SAP Recruiter

As a SAP recruiter he/she will play a crucial role in sourcing, attracting, and hiring exceptional technical professionals, primarily for SAP roles but also for other technology-driven positions as required. The ideal candidate will have a strong background in technical recruitment, a deep understanding of SAP technologies, and the ability to navigate the nuances of recruiting for technical roles beyond SAP.

• Candidate Sourcing and Engagement:
  • Utilize advanced sourcing techniques to identify potential SAP candidates across multiple platforms, including LinkedIn, niche job boards, and professional networks.
  • Engage with SAP specialists, build relationships, and create a strong pipeline of technical talent for both immediate and future hiring needs.
  • Source and recruit for non-SAP technical roles as needed, demonstrating flexibility and adaptability.
• Screening and Interviewing:
  • Conduct initial candidate screenings to assess technical skills, cultural fit, and alignment with role requirements.
  • Evaluate candidate qualifications by engaging in deep technical discussions, particularly in SAP-focused areas such as SAP HANA, FICO, SD, MM, ABAP, and BASIS.
  • Facilitate the interview process, working closely with hiring managers and technical leads to ensure a streamlined and efficient experience for both candidates and stakeholders.
• Stakeholder Collaboration:
  • Partner closely with hiring managers to understand technical role requirements, organizational goals, and the specific nuances of SAP-related roles.
  • Act as a trusted advisor to hiring teams by providing insights on SAP hiring trends, market intelligence, and recruitment strategies.
  • Build and maintain relationships with technical managers, SAP project leaders, and other internal stakeholders to ensure alignment on recruitment priorities.
• Pipeline and Database Management:
  • Develop and maintain a robust database of qualified SAP candidates for current and future openings.
  • Proactively track candidate engagement and maintain communication with passive candidates to ensure ongoing interest in future opportunities.
  • Use Applicant Tracking Systems (ATS) and other tools to manage the hiring pipeline, track metrics, and report on recruitment activities.
• Branding and Networking:
  • Represent [Company Name] at industry events, online forums, and networking opportunities to build awareness of our company as a top employer for SAP and technology talent.
  • Drive employer branding initiatives within the SAP and technical communities, enhancing [Company Name] s presence and attractiveness.
• Continuous Improvement:
  • Identify areas for improvement in the recruitment process, recommending and implementing changes to optimize efficiency and candidate experience.
  • Stay updated on SAP and technology recruitment trends, tools, and techniques to ensure our processes are innovative and competitive.
• Admin activities:
  • Maintain employee records and documentation:
  • Collect relevant onboarding documents for new hires and saving to employee folders.
  • Update master database with necessary information for accuracy of employee data.
  • Initiate BGV/ BGC whenever/wherever necessary, track the progress and update the records.

• Bachelor s degree in Human Resources, Business Administration, or a related field (or equivalent work experience).