AI in the War of SAP Talent

E3: Mr. Weaver, how is the demand for SAP specialists currently developing in the DACH region?

Carl Weaver, Core Tech:‎ The demand for SAP specialists in the DACH region is set to keep growing, thanks to ongoing digital transformation across many industries. As SAP focuses more on cloud solutions like S/4 Hana and Business Technology Platform (BTP), companies are keen to use these technologies to streamline their operations. In Germany, known for its strong automotive, manufacturing, and engineering sectors, the push towards smart factories and Industry 4.0 is driving up demand for specialised SAP experts. Plus, with more focus on sustainability, SAP’s tools for environmental and supply chain transparency are becoming essential, creating more opportunities for niche SAP roles.

E3: What trends are currently shaping the SAP recruitment landscape?

Weaver:‎ There’s a few big trends shaping SAP recruitment at the moment. Cloud migration and cybersecurity are huge, with companies moving to SAP S/4 Hana and into the cloud, so there’s a growing need for consultants who understand these technical challenges. We’re staying ahead by focusing more on finding consultants with BTP and cybersecurity expertise. Another factor in Germany is the aging population. Companies need to attract young talent, but they also have to keep older workers on beyond the usual retirement age. This way, younger recruits can learn from the experienced pros who’ve been around the block, especially in complex SAP projects. Language is another key challenge. Many end users in-house or onsite don’t speak fluent English, so having C1-level German is often a must. We’re careful to check for language skills to make sure candidates can handle those client interactions smoothly. On top of that, we’re using advanced AI tools to comb through LinkedIn profiles and find the right candidates. We’re not just looking at job titles but also technical skills, certifications, and experience. This keeps our talent pool relevant and aligned with what clients need.

E3: What strategies do you use to attract top SAP talent?

Weaver:‎ We use a few different approaches to bring in top talent. First, we’ve built strong relationships with candidates by understanding their career goals and matching them with companies where they can grow. We also connect with talent through key SAP events like DSAG and the upcoming SAP Connect Partner Summit. Another strategy is using AI-driven assessments to evaluate a candidate’s expertise in specific SAP modules. This helps make sure they’re not just a good technical fit but also align with the client’s culture. We work closely with our clients to communicate their vision and values, so we can attract talent that fits in well with their teams.

E3: What challenges do your customers face when filling SAP positions?

Weaver:‎ A big challenge for our clients is the shortage of specialised SAP consultants, especially in areas like SAP BTP and advanced analytics. Also, it can be tough to find candidates with the right language skills and regional experience, particularly for roles based in Germany. We tackle these challenges by categorising SAP talent into 22 clear categories, which helps us match consultants more accurately with client needs. We also partner with training institutions to tap into newly certified talent and bring emerging consultants to the forefront. On top of that, we actively source candidates on platforms like Xing to build a strong talent pipeline.

E3: What do you think about diversity in recruiting?

Weaver:‎ Diversity is really important to us, and we’re working hard to create an inclusive recruitment environment. We’ve partnered with women-led SAP communities and we join regional events that promote diversity in tech. We’ve also broadened our outreach, using unbiased AI tools that focus on skills rather than just ticking boxes, so we give everyone a fair shot. We’re piloting an internal mentorship programme too, where experienced SAP consultants mentor early-career professionals from underrepresented backgrounds. This helps us build a stronger, more diverse talent pool in the long run.

E3: How do you plan to expand or develop your services in response to changes in the industry?

Weaver:‎ We’ve got a two-fold strategy: deepening our expertise and embracing new technologies. As AI becomes more integral in the SAP world, we’re planning to offer specialised recruitment services for roles in AI and machine learning within SAP environments. This means creating new sub-categories to better reflect emerging skills and technologies. We’re also working on enhancing our digital presence by building an interactive website that offers real-time salary estimates based on market trends and candidate skills. It’s part of our commitment to transparency and value in the recruitment process.