|Thank you for your big compliment - I'm afraid my saying isn't qualified for the entitlement of labelling "红宝书", not even close :-) I just hope to throw out bricks for a jade (抛砖引玉).
Generally speaking, the interviews are slightly different between "to be hired as an employee" and "to be hired as a consultant", former is more of comprehensive consideration while latter is of targeting specific areas. What I am talking about here is for the consideration of former, I guess that is what you are interested in the most.
Although HR folks would ask something like "how do you handle a situation that you find it's diffcult to work with your collegues?", that's their job and only questions they can come up with, however, in real SAP world, rarely a hiring manager would ever ask that kind of generic questions.
They normally start with " Can you tell us about yourself what you have done in the past projects, and where your skill sets are at? ", after you answered, they would ask more deeper with something like "Have you worked on Web UI? Can you describe the steps?", or "If I want to add a field on Sales Order General Data screen on PCUI, can you tell me what need to be done?", and so on.
Those specific questions are tough for new comers, as if you don't know you have no way to make it up, and the managers will know instantly what level your skillsets are at.
However, since you are applying for an entry level postion, he/she is already aware of your limited knowledge about the areas you are going to work on, he may not be too crazy about your existing knowledge, rather he/she'd pay attention to your attitude toward learning new stuff, so you'll need to show your enthusiasm on the position.
Never assume that you are more needing the job than the managers are needing you. I'll give you an example here:
2 years ago I was at a client site, a 7-billion revenue company, implementing SAP CRM. I was there for a total of 23 months as a technical architect. From the very beginning, they tried to hire two SAP CRM developer employees, and asked me to refer couple times. But the problem was - such persons with the skills were scarce at the time. Either the candidates were lack of knowledge so they didn't like, or the candidates were good who demanded much higher compensation package, out of company'sr range, so the positions couldn't be filled. Toward the end of year, one day, I was asked to participate in two onsite interviews. Even though both of them were only having R/3 development experience, even not in senior level yet. After they left, the Manager consulted with us, and said "Let’s hire both so get done with it. I don’t want to lose the budget for the year, who knows if I still have the money next year'. (To be honest, I didn't think either of them were good enough, but I recommended to hire them "so we will train them", actually I had an indecent thought in my mind - they couldn't get experienced CRM developers? So they had to keep me longer :-)
This could happen to any company at any time, and is a very typical scenario at the end of year. If you are not hired, don’t give up, just keep looking, who knows what’s gonna happen - maybe the hiring mangers run into internal pressure. Be upbeat, stay cool, you'll get your dream job!
Hope this helps.