How We Helped
Chemistry Case Studies
Case Study / SAP
Year / 2013
“Award Winning
Global Graduate
Recruitment
Strategy”
ERE Recruiting Excellence Awards
(“Strategic Use of Technology”) ERE
Media
2015 Best Graduate Recruitment
Strategy
Recruiter Awards For Excellence 2015
2015 Best Graduate Recruitment
Strategy
Gold Best Graduate Recruitment
Strategy
SAP knew that opening up their
applications in a big way on social
media would yield tens of thousands of
applications. Handing all those to their
recruiters would force them to start
looking again at universities and degrees,
so SAP knew they needed something
different.
40,000
When we came in, we first had to define
what SAP was really looking for in their
salespeople. A great salesperson at SAP is
going to look completely different from a
great salesperson from somewhere else,
so we needed to figure out what qualities
and capabilities would make someone
great at SAP.
Candidates
25 Countries
We collected a lot of data and, using our
5 box model, we create a picture of
What Great Looks Like for that job. We
then built two tools based on this picture
to find the candidates that best match
that profile.
The Result
In 6 months, we screened more than
40,000 candidates from 25 different
countries.
The first is a screening tool. SAP has
its own culture, it’s own values as an
organisation, and this tool is designed
to see if a candidate will fit in and feel at
home there.
SAP’s goal of giving a really great candidate
experience was wildly successful. 88% of
candidates said the initial screening process was better than any others they’d
used. 100% of the people involved in the
bootcamp felt more motivated to work at
SAP, and they found the process interesting, engaging and positive.
The Problem
SAP hires hundreds of salespeople every
year.
They had always looked for the best
graduates from elite universities, but
having no guarantee that these really were
the most talented people, SAP decided
to democratise it, open it out and reach
as many talented young graduates as
possible.
SAP wanted to attract the best candidates,
give them a great application experience,
hire the very best and by doing so improve
their reputation.
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Chemistry Case Studies
Bootcamp
SAP’s recruiters didn’t see any applications
until they’d passed our two tests. Now they
could interview candidates who were very
likely to perform well in the role. They did
video interviews with them all, and then
selected a number to attend a bootcamp.
We designed the bootcamp to be an
interesting way to see what a day in the life
of working at SAP would be like.
Candidates were put into teams and given
a problem. They had to create a sales
strategy, then prepare and present a
solution to us.
Chemistry Case Studies
Candidates loved it, and felt that they
were being selected on their worth, not
the prestige of their university. SAP loved
it. They hired people from universities
they had never even thought of visiting
before. They really did democratise the
recruitment process, hiring a diverse
group of talented people from a variety of
backgrounds. Initial estimates indicate
over $250k on recruiter screening time
alone.
The tools also won multiple awards,
including Best Use of Technology and
Best Graduate Recruitment Strategy
at the ERE and Recruiter Excellence
Awards.
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