Introduction:
“SAP” is a German multinational software company that handles systems applications and products data processing (SAP News Center, 2017). The major objective of this company is to administer business operations and client relations (Taylor, 2014). In recent time, majority of organization utilized the internet facility for recruitment like using SAP’s website and social networking sites, which is considered as a cutting edge. In this way, not only more customers get aware of their organization but adoption of internet technology for recruitment provides them competitive advantage compared to other organizations. This is the reason that their recruiting approach was also named as “Strategic Use of Technology”. Moreover, this company also offers opportunity to all the talented people irrespective of their physical barriers. Barry and Starr (2015) highlights that larger corporation often rejects people who are suffering from physical challenges. This business report highlights the recruiting methods of talented workers along with one other recruiting method.
Recruiting methods
Wilton (2016) depicts that in recent times, people become tech- savvy and utilize their smart devices for accomplishing every work. SAP also utilizes the internet technology for recruitment procedure also. Utilizing internet as a source of recruitment offers them diminish the budget proposals for recruiting. The cost for paper also gets reduced and the candidates can also choose their desired company easily by comparing the facility each organization is providing. Stone (2013) on the other hand argues by stating that fully trained and qualified candidates, who are not competent in dealing with web-based technologies often missed out by companies by recruiting solely based on internet. Thus, SAP uses both these techniques for hiring candidates who are highly innovative. They select candidate based on their online personality through social networking sites like Facebook, Twitter and Linked In but also assess their ability on innovation through situational assessment (SAP News Center, 2017). In this way, not only the competencies of the candidates can be assessed but their innovative way of solving the situation can also be evaluated.
Moreover, the company’s recruiting strategy is to select innovative people irrespective of the physical barriers. Purce (2014) mentioned that large corporations shunned these people without assessing their ability and thus these people when get chances desires to serve their best for the betterment of the organization. SAP targets most overlooked audience like people with special needs- Autism and minority community like women. Both of these aspects make them the best employer in 25 industries, where they serve their software services with more than 1,034 channel partners and distributors (SAP News Center, 2017). These partners are also selected from small and midsize enterprise market so that better business recognition can be attained in the community within lesser cost.
Suggestion for other recruitment methods
Maintaining database for recruitment is another effective approach that can be utilized by the concerned organization. Through this method the HR of SAP can assess the ability of all the interested candidates and even if a candidate is not chosen for a desired designation, they may offer them another position by reviewing their competencies through situational analysis where these candidates can utilize their talent. Thus, keeping this information helps recruiters of to fill all the vacant position with efficient employees.
Reference:
Barry, W., & Starr, S. (2015). The chamber of fear: a role playing approach to the recruitment and selection of learning technologists.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
SAP News Center. (2017). SAP’s Recruiting Team, Technology and Strategy Honored by Industry Leader ERE Media. SAP News Center.Retrieved 1 May 2017, from https://news.sap.com/saps-recruiting-team-technology-strategy-honored-industry-leader-ere-media/
Stone, R. J. (2013). Managing human resources. John Wiley and Sons.
Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14.
