Shrink Your SAP Recruiting Cycle


We recruit and hire SAP talent from the CIO level to team members in virtually every type of SAP/ERP skill set. We will shrink your recruiting cycle and ensure you have premium access to the non-active talent pool. Request a FREE Consultation.

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Tuesday, November 7, 2017

Don’t Make These Mistakes If You’re Hiring During the Holiday Season


Many hiring authorities tend to think that hiring should slow or stop around the holidays. That’s simply not true, and I have a few reasons why.

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Today I’d like to talk about common mistakes that businesses make with regards to hiring during the holiday season.

As a recruiting firm, we’ve noticed that hiring managers, HR leadership, and other company leaders out in the marketplace tend to think that hiring needs to slow down or stop altogether due to the holidays.

But that’s just not true. Some of our best months at our recruiting firm have been November and December. There are a couple reasons why I think that is.

First, Christmas and New Year’s are times of reflection. People are always looking at New Year’s resolutions, and one of the most popular resolutions people make is to find a new job or career, especially if they’re unhappy with their current one.

November and December can be great times to continue hiring, depending on a company’s fiscal year. If you want to get a head count filled in the calendar year, sometimes it’s better to get that position filled in the latter months of the year, on the slight possibility that the leadership within your company may cancel the role altogether.


Some of our best months at our recruiting firm have been November and December.


For another reason, companies don’t always think ahead about their calendars in terms of start dates for new hires. If you want someone to start in December, the time to start that recruiting process is now because the recruiting and interviewing cycles can take up to two weeks each.

On top of that, navigating that process while also juggling the busy schedules companies and candidates alike have surrounding the holidays can become really difficult. For many, those two weeks are shot.

Further still, while the recruiting cycle can take up to two weeks, the interviewing process to get to the offer stage can take up to two weeks, you also have the two-week notice that most people will have to give at their current job before they can start their new role at your company.

It’s very easy to see why, even if you think you want to hire someone in January, the time to get started on recruiting new talent starts right now in November. Don’t wait until late December or January, or you'll risk pushing that starting date all the way back into February or March.

Hiring authorities may just not have considered some of these things in their process, but these absolutely will impact start dates and hiring all the way into January and February. Again, don’t wait until it’s too late.

On that note, I want to wish everyone a great holiday season for 2017. If you have any questions, please feel free to contact me.

Monday, October 16, 2017

What Are Some Common Mistakes Made in the Interview Process?


Today I want to go over a few common mistakes that companies and hiring authorities often make in the later stages of the interview process.
Today I want to discuss five common mistakes companies and hiring authorities are making in the interview process.

1. A slow process. Recruiting firms often say that time kills all deals. When it comes to recruiting, you need to get to the offer stage within two to four business days after the final interview. One to two weeks or more is way too long. Too many things can come into play and kill the deal.
2. Playing the “lowball game.” There are companies out there who just want to tempt fate and come in low. Maybe this is just a strategy, and they believe that people are going to come back with a counteroffer. But I think it’s bad policy to lowball a candidate. Come in with your best, strongest, and final offer first.
3. Putting all your eggs in one basket. Too many companies and hiring managers are doing this. You need three to be five strong candidates in play. Just because you think you may have found the right person, you can’t focus all the energy on a single potential candidate. Healthy competition is good. It’s good for other candidates to know they aren’t the only one in play.


Healthy competition is good.


4. Not knowing and validating the key numbers. If you’re using a search firm, you should know their base salary, target bonus, and information about their W-2. You should validate all of these things throughout the interview process.
5. Not selling the succession plan. You need to show candidates where they can be three to five years from now. What are the extra things that make it great to work with your company? Really aim to show candidates the total package.

I hope this will help you tidy up the recruiting process. If you have any other questions or would like more information, feel free to give me a call or send me an email. I look forward to hearing from you soon.

Monday, October 2, 2017

10 Hottest I.T. Skills


What are the hottest skill sets you could learn to get ahead in the information technology industry? I’ll give you the full list today.

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In this industry, it’s important that you know your skills to remain relevant in the next five to 10 years. So, make sure you study some of the top 10 hottest skill sets:

1. Cybersecurity. If you watch the news, you know that Equifax had a major data breach just this week. Cybersecurity is very hot right now. Companies are hiring everyone from chief security officers to middle management to lower technical positions.

2. Access identity, segregation of duties, and SAP security (systems, applications, and products) are really relevant as well.

3. Cloud software. Within the SAP and ERP (enterprise resource planning) market, there is a huge push going toward cloud software.

4. Service hosted solutions within SAP. A lot of companies are starting to move to HANA or S/4HANA, so those are extremely relevant.

5. Many companies are hiring in infrastructure and management-levels; they are looking for people with hosted services experience utilizing programs such as AWS (Amazon web services).


Cyber security is incredibly important right now.


6. SAP Hybris is an important skill to learn. E-commerce solutions are competing with salesforce right now. There is a lot of demand for talent in e-commerce solutions, and hybris is the program SAP is looking for. Many companies are moving towards Ariba as well.

7. Extended warehouse management, global trade, and transportation management
are all in high demand. Companies have a hard time hiring those people. Analytics is another hot area.

8. The internet of things, or IoT. The IoT is about connectivity: connecting cars, watches, and more to the internet. Connecting things we wear or drive to the IoT will be in high demand, especially in the next five to 10 years.

9. Big data is a super hot skill and there is a continued need for this skill set. Anyone with experience in these areas will be extremely employable and paid good compensation.

10. Soft skills and visionary leadership. As older generations retire from the marketplace, there won’t be as many people in coming generations to replace the baby boomers. As a result, there is a shortage and strong demand for mid- to upper-management people with great soft skills and visionary leadership.

Hopefully this top 10 list has given you a few things to think about. If you have any questions, please don’t hesitate to give me a call or send me an email. I would be happy to help you!