talent hiring mistakes like those listed above, companies can build a strong team of SAP professionals who drive efficiency and innovation.  

For help building your team of SAP professionals, connect with our SAP Staffing and Recruiting experts today. 

Contributions from Jake Park-Walters