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In SAP recruitment, timing is everything. Whether the market is active or subdued, a slow and inefficient hiring process can cost your business far more than just one missed hire, it can affect your team’s productivity, your internal resourcing, and your reputation in the market.

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Good SAP Talent Won’t Wait

The best SAP candidates are in high demand. If your process stretches across five stages and several weeks, chances are high that top talent will be snapped up by more agile competitors. Lengthy hiring timelines can turn even the most engaged candidate off your opportunity, and worse, off your brand entirely.

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Too Many Interviews = Lost Productivity

Involving multiple internal stakeholders across several interview rounds may seem thorough, but it comes at a cost. Every hour spent interviewing is an hour your team isn’t spending doing their actual job.

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Open Roles Create Pressure on the Team

Keeping a position open for too long doesn’t just delay project timelines it directly impacts the morale of the wider team. Colleagues are left picking up the slack, stretching resources, and often burning out as they try to balance their responsibilities with the demands of an understaffed function.

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A Long Process Reflects Poorly on Your Business

Delays, indecision, and lack of communication leave a lasting impression on candidates. When these experiences are shared whether on LinkedIn, in peer networks, or within the SAP community they can harm your employer brand. A drawn-out hiring process signals internal inefficiencies, a lack of respect for candidates’ time, and unclear priorities. And in a market as connected as SAP, word spreads fast.

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What Can You Do?

Here’s how to mitigate the risks and attract the right talent faster:

• Understand exactly what you’re looking for. We often see clients develop their job brief during a recruitment process, this leads to a disjointed process. The smoothest processes are when a manager has had a sit down and planned with the relevant decision makers what they are looking for. Discuss what your non-negotiable skills are and what areas you can be more flexible on before going to market. 

• Streamline your interview process. How can you assess skills and cultural for in the most efficient way? Create a plan for questions, areas to evaluate and decision makers that need to be involved. Reflect on your interview process what is working, what isn't?

• Involve the right people but not everyone. Select key stakeholders who can assess the role and make timely decisions. Check calendars so key decisions makers aren’t on leave and pencil in interview times so there’s less delay when it comes time to book potential candidates in for interviews. 

• Know how to sell the role. An interview is as much about selling the position to the candidate as it is about the candidate selling their skillset to you. Know and understand the key benefits of the position and company and make sure these are communicated thoroughly.

• Communicate at every step. Even a quick update builds trust and keeps candidates engaged.

• Commit to timelines. Set expectations internally and externally and stick to them.

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A slow process isn’t just inconvenient it’s a competitive disadvantage. If you’re seeing roles remain open for too long, or top candidates dropping out halfway through, it’s time to re-evaluate your recruitment strategy.

Need help refining your SAP hiring process? Let’s talk, we’re happy to share insights that can make your hiring faster, smarter, and more effective.