be one solutions ’s Post

Some professionals have a huge flair for telling lies 😉 God knows why 😂 There is this SAP professional who constantly claims he has delivered 100 + SAP projects, pitched in 200 + RFPs in a single role, has 300+ certifications and handled 1000+ team size in his role. He has rewarded (blessed) himself with a very fancy designation on his LinkedIn profile, which is nowhere near his real one. I know most of his credentials, and am completely aware of how exactly he spends a typical day at the office. He mostly does nothing 🤑and when really does something seriously, it's his some personal stuff 😜. He speaks well and can market his CV with his communication skills. Interestingly, he spends an average 2-3 years in every company, and that qualifies him for his next role quite effortlessly. He talks nicely, very diplomatic with seniors, and never says NO to anything, though does nothing later 😅. He collects every information about SAP, keeps track of updates, and prepares his sales pitch to fool the clients, management and prospective employers, with ease and elan. A genius in setting a perfect example of how one can be lazy with zero performance and yet, a hirable material. A nice guy to talk to, but a totally useless professional, by any stretch of imagination. I call him a silent sneaker for his uncanny ability to sneak into a new job 😃. I pity his new employer everytime he finds a new job, for their dumbness and badluck, for they have to tolerate his laziness and also pay him for free, for the next two to three years 😛. #corporateworld #venkyvibes

📢 Good reasons to consider a move at the moment if you are in Tech Sales: 📈More Tech companies are hiring - ESP are now working with many more clients to fill a number of positions (See below for a few of them) 👇 🚀'A' player companies are planning ahead - the holidays in August mean that you need to be making appointments now rather than waiting as waiting now delays decisions by two months and by then people have moved on to other things - it is the same every year! Please see below, share and/or get in touch to discuss (the usual applies, you need relevant experience, good tenures & achievements against target to be considered for these - it's the brief the clients give and not set by us!) SAP Pre-Sales Solution Architect - Based England - £120k + 50% + shares SAP Enterprise Sales - Based England - £120k x 2 uncapped + shares Software Development Services - Enterprise Sales x 2 - London - £90k x 2 uncapped - get in here early in their journey - huge investment in UK Managed Security Services - North/Manchester - £100k x 2 uncapped ERP Sales to Public Sector - Enterprise Sales x 2 - Based England - £100k x 2 uncapped Many more here - https://lnkd.in/eCRK6Cem

Dear Hiring managers in SAP Stop hiring CVs and start hiring the individuals. If you insist on specific parameters like 1. Minimum 4 implementations 2. Minimum one public cloud project experience 3. Minimum one E2E implementation experience in Central finance / RAR etc 4. Minimum this or that Fake consultants modify their CVs, prepare for the interview, convince the interviewers (many times influence them with bias related to language, regional, caste, personal reference etc) and join your project, to only spoil them badly. Look at the potential of the candidate instead and hire quality consultants. Quantity is not the parameter, quality is. #sapprojects #failedprojects #sapconsultants #venkyvibes

I started recruiting in the SAP space around 12 years ago. That's not a brag btw. It's just a fact. Back then you were taught to win work by; 🔥Knowing what SAP stood for (I was asked this in multiple pitches) 🔥Selling the cumulative years of SAP experience within your agency 🔥Sharing the amount of SAP consultants housed on your database 🔥Listing industry competitors who had/ were/ going to implement SAP It was all a bunch of absolute bollocks. In the last 5 years of running GTC; 💡No one gives a sh!t whether I know about SAP. They want helping finding people that do. 💡No one has asked how many years experience I've got recruiting in the space. 1 year, 2 years or 20. You'll find good people with the right approach. 💡It's not the size of your database but how you use it that counts. A billion SAP consultants means sweet FA if you've got a shitty brand. 💡Market knowledge is useful, but only if you've got a reputation people trust and an opportunity worth selling. SAP recruitment=ERP recruitment=Tech recruitment=Recruitment. Underpinning all of it is the people we're representing. And a focus on that is the only reason I'm still doing this today. #sap #recruitment #peoplepeople #gtc Global Tech Collective Ltd

Thank you to everyone who participated in our recent poll on what matters most to SAP consultants when choosing a recruitment agency ! 🤝 🔍 Here are the results: 🔹40% voted for the quality of 𝐣𝐨𝐛 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 🔹24% voted for 𝐜𝐮𝐬𝐭𝐨𝐦𝐞𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. Consultants, we understand that finding the right job opportunities in terms of projects, durations, and rates is crucial. As recruiters, we share the same priority. We pride ourselves on being specialists who not only understand the industry and technology but also go the extra mile for our consultants. 1️⃣ Quality Job Opportunities: Our goal is to match your expectations and career goals with job opportunities. 2️⃣ Industry & Technology Knowledge: We believe in continuous learning and enhancing our knowledge of the industry. 3️⃣ Going the Extra Mile: Our focus is on building lasting relationships and going above and beyond to support our consultants throughout their journey. #RecruitmentAgency #SAPConsultants #JobOpportunities #careergrowth

💼 Career Tip: Crafting a Standout SAP Consultant Resume As a Senior SAP Solution Architect who's been on both sides of the hiring process, here are my top tips for creating a resume that catches a recruiter's eye: 1. Highlight SAP-specific skills: Clearly list your expertise in modules like S/4HANA, MM, FI/CO, SD, etc. 2. Quantify your achievements: Instead of just listing responsibilities, showcase the impact of your work. For example: "Led SAP S/4HANA deployment for 10,000+ users across 15 provinces, improving system performance by 25%." 3. Emphasize project management skills: SAP projects are complex. Highlight your ability to lead teams, manage timelines, and deliver results. 4. Showcase your certifications: Include relevant certifications like SAP certifications, PMP, or Agile. 5. Demonstrate continuous learning: The SAP ecosystem evolves rapidly. Show how you stay updated with the latest trends and technologies. 6. Tailor your resume: Customize your resume for each application, emphasizing the skills and experiences most relevant to the position. 7. Include a brief professional summary: Start with a powerful summary that encapsulates your SAP expertise and career highlights. Remember: Your resume is often your first impression. Make it count! IF you want me to review, reach out to me and I will help. What's your best tip for standing out in the SAP job market? Share in the comments! #CareerAdvice #SAPJobs #ResumeWriting #ProfessionalDevelopment Recruiters: Looking for an experienced SAP professional? Let's connect!

Dear SAP hiring managers Here is a short but real story, about your hiring skills and your SAP projects. On the hiring front : No matter how much time you spend in hiring, how many candidates you interview and how meticulous you think you are in hiring best candidates, you are bound to make mistakes, hire wrong candidates and rehire many. You stated as a plain consultant yourself and are not way different from others in the business. You only have authority, not great competence in everything in and around SAP. your assessment is only theoretical because you have never seen the candidate performing. You only have read his CV and spoke to him for 30 minutes. Don't be over confident about your hiring skills. On the project front : No matter how perfectly you plan and execute, your project is bound to run into trouble at some point. No SAP project has ever been perfectly successful. There are always issues because, technology is bound to fail at some level and time. SAP resources world over, have their own limitation and can never deliver great quality all the time. Do not waste productive time in overloaded activity of hiring. Hire and start moving. Get going with your projects quickly and start generating return on investment. Do know that you are not the best judge in SAP. Time brings up skeletons and this is inevitable. Last but not the least, there is nothing called 'Successful Go live'. Everything in SAP projects is about number of tickets that are raised immediately after Golive. This is the ultimate test of quality. Stop feeling overconfident of your capabilities, stop wasting too much time and just get going. #sapprojects #deliveryquality #sap #hiring #venkyvibes

My experience with intermediates After my experience at Curaçao, where my business proposal to Curoil NV apparently did not go over well, because it has been silent for more than ten weeks now, I am once again seeking a fulfilling assignment with an excellent organization. Unfortunately, I am now dealing with intermediaries again who, in my opinion, have little expertise in my field and unfortunately also lack a deep understanding of the client. How can we overcome this issue? There seems to be a persistent disconnect between organizational demand and the supply of professionals. My latest experience this week involved a 23-year-old recruiter searching for an Enterprise Architect for an organization aiming to transform to SAP Hana. This EA was expected to have extensive technical knowledge of SAP Hana. When I asked how these two roles align, there was silence. Upon further inquiry, I found out that her contact at the company was an IT manager. I expressed that I would like to connect with the business responsible who, from an operational standpoint, evidently sees the need for change. After analyzing this desired change, transitioning from their current systems to SAP Hana seems to be the solution. So, has the work of the EA already been done? Isn’t the business operations support with the current systems already clear, and aren’t the characteristics of SAP Hana identified to address these issues in the new target architecture? But who am I telling this? Companies certainly make it difficult to directly contact the roles involved in this process, placing a request for an EA SAP Hana expert with an intermediary. The result is that they receive several profiles that meet the criteria. Two years later, they have what they asked for – an implementation of SAP Hana – without connecting it to their business operations and without knowing if their operational issues have actually been resolved. How do we break this vicious cycle?