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From Recruiting to Becoming SAP Consultant

Since I wrote Your Essential SAP Career Guide, 3 years ago, I have answered a number of subject-related questions to different people. Recently, and during the current pandemic period, frequency of such queries have increased and I find it difficult to answer them all on a one-to-one basis. Therefore, I have thought to write separate blogs about each of the topics.

So my first one, in this series, is about Recruiters who want to pursue SAP Career.

Are you a Recruiter?

Read this blog if you are among such group and need to know

  • Is the training/certification enough for the transition?
  • How can you make use of your earlier experience?

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Skill is the main factor for career transition

As you are already in the Recruiting profession, you understand it well how the hiring process works.

SAP isn’t an exception, when it comes to finding the match between a client’s requirements and a candidate’s qualifications.

While the Training and Certification have great value, they are not the only factors which are considered for hiring. Mainly, it’s the SKILL which is required to fulfill certain business requirements.

And as the skill can be learned and mastered through training and experience, both are asked to determine one’s skill level. However, if one can demonstrate his/her skills, during the job interview, s/he can still be hired even of having less/no experience.

External factors also impact hiring

The other factor which makes a difference is demand & supply. If a skill is required but is short in market, anyone even with a low level skill can be considered.

On the other hand, when a skill is widely available (i.e. more people are in the market), employers choose the one with more experience/higher skill level.

Making use of earlier experience

As you have experience in Recruiting and Onboarding, it’ll be good if you take SuccessFactors training which has solutions to support the two functions.

You may then aim for job at the Talent Acquisition and Development function of SAP Customer organization.

With the experience you have, and the qualification you may pursue, you could be a strong candidate for such a position.

Initially you may work as a Super User of SAP SF applications, but later gradually move on to Technical Support and/or Consulting roles.

I hope the above explanation is helpful. If you still have any (further) question(s), please let me know.

Any other suggestions?

The above was an answer I provided to one of the Recruiters who wanted to switch his career. Do you have any additional advice to him, or other Recruiters?

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  • Every year the process of finding a job is more and more complicated. …
    quarantine left many without work and income. People in search of work for hours are ready to stand for hours that would get at least a temporary part-time job. it is also sad that the quality of jobs will not be the same. We need to get ready for the retraining to be necessary.

     

     

    • You’re right gefota grett about the changes in the job market. A change in business impacts its operations, which necessarily means change in the processes, and the roles which handle such processes. The corresponding technology, such as SAP/other IT tools, also change. For an individual, it’s challenging to keep self up-to-date with the changes but that seems the only way to stay relevant. So as you said, retraining is necessary; getting to know what has changed and how we need to align our skills accordingly. Recruiting is one of many other HR processes, which has greatly changed in the past few years and is still changing.