No success in recruiting?
I spend all my time advertising new jobs, evaluating applications, selecting suitable candidates together with my colleagues, conducting interviews, drawing up employment contracts and writing references - how am I supposed to attract the best talent to my company?
I hear this sigh again and again in my workshops when I talk to HR employees about the - unfulfillable - demands from their management.
This shows: Even in the IT industry, recruiting is still mostly focused on classic applicant management. This is also reflected in the selection of HR employees whose personality structure is ideally suited for handling administrative tasks.
As so-called "detail recruiters", they are characterized by a structured way of working, organizational talent and analytical skills. When evaluating applicant CVs, for example, they can immediately filter out the critical positions that could become exclusion criteria for filling vacancies.
Sales principles in demand
Although "detail recruiters" are indispensable for successful recruitment, SAP partners must by no means limit themselves to this type of HR employee if they want to gain an edge in the "war for talent".
According to recent studies, SAP consultants are among the most sought-after IT specialists. As a rule, they are not actively looking for a job and only switch if the new job promises an improvement on their current position.
To win them over, companies in the future will have to rely more on HR employees who have a pronounced talent for sales: the "sales recruiters" who successfully transfer tried-and-tested sales principles to recruitment and the employer brand.
"Sales Recruiters" act like salespeople to get potential candidates excited about the company as an employer and about individual positions. They act proactively and offensively and understand the marketing of vacancies, as practiced by classic sales managers in the area of products and services.
Their element is the pitch, where they clearly highlight the benefits that the company has to offer a particular candidate, and thus have the greatest persuasive potential in the individual case.
"Sales Recruiters" possess strong communication skills and are constantly on the road at trade conferences, trade shows, or networking events, among other things, to directly address and recruit potential candidates.
They know that high potentials expect more from an employer than stereotypes such as "exciting customer projects" or a "collegial working atmosphere". Instead, they focus on the company's vision and make sure that an applicant not only fits the new employer professionally, but also culturally.
This is because experience shows that highly qualified SAP specialists in particular specifically look for companies with whose values and attitudes they can identify.
Combination of both HR roles required
SAP partner companies are therefore well advised to supplement their existing administrative HR competencies with proven sales potential: IT recruiting will only be successful in the future if both roles are combined.
Since the enormous range of these tasks cannot be performed by one and the same type of employee, companies must specifically look for suitable "sales recruiters".
Sales employees or SAP consultants with sales talent, for example, who are interested in a central role in the area of recruitment and can be developed accordingly, are ideal candidates for this.
To underscore the relevance of the new forward-looking HR role, "sales recruiters" should report directly to senior management.
