Everyone wants LeBron, but there’s only one to go around. The good news is the role you’re looking to fill isn’t as specialized, but you still have to be realistic and clear about what you’re looking for and understand you might not get everything you want.
Needs and expectations can change as you move through a hiring process. A good recruiter gets this. They will have a good idea after a conversation of how far along you are, which could be a little different from how far along you think you are. There could be problems with the role you’re seeking to fill, it may no longer align well with the industry, and some thinking may need to go into your role structuring. Your recruiter should have a good understanding of current industry standards (which might have changed since you last were hiring for that role) as well as a better vision into the depth of telecom’s talent pool.
Set clear priorities with your recruiter before you start interviewing. Talk about experience, salary, personality fit, etc. and what sort of qualities you’ll trade for. Everyone should have a realistic view of how to negotiate the pie-in-the-sky perfect candidate with the realities of the market. All of the targets you set can and probably will move a little but they should be very clear, and the shift shouldn’t be massive. It’s no secret that success comes from being the best at adjusting to the market; the same holds true for your talent pipeline.
NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.