[SAP Leaders] Are you playing Russian Roulette with your career?

[SAP Leaders] Are you playing Russian Roulette with your career?

Jack Welch (of General Electric fame) famously spent 50% of his time on talent issues.


Because he believed despite a company’s tech innovation, IP, or brand recognition, talent alone is the only true sustainable differentiator that really matters.

BUT, 46% of all your new hires will fail within 18 months, while only 19% of all your new hires would be considered a success in that same time period.

This is according to LeadershipIQ, from a 3-year study of 5,247 hiring managers from 312 organizations, hiring over 20,000 employees. The numbers don’t lie…

When taking into account your #1 goal is to build a high-performing team, and the cost of a misfire is up to 24 times annual salary (Bradley Smart, Topgrading)…

A mis-hire can (and will) derail your career, but the way most SAP Leaders manage their interview process is no better than Russian Roulette:

But with Russian Roulette your odds of failure are only at 16% (1 out of 6), but SAP leaders routinely play a game with close to a 50% failure rate. Let that sink in for a minute…

Want to fix your mis-hire rate?

Stay tuned…I’ve got a MAJOR resource coming that will change the SAP hiring game.

[SAP Leaders] The Biggest Red Flag To Look For In An Interview

Every SAP Leader has a similar story…

A story that starts with a star-candidate.

A candidate who said all the right things. new all the right answers. A technical wiz, yet with great executive presence.

Wowed you and the rest of the team. You’re boss gave the thumbs up, and said “You just found a keeper.”

You’re already thinking succession planning, because you may have just found your replacement when you get that promotion you’ve been working so hard for.

Best part is…money is no issue. His salary requirements are in line, and he accepts your offer on the spot.

BAM! You just landed a Rockstar!

So where did that Rockstar go on his first day?

Sure the same person showed up. But a few weeks in, it’s painfully obvious that you don’t have a Rockstar.

You just hired a roadie.

The person that you thought would make you look golden to senior management, is making you look the fool.

Because we all know that the mark of a great leader is the ability to spot, and hire, talent.

Just ask Jack Welch (of GE Fame).

So what went wrong?

You were looking at the wrong things.

In my decade-and-a-half of recruiting in the SAP space, I believe the biggest warning signs to look for in the interview process is a lack of enthusiasm to take part in a working interview.

Why is that?

Candidate’s can easily ace interviews yet perform poorly on the job.

The biggest predictor of success in tech is the working interview, or as I call it: the Test Drive.

In today’s more collaborative IT environments, yes technical skills are still required, but business skills, communication skills, and creative thinking are increasingly becoming more important.

Take a few of your top candidates through a 2-3 hour working interview, where you give them a technical problem and let them solve it in a sandbox environment on your system, and you will be able to objectively assess some of most important skills that you just won’t be able to in a traditional interview.

I’ve found that Rockstar candidates relish the idea of showing off their skills in real time, while average performers, who may have aced the interview (because they have a lot of practice interviewing…no surprise), are not as eager to put their abilities on display.

For my money, any hesitation to take part in a working interview is a major red flag you just cannot ignore.

The Competition is Fierce

“Oh, and remember, next Friday is Hawaiian shirt day. So, you know, if you want to, go ahead and wear a Hawaiian shirt and jeans.”

~Bill Lumbergh, Office Space

Do you really want to hire the best? Casual Friday isn’t gonna cut it.

After years of pitching opportunities to some of the best candidates in the SAP world, I’ve found that recruiting the very best talent is a lot like sales and marketing…

If you want the best clients at the best price, you need a strong Customer Value Proposition…

Every successful company has one. You cannot sell without it.

I’ve spent years honing mine, but let’s not talk about me. 😉

But even more important than customers is your people. Your Rockstars.

Not the average performers. I’m talking the top 10%. The quantifiable top 10%. The heart and soul of your company.

The people who, if one walked into your office late on a Friday afternoon with a resignation letter in hand, would send you catatonic shock.

Empirically, we know that companies who have the ability to recruit the best talent dominate their competition, every…single…time. There’s simply no other variable that even comes close to it’s importance.

So we know that that recruiting the very best talent in the marketplace is vital to the success of your company, and to your own career. Because of this, doesn’t it stand to reason that an Employer Value Proposition (EVP) used to summarize why a Rockstar should work for you is vital?

This is particularly true if you look at the potential costs of mis-hires (up to 24 times the cost of annual salary according to Topgrading’s Bradley Smart)).

If your EVP stinks, you won’t be able to attract Rockstars to begin with. You’ll be attracting those candidates who aren’t as in demand, and picking the best from what’s available is a far cry from picking the best, period.

This is exacerbated by the current state of the employment market. Unemployment is at a 50-year record low. The top candidates’ phones are ringing off the hook with opportunity after opportunity after opportunity.

The rise of LinkedIn has made every employee easily accessible, and even offers up job postings right in their newsfeed.

There’s even a greater chance that someone on your team has been presented with an opportunity to interview with a competing organization. Today.

The competition is that fierce.

While HR are typically the owners of the employer branding strategy of a company, as with all things recruiting, the buck should stop with senior management. It really starts with the CEO, and should filter down from the top.

Oftentimes, however, there may not be an EVP in place, or if there is one, it’s a generic proposition meant to be all things to all candidates. And why is this? I believe it’s a product of an ineffective hiring process by companies who are not used to competing for top talent.

Rockstars don’t give a rip about Hawaiian shirt Friday.

They want challenge. Action. Growth. Passion…

Start thinking of your talent like you would your most valued customers. Give them (the Rockstars) what they want.

Or you’ll never hire them…