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SAP Job News and Executive Search Related Articles

ASAP Talent Launches – SAP Recruiter Video BLOG

11/02/2016 by Jeremy Sisemore

Please check out our new Video Blog –>  http://asaptalentservices.blogspot.com/

You can see videos covering the following topics:

  • How To Streamline Your Recruiting Process
  • Writing Better Job Descriptions
  • Improving How You Sell Your Company & Opportunity
  • Key Questions For Identifying A Search Firm Partner
  • Many more topics related to Executive Search, Recruiting Process, Interviewing & Landing Top Talent, etc.

Filed Under: Industry News, News, Recruiting Tagged With: Executive Search, SAP Recruiter, Talent Acquisition, Video Blog, Vlog

SAP Career Advice – Excerpt from The Essential SAP Career Guide

08/16/2016 by Jeremy Sisemore

Jeremy Sisemore interview from the newly released book, The Essential SAP Career Guide (Authored by: Tanya Duncan):

Get expert SAP career advice from leading SAP Executive Recruiter Jeremy Sisemore. In this interview with Jeremy, you’ll find out the elements of a resume and cover letter that he pays special attention to, the skills that are most important for SAP positions, and what specific advice he has for individuals starting their career in SAP, as well as those transitioning later in their career.

Jeremy Sisemore Interview

To purchase the book, click HERE

Or, You can start your free 30-day trial to the SAP eBook Library today!

Do you need SAP training materials at your fingertips, but are limited by time and tight training budgets? The SAP eBook Library is a flexible and practical solution. Get access to up-to-date SAP information on Financials, Controlling, Business Intelligence, Logistics, Human Resources, IT management, and programming information anytime, anywhere. Save time and drive down your company‘s training costs. The SAP eBook Library is updated as new books are released and provides effective learning and concrete examples. The eBook Library is used by those new to SAP, managers, super users, and SAP consultants alike.

For FREE Trial, click HERE

Filed Under: Industry News, News Tagged With: Career Advice, ERP, SAP, SAP Recruiter

ASAP Talent Services Launches Public Board of Directors Search Division

08/03/2016 by Jeremy Sisemore

Executive-search2ASAP Talent Services has been a trusted SAP and Information Technology Executive Search Firm for many of the world’s leading companies for over a decade.   Our executive search practice has seen an increased demand from clients for services in Cyber Security and Public Board of Directors search needs and we have a proven track record of success in placing Fortune 500 Level CIO and CISO professionals.

The landscape of business challenges faced in 2016 by Public Companies and their Board of Directors is different and ever changing, compared with the board of directors of the 20th century.  Public companies are clearly on notice that the SEC means serious business when it comes to corporate data breaches and the threats they pose to investors and stock markets.  Furthermore many companies are seeing a huge benefit to a concerted effort to diversify their workforce at all levels including their Public Board of Directors.

 

Below are 5 key considerations for the 2016 Board of Directors

  1. Male/Female Diversity
  2. Cultural Diversity
  3. Age Diversity
  4. Chief Information Officer Representation
  5. Chief Information Security Officer Representation

 

Many Fortune 500 Public Board of Directors have tried to evolve in the past decade to be more inclusive of women, but women still are underrepresented.  Many boards lack in cultural diversity and are comprised many times, mostly of male professionals over the age of 58.   While it’s apparent those with such tenure have great experience to help lead a company, it’s also true that there is great benefit in diversity that reflects the employees and consumers of any given company.  A diverse board is more likely to engage in vigorous debate to the overall benefit of the company and its shareholders.

Simply having CEO, COO and CFO representation on your board isn’t a great idea either.   What about having a CMO (Chief Marketing Officer) and CIO (Chief Information Officer) on your board?  As a recent study by FTI Consulting confirmed, cyber security has become the number one boardroom concern, topping its list of worries in 2016.  Because of the significance and future trend of how technology impacts virtually all areas of business and the growing threat of cyber-threats, we also see a growing demand for CIO and CISO representation on Public Boards of Directors.  The Chief Information Security Officer role is now among the fastest growing positions in the C-suite.  Chief Security Officers are finally being granted long overdue oversight and authority, as corporate leaders begin to recognize that cyber-security is a corporate-wide threat posing enormous risk to their brand.  The role of CISO has quickly evolved from that of a Director, IT Security reporting to a CIO in the late 90’s and in the Y2K era.

cyber-security1

Today, the CISO often is a peer to the CIO reporting to the CFO or Chief Risk Officer and likely presents to the Board of Directors once per quarter.  CISOs now have  a much deeper and broader set of interrelated tasks involving risk and governance.  In 2016, the CISO does not only defend against breaches – but also is involved in creating crisis management plans and ultimately protecting the value of the company and its brand.  A CISO will help the board exercise informed business judgment in evaluating the adequacy of the company’s data security.

Whether your board has a sitting CIO or CISO represented on your Public Board of Directors or the corporate CIO/CISO presents to the board quarterly, it is imperative that their voice be heard.  For companies in the retail industry, healthcare industry, financial services industry or any vertical where the company is entrusted with personal and financial consumer data the threat of data breach is very real.   When one considers sensitive employee information, retirement and 401K information, I.T. Security really is a huge issue facing all business.

 

About the Author:

Jeremy Sisemore is President of ASAP Talent Services, one of the leading SAP focused Executive Search Firms in North America.  His firm specializes in placing CIO, CISO and other IT Executives including Public Board of Director searches for many of the world’s leading Fortune 500 companies.

Filed Under: Industry News, News Tagged With: Board Level Search, Chief Security Officer, CIO Executive Search Firm, CISO Executive Search, Executive Search, Public Board of Directors

ASAP Talent Releases New Pricing Menu Offering Clients More Options.

04/26/2016 by Jeremy Sisemore

ASAP Talent Services is known throughout North America as one of the leading specialty search firms, helping companies hire SAP Professionals and Cyber Security Professionals at all levels including CIO, CISO, Director, Manager, and individual contributor roles.   ASAP’s SAP Recruiting Team has placed technical, functional, sales, and business development professionals throughout the U.S., Mexico, and Canada for many of the world’s leading companies.

To better serve it’s client companies, ASAP Talent Services has released a Pricing Menu to give customers some flexibility and choice in the best way to partner.  It’s a client-centric approach offering different levels of partnership based on the urgency and impact of the search need and also based on how the company prefers to partner with a search firm.   The different type of pricing options for SAP, Cyber Security, and Public Board of Director searches can include any of the following options which range from 33% of Total Compensation all the way to higher-volume retained projects with a custom bid that may result in each search fee under 18%.

  • Executive Retained Search – typically for C-Level or Board Level Search and comes with all the bells & whistles
  • Priority Engaged Search – strong partnership & shared risk, for higher sense of urgency and/or high-impact positions.  Small engagement fee with bulk of the fee after start date
  • Exclusive Contingency Search – offers slight discount over traditional contingency model if the client chooses only one external search firm.  All risk on the agency and fee is due after the new hire starts
  • Performance Based Search – Exclusive/Contingent Option with shared risk.  The faster the client interviews and makes an offer, the lower the fee is from a sliding scale of 20% up to 27.5%.  In this model, ASAP Talent Services has an agreed upon Performance Guarantee (often a guarantee to present 5 qualified candidates within 10 business days)
  • Standard Contingency Search – Allows for multiple firms, all risk on agency.  Lower form of partnership with no guarantees.  Best for lower level roles and/or if timing of the new hire isn’t that critical.  Lower sense of urgency and/or if a company policy dictates that they have to use 3-5+ recruiters simultaneously

The President & Founder of ASAP Talent Services, Jeremy Sisemore, says “Clients want to have flexibility in how they partner with search firms and by offering different pricing options and levels of partnership, we hope our services are appealing to a broader range of clients.”   Erek Gerth, Co-founder said, “Many of our clients may want to chose different pricing options throughout the year for different searches, or may want to get a custom bid so they can get a retained search effort for very competitive prices by negotiating a higher-volume project and giving all the business to one firm.  I think it’s a smart way to work with a firm, whomever a client chooses.   But when a recruiting firm knows that they are the only firm working on a search, they give the absolute best effort for clients to make sure they canvass the market and can present candidates based on total fit rather than feeling like they are in a race.”

Companies that are hiring SAP, Salesforce, CRM, ERP, Business Intelligence, or Cyber Security professionals can benefit from working with a niche and boutique search firm like ASAP Talent Services.  Many I.T. Professionals have built trusted relationships with the recruiting team at ASAP Talent Services over the past 15 years and answer their calls in a 2016 world where many are desensitized by the constant dinging of an email, a tweet, a Facebook message, a LinkedIn Inmail, a Google Hangout or Whatsapp message, Text message, etc.  There is a huge benefit in working with a firm that has been specializing in the same exact type of search for well over a decade, that can have an intelligent conversation with your hiring manager and the candidates throughout the interviewing process.

Click HERE To Download Detailed Pricing Menu.

 

Filed Under: News Tagged With: ASAP Talent Services, MSA, Partnership Levels, Pricing, Recruiting Fee Agreement, SAP Executive Search Consultant, SAP Recruiter

Job Interviewing Tips for SAP Professionals

03/21/2016 by Jeremy Sisemore

With over 15 years of experience placing SAP Professionals with Fortune 500 clients, SME clients, and SAP Consulting Firms, I wanted to put together some of my best lessons learned regarding interview tips.   Most importantly, I wanted to write about some things that can help differentiate you to get the interview, do well in the interview, and negotiate a great job offer.   To that point, I’m going to skip over things that I’m assuming most professionals know like don’t chew gum, dress to impress, and don’t curse in the interview.  I’m hoping you already know that!

  1. If you’ve decided that it may be time to make a move, take a strategic approach and build a detailed 30-60-90 day plan to land your dream job, not just one where you’re settling.

 

  1. Think about this seriously –are you someone that would take a counter offer if you got a financial raise, a title increase, or more responsibility when you go into resign?   If this is you – I encourage you to go have that conversation with your leadership now rather than later and address your main motivators for change.    This literally may be the best piece of advice in the entire article.

 

  1. Consider your best SAP Connectionsthat have moved to other companies.  Contact them to talk about opportunities with their new company and also to learn what they’ve heard about in the market.  By casting a wider net, you can learn about opportunities that aren’t posted to social media and may not even be released to search firms yet, etc.

 

  1. Interviewing and Job Searching is Sales. With that in mind, write a value proposition statement and a differentiation statement.  Why and how are you unique, different and better than others that may be going after the same opportunity?  Start by developing 3-5 mini stories about the job-related experiences you’re most proud of.  This should be quantifiable as to the challenge or problem, what you specifically did and/or your team, and how that impacted the end-result for the company, department, project.  Remember people hire people they like, that fit their culture, and that they have a sense of confidence about in terms of skills/experience related to their pain points or needs.

 

  1. Partner with 2-3 very good industry specific recruitersthat you know have tenure and demonstrated history placing SAP Professionals with great organizations.  Use your intuition.  Is this just a sales person, or someone that cares long term about relationships?

 

  1. Do you research prior to the interview. It still amazes me how many people don’t research the company and position prior to a 1st interview.  A minimum requirement would be to read the job description and/or discuss in detail the opportunity with a recruiter prior to the hiring manager interview.   At a minimum, visit the website and make sure you know as much as you can about the company, what they do (product, services, brands, etc) and check out recent press releases and/or financial statements.

 

  1. It’s ok to be different. For example, if you want to be noticed in 2016 when applying to a job, consider mailing a resume and cover letter to hiring manager (research the correct person on LinkedIN) in a 8×10 Envelope mailed to the main company address and Attn: to the hiring manager’s name & title.  Sending a hand written thank you note after the interview is a lost art and sure to differentiate you from the rest.  Also – try leaving a voice mail after you apply with the Dir/VP hiring manager at your target company.    I’d suggest that less than 2% have the courage to do it….

 

  1. Target positions that you’re 85-95% qualified for and strive for 10-20% raise (if travel is similar).  Stay away from positions that you’re overqualified for which will lead to an offer turn down or you’ll be under-employed.  Why waste your time or theirs?  It’s ok to stretch a little, but if a role is way outside of your reach, you’re chances are low.

 

  1. Stop Rambling. Let the interviewer lead the interview (assuming they are doing an effective job).  Try your best to answer their questions and elaborate with specific examples, then wrap it up so they can go to the next question.  Be detailed and elaborate where you have great expertise and don’t fake an answer that is outside of your comfort zone.  You’ll likely find a great spot to work in your mini-stories from #4.

 

  1. Be Honestabout your strengths and weaknesses.   Try ranking your configuration skills in core areas of SAP (example:  AP, GL, AR, CCA, PCA, CO-PA) for a FI/CO position on a 1-10 scale for the interviewer.  10 being expert.  It’s ok that you’re a 9 in some areas and a 5 or 6 in others.   In SAP, it’s impossible to be an expert in everything.  You want to make sure it’s a great fit and you’re set up for success.  In my experience, those that act like a 10 in all areas rarely get the job – it just isn’t genuine.

 

  1. Your BONUS Tip –>  How you close an interview is extremely important.Like sales, you have to ask for what you want.  If your interest is high, I encourage you to close the interview like this (but in your own words), “Lynn, I’m highly interested in this opportunity.  I feel like it’s a great cultural fit and my experiences seem to be a great fit for the needs of this position.  Do you feel the same way or are there any concerns on your part?    Then be quiet.   If there is a concern, you get another chance to address those points.  You’ve made sure they know you’re excited and highly interested.  Then, ask what are the timing of the next steps.   Basically, you’re closing the interview for a future action.

 

Filed Under: Industry News, News Tagged With: Interview Preparation, Interviewing Tips, Job Seeker, SAP Professionals

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