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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!

Tuesday, September 19, 2017

The Top 5 Things to Consider When Establishing a Contract

If you’re establishing a contract with a recruiting partner, there are a few key things you need to consider. Today, I’ve got a list of the top five things to think about.

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Today I want to go over the top five things you need to consider when establishing a contract with a recruiting partner.

1. The performance guarantee. This can manifest in many different ways. The following is just one example of how a performance guarantee might work: The firm will present five candidates who meet all of your minimum qualifications within 30 days. These candidates will all be within your compensation range and should be genuinely interested in your opportunity. No matter how this performance guarantee is arranged, it is a great thing to put into your contract.

2. The fee itself. Is the fee flat, percentage-based, or off of total compensation? If your fee is off of total compensation, the key thing is to consider is if it’s well-defined. A lot of retained fee agreements are off of total compensation, so this will be an important thing to consider.

3. KPI—Key Performance Indicators. A KPI is a set of mutually agreed-upon bullet points about the way the search is supposed to go. Personally, I like to put these on a one- or two-page statement of work. These really help to solidify the expectations of the firm by putting them into writing. 

In any case, the most important thing is that both sides agree.

4. Your retention guarantee. If something doesn’t work out with this new hire within a certain amount of time, what are your possibilities with that firm? Will the firm re-recruit for free or for a discounted replacement fee, or will they perhaps offer a 100% money-back guarantee? In any case, both sides need to agree to what will happen in this scenario. 

5. Your non-solicitation clause. This type of clause is found in most contracts, but it’s worth understanding the wording of yours nonetheless. One key thing to consider is when the non-solicitation clause goes into effect. One or two years are the most common lengths for a non-solicitation clause.

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.