case-study-how-to-hire-sap-programmers

A Big Four consultancy met project deadlines effectively by hiring SAP-skilled talent in 50% less time than usual

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Skills Assessment Created
42
Turn-Around-Time Saved
50%
Test Attempted
91%
Test Completed
90%
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The organization at a glance

This global consultancy is a leading provider of audit and assurance, consulting, financial advisory, risk advisory, tax, and related services. With more than 150 years of hard work and commitment to making a real difference, this organization has grown to serve 150 countries and territories. It serves four out of five Fortune Global 500® companies.

Headquarters: London, United Kingdom

Global presence: North and South America, Europe, Africa, Middle East, Asia and New Zealand

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Employees:

3,00,000+ employees

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Established:

1845

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Industry:

Management Consulting

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the challenges
To hire SAP-skilled candidates through a continuous year-long recruitment drive for laterals.
The challenge
  • Difficult to find quality content on SAP skills
  • Low invitation-to-appearance ratio in lateral hiring
  • Low returns on hiring investment because of unskilled recruits

‍

In addition to the availability of SAP-related content, iMocha offered the perfect lateral-friendly assessments by levering its patented innovation of the AI-LogicBox.

  • iMocha's detailed skill mapping to arrive at assessments that perfectly match the job role was the star behind these assessments.
  • Accurate and only quality content validated by iMochaWorks, a community of highly qualified global subject matter experts, was incorporated in assessments.
  • The intelligent tool of AI-LogicBox was used to compact lengthy SAP questions into a shorter approach and create a laser-sharp focus on a candidate's logic.
  • In-depth analytics in auto-generated test reports gave a clear and reliable projection of a candidate's skills.
  • Liberty to readily download test reports and share them internally enabled quick review among other stakeholders. This expedited the decision-making process.

‍

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result
  • A hiring round that may have otherwise consumed 30 days' time, effort, and cost, was concluded in 15 days, saving approx. 50% time.
  • Because of precise assessments with a short time limit, 96% of lateral candidates who attempted the assessment completed it.
  • With skilled recruits in their team, the organization could meet project deadlines of the SAP unit effectively in time.
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