Hiring Trends 2016

posted by NextGen'rs |

According to a Harris poll, courtesy of Glassdoor, 45% of people say they are currently job searching or plan to search for a job this year. It’s hard to say why that number is so high. It’s possible that as the unemployment rate has rebounded to pre-recession levels people aren’t as content to stick with a job simply because it pays the bills. With demand for skilled labor growing, workers are more confident that they can get more out of their job. For employers this means a few things and they are likely reflected in the trends we’re seeing.

Benefits and perks gain in importance.

While compensation is still the main trigger, people are taking a closer look at things like health benefits, 401(k) programs and profit sharing. If you’re a small to medium size company, you should expect this to be a major theater of war with your competitors. If you’re a large company, it’ll be almost expected that you provide better benefits.

Equal Pay Matters.

Throughout the interview process candidates are going to be concerned about compensation practices and how up-to-date your company’s are. People want equal pay policies, and there’s no reason you shouldn’t oblige them.

Job seekers will do more research.

You can expect applicants to know more about you, including how you look and what your interests are! Yes, they will go on LinkedIn and learn about you. This is a good thing if your company does a good job of using things like social media to bolster its recruiting and human resources efforts.

Transparency.

Like equal pay, this is seen as sort of barometer for how forward-thinking your company is. Anything that seems opaque at your company is a red flag to really smart applicants.

Going mobile.

Yes those millennials everyone seems to be after will only see you if you fit on their phone. The big change here is that smartphone use hasn’t just grown, it’s becoming exclusive and phasing out the platforms in important ways.

It looks to be a big year for job seekers, and employers should pay attention and get their policies up to date to meet the new expectations. The good news is this is something you should be doing anyway. In other words, you shouldn’t have to make a business case for being more transparent, but you may need to investigate ways you can be perceived as being opaque.

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.

Let’s Talk Talent Retention

posted by NextGen'rs |

4.6 Years

According to the Bureau of Labor Statistics, that’s the average time an employee stays with a company. It shouldn’t be surprising that the number has been falling for years. What it means to your company depends on the value you bring to your clients. If it comes from very specific skills and you can’t really just plug and play talent into spots, then you need to keep your people as long as you can.

On the other hand, if your learning curve isn’t quite as steep, there are other considerations like satisfaction. In all cases, you want to keep your employees happy, as happy employees work harder. Studies have shown happy workers are 12% more productive and take less sick days than employees who are unhappy or disengaged.

Happy Employees Stick Around

Friendly with Benefits.

Most small business owners feel that offering insurance to their employees is impossible, but options like premium reimbursement arrangements can help you stay competitive.

Try a Mix.

Recognition programs, flex time, and social media shout-outs can have a large impact.
Consider Telecommuting. Employees typically report higher happiness levels when they are able to work from home. They get to skip the commute and you save on rent. It’s a win-win!

Perform Exit Interviews.

It is important for you to understand why your employees are jumping ship. Encourage them to be honest and to write their thoughts down. This will help you find patterns over time.

The most important thing is to come up with some sort of strategy. Don’t avoid the issue because it seems too difficult. Every effort counts when it comes to how your employees perceive what you’re doing to show you appreciate them. Competition for talent is going to heat up, and it’s going to get intense, especially in tech. You have the data, now it’s time to strategize and deploy.

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.

Former Employees Don’t Have to be Frenemies, They’re Better as Friends

posted by NextGen'rs |

In a former life maybe that employee who left your company was dead to you the moment they resigned. Their whole existence symbolized a rebuke of the awesome company you love, but in reality it’s probably more complicated than that, and it’s probably best to resist the urge to turn it into an us vs. them situation. And with the growing trend of the boomerang employee, maybe it’s best not to burn bridges? There are so many reasons why a company and an employee might not work out at a certain period of time. Everyone realizes that. But if that’s not enough, here are more reasons to keep positive vibes flowing with your formers.

1. Brand Loyalty.

Your former employee will remain a loyal customer unless you give him or her a reason not to. And this former employee is going to be asked by others about your company. How do you want them to remember you? What’s their takeaway if you take the long view and wish the best for everyone?

2. Boomerang.

As a trend it’s off the charts. So many employees are going back to former employers and why not? It’s best for both parties. You get to hire someone on without much of a learning curve. Do you realize how much that will save you?

The Take this job and shove it mentality is a dated one. People leave their jobs for more different reasons now. When an employee leaves, he or she typically wants the best outcome for everyone. And if that’s not the case, people will sense that and realize they’re being petty. So as a former employer, there’s no reason not to nurture that relationship into the future and continue to respect that person for the same reasons you hired them in the first place.

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.

Finding the Right Employee Starts with a Title

posted by NextGen'rs |

Happiness optimizer. Who doesn’t want to have that title? It’s so much nicer than say Senior Wet Blanket. But is it going to get you the right talent? Well maybe, but the competition for talent is ratcheting up and your strategy needs to move with it. Here are some key things to think about as you search for your next rock star courtesy of Smart Company.

1. Make the title searchable

Your job is going to be advertised on a variety of job boards and websites and when candidates are job hunting, they’ll often search specific keywords relevant to the job they want. Take the time to look at which roles often appear at the top of the results pages and the keywords they use. Ask your existing employees what they search when looking for similar jobs. You’ll find they’re never searching buzzwords like “sales ninja” but looking for traditional role titles such as “sales associate”.

2. Brainstorm what candidates want

Begin your process by coming back to the question: “Who am I trying to attract?” If you require someone with over seven years experience it will warrant the term “senior” in the title. Similarly, if you want an entry-level candidate consider using terms such as “graduate” in your job title as they are the terms candidates will search. Always think about the same question – who you want to attract- and determine what words mirror the capabilities of your ideal candidates.

3. Competitor comparison

Businesses compete with both direct and indirect competitors for the same top talent. It’s a good idea to search job boards and social media to find out what your competitors are naming similar positions. If you have been using the title “marketing copywriter” but your competitor has an ad for a “digital content specialist”, you might consider broadening your search terms to attract a larger candidate pool.

4. Test different titles and be open to change

Even if you spend enough time workshopping your job title it’s important not to be married to any single title. Ensure you test the title and remain open to changes. If you’re not getting the hits you need, try an amended title. It’s more than okay to have the same job ad out with different role titles. This allows you to capture a diverse candidate pool and determine which search terms work the best.

5. Ensure your titles are appropriate and honest

Finally, it’s very important to make sure your job title isn’t misleading. Don’t advertise a “senior” role if you only have a junior salary available. If your job titles suggest one thing and the job description says another you’ll get a disconnect with candidates and only hurt your chances of hiring top talent.

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 This on Your Resume

posted by NextGen'rs |

We’ve talked about how it’s best to get rid of the Objective and remove your physical address from the top, well now we have a nice thing to put in its place: an Overview! You’ve probably heard before about hiring managers being ridiculously busy and that you have to do everything to get them to the information that says Hire Me as quickly as possible. Resumes contain blocks of content and a lot of opportunity lies in filling in those in-between spaces with connectors that tell your story. So let’s get back to the Overview.

Overview

At the top of your resume, put a brief description of who you are and maybe any awards you’ve won. Think of it as a teaser that gets them to read more about you. It should be a quick hit of your bio that could really set you apart.

Results

Rather than describing or (even worse) listing your previous responsibilities, your resume should showcase what you’ve accomplished. It’s best if you can make this quantifiable, but it’s understandable if that’s not always possible. Data now drives people to make decisions more than anecdote.

Transitions

At an interview you’re likely going to flesh out how you moved from one job to the next. You’ll create the larger narrative, but why not move this to the resume? In between jobs why not explain in a sentence why you moved from point A to point B?

Tailor

Maybe you’ve read that it’s dangerous to have more than one version of your resume. It’s a little risky, someone could get the wrong one, but it’s worth the risk. Do your research about the company, the hiring managers, their clients, etc. and you get extra points if you can display this knowledge on your resume.

The biggest mistake people make is in how they think of their resume. It’s not a record of employment and personal statistics, it’s a tool you use to pursue opportunities. It’s sole purpose is to get you one step closer to your dream job. Above are four nice enhancements that we hope can get you a little closer. Good luck.

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.

Here’s How You Make Companies Want to Hire You

posted by NextGen'rs |

It’s somewhat paradoxical that companies talk about how they’re different from their competitors, but also seem somewhat obsessed with them. If a competitor is interested in something, they’re going to be interested too, and it becomes like a game. They’ve got to prove they’re better. This is part of the nature of competition, but rather than plumb this philosophically let’s see how we can use this to make you more appealing to the companies you want to work for.

“I just want to be transparent with you and let you know that I am interviewing with some of your competitors.”

The truth is you become more valuable when you point out that other companies (especially competitors) see value in you. It helps prompt the action. You seem like a hot commodity and, yes, you’ve harnessed the company’s competitive instinct to work in your favor.

Create the Need for Urgency

This is something you have to be subtle about, but something to keep bringing up throughout the interview process. Let them know that the battle is on for you. Don’t overplay your hand by talking about any sort of offer received unless you’ve received one and you’re ready to act on it. If you say you have an offer, they’ll want to see it, especially if you’re in the negotiation phase.

Sending out an email to your recruiter or to a hiring manager asking where they are at in their decision-making process and explaining that you’re progressing with another firm in a separate interview process isn’t rude. In fact, it’s likely they’ll have more respect for you for sharing and being transparent.

The better you understand how your company thinks, the better chance you have at getting hired. And just about every company wants to beat out the competition every chance they can get. Understanding this can give you a solid edge in the hiring process.

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 Handle Annoying Hiring Managers

posted by NextGen'rs |

Maybe it’s a sign. When a hiring manager starts getting under your nerves, maybe it’s time to walk away. Right? Well, not necessarily. Once you get the job you might not be dealing with that hiring manager any more, so why let a bump in the road throw you off course? Here are some of the really annoying things we see hiring managers do and how we recommend you handle them.

1. Can we reschedule the interview?

It’s not easy when you are currently employed to give yourself 2 to 3 hours off work to pursue an interview. You can’t exactly tell your boss what you’re up to. This is really annoying and inconvenient, but unfortunately it’s often part of the process. It’s not always the most efficient process. Anyway, you answer this by saying yes, of course, that you’re flexible and can meet when it’s a good time for them. Yes, hold that exasperation in, the only thing it will do for you is cause you to lose an opportunity.

2. What’s your current salary?

So the good news is that if you get this question they must like you, the bad news is it’s going to inform them on how much they have to pay for you, as opposed to say how much value you’ll bring. Don’t forget to include your bonus and other parts of your compensation not enumerated in your salary.

3. We’ll get back to you.

It’s very common for companies to take a long time to make a decision, and it’s perfectly OK for you to email and ask where they are in the process. Be as diplomatic as possible, but prompt the action and remind them that you’re still interested. If you keep hearing nothing but crickets then it starts getting less and less likely you’re still in the running, but it’s OK to ask.

4. A junior position requiring 7 years of industry experience.

Sometimes hiring managers post for jobs in convoluted ways. They’re trying to please too many people and things get screwed up. The truth is, in your career you’re going to be asked to complete a lot of tasks that seem somewhat convoluted, your ability to soldier through could start from the beginning. If the opportunity seems good, forge ahead.

The hiring process is somewhat awkward, so good behavior and etiquette are important. Sometimes that means grinning through irritation. We’ve seen hiring managers do some really strange and inconsiderate things, and we’ve seen good careers make it through that opening turbulence. Keep yourself in the game by dealing with it, knowing you’ll eventually come out on top.

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.

Some Brown Nose, We at NextGen Prefer Red

posted by NextGen'rs |

From the moment I stepped out of Walgreens with a bag full of 60 Red Noses to pass out to Swooners and NextGeners I was getting smiles all around. We are a goofy, fun-loving bunch and to have a day dedicated to laughing, having fun AND making a difference for kids … what could be better!

At NextGen we celebrated Red Nose Day last week, donning a ruby red nose for a good cause. We got to hang, out listen to records, and just act silly. We started a collection that day and many employees gave, even if only their spare change from lunch. It felt good to be involved.

If you don’t know about Red Nose Day, it’s a great thing to get your office involved in. The initiative raised over $31.5M for kids in need this year and has raised over a billion globally since it started. Half of the money distributed by Red Nose Day 2016 will be spent right here in the U.S. The other half will be spent in some of the poorest communities in Latin America, Asia, and Africa. All money raised supports projects that ensure kids are safe, healthy, and educated. A little bit goes a long way, and it’s a lot of fun.

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.

Tech Hiring Trends

posted by NextGen'rs |

It’s hard to think of a time when companies were more dependent on technology and data. Universities are not pumping out talent quick enough. Data is really the differentiator; the companies that can figure out how to use the enormous amounts of data collected to make smarter, more intuitive products are going to thrive. But there’s just so much of it and so few who know how to wrangle it. So tech companies need to compete for talent and this is what they’re doing:

1. Building the Internal Brand.

The good tech workers aren’t moving to companies that make mediocre products. They want to be part of something big and forward-thinking, and companies are working hard to portray themselves that way. Companies are plussing up their offices and moving away from the gray sea of cubicles. Company culture is pressing forward with being “a fun place to work,” all in effort to attract the best from the short supply of talent.

2. Moving to Social.

Companies have moved their tendrils for attracting talent to the social channels. If you’re not on a mobile device, younger talent simply won’t find you, and they’re not going to look at your company site as much as they are the “neutral” platforms social offers. Simply put, this is where young talent goes looking for things they want out of life.

3. Native or Content Marketing.

Again, while not neutral, content marketing has the appearance of being more neutral and objective. It’s an effective way to get the word out. More and more companies are figuring out how to use it to their advantage.

It’s no secret that with movements like the burgeoning Internet of Things and the all-encompassing notion that data is king, tech jobs are in high demand. The above trends have been very effective at catching the eyes of young talent and we expect these things only to grow in importance as more and more tech companies ramp up to meet the growing demands of their users.

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.

Here’s What the New Android OS Will Do for You

posted by NextGen'rs |

It will begin with the letter “N” and will likely be named after some sort of dessert. That’s what we know about the new Android operating system that’s being developed. The whole dessert theme is beginning to make more sense because operating systems seem more like afterthoughts for Googlers busy developing the sexier artificial intelligences and virtual realities. But Android has a huge impact on just about everyone, and here’s the new stuff we’re going to see in the new OS. USA Today reports of these advancements:

Split screen mode:

Google is not on the vanguard with this. You’ll be able to run two apps at once, either stacked one above the other or side by side.

Simpler multitasking:

Switching from one app to another should also get simpler in N, where a tap of the recent-apps button will no longer show a seemingly infinite list of every app you’ve opened in recent history. Instead, Android N will automatically sweep away apps you haven’t used in a while – Google’s research showed that most people only flipped through seven apps in this list – and let you swipe the whole thing clean. To jump back to the last app you had open, just tap the recent-apps button twice.

More interactive notifications:

Android N will take an existing option to respond to an app’s notification after it appears atop the screen by letting you carry on entire conversations within the notification view. Where a messaging app might now only show a preview of a message, in N it will add a “Reply” button.

Longer battery life:

The current Android Marshmallow release has a great feature called Doze that suspends most app activity when the phone isn’t moving. N will expand this function to the times when the phone may be moving but its screen is off — as in, the large amount of time a phone is not being used because it’s in a pocket or purse.

More efficient apps:

Reworked code should cut down on the time apps need to install and should also trim their storage needs. And a new Data Saver option will let you constrain an app’s appetite for wireless data.

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.