SAP Talent: Salaries and Compensation
Generally, companies that offer an attractive salary and benefits package attract the best people who are more likely to stay and grow with the business. But it’s not always that easy. Every organisation has its challenges and it’s important to keep up with the current job market.
Often, SAP consultants are paid more than other IT specialists and this trend in the market has been noticed by SAP talent so companies must be setting the correct salaries for their roles. If not, they risk being bypassed altogether by SAP talent.
Here are a few things to consider when you’re setting your next salary:
Do your research
There is a high demand for SAP talent right now. Companies will pay a premium to keep ahead of the competition and ensure they offer the best salary they can. According to PayScale, the average mid-career wage for an SAP consultant in the UK is around £46,000. How does your company compare?
The SAP industry is a competitive one so it’s likely that your role isn’t their only option. Look at other companies of a similar level to learn what the average salary is for that role and be prepared to negotiate the salary with potential hires.
Value your current employees
It’s natural for people to research other jobs on the market, especially if they don’t feel valued in their current role. If a valuable employee has approached you for a raise, it is worth considering and negotiating a new package that benefits everyone. While it’s not always on the cards, the investment will almost certainly be worth it. Otherwise, you may find them leaving for a role with better pay and benefits and you are left with a role to fill.
What do you have to offer?
The salary you offer will be determined by a wide range of factors including experience, location, and responsibility. But when you are setting your salary in your next job description, think about what your company really has to offer.
- Do you have an attractive workspace?
- Is there parking available?
- How are your social media platforms managed?
- What progression routes do you offer?
You may not think that these small things make a difference, but they do. Platforms like LinkedIn and if your pages are managed poorly, it doesn’t reflect well. Better to not have them at all than only posts once every 6 months. Think of it as a salary package, rather than monthly pay.
Find the benefits that work for you
Money doesn’t buy happiness, but it does buy the basics needed to survive and thrive. Salary is important, there’s no doubt about it, but there are other benefits that attract the best SAP talent. Offering additional benefits and compensation is now the norm within the Tech industry. Appealing packages that include bonus schemes and pension packages are now expected within SAP.
Offering additional benefits such as extra days off, health insurance, and gym memberships are a great way to boost your offer. Providing phones, laptops, and cars also provide extra incentive for SAP professionals to join your organization. You can show you value your employees by finding ways to reward your team that work for you to improve your retention rates.
As your employees develop, so should their salary and benefits package. Their skills are increasing, and they are therefore more valuable to your business and competitors. Their talent should be recognized appropriately with added rewards and compensation.
How do you set salaries within your organisation and which rewards are the most popular for you
Get in touch with our expert SAP recruitment team to find out more about delivering compliant IT staffing solutions globally.Back