On Openness with your Employees

posted by NextGen'rs |

Retaining Top Talent: Transparency

Retaining top talent in a competitive industry can be a challenge for senior management. Yet, its importance cannot be overstated. Loss of employees affects customer satisfaction, coworker satisfaction, sales and overall reflects poorly on the health of your company. Further, the loss of knowledge, training expenses and the affect on your succession planning adds to the cost of failing to retain key employees. Transparency in your organization leads to keeping the best employees happy and lowers turnover.

Your best employees want to know what’s going on and how their contributions are affecting your business. They want to feel part of your organization and that they are contributing to something valuable. One way to foster this sense of value to is to adopt a position of transparency within your organization.

While there are certainly topics you cannot readily discuss with your employees, you should be transparent about the company’s performance to the extent that you can. While you might not be in a position to discuss specific financial numbers, you can talk about results and goals. For example, if you are in the microchip industry, talk about your research and development successes. Or, things like year over year growth on how many microchips you shipped, new additions to the microchip line and new customers you’ve acquired. These are all topics you can discuss to give the team a sense of belonging.

When you are transparent with your team, share your goals, successes and, yes, even your failures, you foster a stronger sense of belonging. And, that sense of belonging to something greater will help your employees make you the best meat packer in the business.

About NextGen

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.

How We Hire at NextGen

posted by NextGen'rs |

We look at the Social Fit

Finding employees with the right skill set and expertise is incredibly important to the success of your business. It’s equally important to find employees that mesh with your company’s culture. All new hires should buy into the values, beliefs and behaviors that make up your culture. At NextGen, part of our culture is creating an atmosphere where everyone gets along and has fun. We call this a good social fit.

When we started NextGen, we set out to do something different in the telecom recruiting industry by reducing the turnover typical of other firms. We knew that strong social interactions and not just incentives created a fun place to work where people wanted to stay.

That’s why we interview for the social side. Getting a look at an applicant’s behaviour in a social setting lets us know how they’ll fit with the rest of the team. At the end of the day, social fit is one of our values, and it’s important to hire for your values, not just on skill-set or abilities.

About NextGen

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.

Why That New Hire Doesn’t Fit

posted by NextGen'rs |

You’ve been through the entire process to fill an open job spending 3 months reviewing hundreds of applications and conducting multiple interviews. You have found a good fit, made an offer and he’s accepted. Then, 3 months into it, it’s just not working out. The most promising potential employee who was perfect on paper with the right qualifications and experience did not work out. You can’t understand why because he had great interview skills and nailed every question thrown his way. Somewhere, the hiring process failed you. Most likely, it’s your interview process and the questions you asked.

The traditional interview process is easily gamed and weighted towards the applicant with the best interview skills, not the best candidate. In part because our subconscious puts weight on first appearances significantly affecting our choices. Research on the subject, including a famous experiment conducted by Nalin Ambady and Robert Rosenthal of Harvard in 1992, show that when we are exposed to 10 second clips of an interview we hold roughly the same opinion of the interview subject as the actual interviewer. These findings strongly suggest that we go by first appearances and that the additional information we gain in an extended interview almost doesn’t matter.

First impressions are important and there are many books covering the topic of trusting our first impressions. But, you still need to know if a candidate will be a good cultural fit within your company and not just good at the interview. One way to gain a better understanding of the applicant is to ask so called “wacky” or “oddball” interview questions. By going outside the typical job interview chit-chat you can get a sense of how applicants think or would respond in certain situations. Google has a multitude of famous examples. And, recently, many other companies have followed suit.

But don’t just ask those oddball questions to be clever. Make sure the question is in some way relevant to your company, what you do or what you’re looking for. JPMorgan Chase asks applicants how they would evaluate pi. (It’s thought to be instructive to see how many digits the candidate can recite.) Keep in mind that none of your oddball questions have right answers. The point is to help you understand how people react and think. But the questions should be rooted in your goals. If you ask an applicant how they would reengineer the traditional souffle, make sure that you’re looking for a food scientist and not an accounts payable coordinator.

Lastly, you should not completely ditch the list of traditional interview questions. It’s still important to hire someone with the right qualifications who presents well, shows initiative and demonstrates leadership. But, if they don’t fit culturally then they just don’t fit. Getting the applicant outside of their comfort zone with unexpected interview questions can help lead to hiring successes.

About NextGen

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.

How to Find the Best Talent

posted by NextGen'rs |

It’s important to staff your company with the best employees. People who are top in their fields and add value to your company by getting things done fast and right. You want experts that can surprise you with solutions you never thought possible. True collaborators that beat your expectations consistently. But where do you find these great employees?

Generally if you post a classified ad you’ll have all kinds of job seekers and a stack of resumes to sort through. While you are careful to post a thorough and targeted job listing, you inevitably end up with many unqualified candidates because most people don’t take the time to read.

Most job seekers spend less than 60 seconds reading a job posting according to a survey conducted by TheLadders. That’s less than a minute for them to determine if they are a good fit for your company. That’s typically why you end up looking at a bunch of resumes that don’t fit your needs.

While posting a job classified is important and even required, there are better ways to find that rockstar employee. Because, that rockstar typically isn’t looking for a new job. In the recruiting business we refer to top talent who are not currently looking for employment as “passive candidates”.

But, finding these passive candidates is not easy. For starters, know what you want by making a list of the criteria you want in a top employee. Then, you can use social media to find these rockstars. A little bit of pride goes with being the best, and you’ll find the best posting about their accomplishments and achievements. Linkedin is another great resource as are Linkedin groups. Also, get out there and meet people. You will find that networking events are a great place to meet people even if they are not looking for a job. Word of mouth can go a long way, too. Ask colleagues, friends and anyone you know. Lastly, you will have to work hard to maintain a relationship with these hot shots so that when they are looking, you come to mind first.

It generally takes a lot of time and effort to find these passive candidates, but the payoff is worth it. That’s why at NextGen, we take the time to seek out the best passive candidates, and build relationships with them so we can find the best fit for you.

About NextGen

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.

Do You Really Love Your Job?

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Here are 5 Habits of People Who Really Really Do

According to a recent study, nearly 7 out of 10 American employees say they feel disengaged from their work. Dr. Shane Lopez, one of the world’s leading experts in the science of hope, is now studying people who love their jobs in order to learn what they do differently. Here are the key things:

Think about the future.

Engaged employees tend to keep mindful of their long-term goals. Avoiding quick fixes and aligning their jobs with their larger ambitions.

Trust their gut.

People who love their jobs surround themselves with caring co-workers and trust their instincts about who those people are. This means you’re not engineering connections with people you don’t really like or can’t trust because they have a fancy title. It’s more important to surround yourself with people you actually care about and share interests with.

Play to their strengths.

Regardless of what your job description says, you can focus on incorporating your strengths at work. Know what you’re good at, and delegate the stuff you’re not to someone who is.

Job craft.

People’s careers tend to have permutations. They start out in purchasing but realize they’re really good at developing client relationships, so they move their job to that role. Engagement comes from ownership, and the more you can shape your role, the more engaged you’re likely to be.

Boss shop.

While not everyone has the ability to look for a new boss, people who love their jobs have shifted schedules, offices, and/or teams within an organization to find a boss who will get the most out of them.

It sounds kind of simple really, but it’s not. You have to make your own happiness and it might take some nudging, but it’s worth a shot to try these habits out. For a month or a quarter or whatever. See what happens. Your happiness is worth it.

About NextGen

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.

More Recruiters Just Means More

posted by NextGen'rs |

As a hiring manager, you’re probably seeing 250 resumes on average for each of your corporate job openings
according to Dr. John Sullivan of ere.com. You need to find those gems in the stack, but it’s frustrating getting overwhelmed with the wrong types of candidates. To manage the mountain of resumes, you rely on your ATS to weed out applicants that aren’t even remotely qualified. Then, you spend 6 seconds scanning the ones the program flagged as potentials. You might also have a few that are employee referrals. Lastly, you’ve got the recruiters.

The job of a recruiting firm is to screen potential applicants for your job and only bring you relevant candidates. While you know recruiting can be treated like a numbers game, you also assume that your recruiters would only send you qualified candidates. Why would they waste your time otherwise? It stands to reason then that working with 10 or more recruiting agencies is going to increase your chances exponentially of finding highly qualified and motivated workers.

Yet, with more recruiters to screen for the best, you’re still drowning in applicants. Because most recruiters do treat it like a numbers game. They think the more candidates they throw at a job opening, the better their chances of getting one to stick. That approach and attitude only adds to the mountain and your frustration.

There’s An Easy Solution.

The easiest solution is to work with one top recruiting firm and develop a relationship with them.

Top recruiters want a long term relationship with you and work hard to earn your trust. They strive to understand your industry, your organization and your needs. Their goal is to get you the best talent by finding the right candidate for you, not a bunch of maybes. The best recruiters are exhaustive and won’t rest until the job is filled. Then, they’ll keep in touch with you and your employee to make sure it’s all working out.

About NextGen

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.

How to Get Paid For Contract Work in 4 Easy Steps

posted by NextGen'rs |

As a contract worker in the Telecom industry getting paid accurately and on time can be a challenge. So we put together this handy infographic that we think might help.

ng_blog image 4

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience 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.

Finding The Best Staffing Agency For Your Company

posted by NextGen'rs |

Finding the right professional staffing firm can be as challenging as finding the right employee. According to the most recent census data there are over 22,400 temporary help and permanent placement firms in the US making it difficult to choose the right one. How do you find the best staffing agency? You could read some of the “how to hire a staffing firm” advice articles on the web. Or, you could follow this simple four step process and one piece of advice that’s probably the single most important tip you’ll hear.

Step 1 – Search Online

A quick search online for the best staffing agencies will net you a list for starters. You can drill down into that list by using keywords tied to your industry or geography.

Step 2 – Ask Your Colleagues

Many of your colleagues, both inside your firm and outside, probably have some experience working with staffing firms. As it is with finding any vendors, recommendations come in handy.

Step 3 – Eliminate the Inexperienced

Staffing firms without experience in your industry will waste your time.

Step 4 – Interview Your Selects

With your shortlist in hand be sure you interview the staffing firms. Check out this article from trainingmag.com for a run down of questions to ask.

The Single Most Important Tip

Talk to any current contract workers that you know. Many of your current contract employees have probably worked for multiple agencies and can provide keen insight into how these firms operate. Ask them which recruiters treat them well, listen to their concerns and respond thoughtfully. You can learn a lot about a staffing company by how it treats its candidates.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience 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.

Stand Out when Applying For a Job

posted by NextGen'rs |

When you apply for a job most hiring managers will check certain boxes, such as “skill set”, “expertise” and “years of experience”, before they even consider you for the position. Meeting this basic criteria might be enough to get you in the door but it’s not enough to get you considered. To get to the next level in the hiring process, you’ll need to highlight your special talents. Present these well and the hiring manager will put you on the consideration list instead of the other guy.

But, how do you identify your special talents? How do you know which ones are important? How do you talk about them?

Work With a Top Recruiter.

A top recruiter will help you identify and communicate your special talents across your resume, social media profiles and during interviews.

The best recruiters talk with hiring managers often and know what they look for in a candidate.They also take the time to get to know you, your skill set, work history and special talents. They have the industry expertise and experience to understand which of your special talents are important, how to best communicate them and ultimately help you stand out. Their expert advice is invaluable.

Work Skills and Job Experience Are Good. Standing Out is Better.

In a crowded job market filled with many qualified candidates it’s important to stand out. That’s why you need to work with a top recruiter. Give your recruiter a call today and listen to their advice. They will help you highlight and communicate your special talents so hiring managers takes notice. It could mean the difference between getting the job and getting passed over.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience 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.