1. Clarify Your Needs Against Common Roles and Structures.
You know you need resources, manpower! but maybe you’re not sure exactly what to ask for. An understanding of common job structures and roles in your industry is an expertise you should expect from a good recruiter. You don’t want to grab a screwdriver when you really need a hammer. And that is the last time we will use hand tools as metaphors for people.
2. Define Market Value.
Your recruiter should be able to let you know exactly how far your dollar will go in terms of talent and career stage. Realistic expectations can be set with your options clearly delineated.
3. What Sort of Things Prick a Good Candidate’s Ears.
Good candidates will want to move their skills into high-demand roles. Your recruiter will know what people are looking to get involved with and help you allure the right talent.
4. Manage the Process.
From interviewing to hiring, your recruiter can keep everything on path. It’s probably not a process that’s everyday for you. Maybe you enjoy doing this sort of thing, but most likely you don’t.
5. Deeper Understanding of What Works Culturally.
There’s a reason why we never use hand tools as metaphors for humans with the exception of #1, which, as we’ve explained will never happen again. Because people are complicated. They have this need for happiness. And context is crucial. Expect your recruiter to come armed with intangibles like an ability to place people in the types of environments they can succeed in. Trust us, it’s important.
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.