Approach for SAP Talent Hiring
The Skill competency is the most critical part and is of primary importance. For a given role, the adequate subject matter expertise should be established in the first step. The questions should be based such that candidate is directed to answer as if what tasks/responsibilities are done by him or her and what level of planning and execution are done by themselves. The confident and clear articulation will be an indication that guy knows the stuff. Start with Business Processes from candidate's skill area and ask for variations encountered in various industry sector he or she has worked in the past. If the guy is well aware about business processes in their area, they can potentially interact and discuss well with your customer. Based on experience cited in resume, probing questions on how they solved on complex problems using their expertise in a particular project can be asked. If you see in response, the structured presentation of Situation-Task-Action-Result approach than that is another indication of their problem solving, analysing alternatives and making recommendation mindset. Such skills are very much required in SAP projects.
Ask another set of questions wherein you play role of customer and ask candidate how he or she will behave/respond to various scenarios/phases in end to end SAP Implementation project. Pose your question on organizing-planning-execution elements. Include questions on their particular role in Stakeholder, Team and Risk management and analyse responses whether those are adequate for role being interviewed. It should be kept in mind that not all candidates may have chance to work in large scale implementation projects. Many candidates who have worked as freelance may draw a blank on planning, stakeholder and team management. Include questions on new/enriched functionality in candidate's skill area and response will indicate whether guy is update or not with SAP product/roadmap and latest developments. It is important to know to what scale of projects candidate has worked in the past. Large transformation projects will have more complexities and will require additional skill or similar experience in the past. Such information will help in right deployment of the candidate.
The interviewers style differs widely but end objective is same. While it is difficult to verify the content written in resume, getting credible indications about candidate's capability and competency through mix of rightly targeted questions will do the work in most of the cases.
