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Author's profile photo Jahnavi Avirneni

Things recruiters / interview panel should look into when hiring an SAP SF consultant

SAP is a growing technology and there is a considerable demand for sap modules. SAP Success Factors is a product that has seen a steadily increasing demand. In recent years many have chosen this stream and there are a lot of consultants in the market. Picking up a good consultant from this flock is a challenge.

I am a certified PMGM, SP/CDP, and EC consultant with 5+ years of experience. I’m also into the interview panel for over a year now. I have come across several consultants in this process. With all my experience, here is the checklist I made to find a resourceful consultant. Hope this helps the other recruiters and the SF interview panel while hiring.

SAP is a competitive industry and if you are not willing to put in the effort someone else will.

  1. Filtering candidates based on resume

The first step is to check the skill set of the consultant to know the modules he/she is expertise in.

The SAP certification is almost a must for experienced consultants. Even if not certified, we can still consider if we find the job experience resourceful.

A quick review of the resume will help to ensure that you are only interviewing candidates that are well-qualified. Choose candidates only who are interview-worthy.

  1. Asses how much depth the consultant has on the modules

make sure that the candidate has real-time experience and don’t assume that they will have by looking at their certifications. They might have cleared it out of luck or with other help.

  1. Check if they have a basic idea of the other modules too

In most scenarios, there will be dependency or integration with other modules. So, the candidate must have a basic idea of what and how other modules function.A good consultant should have competent cross-module functional knowledge.

  1. Ensure that the Consultants have previous implementation or support experience

check what good previous experience they bring in and make the role better

  1. Should be experienced enough to take up implementation projects alone.

only then there will be a smooth go-live as only a bit of experienced candidates can overcome all the challenges during the configuration.

6. Good communication skills are a must

Communication skills are important because communicating in the best way shows customers that the consultant understands what they actually mean instead of what they are simply saying. Consultants should have fair communication skills to better understand the client and business requirements. Should possess good listening skills too as it is much needed during the time of requirement gathering.

7. Passionate about the profession

Consultants should be passionate enough to explore, go above and beyond, inspect all the scenarios, and suggest the best possible practices to the clients.

Picking an unsuitable consultant will ultimately result in a lot more effort and trouble for the company. So should carefully pick an ideal consultant. This can be achieved through carefully planned questioning- Open questions, which allow the consultants to talk in detail; probing questions that give a deep insight and prompt experience-based examples. With these, we can understand the traits that the consultant posses.

I hope the above checklist gives insight for the recruiters and the SF interview panel while hiring.

Thank you for taking the time to read. Please feel free to share your ideas and questions in the comment box of this blog. I’d be glad to share what I know with you. Also, do share your thoughts on your hiring experience.  Share this blog with your colleagues.

Thank you!!

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      Author's profile photo Faisal Iqbal
      Faisal Iqbal

      Hi Jahnavi Avirneni ,

      Thanks for initiating the conversation on a topic which interests many, including the candidates and recruiters/hiring managers.

      It's true that anyone who is passionate about his/her field of work performs better if he/she finds a supporting team and environment. During interview, one's interests, and communication skills, can be assessed.

      Regarding the selection process, I have few more points which I would like to highlight;

      1. Adding basic filter questions in the job application process can greatly help an employer in getting better CVs.
      2. During interview, asking questions about 1) business processes a module supports, 2) roles which maintain the solution, and 3) tools available within the application is quite helpful in assessing a candidate's knowledge.

      As each project is unique it's hard to find an exact match, therefore, considering candidates who have similar experience could also be beneficial. What matters most is he/she knows how implementation work is completed, if hired for a delivery role.

      Thanks again for sharing your experience on the hiring process!



      Author's profile photo Jahnavi Avirneni
      Jahnavi Avirneni
      Blog Post Author

      Thanks a lot for taking the time to read. so apt points you have added. Glad you’ve found this insightful/helpful.