How To: Negotiate a Flexible Schedule During a Job Interview

by

Updated research shows that 55% of global businesses offer some capacity for remote work. Since the pandemic, workers have been redefining work/life balance and targeting opportunities with a flexible schedule. It has now become extremely important for companies to loosen the reins on what a typical employee’s work schedule and location look like. 

Remote work, hybrid schedules, increased and/or more relaxed PTO options, and unconventional working hours are just a few types of common flexible schedules job seekers are looking for in today’s job market. It’s critical for employers to cater to these common requests and present job opportunities as negotiable when it comes to a flexible schedule. Doing so will also grab the attention of those passive candidates who currently have an ideal flexible schedule, and aren’t looking elsewhere for fear of not having that same flexibility in a new role. For those looking to make a career move but will require an atypical schedule or work environment, we’ve laid out a few ground rules on how to tackle the discussion with your hiring manager. Read on for tips on how to sway the conversation in the right direction and negotiate a flexible schedule during the interview process.

Negotiate a Flexible Schedule - Make A Plan

Make a Plan:

The first step in the process is to map out a detailed plan to present to the company and/or hiring manager you’re interviewing with. Start by reflecting on your personal must-haves and differentiating between your nice-to-haves when it comes to the flexible schedule you want. Next, clearly map out how this flexible schedule would work logistically. Be prepared with an answer for all common situations or questions that may arise. When building your case, make sure to gather personal data and specific experiences to share. These will give real-life examples of how and why you’d be successful in this type of flexible schedule. Also, be sure to ask yourself if what you’re proposing makes or breaks whether you accept the role. If a flexible schedule is a “nice-to-have,” be sure you aren’t presenting it as an ultimatum. When drawing up your plan, be sure to compare your request to the insight you gather through past interview discussions. Then prepare for questions/concerns based on those findings. 

Negotiate a Flexible Schedule - Prepare to Compromise

Prepare to Compromise:

After you process what terms in your work schedule and expectations are must-haves and what are nice-to-haves, start preparing to compromise. In most negotiations, the end result will tend to include some sort of halfway point between both parties. Prepare for what you’re willing to give up so you don’t end up agreeing to terms you aren’t happy with. Though you’ll be hoping your ideal flexible schedule can be achieved, go into the conversation with a few revisions to the proposal in your back pocket. We suggest preparing at least two alternative options to present. These will be useful in case the initial ask is too far off from the company's standard routine/comfort zone. If the employer is skeptical, a great compromise strategy is to suggest an initial trial period. This helps set both parties at ease. It gives you the opportunity to prove your ability by showing how successful you can be working a flexible schedule. With this deal, the employer won’t feel any pressure to commit to a permanent change.

Assess the Situation

Assess the Situation

Your next step in preparation should be to assess the situation and evaluate who you're negotiating with. Does the company you’re applying for embrace forward-thinking principles that align with a flexible schedule? Or do they encourage the traditional 9 to 5 work schedule? When the floor opens up for you to ask questions, take advantage of diving deeper into this topic. Present strategic questions to be answered that will give you further insight into their working culture and outlook. Questions surrounding what the typical working day looks like, whether you will be given portable equipment/computer, if you’ll be required to access emails outside of the office, as well as what it’s like interacting with team members and cross-functional departments. These questions usually lead to insightful responses from the interviewer that you can dissect. 

Another topic that will help you gain further insight is asking about COVID-19 protocol. See how the company handled moving to a remote or flexible schedule. Ask how this may have changed their outlook on work, and the success it may have had for some departments. In most cases, the hiring manager’s facial expressions, tone, and body language will tell the whole story.

Negotiate a Flexible Schedule - Present the Discussion

Present the Discussion: 

Be absolutely sure to only present or mention the discussion around a flexible schedule after you receive an offer letter. This will ensure there is no animosity or negative inclinations when the employer is making their final hiring decision. When presenting your case, clearly map out what the options would look like. Ensure you're communicating your ask in a confident and positive way. Touch on how this flexible schedule will benefit them as an employer and as a company. This will help shift the focus from your personal needs. 

As mentioned before, this is the time to use tangible data. Prove how you’ll be successful in an unconventional working environment. With any negotiation, remember to stay practical, not emotional. Leave your ego at the door. Don’t let pushback or skepticism throw your confidence. Keep a level head throughout the discussion and continue working toward a result you’ll both be happy with. In closing, reassure your continued commitment to the company. Share your appreciation for the job offer, and excitement to be successful in the role. Afterward, consider sending a thank you note!  

Confirm the Consensus in Writing

Confirm the Consensus in Writing:

Though we’re sure companies will have the best intentions in mind, it is always important to get the discussion result in writing. You never know what kind of communication can get caught behind the scenes. It’s always best to cover your bases. A great way to do this is to kindly ask them to update the offer letter. Have them include the flexible schedule agreement you came to in your discussion. This protects both you and the company as it will include terms and conditions like initial trial periods and timelines. This will set expectations for progress reports down the line to discuss how it is going. This means no one will be caught off guard when the follow-up discussion is presented. Your manager will also stay diligent in monitoring how your flexible schedule is working throughout that trial time. 

The typical working environment of 9 to 5 in the office is quickly becoming a thing of the past. Though it is still possible for a company to reject the idea of working remotely or offering flexible hours. Be prepared for this outcome and, if it happens, don’t get discouraged. This is why mapping out your must-haves early on in the process is important. This will help everyone come to a decision that they’ll be confident in long term. If you’re unable to reach an agreement and a flexible schedule is on your must-have list, it’s most likely not a great fit overall. In the end, the most important thing is to trust your gut. Understand your needs when it comes to choosing your next employer. As always, reach out to Blue Signal for any further guidance on how to facilitate conversations with hiring managers and negotiate terms that are beneficial to both yourself and a potential employer.

Top 6 Progressive Business Reformations Due to COVID-19

by

Businesses have faced many obstacles during these trying times, as COVID-19 has forced companies to reevaluate their standard practices. Although challenging, companies have taken this opportunity in stride, implementing progressive reformations that are streamlining the new norm. This new wave in the fourth industrial revolution showcases how technology can be utilized to improve and adapt for business’ sake. As America 2.0 advances, these 6 key points will become typical business functions, proving that business can prevail and thrive. Here are the top areas where the most efficient optimization of business reformations are being implemented with lightning speed.

1. On Demand Critical Information

Now more than ever, access to information is easier and faster to obtain. Companies have secure networks and VPNs, enabling them to share and attain crucial information right at their fingertips. The days of unnecessary travel and delayed communication are over as everyone has instant access to data to make informed business, personal, and professional decisions. With many working from home, companies have made efforts to provide virtual materials in shared folders with ease - further improving communication and collaboration in the workplace. With the click of a button, on demand information is available anywhere in the world with a service or a signal.

2. Enhanced Virtual Culture and Benefits  

As more people get used to the benefits of working from home, businesses are implementing positive reformations involving health and wellness checks, virtual happy hours, and easier access to critical personnel. The rise of digital interactions has also brought an increase in team building activities for the remote workforce. Friendly competitions and consistent communication has alleviated some of the stressors involved in this change of office scenery. Virtually, company culture has improved as communities and companies come together to learn and spearhead change. In addition to better work culture, individuals are seeing an improved work life balance, electing to focus more on family by separating business from personal. 

3. Focus on Data Privacy

Security and privacy has already been at the forefront of leader’s minds. However, as things shift virutaly, we are seeing an increased push for cyber security, confidentiality, and data protection. With an increased necessity for technology, privacy will become an even bigger priority. Businesses have taken open- sourced software and optimized it, reducing data breaches and improving connectivity. In turn, security-minded professionals are coming together to develop solutions as Wi-Fi becomes faster, and remote working becomes more normalized.

4. Expedited Interview and Meeting Process

Interviews are not typically a speedy process, since it can be difficult to align calendars and objectives to ultimately find the perfect fit. Now, as things progress to rising digital communication, interviews that may have normally taken between 2-3 weeks have now been streamlined by remote processes. With today’s technology, the hiring process doesn’t have to require a huge time commitment as operations can be simplified with phone and video interviews. Businesses are transitioning to more remote working and hiring with virtual interviews that allow employers to gauge their presence and capabilities, online. Meetings are easier to schedule and have become more productive with these fast tracked businesses processes.

5. Virtual Hiring Process

Just as you are able to get a closer look at your candidate virtually, your candidate can closely examine their potential workplace through the same techniques. In addition to video and phone interviews, companies have begun to implement virtual facility tours, utilizing drones to create interactive video material. This innovative concept has been increased due to Coronavirus, however, it has proven to be an ingenious great way to integrate technology into the hiring process. Candidates can get an inside look into what their daily routine could look like, along with gaining a better idea of their potential workplace. This is easily achieved by using technology like GoPros and drones to record footage of company facilities, saving managers time by eliminating this part of the interview process - all while remaining safely socially-distanced. These tours also have the ability to expand further into cities, showing candidates what their personal lives could be like if relocation is required. The days of flying multiple candidates out for interviews only to end in  falloffs are over. With technology’s capabilities, you have the opportunity to better know your prospects and vice versa.

6. Refocused Marketing Efforts

Companies are rethinking their marketing strategies to create focused, dialed-in content that grabs attention. We have seen companies pivot overnight to deliver information that will help society understand the current market - describing what they have done, will do, or are doing to support others. COVID-covered emails and postings have flooded the market, offering relevant ideas and solutions to current industry problems. As companies adjust to this increased delivery of information, efforts are made to create branded marketing materials that help businesses stand out. America 2.0 will emphasize the creation of consistent messaging that allows consumers to quickly identify the brand, which in turn helps bring in more clientele. 

In business, change is inevitable. While these tough times are only temporary, these new norms that companies are adjusting to reflect the need for change and increased technology utilization. As candidates, employees, and working professionals, we have the ability to shape America 2.0 and its technology practices. These reformations we adjust to today will help us move toward a more streamlined and efficient model for businesses in the future.

Your 4-Step Guide to Adopting New Hires into Company Culture

by

As a hiring manager, you’ve done the hard part, going through endless levels of interviews to find the perfect candidate and now, it’s the start date. For a new hire, starting a new job can be exciting, overwhelming, and nerve wracking. Some people approach their new career with elation and confidence, ready to take on their responsibilities. However, some employees dread the first day - worried about the people they’ll meet, their supervisors’ management style and even where they will sit at lunch. Successfully integrating new hires into company culture is one of the most important hiring processes and can be a determining factor in your new hire’s career-span within the company.

Your new employee has already had a great first impression with their candidate hiring experience, now, it’s more crucial than ever to continue to impress  them with your company culture and keep that excitement and momentum going. Here’s a 4-step guide to the process of making new employees feel comfortable and part of the team from day 1.

New Employee Onboarding

 

1. Begin Onboarding Before the Official Start Date 

One way companies can introduce company culture to new hires is to start the process before they even arrive. When sending out materials to introduce them to the job, include internal materials that gives your new employee an inside look into the personality of the company. Take advantage of what is typically a to-the-point welcome letter to prepare your new hire for what they can expect on the first day in a fun and creative way. Providing them with a FAQ sheet, recommendations around the area, and a set first-day agenda can eliminate some of the worries and questions they may have upon arrival.

2. Create Fun Opportunities to Meet Fellow Coworkers

We’ve all played getting-to-know-you games as kids in school, and whether we liked them or not, they were undeniably effective at breaking the ice and encouraging interaction. Icebreakers and team facilitation activities are a great way to ease some of the tension your new hire may be feeling. Social media is also becoming a new and innovative way to create connections between employees. Help your employees merge into the company by encouraging them to follow company social media accounts, along with adding them to a private social network for your company. A private social network, such as a private Facebook group, allows employees to participate and feel active in conversations in a less formal setting. Ultimately, it comes down to implementing interactive opportunities to create a strong dynamic for your company culture.

3. Put Yourself in Their Shoes

Regardless of the amount of time your company has been established, company culture is something that is present from the very beginning. Unless you are the CEO or have been with the company from the ground up, chances are that you have had to go through the onboarding process as well once upon a time. It’s easy to forget the impressions and questions you had on your first day, but it’s critical to put yourself into their shoes and make them feel as comfortable and supported as possible. Remember, as a new employee, questions will be asked and mistakes will be made; these are expected and should be looked upon as a learning experience for both the new employee and manager. Putting in effort to realize that you were in the same position at some point in time allows a certain level of respect and rapport to be built.

4. Follow up

The number one place where companies fall short in the onboarding process is following up with your new hire to ensure they are understanding and enjoying their work. One of the easiest ways to guarantee long-term employment is to onboard them correctly and not let employees fall off your radar. According to the 2018 Recruiter Nation Survey from Jobvite, 39% of talent professionals dedicate between 1-3 business days to onboarding. Although it may involve increased efforts from larger companies, onboarding should be a priority and last weeks or even months as necessary. In addition to habitually checking up on your new hire, a simple follow up email is a valuable way to gain feedback and opens up an honest communication forum between all levels of authority.

Some of the biggest onboarding challenges are inconsistent applications, manager accountability and competing priorities. Adapting a new employee to the company culture and ensuring their success needs to be a priority to guarantee a positive experience. Keep in mind, helping your new hire fit into company culture can be simplified with these 4 easy steps: begin onboarding before the start date, create fun opportunities to meet coworkers, put yourself in their shoes, and follow up. 

We Are Here to Help

Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your onboarding process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry.

 

Ready for a free hiring consultation?

Contact us today on ways we can help your organization.

(480) 939-3200

The Importance of Candidate Experience

by

With the job market being at an all-time high, and unemployment at record lows, companies are in dire need for top talent. This is creating more competition among employers and as a result it is fostering a more particular candidate pool. Candidate experience plays a huge factor for a company’s hiring processes with more than 82% of job seekers saying that it is an important factor in their decision.

So, why is candidate experience so important to job seekers? Well, not only is it a reflection of employers, it also affects their brand and the culture that they have built. Recently, CareerBuilder conducted research on candidate experience and it revealed that “68% of candidates think the way they are treated in the hiring process reflects how the company treats its employees.”

There are many ways that employers can improve candidate experience, but the most important way is by setting clear expectations, having a clear and responsive process, maintaining a good impression, and simplifying the hiring process.

 1. Set Clear Expectations

Candidates need to be intrigued by a job description and the company in order to apply. It sounds simple, but it comes down to how you market the job. It’s important for employers to set clear guidelines on what type of candidate they’re looking for, and what background they need to have. The Namely Blog stated that “an HRDive report found that 73% of hiring managers say they provide clear job descriptions, while only 36% of candidates agree.” Having a clear and accurate explanation of the overall job responsibilities, requirements, benefits, perks or incentives, and even compensation details are important. Although some employers may not disclose compensation during the hiring process, be sure to discuss that at some point - particularly early on.

2. Have a Clear and Responsive Process

Throughout the hiring process it is important to keep candidates in the loop on what is going on. Interested in taking next steps? Let them know! Not interested in speaking further with them? Let them know! According to Workable, “75% of candidates never hear back from a company after sending in an application and 60% of candidates say they’ve gone for interviews and never heard back from the company.” This eventually leads to a bad reputation considering that “22% of candidates will tell others not to apply to the company.” So, it’s crucial to be transparent and responsive to not only maintain a good reputation, but to improve the overall candidate experience.

Candidate Experience Stats

3. Simplify and Speed Up the Hiring Process

Some hiring processes can be tedious and take a lot of time. Candidates are usually unsure of what to expect so a simple, fast and clear approach is the way to go. Hiring new talent can be time consuming and costly for companies. The Society for Human Resource Management states that, “companies reported spending nearly $4,500 per hire–not including the cost of lost time and productivity while the position sits open.” It’s important to be efficient and simplify the process - not only for the company, but for the candidate. The hiring process is ultimately a candidate’s first impression, so be sure to stand out.

4. Maintain a Good Reputation 

We’re in a social media driven era and people can find positive or negative reviews on a company with a simple click. A candidate’s experience is especially crucial for the people companies don’t end up hiring. According to a LinkedIn survey, “83% of candidates said a negative interview experience can change their mind about a role or company they once liked.” Providing a good experience can maintain a good impression and it is important for organizations to consistently build a positive reputation as a great place to work. Candidate experience goes hand in hand with company culture, and research states that 95% of recruiters say that it has an impact on employer branding. Recruiters connect with candidates daily, so they have a full understanding of companies hiring processes and have dealt with both good and bad experiences. It is crucial to listen to what people are saying, and most importantly take their feedback into consideration in order to maintain a good reputation.

recruiter graphic

There are many ways employers can enhance candidate experience and improve the current processes in place. Learn what needs to be improved on and listen to what candidates have to say - whether it’s positive or negative. Feedback is important and can be a great resource. Even doing a simple Google search or browsing Glassdoor can give employers clarity on what people really think about them. Remember that setting clear expectations, having a clear and responsive process, maintaining a good impression, and simplifying the hiring process is a great way to improve a candidate’s experience.

We Are Here to Help

Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your hiring process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry. Contact us today on ways we can help your organization. (480) 939-3200

Top 5 Reasons Employers Should Partner with Recruiters

by

The problem with today’s job market is not the lack of open jobs, but lack of available talent. The Bureau of Labor Statistics reported that January closed with 6.9 million job openings. As the talent pool is shrinking, businesses are having a difficult time finding qualified, high caliber talent to fill lucrative roles. With this shortage, businesses are turning to recruiting firms for help. Recruiters are focused on finding the best candidates and can provide several benefits to a job fill. Recruiters ultimately save time, increase productivity and efficiency, have the ability to access passive talent, are fully transparent, and understand how to market companies.

1. Time Savings

An average hiring manager may only be able to set aside 1 to 2 hours a day to review resumes. Recruiters, on the other hand, devote their entire 9 to 5 – and then some – to comb through candidate skills, backgrounds, evaluate market trends, and ultimately build long lasting professional relationships. They have pipelines to build from, along with a readily accessible network to quickly find qualified candidates. Recruiters are dedicated to building relationships with industry leaders and market experts and offer unparalleled access to market conditions when it comes to salary negotiation. This cuts out the bargaining and guessing games and takes clients right to the numbers and hard skills. Recruiters have the confidential “in” on who is looking to make a move. Filling a position can be time consuming, but recruiters are willing to do what it takes to find the perfect candidate.

2. Increased Productivity & Efficiency

Talent acquisition and HR departments typically have many job openings to work on simultaneously, often nationwide. Utilizing a recruiting firm will alleviate the stress in filling time sensitive positions while saving companies money. NPA World Wide stated that companies on average are losing more than $18,000 per month while a position remains open. If you consider that profitable companies’ employees generate 3 to 5 times their annual salary in value, a position at $70,000 could be throwing $29,000 out the window in just a month! This adds up, and 60% of employers admit to being very concerned with the cost of unfilled positions. In this case, time may very well be money. Businesses can’t afford to lose this time.

These numbers don’t even consider the on-the-clock time that a hiring manager may be using in the talent search. It’s typical for employers to sort through submitted job applications for openings and reach out to potential candidates themselves. However, in the hiring process, the average job opening attracts 250 resumes. What hiring manager has the time of day to sort through 250 resumes? How much productivity is a company losing over posting jobs themselves, and having their head sales management or engineering director read CVs? Blue Signal recruiters take the time to submit candidates with the right background, skill set, and experience employers are specifically looking for, without wasting anyone’s time.

3. Ability to Access Passive Talent

According to LinkedIn, 70% of the global workforce is made up of professionals who aren’t actively job searching and 87% of the passive talent are open to new opportunities. This means the ideal fit is likely in a job today.

How does a company have an appropriate, confidential way to approach these happily employed candidates?

A third-party recruiter!

Through training, knowledge, and expertise, recruiters have access to top talent that businesses cannot find on their own – whether a candidate is actively looking or not. Blue Signal recruiters have their own talent pools to draw from and act as a bridge to connect with otherwise inaccessible talent. Our recruiters can devote industry leading teams to fill high priority roles fast. Through extensive sourcing and research, a list of highly qualified candidates in the industry can be found instantaneously. Keep in mind, the best candidates are usually off the market within 10 days, so when a recruiter finds a candidate with the perfect experience and skill set, it’s important to interview fast.

4. Full Transparency

Studies show that 66% of candidates believe interactions with employees are the best way to get insight into a company. Rather than have them skim your Glassdoor reviews (which can be incomplete and biased), let recruiters get the inside scoop right from the source. When trying to fill a position, recruiters provide all the essential information to their candidates. It’s important to be transparent and inform candidates about the opportunity they are looking to pursue. Blue Signal recruiters set themselves apart by providing detailed job descriptions, company history, culture, financial statistics, and even leadership within the company to help ensure the candidate is a cultural match as well as a talent match. Providing this information helps the candidate through the entire process and if selected for an interview, they will already have the information they need at hand.

Along with being fully transparent, recruiters are a partner throughout the entire hiring process. Beginning with submitting a candidate, to scheduling an interview, and being offered the position, a recruiter’s work is far from done when an offer letter is signed. They continue to check in with the candidate to ensure a successful hire was made – both for themselves and the company.

5. Understanding of How to Market Companies

According to LinkedIn, the #1 reason candidates change jobs is career opportunity, followed by company culture and growth. Blue Signal takes pride in only partnering with companies that value their employees by offering great culture and career growth opportunities. Recruiters know what candidates are looking for by staying in communication, building a relationship and being transparent throughout the process. They have the inside scoop and go the extra mile to sell a candidate.

Once you partner with Blue Signal, our recruiters use many resources to locate your ideal hire. This includes our sales team, marketing team, internal database, and extensive referral network. Before reaching out to candidates, our recruiters conduct their own research about the company and the job itself in order to describe the opportunity best. They are able to draw from Blue Signal’s values and strong history of success to best market the position to stand out from the competition. This is good news for the right company, too! That means that they want to grow alongside the organization just as much as the organization wants to utilize their skills to grow themselves.

Blue Signal is here to help.

There are hundreds of recruiting firms to choose from, but Blue Signal operates the most efficient and effective way. Our recruiters are dedicated to finding the high caliber talent your organization wants and needs and specializes in placing candidates within your industry. Through our extensive search process, we can provide top talent candidates. Contact us today for a free consultation. (480) 939-3200

The Changing DAS Space and the Looming Skills Gap

by

The Distributed Antenna Systems (DAS) market has made important gains in the past several years. The United States is the world leader in 4G technology (with 5G in the works), and exploding growth in wireless broadband coverage has led to a big rise in network infrastructure.

 

The Changing DAS Landscape & Forecast

In-building wireless applications are one of the most important areas of DAS market growth. Tier 1 demand has dropped (this includes stadiums, large office buildings, urban mass transit systems, and other large venues). Tier 2 demand (mid-size venues) will grow steadily over the next five years as retailers and medium office buildings invest in DAS and small cell technology. This growth is due to a high demand for coverage that is never interrupted. Network outages are more expensive than ever, and consumers demand continuous access to data and a good phone signal.

Will DAS/small cells replace macro cells? Not likely—they require 10 times the number of sites to cover the same area as a macrocellular site. Instead, they are a new facet of the new heterogeneous network infrastructure model.

Intense market demand has flooded the industry with small solutions firms hoping to make it big. In the next few years, we can expect this high-innovation environment to stabilize and thin out as the strongest players begin to dominate the space, acquiring and driving out smaller firms as they grow.

 

The DAS Skills Gap

According to the Bureau of Labor Statistics, the number of jobs in the telecom industry has fallen dramatically since 2006, but this statistic does not give the full picture of today’s telecom labor market. The telecom industry experienced a bubble in the 1990s as cell phones gained popularity. Although the total number of jobs has fallen, there is a growing skills gap in technical industries, including the telecom and RF/DAS space.

The economy as a whole is facing one of the biggest skills gaps since the government began collecting data. This also applies to the telecom industry. Companies report major labor shortages within three major areas: technology experts, engineers, and field technicians. Even worse, the Baby Boomers, who dominate positions in senior management, are retiring in large numbers. They leave behind no good source of talent to replace them. This is a good reason to start succession planning early.

Although the millennial generation is one of the most educated workforces in history, telecom companies cite lack of technical experience as one of the biggest hiring challenges they are currently facing. The economy is experiencing high levels of educated workers being unable to find employment, despite the huge demand for skilled labor.

BLS Statistics - DAS and Telecom Employment

After the 1990s telecom bubble burst in 2000, there was a sharp drop-off in telecom employment. But competition is still intense for top talent, like engineers and technology experts.

How to Secure DAS Talent

Large enterprises are scrambling to implement training programs to grow the next generation of talent. This is the best approach for a long-term plan, but many companies need to capitalize on DAS market demand now. It takes years to train up new recruits.

This “land grab” phase has led to an industry-wide war for talent, which makes it difficult for DAS-focused SMB telecom firms to attract and retain top talent. For these companies, investing in a comprehensive training program is dangerous—it means falling behind the growth curve. Instead, invest in a relationship with a trusted recruiting firm who knows the telecom and wireless space well. In a high-demand, employee-driven market, sourcing and attracting talent is a full-time job. The cost of a bad hire can cripple an entire project during a critical time.

 

If your company is invested in DAS and small cell projects, contact us for a free comprehensive analysis of your talent sourcing strategy for the next 2 to 5 years. Get in touch with us at [email protected], or at (480) 939-3200.