As the demand for SAP Specialists continues to grow in Italy, it is important to stay informed about the latest trends in SAP Specialist salaries. Our latest SAP Specialist Salary Guide for Italy provides valuable insights into the most recent salary data for SAP Specialists across the country.
About our Italian SAP specialist Salary Guide The salaries in this guide were collated utilising experience and knowledge of the Italian SAP technology market, alongside analysis of job vacancy postings between 2021 and 2022. It provides a comprehensive overview of the current state of the SAP Specialist job market in Italy, including average salaries for SAP Specialists by experience level, location, and industry sector.
How much are SAP Specialists in Italy Earning? Overall, the SAP Specialist salary guide suggests that SAP Specialists in Italy are well-compensated for their skills and experience. The average salary for a junior SAP Specialist is around &euro;27,000 - &euro;30,000 per year, while mid-level SAP Specialists can expect to earn around &euro;30,000 - &euro;45,000 per year. Senior SAP Specialists with extensive experience can earn upwards of &euro;75,000 per year. Location plays a significant role in determining SAP Specialist salaries in Italy. Salaries tend to be higher in major cities such as Milan and Rome, where demand for SAP Specialists is especially high. However, even in smaller cities and towns, SAP Specialists can expect to earn competitive salaries. In terms of the industry sector, SAP Specialists in Italy are in high demand across a range of industries, including manufacturing, retail, and finance. Salaries are generally highest in the finance sector, where SAP Specialists earn up to &euro;75,000 per year. Overall, the SAP Specialist Salary Guide for Italy provides valuable information for anyone considering a career in SAP or looking to advance their existing SAP career. With competitive salaries and strong demand across a range of industries and locations, the SAP Specialist job market in Italy is an attractive option for those with the necessary skills and experience.
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Download the Eligo SAP Specialist Salary Guide <a href="https://r1.dotdigital-pages.com/p/4V9F-C69/italy-sap-salary-guide-2023">here</a>
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Attracting talent with a competitive salary : Italy SAP Specialist Salary Guide 2023

There&rsquo;s no beating around the bush&nbsp;finding great testers is a tricky business.
Even once you have found the right tester, there&rsquo;s still the task of getting them through the door and interested in your company and role! So how can you do this?
Consider these five factors when attracting the best software testers, manual and automation testers, test analysts, and QA engineers.
&nbsp;
Technology and Product
Are you using the best technology in testing to attract the best software testers to your business? Is your product solid, substantive and fun to work on?
<ul>
<li>When it comes to your product, to attract the right testers your code and the environment it is running on needs to be enjoyable, cutting edge and enough of a challenge to feed that problem-solving hunger that most software testers have.</li>
<li>That also means offering meaningful testing challenges that are complex and susceptible to change for them to sink their teeth into.</li>
<li>Offer them the right tools for the job and make sure you also have a great manual and automated testing software for your type of business.</li>
</ul>
&nbsp;
Salary
You may think salary is the most important to candidates, but it is not always the dominant factor. Whereas rewarding testers on their value to the company and role is.
<ul>
<li>Do you know the industry average for software testing roles such as the one you are trying to fill?</li>
<li>Take a look at our salary survey<a style="color: rgb(229, 40, 125);" href="https://r1.dotdigital-pages.com/p/4V9F-C34/technology-salary-guide-2023?pfredir=1" target="_blank" rel="noopener">&nbsp;here</a>&nbsp;that covers roles from test analyst to automation engineer and work out if you are paying competitive rates.</li>
<li>If you don&rsquo;t compare your salary offering then you may have to work harder on other selling points of the role or consider investing in a testing engineer with less experience to train up.</li>
</ul>
&nbsp;
Hiring Process
Implementing the right hiring process is crucial to attracting the best software testers, test analysts and keeping the right individuals in the long run.
<ul>
<li>The first step when attracting the right candidate is to figure out exactly what your business is looking for. Avoid difficulty further down the line by having a clear understanding of the types of attributes that are important to the software testing role.</li>
<li>How are you attracting testing candidates? &ndash; consider using a copywriter to bring your job ads to life and sell your company better. Make your application process concise and simple, avoiding multiple stage interviews, which will also benefit from losing out to the competition.</li>
<li>Remember, hiring is a two-way process. Which means don&rsquo;t forget to sell the company&rsquo;s employer brand, culture and role to the candidate at each stage of the interview, offering why it would be better than the competition.</li>
<li>Are you judging testing candidates based purely on their C.V? &ndash; many companies make the mistake of hiring based on gut feeling, without giving attitudes and behaviours the time of day. We cover the problem with hiring tactics extensively&nbsp;<a style="color: rgb(229, 40, 125);" href="https://www.eligo.co.uk/client-advice-insights/the-problem-with-hiring-tactics/" target="_blank" rel="noopener">here</a>.</li>
<li>You can get to know the potential candidate through three levels of assessment; how they appear, what they can do and what they will be able to do.</li>
</ul>
&nbsp;
 Employer Brand and Culture
So you&rsquo;re not quite Google or Facebook but you are a great company none the less. You should be attracting the best software testers. I cover this extensively&nbsp;<a style="color: rgb(229, 40, 125);" href="https://eligo.co.uk/employehttps://www.eligo.co.uk/client-advice-insights/beyond-the-logo-your-employer-brand-and-why-you-re-not-attracting-the-best-developers/r-brand-attract-developers/" target="_blank" rel="noopener">here</a>, but in short;
<ul>
<li>The Employer brand is more than a logo, a foosball table in the office and even free fruit Fridays.</li>
<li>Evaluating your employer brand requires you to step back, think about what your company stands for and what it&rsquo;s really like to work for you and show that you are offering more than just a paycheck.</li>
<li>Find out what your previous staff thought about you, look on Glassdoor, a review and information site for employers with anonymous submissions.</li>
</ul>
To fully evaluate your employer brand, take a look&nbsp;<a style="color: rgb(229, 40, 125);" href="https://www.eligo.co.uk/client-advice-insights/beyond-the-logo-your-employer-brand-and-why-you-re-not-attracting-the-best-developers/" target="_blank" rel="noopener">here</a>!
It is possible to foster an inviting culture without breaking the bank and investing in the wellbeing of your staff, happy employees will spread the word and over time some of the best software testers will want to work within your business.
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Benefits
Find out what it is that motivates your potential new hire, and once you know what it is that will get them through the door- if you can &ndash; offer it to them.
<ul>
<li>Do you offer remote working?</li>
<li>How many holiday days do you offer excluding bank holidays?</li>
<li>Do you offer coaching, training and personal development for the candidate?</li>
<li>Do you offer small perks such as free lunch, perk box, cycle to work scheme?</li>
<li>What tools and equipment do you offer with the role; laptop/computer/phone?</li>
</ul>
When presenting the position to the candidate, consider offering a complete benefits package that includes the little things that you know will appeal to them.
&nbsp;
By taking into account the five factors mentioned above when you are attracting the best software testers, you will have a greater chance of bringing them into the fold and keeping them in the long run.
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At Eligo Technology, our mission is to help our clients recruit better. From helping you to benchmark salary expectations with our industry-wide knowledge and salary survey to writing creative copy for your job ads, improving your hiring process as a whole to reduce cost, and time and avoid any more hiring headaches in the future.
What&rsquo;s more, we know who and where to find the best software testers, test analysts, automation engineers, quality assurance engineers, manual testers, QA analysts and more.&nbsp;<a style="color: rgb(237, 38, 140);" href="https://eligo.co.uk/contact-us" target="_blank" rel="noopener">Get in touch</a>&nbsp;today to discuss your testing recruitment needs!
0208 944 4180&nbsp;or email at&nbsp;<a style="color: rgb(229, 40, 125);" href="mailto:technology@eligo.co.uk" target="_blank" rel="noopener noreferrer">rick@eligo.co.uk</a>
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5 steps to attracting the best software testers

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<h4 class="MsoNormal">Update to the Additional Roles Reimbursement Scheme (ARRS) 2024 </h4>
<h5 class="MsoNormal">Attention GP Practices &amp; Primary Care Networks:</h5>
As you know, NHS England's Additional Roles Reimbursement Scheme (ARRS) was launched in 2019 to support the recruitment of essential roles within general practice. Entitling PCN's access to funding to support recruitment across the specific reimbursable roles: 
<ul>
<li>Clinical Pharmacists</li>
<li>Social Prescribing link workers</li>
<li>Physician Associates</li>
<li>Paramedics</li>
<li>First Contact Physiotherapists</li>
<li>Pharmacy Technicians</li>
<li>Occupational Therapists</li>
<li>Dietitians</li>
<li>Chiropodists / Podiatrists</li>
<li>Mental Health Practitioners</li>
</ul>
&nbsp;
<h4>Here's what's new:</h4>
<h5> On September 28th, 2024, NHS England announced an expansion of the ARRS scheme.</h5>
With plans to give Primary Care Networks (PCNs) more staffing flexibility by including 'enhanced nurses' in the Additional Role Reimbursement Scheme.
This means you can now claim reimbursement for qualified Advanced Nurse Practitioners (ANPs) salaries.
&nbsp;
<h4 class="MsoNormal">How does this benefit you?</h4>
&nbsp;
Optimise your budget: Utilise the ARRS scheme to reduce the financial burden of recruiting these highly skilled practitioners.
Address staff shortages: Fill open positions and improve team capacity to navigate busy periods like the upcoming half-term and Ramadan holidays.
Deliver exceptional care: Ensure continued high-quality patient care even during increased demand.
&nbsp;
<h4 class="MsoNormal">Eligo Medical is here to help!</h4>
&nbsp;
We know budget constraints are a current concern, so we can offer our qualified enhanced-level practitioner ANPs, Pharmacists and Nurse Associates which are available on&nbsp;the ARRS scheme. This will help to optimise your budget and staffing needs and help you navigate the increased demand during the upcoming half-term and Ramadan holidays.&nbsp; 
We also have a pool of highly qualified GPs and Practice Nurses, who can seamlessly integrate into your team.
Don't let staffing shortages impact your ability to deliver exceptional patient care.
Let our dedicated team work closely with you to ensure a smooth onboarding process.
&nbsp;
<h4 class="MsoNormal">Here's how to get started:</h4>
Visit our medical page here for more information.
Email us: hello@eligo.co.uk
Call us: 0208 971 1892
Together, let's ensure exceptional patient care and help you navigate the upcoming busy periods with confidence!

Additional Roles Reimbursement Scheme Update: Enhanced Nurses Now Eligible! 

Let&rsquo;s cut to the chase.
A lot of companies think that engineers should be queuing at the door to join them because they are a fantastic company and they are growing, they put out adverts on job boards and on social media. These are only seen by those actively looking.
Reality is that most of the best security engineers are either secure in their current role but open to something better, or they are in transition and have multiple opportunities to consider. As such, you need to offer something different and/or better to get the best in front of you.
Here are the facts: The security engineer market is busy, there is a severe skills shortage, there is huge disconnect between employers and candidates, and everybody is trying to recruit the best.
&nbsp;
So what can you do about it?
Improve your hiring process, review your benefits package, and think like a security engineer. Yes, that simple. Your goal is to position your company as an &lsquo;employer of choice&rsquo;.
Make the candidates want you&hellip; and you&rsquo;ll have the candidates you want.
&nbsp;
How?
Take these 6 simple considerations;&nbsp;Salary,&nbsp;Additional Benefits,&nbsp;Hiring Process,&nbsp;Company Story,&nbsp;Opportunity, and further&nbsp;Unique Selling Points&nbsp;(USPs).
You will find many of the answers come from asking yourself these questions. Once you do, you&rsquo;ll be on the way to bringing on board the best security engineers.
&nbsp;
Salary
Money is not always the overriding factor. Rewarding engineers for their value to the company and role is.
<ul>
<li>Do you know what the industry average salary is for the security engineer role you&rsquo;re trying to fill?</li>
<li>Can you pay above market rate? Whilst the majority may be paid market rate, they will be looking to increase this with a move.</li>
</ul>
Request an industry-wide salary survey and work out if you&rsquo;re paying competitive rates. If you&rsquo;re not then you&rsquo;ll have to work even harder on the following selling points, or, consider investing in someone with less experience that you can train.
&nbsp;
Additional Benefits
Don&rsquo;t view engineers as a commodity. Often it is the minor details when it comes to a complete package that will strike a major chord with security engineers.
<ul>
<li>Do your engineers have to use their own tools (if so why aren&rsquo;t you aren&rsquo;t you including these)?</li>
<li>Do you offer any other equipment? Mobiles? Laptops? Multi meters?&nbsp;Tablets?</li>
<li>Is there a choice of company vehicle? Do these have air conditioning? Is there a fuel allowance or card? Can the engineer use the vehicle for private use?</li>
<li>Do you offer time off the day after a call out?</li>
<li>Do you have a Personal Development plan for your staff?</li>
<li>Will you cover the costs of training that will improve the engineer&rsquo;s ability to do their job?</li>
<li>How much do you pay for overtime, travel time and standby?</li>
<li>Is there a company health scheme? Do you offer a pension?</li>
</ul>
Consider a complete benefits package that takes into account the things that often seemingly don&rsquo;t matter. Think like a security engineer.
&nbsp;
Hiring Process
Hiring and onboarding processes are absolutely crucial to both attracting and keeping the right people. I&rsquo;ve&nbsp;<a style="color: navy;" href="https://www.eligo.co.uk/client-advice-insights/the-true-cost-of-wrong-sales-hires-is-/" target="_blank" rel="noopener">written about it extensively here</a>, but in short.
<ul>
<li>Do you have clear understanding of what&rsquo;s on offer and what you need in a person?</li>
</ul>
Senior management need to collaborate on defining what is wanted from the right candidate in order to ensure a coherent message to candidates and that time is not wasted.
<ul>
<li>Do you judge a candidate based purely upon their CV?</li>
</ul>
Too many companies are making hiring decisions based upon gut feeling without considering attitudes and behaviours too&hellip; or even taking references.
<ul>
<li>How are you attracting candidates and how does the process follow through after?</li>
</ul>
Consider using a copywriter to craft your job ads, and sell yourselves better.&nbsp;Then once you have the candidates ensure a process that reflects your company throughout. Less of the 5 stage interviews, more of the succinct and simple application. It&rsquo;ll be better for you too and you&rsquo;ll lose less people to the competition.
<ul>
<li>Do you know that hiring is a two-way process?</li>
</ul>
That&rsquo;s right &ndash; don&rsquo;t forget to sell the company and opportunity to the candidate at each stage of the interview, give them examples and help them to understand why it would be a better place for them to work.
&nbsp;
Opportunity
Linkedin recently did a study on what drives employees to change their job. The top answer wasn&rsquo;t salary. It wasn&rsquo;t even that they hated their boss. It was that they didn&rsquo;t believe there were sufficient opportunities to grow.
<ul>
<li>Are you offering exciting opportunities within your company?</li>
<li>Is there a clear structure, or even opportunity, for progression?</li>
<li>Are you clear about what the role will entail and what the future has in store?</li>
<li>Are you utilising new technologies within your business that this person will be exposed to?</li>
</ul>
As always, honesty is the best policy. If you can&rsquo;t honestly say there will be chances for growth, or that you&rsquo;re a company with great opportunities, then the best security engineers probably won&rsquo;t be coming your way any time soon. However, if you can, and provide examples with this, you&rsquo;ll be an attractive employer.
&nbsp;
Company Story
Why should people join your company? The best security engineers have loyalty to their company, and company story and culture is a huge part of this. Of course, the above 4 factors tie into this, but it goes further.
<ul>
<li>What&rsquo;s your history and how have you grown to working with who you do?</li>
<li>Do you tell staff progression stories? Have testimonials readily available?</li>
<li>Is there a social atmosphere? Are there company get-togethers, trips, or incentives?</li>
<li>Do you invest in training and the development of your staff?</li>
</ul>
With the market as it is, and skills continuing to shorten, the real company story appeal is greater than ever.
&nbsp;
Further USPs
Sit down and talk. Talk to your managers, security engineers, to outsiders looking in, and find out;
<ul>
<li>What makes your company different?</li>
<li>Why do your employees enjoy working for you?</li>
<li>What tempts others to want to work for you rather than a competitor?</li>
<li>What made you choose our company over others that you were considering?</li>
</ul>
&nbsp;
Speaking to someone who knows the market extensively and can identify what makes you stand out will further help in the selling of your company to the best security engineers. Know your key selling points. Sell your key selling points. Take stock of the questions above, answer them, and resolve them if the answer doesn&rsquo;t come back as it should. Do that, and there&rsquo;s a much greater chance the best security engineers will be at your company next time you read this.
&nbsp;
At Eligo we help our clients recruit better. We can help you benchmark salary expectations with our&nbsp;industry wide&nbsp;knowledge and salary survey, identify USPs, write copy for your job ads, and improve your entire hiring process with reduced stress, time, and cost. What&rsquo;s more we know who and where the best security engineers are.
&nbsp;
<a href="https://eligo.co.uk/contact-us">Get in touch to find out more.</a>
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