5 Problems SAP Hiring Managers Dread So Much

Hiring managers. Ah… the beloved bunch of people we had the pleasure to work with. There are all kinds of hiring managers out there and each of them has taught us valuable lessons over the years. It is a job that requires one to be decisive based on the available information they get at the time. What do you know, hiring managers actually do have to have a good IQ, to begin with.

Being a hiring manager is not all rainbows and butterflies. They too, have their own dilemmas and problems especially when it comes to hiring. You have to understand, every decision they make will be burdened upon them. One decision is enough to make or break the Hiring Managers, believe us.

So, with that being said, let us look at the 5 most common problems faced by SAP hiring managers

  • Finding Local Talents, Pronto!

It is surprising to know that in a metropolitan area, such as the Klang Valley (well that’s the closest thing we have to a metropolitan, just take it), it is not that easy to find the right consultant when you need one. It is a very niche market and the talents are not as abundant as you might think it is. Sure, it is increasing now, but are they really the ones you need?

It doesn’t matter if you are hiring a consultant or a permanent worker, if you want to get what you need, you have to bring more to the table. ‘More’ does not mean money (ok sometimes it is), but it means ‘more’ on the area of what matters most for the people you are hiring. Some people do not look at the money offered, maybe they are looking for a change of air, maybe they are looking for a chance to establish a long-term collaboration, a chance to travel, a room to grow, etc. So, make sure you get it right.

Then, you have to be more specific. Don’t give SAP talent firms vague description of what you need in an SAP consultant. You have to invest more of your time explaining and engaging these firms and let them know what you are looking for. These firms are dedicated institutions to meet your needs but it is just blatantly impossible if you don’t speak your mind! No firm can pull that out of their hat, hence, you have to give them a little assistance for the magic to happen.

 Don’t rely on general IT talent firms because most of the time, they just want volume and with that, quality is often thrown out of the window. When you find a firm which you can trust in terms of their performance, strengths, reputations and their seriousness in addressing your case, then hold it tight!

“You have to invest more of your time explaining and engaging these firms and let them know what you are looking for”.

  • Long Talent Acquisition Process and Protocol

“…a long process will turn people off and at the end of the day, the ones who are left are not the ones you truly need”.

Yes, I intentionally made the second point sounds monotonous because it is! (mostly because it is lengthy).  Well it doesn’t have to be frankly. When you finally get that consultant that you are so fond of, you still need to go through the interviewing process, hiring and onboarding. Most of the time, you will be needing them fast but sadly, some companies just have a long approval process (sigh).

Well, the first thing you can do is make a change within. Not, within yourself, but within your company. If you have a long approval process, change it. Make a case to the higher ups that a long process will turn people off and at the end of the day, the ones who are left are not the ones you truly need.

Plan ahead and make sure you know what you will be needing prior to hiring the talent. Share your timeline and budget with the talent firm so they can help you find the ones you need, and the ones you can afford, that is. This way, the talents will know what they are looking at when dealing with you and you can be sure that most of the time, they will follow through when there is no surprise along the way.

  • Money money money….MONEY!

 You get that song in your head too right? Admit it… Well, we want to avoid the topic, but the reality is just too painful, we can’t just ignore it. Theoretically speaking, if you have no inhibition whatsoever, you will take the most skillful, experienced and knowledgeable talent there is in the market.

But you do. You do have financial constraints. Sometimes, the constraint is just too much, that you decide to take whoever there is that has the cheapest rate. But there is a saying that goes something like,

“You pay peanuts, you get monkeys”

This is especially true in this case. You might end up with someone who is below par, or someone who can’t do the things they claim to be proficient in, or those who have behavioural issues, so much so that they would not work well with the rest of the team. It is hard to turn back now once they’re on board. This ineptability will impede the work, making it twice as long and twice as costly.

“Remember, a jack of all trade is a master of none. If you need different expertise in different fields, then it is better to hire different personnel”. 

Thus, it is wiser to hire someone who can get the job right the first time, effectively. Hiring managers who can’t see the value of amounted skills and experience are condemned to fail someday. Invest in these kinds of people and you might even save more money than if you hire someone who offers cheap services and delivers a child’s work, and rightfully so.

Are there any exceptions? Sure there is. Sometimes, there are good consultants who undervalue themselves and this is a bargain for you. But, but… this is extremely rare nowadays. So better be safe and choose the fittest person there is.

“Invest in these kinds of people and you might even save more money than if you hire someone who offers cheap services and delivers a child’s work, and rightfully so”.

Then, there is this expectation that you can get a jack of all trade in one price. People often stop there. Remember, a jack of all trade is a master of none. If you need different expertise in different fields, then it is better to hire different personnel. The work will be more efficient that way. If, in any case you actually get a person who is a master of two, (or more), the chance of him staying there is slim. Why? Well nobody likes to be stretched over a long period of time. When he leaves, what will you be left with? That’s right, disappointment.

  • Wax on, wax off.

 A consultant’s job is to make sure everything is running perfectly and to ensure that when he is gone, the company is able to sustain itself without the help of the consultant. A consultant’s job is not to merely solve the problem the company is facing. A good consultant (or a superstar consultant) will guide the internal staffs on how to maintain the system.

So, make sure the consultant you hire meets this requirement; a consultant who is willing to engage in knowledge transfer, a capable teacher and a proven leader. If you ever encounter a consultant who is unwilling, then step out and say goodbye. That is certainly not a consultant you would’ve want for your company/project. 

  • Full-time In-House SAP Staffs Hiring 

“If you have an open position for more than 90 days, chances are, your expectations are too high or you are paying too low”.

 We know that SAP is shifting more towards independent consultancy nowadays. Well you can’t blame them, they make more money and they have more freedom that way! But a big enough company needs to have in-house SAP staffs to maintain and sustain the system. You as the company’s hiring manager has to find them but how to beat that perks they are having all this while?

 Most often than not, you can’t. You don’t have a choice other than to find areas of which you can offer them the things they can’t get in independent consulting. It can be in the form of room for growth, attractive company’s culture, and good career path.

 If you have an open position for more than 90 days, chances are, your expectations are too high or you are paying too low. Adjust them to a point it is acceptable. Lower your expectations, hiring those with less experience is one of the solutions, offer them a chance to grow professionally. Increase the salary you are offering. Remember, they are making twice as much out there, so you have to give a reason for them to leave all that to join you.

 5 of the most common problems, there you have it. Undeniably, there are other problems as well that hiring managers have to face but based on our experience, these are the most common ones. If you have some connections that can help you build a strong profile for yourself in respect to hiring, then use them well. Connections go a long way in this line of work. Well, what do you think? Do you have other problems that you would like to share? Comment below and let us know.

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