We asked our Consultants to share their insider knowledge – the tricks, tactics and strategies they use every day to find great SAP and tech talent. If you’ve ever wondered what makes a CV stand out or how recruiters actually find candidates, here’s what they had to say.
Where’s the most surprising place you’ve found a great candidate?
You might think recruiters only look at job boards or LinkedIn searches, but some of the best hires come from unexpected places.
Referrals are gold. When a candidate we’ve placed recommends someone from their network, it’s almost always a strong lead. They know what we’re looking for and they’re vouching for someone they’ve worked with.
Sometimes it’s a LinkedIn post that catches our eye – a developer or consultant shouting out a colleague who’s looking for their next opportunity. It’s a reminder that your network is working for you even when you’re not actively job hunting.
And then there’s the ol’ pipeline. Candidates who weren’t quite right for a previous role but impressed us anyway. We keep those names, and when the right opportunity comes weeks, months or even years later, we reach back out. Just because you didn’t get one role doesn’t mean you’re off our radar.
What makes a CV or LinkedIn profile stand out?
We look at A LOT of profiles. Here’s what actually makes us stop scrolling…
Put your technical skills in context. Don’t just list “SAP S/4HANA” at the bottom of your CV. Tell us where and how you used it. Was it a full implementation? A migration project? Did you lead it or support it? The more detail you give under each role, the easier it is for us to match you to the right opportunity.
Skills listed in your job descriptions beat a generic skills section every time. It shows us not just what you know, but how long you’ve used each technology and to what depth. That’s the insight we need.
The companies you’ve worked for matter too. If you’ve been at well-known firms or worked on high-profile projects, it signals credibility and experience. Don’t hide that.
What’s the best approach to get a response from a passive candidate?
Passive candidates – people who aren’t actively job hunting – are some of the best hires. But getting their attention takes a bit of finesse.
Sometimes the simplest approach works: “Just following up from our last conversation.” It’s human, not salesy and it reminds them we’ve spoken before.
Lead with what matters to them. If the role is fully remote and we know that’s important, we say that upfront. If it’s a long-term contract with a top-tier client, that goes in the first line. We’re not trying to trick anyone – we’re just showing them why this role might be worth their time.
Personalisation wins. A message like “I’m supporting a client seeking experienced OMP MPS professionals for a planning transformation programme and your background really stood out to me” is specific. It shows we’ve actually looked at their profile and aren’t just sending the same message to a hundred people.
The takeaway?
Good recruiters aren’t just posting jobs and waiting. We’re digging into networks, keeping track of talented people (even when the timing isn’t right) and reaching out with opportunities that actually match what you’re looking for. If you want to stay on our radar, keep your profile updated, stay connected and don’t be afraid to refer people you’ve worked with. You never know when it’ll come back around.
Want to speak to our specialist Recruitment Consultants? Contact us now.
You can also meet the team or check out the latest job opportunities.
