1. Find a recruiter Who Understands Telecom.
It’s really important your recruiter understands the biz. It takes a long time to get all the ins and outs of telecom. This needs to be there if you want to realize the most value from a recruiter. Telecom is changing and you want to assemble a crew that’s heading in the right direction. You shouldn’t have to explain the nuances of telecom, your recruiter has to simply get it.
2. Be Specific about Your Office’s Culture.
OK, so you have a foosball table in the cafe, but do people actually play it? Where do people gather and talk? Do people gather and talk or do they chat? Are there clubs employees join? What sort of behaviors or qualities seem to stand out as winning ones at your office?
3. Talk about the Position’s History.
Does the position you’re looking to fill have a high attrition rate? If so there could be a structural issue that you need to address. This may sound like a lot of work, but you can’t afford a poisonous work environment, and a position that runs through people makes your office prone.
4. Be Open-Minded about Fit.
No, this doesn’t mean lower your standards. It means once you’re fairly comfortable with a recruiter, trust their judgment about what can work and ways to adapt to market conditions. They should have a broader view of what’s worked for other Telecom companies. This is another area where you get a lot of value from your recruiter.
5. Think Long-Term.
It’s important that both you and your recruiter see placements not as end goals but as opportunities to build the relationship.
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.