Editor’s Note: Welcome to our weekly Reality Check column where C-level executives and advisory firms from across the mobile industry share unique insights and experiences.
The telecom industry is experiencing exponential growth and showing no signs of slowing down. Strategic growth, however, can only take place when bolstered by a workforce with the right skills in the right roles. Attracting top talent has never been more important for telecom companies as they rely on their employees to navigate a crucial period of expansion while continuing to drive the business forward.
As a result, we are seeing an increasing number of telecom companies enlist the help of recruitment and talent management specialists to allow them to identify their business needs and give them a competitive edge in the talent market. Here are some top tips for telecom companies to make the most of the industry’s continued growth through effective talent hiring and management.
Make your brand appealing to graduates
It is no secret that universities possess a pool of potential future employees. As the economy takes an upward turn and companies increase hiring efforts to meet growth demands, telecom companies are making greater investments in college hiring. The space is now more competitive than ever with companies big and small battling it out to snap up the most promising talent.
As such, organizations must ensure their employer brand – the attributes and qualities that make an organization distinctive, promise a particular kind of employment experience and appeal to those who will thrive and perform best in its culture – is on point in order to resonate with, and ultimately attract, their desired audience. When targeting the college space the brand needs to not only engage engineers, but a whole host of graduates across fields such as marketing and finance. Having the right kind of dialogue early on with students is crucial to understanding the variety and depth of skills and interests they have to offer.
The key is to really invest time in the college space and come to understand graduates as the unique talent offerings that they are, rather than grouping them into discrete groups such as degree subject. It is the companies that go the extra mile to understand today’s college graduate that will succeed here, bringing aboard future leaders that will have a significant impact on the success of their business.
Champion change
With fast growth comes rapid change, which is exemplified by the number of acquisitions and mergers taking place in today’s telecom industry; this year’s Comcast-Time Warner deal is a prime example. What is too often overlooked, however, is the dramatic effect this has on the entire workforce of all the companies involved. When two companies unite they should strive to create what is known as a “Third Culture” – one that retains the positive qualities of both companies and filters out the elements that are not so necessary. Effective change management is crucial here and will only be a success in the hands of first-class leaders who inspire their workforce and make fast, effective business decisions in high-pressure situations.
When restructuring your organization in preparation for future growth, recognize that this will only come if executed with your workforce at the heart of each decision.
Don’t underestimate the emerging players
Similar to the technology space, telecommunications giants are being joined by a wealth of smaller emerging competitors. Many are experiencing accelerated growth and should not be underestimated in the war for talent. Graduates and younger candidates in particular can lean toward working for these types of startups in the belief that they’ll be able to secure a more responsible role with greater flexibility in one of these companies.
If big brands don’t want to lose out on ambitious and determined candidates they must clearly communicate the opportunities for progression within the company. Transparency in the recruitment process is key, allowing candidates to see how they can fit into a role within a company not just for the present, but for the future. Considering where each hire is likely to be in one, five or 10 years’ time, and giving them an actionable development plan to achieve it, will allow a business to differentiate themselves from the competition.
As we look forward to 2015 the telecom industry is in an exciting place and in the fortunate position of being able to plan its future with confidence. North America has one of the most able and diverse talent pool’s in the world and the organizations that will thrive are those that invest in the right hiring today in order to future-proof their tomorrow.
Courtney Cook is VP of strategic development for Futurestep North America. Instrumental in the design and execution of global talent acquisition strategies and solutions for Futurestep clients, Cook has over 20 years’ experience of working extensively with global organizations across multiple industries in talent acquisition and management. With a high degree of expertise in the telecommunications industry, a large part of Cook’s work includes advising major players, such as Cox Communications, to help them refine their talent strategies in line with plans for business growth.
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