Key Factors in Attracting SAP Professionals

𝗜𝗳 𝗜 𝘄𝗲𝗿𝗲 𝗮 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮𝗻 𝗦𝗔𝗣 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 𝗧𝗲𝗮𝗺 𝘁𝗼𝗱𝗮𝘆, 𝗵𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗜’𝗱 𝗱𝗼... First, I’d ask myself one simple question: What would make SAP talent, who are already happy in their roles, want to join us? 𝘚𝘱𝘰𝘪𝘭𝘦𝘳: 𝘐𝘵’𝘴 𝘯𝘰𝘵 𝘫𝘶𝘴𝘵 𝘢𝘣𝘰𝘶𝘵 𝘴𝘢𝘺𝘪𝘯𝘨 “𝘊𝘰𝘮𝘦 𝘫𝘰𝘪𝘯 𝘰𝘶𝘳 𝘚/4𝘏𝘈𝘕𝘈 𝘫𝘰𝘶𝘳𝘯𝘦𝘺.” That’s what every other company is saying. So here’s what I’d actually do: ✅ 𝗔𝘀𝘀𝗲𝘀𝘀 𝘁𝗵𝗲 𝗺𝗮𝗿𝗸𝗲𝘁 Who else is hiring locally or nationally for similar skills? What are they offering? Salaries, flexibility, benefits, project scope? Who’s just gone live on S/4? That’s your hunting ground. Who’s about to start? That’s your future competition. ✅ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 I’d look at local companies, speak to SAP recruiters, understand market trends, work setups (remote, hybrid, onsite), and real salary benchmarks — not assumptions. ✅ 𝗖𝗿𝗮𝗳𝘁 𝗮 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗿𝗼𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 SAP is a talent short market. If you want passive or inactive SAP talent to move? You have to show up with something better than what they already have. That means: ❌ No mediocre salaries ❌ No 5-days onsite “just because” ❌ No generic value propositions Instead, I’d lead with: 🔹 A clear EVP (employee value prop) tailored to SAP Experts 🔹 Flexible work that respects modern expectations (and Competitive in this market) 🔹 Growth, autonomy, challenge — without burnout 🔹 A human-first approach: people buy into people they can see themselves working with, not necessarily the company brand Good SAP talent can be challenging to find, but you can give yourself the best chance of attracting them by being a compelling reason why someone should join you. If you’re serious about building a great team, you need to meet the market where it’s at — not where it was pre-Covid. And if you can’t beat the competition’s offer, then outwork them on visibility. Be louder, clearer, and more consistent in how you show up to SAP talent. Because if your approach is reactive, your results will be too. FYI - 5 day onsite will kill any chance 💀❌ #SAP #SAPrecruitment #SAPHiring #SAPTalent #S4HANA #TalentAttraction #FlexibleWork

This is one of the biggest paradoxes in the SAP job market: 🔹 SAP professionals say, “There are no openings!” 🔹 Recruiters say, “We can’t find suitable candidates!” 𝓢𝓸, 𝔀𝓱𝓪𝓽’𝓼 𝓻𝓮𝓪𝓵𝓵𝔂 𝓱𝓪𝓹𝓹𝓮𝓷𝓲𝓷𝓰? ✅ Skills vs. Demand Gap – Companies aren’t just hiring “SAP consultants”; they need experts in specific areas like SAP BTP, RAP, and S/4HANA migration. If your skills are outdated, you might not match what’s in demand. https://lnkd.in/gEb44y6P ✅ Expectation Mismatch – Candidates expect high salaries, while companies have budget constraints. Recruiters struggle to match both sides. ✅ Application Strategy – Many SAP professionals apply randomly or wait for referrals instead of targeting roles that align with their expertise. ✅ Hiring Process Delays – Even when recruiters find candidates, long interview cycles and indecisive hiring managers slow things down. 𝓗𝓸𝔀 𝓽𝓸 𝓑𝓻𝓲𝓭𝓰𝓮 𝓣𝓱𝓲𝓼 𝓖𝓪𝓹? 🚀 For SAP Professionals – Upskill, specialize, and align with market trends. Tailor applications instead of mass-applying. 🔎 For Recruiters – Be clear on must-have vs. good-to-have skills. Sometimes, a strong learner is better than a perfect fit. SAP hiring isn’t broken—it just needs alignment. What’s your experience?

The SAP job market is undergoing a transformation—one that will define the next decade. As we move forward, two undeniable trends emerge: 📌The retirement wave is here. A significant portion of experienced SAP professionals are exiting the workforce, leading to a steady decline in available talent. This isn’t a distant concern. It’s happening now, the candidate pool is getting tighter year after year. 📌Demand for SAP expertise is only growing. The shift to S/4 HANA, AI-driven ERP, and cloud-based solutions is accelerating, creating a long-term demand for highly skilled SAP professionals. Businesses need specialists who can lead, implement, and optimise these transformations. This convergence of a shrinking workforce and an increasing need for expertise presents a challenge but with challenge comes opportunities. What This Means for the Future of SAP Hiring The next 10 years will redefine how companies attract and retain SAP talent. Businesses will need to: ✅Adapt to a candidate-driven market – With fewer professionals available, top SAP candidates will have more options and higher expectations. Competitive salaries, flexible work arrangements, and career development opportunities will be crucial for retention. ✅Invest in upskilling and reskilling – Businesses that prioritise internal training and certification programs will gain a competitive edge in securing skilled SAP professionals for the long term. ✅Work with specialised SAP talent recruiters like JPS Resourcing – The traditional hiring approach will no longer be enough. Companies will need strategic talent sourcing partners who understand the SAP industry, predict shifts, and secure the right expertise ahead of the curve. Looking Ahead with Confidence Yes, the SAP talent market is tightening. Yes, hiring will become more competitive. Yes, companies will face new challenges in securing the right skills. But those who plan ahead, adapt, and take a proactive approach to talent strategy will thrive. The future of SAP is being shaped now. And those who prepare for it will lead it. Are you ready for what’s next? 📩 Let’s build the future of SAP hiring, together. #SAP #S4HANA #FutureOfWork #TalentShortage #CloudERP #DigitalTransformation

The Growing Demand for SAP S/4HANA Migration Experts. The global shift toward digital transformation has created a massive demand for SAP S/4HANA migration experts. But what’s fueling this trend, and how can businesses attract the right talent? Why the Surge in Demand? 1/ System Modernization ↳ Companies are upgrading legacy systems to stay competitive. 2/ Business Agility ↳ SAP S/4HANA enables faster decision-making with real-time data insights. 3/ Cloud Adoption ↳ Many organizations are leveraging S/4HANA’s cloud capabilities for scalability. 4/ 2027 Deadline ↳ SAP’s end-of-support for ECC by 2027 is accelerating migration plans. How to Attract the Right Talent: 1/ Highlight Purpose ↳ Showcase how their expertise will drive innovation and digital growth. 2/ Upskilling Opportunities ↳ Offer continuous learning programs to stay ahead in a fast-evolving tech landscape. 3/ Competitive Benefits ↳ Beyond salaries, prioritize flexibility, work-life balance, and impactful roles. 4/ Build Partnerships ↳ Collaborate with universities and training centers to access emerging talent. SAP S/4HANA migration isn’t just a tech upgrade, it’s a transformation. Businesses that prioritize attracting and nurturing skilled talent will lead this charge. Are you preparing for the migration? What strategies are you using to attract top talent in this space?