Remote SAP & ERP Hiring: Reducing Identity and Interview Fraud Risks

By Jeff Sharpe, Co-Founder, Fokis Services
Originally published June 9, 2026 · Updated October 17, 2026

Remote SAP and ERP recruitment should make it clear who is being interviewed, what experience they bring, and who will carry out the work. A well-structured process helps a hiring team assess those questions consistently.

The FBI’s Internet Crime Complaint Center has documented complaints involving stolen identities and deepfakes in remote hiring, including IT and software roles. The alert establishes a real risk; it does not show that remote candidates as a group are untrustworthy. Read the FBI/IC3 alert.

Use consistent checks for every candidate

Agree a proportionate process with your HR and security teams. Explain the checks to candidates and use approved channels for any identity information.

• Interview continuity: Keep a clear record of the people participating at each stage.
• Project discussion: Ask the candidate to explain their own responsibilities, decisions, and deliverables.
• References: Validate relevant experience through an agreed reference-checking process.
• Onboarding: Resolve inconsistencies before granting access to business systems.

Assess SAP and ERP experience in context

Ask which platform, modules, and project phases the candidate worked on. Follow up on a concrete example: the problem, their contribution, the people involved, and the outcome.

A technical conversation should match the assignment. A functional consultant, integration developer, and ERP program manager will need different questions.

Investigate discrepancies fairly

A connection problem, an accent, or a preference for remote work is not proof of fraud. Where information conflicts, ask for clarification and let the appropriate human reviewers decide the next step.

Fokis Services recruits SAP and ERP professionals for contract assignments and permanent roles. Start with the work, relevant experience, and a clear recruitment process.