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When considering the most in-demand tech skills in today’s fast-paced business landscape, buzzworthy terms like artificial intelligence (AI), machine learning (ML), automation, and business analytics likely come to mind first. These next-generation technologies have dominated headlines, driven innovation, and fueled growth across industries.

But behind all the hype, another skillset is quietly rising to the top of the must-have skills list: enterprise resource planning (ERP). While not always part of the mainstream tech conversation, ERP expertise has become an essential asset for companies navigating digital transformation and operational complexity. In fact, according to recent research from the Business Talent Group, ERP skills claimed the No. 1 spot on its list of the top 15 fastest-rising skills for 2024, with an astounding 550% rise in demand—a clear signal of their growing importance in the modern enterprise.

So, what’s driving this surge in demand for ERP skills? Let’s take a closer look at the key factors behind this trend—and what it means for organizations’ workforce development strategies.

Why ERP Skills Are in High Demand

One of the key factors driving the surge in demand for ERP expertise is SAP’s 2020 announcement that mainstream support for SAP ECC 6.0—the company’s legacy ERP platform—will end in 2027. Notably, earlier this year, SAP announced there may be limited flexibility for customers who opt into a specific ERP cloud migration program, potentially extending support under certain conditions.

This strategic shift away from ECC is designed to accelerate customer adoption of S/4HANA, SAP’s next-generation ERP system. Positioned as the digital core for modern enterprises, S/4HANA enables organizations to leverage the cloud, digital transformation initiatives, and next-generation technologies to build an intelligent enterprise.

In anticipation of the 2027 deadline, many SAP customers are already actively planning and executing ERP migration strategies to transition from ECC to S/4HANA well in advance, driving the demand for talent with ERP skills.

However, the rising demand for ERP expertise isn’t limited to SAP customers alone. Broader business imperatives are now fueling a growing need for ERP skills across industries and platforms. These include:  

1. Digital Transformation Continues to Surge

Forward-thinking organizations recognize that sustainable growth demands a unified, enterprise-wide perspective—departments can no longer operate in isolation. To meet evolving demands and drive efficiency, modern operations are essential. At the core of this transformation is the ERP platform, serving as the foundational backbone that connects people, processes, and data across the business.

As a result, businesses are overhauling legacy systems and investing in platforms like SAP, Oracle, Microsoft Dynamics, and Workday to modernize, optimize, and unify their processes—from finance and supply chain to HR and beyond. To successfully drive these initiatives forward, organizations need professionals with the expertise to design, implement, and manage these complex ERP ecosystems.

2. ERP Systems Are Evolving

ERP solutions have grown from back-office tools to intelligent platforms embedded with next-generation technologies, such as AI, ML, predictive analytics, and automation. As these systems grow more advanced, so does the skill set needed to operate them. Organizations need talent with not only technical acumen but also business prowess, as ERP specialists are now expected to bridge the gap between IT and business strategy.

3. The Talent Shortage Continues

While demand for ERP professionals is rising, supply isn’t keeping up. Many seasoned ERP experts are approaching retirement, and newer tech professionals often gravitate toward trendier areas like AI, cybersecurity, and data analytics. This leaves a growing talent gap that organizations need to figure out how to fill.

A New Approach to Finding Necessary Talent

To acquire the ERP capabilities they need, many organizations typically pursue one of two conventional paths: partnering with a managed services provider or entering the highly competitive talent market to hire externally. While both approaches can deliver results, they come with notable challenges.  

Engaging a third-party provider often involves navigating lengthy vetting processes and committing to high monthly retainers. On the other hand, recruiting ERP talent in-house can be equally time-consuming and costly, with intense competition for qualified candidates, prolonged hiring cycles, and substantial onboarding investments. In either case, the road to acquiring ERP expertise is often slow, resource-intensive, and expensive—driving up the total cost of talent and delaying time-to-value.

The good news is, there’s another way—the Revature approach—and leading organizations worldwide are taking advantage, including mid-to-large organizations, Fortune 500 companies, federal government agencies, and leading system integrators.

Revature’s Emerging Talent Program provides organizations with productive, day-one-ready junior tech talent trained on the necessary tech skills at 30% lower cost and 70% faster time-to-productivity. A key catalyst for this productivity boost is Revature’s forward-thinking approach to equipping entry-level talent with AI-native skills from day one. When empowered with the right tools and mindset, junior employees can quickly reach performance levels on par with their more experienced colleagues.  

Another standout feature of Revature’s Emerging Talent Program is its ability to recruit for potential into productivity, rather than just current skill sets or prestigious school backgrounds. Many traditional hiring methods and staffing agencies confine recruitment efforts to a handful of “brand-name” computer science schools. Revature, on the other hand, taps into previously underutilized talent sources, such as graduates from community colleges and regional universities, and trains them through a robust, scalable model. This helps clients build a diverse and loyal ERP workforce.

Here are some other differentiators that make our program stand out:

• We shoulder the risk by keeping employees on our books while they work on client projects. Clients can decide whether and when to hire each employee full time.

• We work with all segments of the business to ensure an effective, sustainable, and scalable solution.

• We identify candidates based on key fundamental attributes like aptitude, flexibility, and dedication, and train them according to the client’s specifications using a customized curriculum.

• We offer post-deployment support and lifecycle management as well as continuous upskilling.

• Our Emerging Talent Program dovetails nicely with traditional hiring methods, such as in-house recruiting.

The Emerging Talent Program process is easy. Organizations approach Revature with the skills they need. Revature identities and trains talent through ongoing training, technical certifications, interpersonal skills development, and tech mentorship. Then, once ready, talent is deployed to work on the client’s project. It’s that simple!

And this simplicity leads to success: At Revature, 85% of the talent we train and place converts to FTEs, and 89% of those tech workers are still with their employer after four years.

Get the ERP Skills You Need Today

ERPs are more than just systems—they’re the backbone of your business strategy and a key driver of operational excellence. Don’t leave your success to chance or inflate your talent costs with outdated hiring models. Instead, partner with us to access the ERP expertise you need—quickly, efficiently, and cost-effectively. We’ll help you unlock the full potential of your ERP investment and accelerate your path to transformation and growth. Contact us today.