SAP S/4HANA adoption is accelerating, but there aren’t enough skilled professionals to support it. ASUG’s 2024 research reveals that 48% of IT professionals still report an SAP S/4HANA skill gap in their organizations.1
This shortage doesn’t come out of nowhere—rapid tech changes and a tough hiring market have made finding SAP talent challenging. This article will help you understand these factors so you can better plan your recruitment and upskilling strategies.
Why SAP S/4HANA Talent is in Short Supply
SAP experts are in high demand right now for the following reasons:
Rapid Adoption Before the Deadline
Many businesses are racing to upgrade their systems before support for SAP ECC ends in December 2027. Estimates show that around 40% of SAP customers using older ERP systems will still not have switched to the latest version by 2030.2
As companies struggle to find the right talent, they risk facing the consequences of delayed migration. This includes costly project delays, higher operational expenses, and a greater reliance on outside consultants.
Complexity of the New System
SAP’s latest system significantly shifts how businesses manage their operations, data, and cloud systems. This added complexity makes it harder for tech professionals trained in older versions to adapt quickly.
Unlike previous systems, it requires expertise in new architecture, database models, and cloud-based solutions. Many experienced users struggle to keep up, while newer professionals face a steep learning curve. As a result, the pool of experts who fully understand the system is small, making the talent gap even more challenging to close.
Read More: The Ultimate Guide to a Smooth SAP S/4HANA Migration: 9 Tips to Avoid Common Stumbling Blocks
High Staff Turnover and Retention Issues
The tech industry struggles to retain skilled employees. A recent survey shows that 47% of tech professionals were job hunting by the end of 2024, up from 29% the previous year.3 This retention problem makes upgrading systems and growing tech businesses harder.
Switching to a new version of SAP makes things even harder, adding more pressure on staff who may worry about not having the right skills. This results in delays, lost knowledge, and higher costs. Even those who stay may feel overworked and unappreciated, making them less motivated and productive.
How to Attract and Retain Top SAP S/4HANA Experts
Attracting and retaining specialists in SAP ERPs will demand more than social media marketing, posting job orders, and other traditional recruitment methods. Companies must be open to more strategic ways to ensure they gain enough human resources by the 2027 deadline. Here’s how your business can keep up with these changes:
1. Partner with Specialist Staffing Agencies
Finding skilled tech professionals knowledgeable in ERPs and cloud computing can be challenging, even for companies with strong hiring teams. Specialist recruitment agencies that focus on tech and SAP talent can help bridge this gap.
These agencies have strong networks, pre-vetted candidates, and a good understanding of the ERP job market. Compared to regular hiring methods, this makes it easier and faster for businesses to find the right professionals.
Partnering with a specialized recruitment agency also helps reduce hiring delays and the risk of bad hires. These agencies thoroughly screen candidates for both technical skills and industry experience, ensuring a strong fit for each role.
2. Offer Competitive Compensation Packages
Skilled professionals have many options, especially in a high-salary industry like tech. If the pay isn’t competitive, they’ll move on. Offering salaries that match or exceed market rates shows employees their expertise is valued.
Companies should offer a strong overall compensation package, including bonuses, benefits, and career growth opportunities, in addition to salaries. Given the rapid advances in technology today, many tech professionals may feel that their total pay doesn’t match what they bring to the table. Adding performance-based incentives, development funds, and perks like stock options or wellness programs can make their jobs more appealing.
3. Embrace Flexible Work Options
Flexible work arrangements let employees choose where and when they work, and this has become a top priority in the tech industry. Compared to other industries, tech professionals are more likely to work in a hybrid setup (50%) or fully remotely (21%).4 Flexible work policies also rank as the third most important factor for job satisfaction among tech workers, while in other fields, they rank seventh.
Flexibility also helps keep employees engaged and satisfied. When people have control over their schedules, they tend to be happier and more productive. Remote work reduces commuting stress, and flexible hours allow for a better work-life balance. Companies that offer these options often see lower turnover, saving money on hiring and training new staff.
4. Provide Clear Career Development Paths
Hiring great talent is just the first step—keeping employees engaged and helping them grow is just as important. People are more likely to stay with a company that supports their career development, and employees who see a future within the company feel more motivated and committed to their work.
Clear progression paths, ongoing learning, and up-to-date training help employees grow. In fast-changing fields like tech, certifications like cloud computing, AI, or cybersecurity keep skills relevant while mentorship and leadership programs prepare employees for advancement.
5. Invest in Employee Well-Being
Burnout is a significant concern in demanding fields like SAP consulting. In response, companies can implement initiatives that promote a healthy work-life balance. Strategies such as managing workloads effectively, offering wellness programs, and providing mental health support are essential. When employees feel valued and supported, job satisfaction increases, leading to higher retention rates and reduced turnover costs.
Companies can also prioritize creating a supportive work environment. Encouraging regular breaks, non-work recreational activities, and fostering open communication can prevent burnout and boost productivity.
Read More: 9 Critical Skills for ERP Migration Teams: How to Ensure a Seamless Transition Specifically for SAP
Prepare Your IT Team to Upskill for SAP S/4HANA
While hiring new talent can help, upskilling your current team can be more efficient. They already understand your business processes, making the learning curve for the new ERP version much easier.
1. Invest in SAP Certifications
SAP business users can strengthen their teams by encouraging employees to earn SAP certifications. For instance, beginners in finance can obtain the C_TS4FI certification for Financial Accounting Associates, while experienced professionals can upskill with P_S4FIN, which focuses on ERP Finance Experts. Certifications validate skills and ensure IT teams have the official expertise needed for SAP projects.
2. Provide Ongoing Training Opportunities
Beyond certifications, companies can support continuous learning to keep employees updated on the latest industry advancements. SAP’s Learning Hub offers expert-led courses, case studies, and hands-on practice, while SAP Enable Now provides real-time guidance for employees working on SAP systems.
3. Initiate Apprenticeship Programs
Apprenticeships allow employees to gain real-world experience while learning from proven experts. Pair less experienced team members with seasoned SAP professionals so they can develop necessary skills more quickly while being productive on the job.
You can also leverage external services for mentorship. Since many SAP users prefer hiring employees with experience, SAP partners—such as SAP consultants and training providers—can provide mentors for companies that need them. By offering apprenticeship programs and hands-on project work, SAP partners can produce a new wave of job-ready professionals for your company.
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Migrating from ECC to S/4HANA is a complex process that requires careful planning. From assessing costs to ensuring your workforce is ready, every step matters.
At Raso360, SAP consulting is one of our specialties. Our experts can help you streamline your entire migration process with specialized tech consulting and experienced direct-hire talent.
We’ve created a free SAP S/4HANA migration guide that simplifies the process, helping you navigate challenges, minimize disruptions, and maximize efficiency. Download the guide today to ensure a smooth and successful transition to S/4HANA!
References:
1. Gilbert, Marissa. “ASUG Members Embrace the Future in 2024 Pulse of the SAP Customer Research Results.” 1 Mar. 2024, Americas’ SAP Users’ Group, www.asug.com/insights/asug-members-embrace-the-future-in-2024-pulse-of-the-sap-customer-research-results.
2. Clark, Lindsay. “Gartner: By 2030, Four in Ten SAP Customers Still Won’t Have Migrated.” The Register, 12 Feb. 2025, www.theregister.com/2025/02/12/gartner_sap_maintenance_2030.
3. Dice. “Salary Satisfaction.” 2025 Dice Tech Salary Report, 2025, www.dice.com/recruiting/ebooks/dice-tech-salary-report/salary-satisfaction.html.
4. Michael Page. “Tech Career Decoded #15 – The Workplace Debate: Remote vs Hybrid.” LinkedIn, 2024, www.linkedin.com/pulse/tech-career-decoded-15-workplace-debate-remote-vs-hybrid-t5v6f.
