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We have created a formula to attract the best quality SAP candidates through our unique and proven SAP recruitment methodology. Our candidate sourcing process focuses on our well established relationships within the SAP world and is complimented by our online presence and networking through the utilisation of job boards, advertising, LinkedIn groups, Twitter and our blog. We don’t rely solely on an advertised response as this only represents 5% of our candidate placements, instead the vast majority of our sourcing stems from our engagement with, and tracking of our extensive SAP candidate networks on a regular basis. Through phone communication, proactive networking via social media channels and by sponsoring, participating in and attending industry specific events, we ensure access to both the active and passive candidates.

Our methodology is process driven and proactive, we screen and qualify candidates not only in terms of SAP skills, but also cultural and team fit. We use an SAP Specific Assessment Scorecard, allowing Speller International to differentiate between SAP candidates in the quickest timeframe possible. Custom-built for Speller International and accredited by the IT recruitment governing body, Association of Professional Staffing Companies Australia (formerly ITCRA), our methodology minimises your risk and ensures you are offered exceptional SAP candidates in the quickest possible timeframe.

Other aspects of our approach include: Offer management, Screening processes, SLA — Management Information, sourcing and securing, and Psychometric Profiling.

Your dedicated client account manager will be the single point of contact and interface for all issues, always providing clear and consistent communication. This allows for speed and accuracy of delivery, as well as a reduction in communication errors between us and our clients to their potential candidates.

Recruitment Process Infographic