Technology Evolves – Why Are There No Recruitment Strategies? Here’s how SAP is taking the lead in transforming the technology workforce. – Tech Crunch

The demand for tech jobs is more than ever, but the talent pool is growing at a much slower pace. As remote work becomes more and more a norm in particular, the shortage of IT talent hits companies hard as they look to sourcing skills that enable necessary technologies from cloud and sharp mobility to automation and continuous delivery.

This increase in demand for technical talent is only expected to grow in the coming years. Unfortunately, universities, the source of supply for most corporate employment, simply cannot keep up with the need for skilled personnel. according to A recent Gartner study, 64% of IT executives saw a lack of talent as the most important adoption barrier to taking advantage of emerging technologies in 2021. This presents a major challenge for companies that want to stay innovative, cost less, and build resilience in an ever-changing ecosystem. On top of this staggering shortage of qualified candidates, STEM fields continue to face a notable lack of diversity across gender, race, and class. Question: Technology is constantly evolving – so why aren’t there strategies for hiring?

With technical skills desperately needed, software giant SAP is betting that its ecosystem can rethink its hiring practices and succeed in doing so. By providing workers of all backgrounds and skill sets with the tools they need to improve skills for today’s market.

Companies usually rely on top universities to train incoming tech talent. But with the burgeoning digital industries and the demand for technology employees growing exponentially, it is clear that companies need to look beyond tried and true hiring practices. A traditional college degree may be a sign of ability, but these expensive degrees are often outdated once awarded. Fortunately, employers are beginning to realize that code evaluations, badges, and certifications can offer more insight into a candidate’s capabilities than the organization they’re enrolled in.

Focusing on non-traditional credentials is a game changer for job seekers. To do its part, SAP has invested to expand the recruitment pool for its clients. By granting authoritative credentials, such as highly sought-after certifications SAP Integration Suite, and supported by recruitment partners, the technology vendor offers onramp to members from across the community for one of tens of thousands of job openings in the SAP ecosystem. If software companies around the world follow suit, this focus on adopting critical skills could be the answer to hiring millions.

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The traditional approach to hiring is not just an unsustainable way to meet the increasing demands of technology. It also contributes to a lack of diversity in the field. Today, only 18% of computer science degrees are earned by women in the United States, and STEM is notorious for its bias at the top of the funnel toward Predominantly the white male population. Relying on universities for talent puts marginalized groups across race, gender and class at a disadvantage when it comes to entering the tech job market.

Technology leaders have the opportunity to take charge of their own hiring practices – and it starts with training. An accessible education is equivalent and gives anyone the opportunity to learn technical skills, not just people who have been told they can excel in STEM since elementary or high school. With flexible in-person learning and virtual self-paced learning, as well as alternative certification options, students at all levels can learn new technical skills and showcase their abilities, regardless of educational backgrounds and schedule limitations.

To demonstrate this opportunity, more than 400,000 displaced workers in Europe have undergone SAP’s short-term education programs for the unemployed with an 80% job placement rate. In the United States, their programs support unemployed veterans and more than 99% of their graduates find roles. Max Weisel, executive vice president of SAP Learning, argued that more tech companies should follow suit. His argument: “Installing access to high-quality work is not a zero-sum game. By changing the way we teach, we all win.”

Finally, Wessel argues that companies need to think differently about training. SAP is betting that it can combat the increasing cost of developers in their ecosystem by training different types of employees. Leaders can look for new ways to train existing employees to become developers rather than hiring outside talent. Companies can turn previously overlooked candidates and existing team members into software developers. SAP is among those investing heavily here with learning journeys aimed at non-technical users who are building core concepts of application development, even for those with little or no experience writing code.

And these offerings aren’t just for newcomers: Seasoned professionals can easily gain skills through new courses and certifications rather than spending time or money going back to school. From beginner courses that prepare more people to become citizen developers to advanced courses for professionals looking to expand their skill sets, Learn SAP It offers an alternative to traditional university education.


Between a talent shortage and an ever-evolving technology ecosystem, companies need to adapt in order to hire the tech talent they need to keep up. Fortunately, there is no longer a single path to sourcing talent. With easy access to student training and critical resources, SAP Learning expands the talent pool and gives companies a competitive advantage by helping them hire well-equipped people to successfully transform their digital infrastructures.

Check out the SAP Learning website for accessible resources, courses, and certifications to help close the skills gap: https://learning.sap.com/

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