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.