1. Timely Feedback is Key.
We can take the bad news. Honestly, we can. We’re in much better position when we know where things stand and know more about what you’re looking for. We understand it’s a call you’re probably not excited to make, but it really helps us a lot.
2. The Better the Feedback, the Better We Know How to Help.
We understand you’re a forward-moving company that doesn’t want to dwell on the negatives, but the more you can articulate about what didn’t work with a certain candidate, the better we’ll be at finding your perfect candidate.
3. Keep Things Moving (with the Interview Process).
Good candidates aren’t going to be available for long. You want to be careful, but you also want to be decisive. There’s a balance, but you’re never going to get the good candidates if your process sweats them out.
4. Offer a Competitive Salary.
Good candidates will look for more than money, but the money still needs to be there. If you’re not competitive in your offer then you won’t be in the running with good candidates.
5. Assume Competition for Every Good Candidate.
Again, know that timing is critical. Give yourself time to make a good decision, but know you’re competing for good talent and the longer you wait the less chance you have of getting what you want.
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.