How to hire SAP FICO talent beyond resumes

Behind seemingly ordinary or even worse resumes lie extraordinary talents waiting to shine. It just takes a discerning eye to uncover the hidden gems. Here are some tips to uncover remarkable candidates: 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹: Instead of solely focusing on past achievements, assess a candidate's potential for growth and development. Look for signs of adaptability, willingness to learn, and enthusiasm for the role. 𝗟𝗼𝗼𝗸 𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗦𝘂𝗿𝗳𝗮𝗰𝗲: Don't judge a candidate solely based on their resume. Dive deeper into their experiences, skills, and potential during interviews and conversations. 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗙𝗶𝘁: Evaluate candidates based on their alignment with your company's values, culture, and team dynamics. A candidate who may not have the most impressive resume but fits well with your organization's culture can be a valuable addition to the team. 𝗔𝘀𝗸 𝗣𝗿𝗼𝗯𝗶𝗻𝗴 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: During interviews, ask open-ended questions that encourage candidates to elaborate on their experiences, challenges they've faced, and how they've overcome them. This can reveal valuable insights about their capabilities and character. 𝗔𝘀𝘀𝗲𝘀𝘀 𝗧𝗿𝗮𝗻𝘀𝗳𝗲𝗿𝗮𝗯𝗹𝗲 𝗦𝗸𝗶𝗹𝗹𝘀: Look for transferable skills and experiences that may not be immediately apparent from the resume. Candidates may have acquired relevant skills through volunteer work, hobbies, or non-traditional career paths. 𝗦𝗲𝗲𝗸 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀: Tap into your network and ask for referrals or recommendations from colleagues, industry contacts, and trusted sources. They may be aware of hidden talent that isn't reflected in a candidate's resume. 𝗢𝗳𝗳𝗲𝗿 𝗦𝗸𝗶𝗹𝗹𝘀 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀: Consider using skills assessments or practical exercises during the hiring process to evaluate candidates' abilities firsthand. This can provide a more accurate picture of their capabilities beyond what's listed on their resume. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗚𝗿𝗼𝘄𝘁𝗵 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Be transparent about potential growth opportunities within the role and your organization. Candidates who are eager to learn and progress in their careers may be more motivated to showcase their potential, even if their resume doesn't fully reflect it. By employing these strategies, you can identify and attract remarkable candidates who may be overlooked based solely on their resumes. #talentattraction #talentacquisition #recruitment #globaltalentacquisition #sourcing #candidateexperience #employerbranding #empathy

You can’t see the things that define an A-player by looking at a resume; their skills, experience, or expertise. Having hired and worked with top talent across 70+ countries… This is one of the biggest lessons I’ve learned. Resumes don’t tell the full story. People do. To identify the right talent, you have to go beyond the skills, experience, and those ‘polished credentials'. Go deep in understanding their mindset, Adaptability, And most importantly, their drive and willpower. Because here’s the thing: It’s easier to teach skills than to change someone’s attitude. And when companies hire purely based on experience, they miss out on high-potential talent especially in global, remote, and flexible work environments. So, when you’re hiring, look for: ➡️ Curiosity over credentials A person who asks great questions will always find the best answers.  ➡️ Adaptability over accolades Change is constant. The best talent thrives in uncertainty.  I am reminded of a quote by Alan Watts: "The only way to make sense out of change is to plunge into it, move with it, and join the dance" (You can skip the dance part if you don’t want to. 😉) You want people who embrace change openly, not those who get frustrated or intimidated by it. ➡️ "Culture add" over "Culture Fit" You don’t need another version of the same employee. You need fresh perspectives. ➡️ Growth mindset over fixed mindset Someone who’s always learning will outperform someone who thinks they know it all. Remember this. The “perfect” candidate might not have the most impressive resume. They might not ace the "traditional interview." They might not be that great at selling themselves. But if they've got the right mindset… They’ll grow into the role—and take the organization to the next level.  I've seen it first hand in the last two decades of scaling businesses and leading teams across continents. This same mindset helped my company, Lundi, scale to 70+ countries in 5 years. What’s the single most important trait you always look for in a new hire? P.S. And if you want to join 3,000+ like-minded leaders who’ve got their eyes locked on winning the global talent war, you can sign up for my newsletter. (Link in the 📌comment. 👇) 

Think SAP Hiring Is About Tick Boxes? Think Again. Recruiting for SAP roles often reduces candidates to a checklist of skills and certifications. But let’s not forget - behind every application is a person with a story, potential, and ambition.  Here’s why we must look beyond the CV:  1️⃣ Everyone’s SAP Journey Is Unique   → A CV can’t capture qualities like creativity, resilience, or a passion for solving business problems with SAP.   → It’s the story behind their SAP career that often holds the most value.  2️⃣ Potential > Perfection   → No candidate ticks every single box.   → Hiring for adaptability, willingness to learn, and problem-solving skills can lead to the best hires - especially in a dynamic field like SAP.  3️⃣ Empathy in Hiring   → Take time to understand a candidate’s career path, even if it’s unconventional.   → Building relationships during the hiring process creates better outcomes for both the candidate and the company.  For SAP Job Seekers: Stand Out on LinkedIn → Share content about your SAP journey and projects.   → Connect with recruiters and share your insights.   → Add personality and depth to your LinkedIn profile’s About section.   → Follow SAP companies and engage with their content.   → Write thoughtful comments on posts from SAP leaders and recruiters.  💡 Example: One candidate got an interview by engaging with a CEO’s LinkedIn post and sending a thoughtful DM about their SAP experience.  An SAP candidate is more than a list of skills - they’re a person with effort, dreams, and ambition. Let’s make the hiring process more human.  P. S. Do you agree that SAP recruitment needs to go beyond the CV? Comment below ⬇️  ♻️ Repost to remind others that there’s a human behind every application.   Follow Alok Kumar for more content like this.