Going Beyond the
An IT major into multi solution services business visioned
to create a Center of Excellence on SAP. The requirement was
for leadership roles – for domain experts who could
double up as the business solutions architect as well as a
The client was seeking candidates who could meet international
benchmarks given the fact that they would be working closely
with the consultants of ERP Product partner. The prospective
candidate would have to start the engagement right from need
for ERP stage, make the blue print and take it all the way
till 'Go Live'.
The challenge for the candidate was that
although prima-facie this appeared to be a business analyst
function, it required them to have strong pre-sales experience
and a good exposure to solution architecting for large ERP
customers. Such candidates were not so easy to come by.
Identifying the 'right' talent for such complex cross functional
roles calls for excellent understanding of the Job requirements
in terms of competencies and challenges and engagement of
professional evaluation methodologies for candidates. A typical
job board will not yield results either. We then had to mine
our existing database and use our professional network and
identify candidates who had the potential to play this role.
Our extensive candidate engagement processes go way beyond
the traditional CV fitment approach.
The time frame was small and the need, critical.
When suitable candidates were finally tracked, one of them
happened to be on a holiday, enjoying a safari some where
in Kenya, speaking to us atop an elephant while the client
engagement officer was awaiting our response in San Francisco.
Finally both the customer and the candidate in a right perspective
saw a mutual value in an association with the other.
Our conviction that the candidate was 'right' for the role
and vice-versa held good. Although unconventional, the three-way
engagement between us, the client and the candidate yielded
result and the candidate is now employed with the client and
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