Behold Microsoft’s New and Hopeful Edge

posted by NextGen'rs |

If Internet Explorer is brave enough to ask you to be its default browser, you’re brave enough to ask that girl out. You can find a trove of memes maligning the geriatric browser that has been pretty much abandoned — now even by Microsoft. Behold Microsoft’s leaner, meaner and less noisy Edge. Is it too late for the brand to rise from the proverbial ashes? The jury’s out, but here are some of the smart things Edge does offer hope.

No Legacy support means speed, which is … like … what people want.

The baggage and backward compatibility are things no one prefered over speed and experience. That seems pretty intuitive, and the other browsers never encumbered themselves with this. So Edge’s code is stripped down and simplified. Maybe Microsoft has learned over the years to let the users lead, and that for design, less is more. Now where did they get these notions?

Support for Extensions

Being able to play well with others is critical even, maybe especially, for the behemoth Microsoft. Edge will support extensions, allowing third parties to customize views and add functionality. People like to play with you more when It’s not just about you.

Less noise, more immersive

All of the current browsers could be a little less noisy, shedding the menus, the toolbars, the widgets! Edge says let’s quiet it up a bit and remove ourselves from the user and the content connection. On top of that the experience will be more immersive, allowing you to annotate pages and take notes right on the page.

So Microsoft has been listening to what people want and seems to be getting the big things right. Bye bye Internet Explorer. Hello Edge.

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.

EE “on track” to reach 14M 4G subscribers by year end

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All of Europe’s telecom industry has its eye on EE, the largest 4G provider, which claims to be on track to have 14 million 4G subscribers by the end of the year. They’ve added roughly 1.7M subscribers in the first quarter, though their revenue is down 1.7% after 2014 which saw their revenue down 1.1%. Still the demand for their 4G and premium services are growing according to EE, and their results are a good indicator of just how robust the competition is for mobile in Europe, but change is likely on the way.

EE is currently owned by Germany’s Deutsche Telekom and France’s Orange, but will soon be acquired by British telecom giant BT, if cleared, and this will likely lead the industry down a consolidation path. BT is already a big player in the big four: tv, home broadband, landline and mobile. Currently only Virgin and Talk Talk can match those offerings. Once this deal’s in place we’re likely to see a wave of consolidations.

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.

Quick Response In The Telecom Boom

posted by NextGen'rs |

Keeping Up With Your Hiring Needs

With estimates of more than 200 million current smartphone users in the U.S. and more than two billion worldwide by 2016, it’s no wonder telecom companies have a persistent need for staffing—and doing it super-fast, too. Infrastructure and site development is everything—if your company can’t keep up, you lose. And if you can’t find top- tier talent to expand, secure, and upgrade your infrastructure to maintain the market pace, you’re sure to lose.

The Challenge

A prominent telecom company faced a staffing dilemma: they needed to create a task force immediately. And not
a small task force either—they needed nearly 30 first-rate professionals. They were poised to continue their surge
in the market because of the successful brand they’d developed and their ability to meet and exceed their client’s desires. But this was a big and unique challenge for the company. They needed to establish a task force dedicated
to securing new and upgrading existing cell sites. They’d have to do everything from identifying and evaluating new sites to reviewing and negotiating leases to applying for work permits. (Permitting alone needs an experienced team.) The talent they needed was expansive: acquisition specialists, project administrators, architects and engineers. The company made its first best decision: acknowledging they wouldn’t be able establish this large task force as quickly and efficiently as they needed on their own, they reached out to NextGen.

The NextGen Solution

When the telecom company contacted us, we understood their situation immediately. As telecom veterans, we’d been watching this massive industry growth spurt for years and years. We know what it means to connect the right candidates to the right companies. More importantly, we understood the scope of the company’s task force needs and immediately realized NextGen would have to innovate our process to meet the time-sensitive hiring process. Our recruiting team quickly met with the company to learn what precisely they were looking for—how many acquisition specialists, how many project admins, how many engineers? We determined that NextGen should be onsite throughout the hiring process. This would allow us to work closely (and quickly) with the hiring managers every single day as potential candidates came in to interview, visit the offices, and interact with current staff. Our client needed immediate results, so NextGen adapted.

We tapped our extensive database of qualified candidates—aggressively so. We implemented a rigorous screening process that began with interviewing potential candidates over the phone. Then we met with selected candidates in person at the client’s offices to determine if the candidate was right for a client interview. If so, we scheduled a meeting with the company’s hiring managers. Our goal was to ensure that the candidates we presented the company were all extremely viable employees. The clock was ticking—everyone involved wanted to make the quickest yet smartest hiring decision they could under the company’s pressing deadline. It was an exhausting process for everyone involved.

The Outcome

Within three weeks, NextGen had placed the 30 people the company needed to build their exceptional and talented task force.

Because NextGen has developed relationships with outstanding telecom candidates and employs innovative recruiting tools, we were able to quickly adapt and find numerous accomplished candidates to help staff the company rapidly to meet their growing and expanding business needs.

About NextGen

We are not your typical placement company. Conceived by a group of veterans with decades of telecom experience, NextGen was created to provide a better means of recruiting and consulting in the telecom industry. The true differentiating factor is the comprehensive analysis we perform for all of our clients. We make time to invest in our clients’ expertise and our candidates’ unique needs. Our novel structure is focused on one core issue: placing the most talented people in the field at the best companies. We have helped find jobs and employees in all 50 US states, Canada, plus several other global markets. We operate from multiple locations across the US and Canada.

Click Here to Download This Case Study

Your Recruiter Needs to Know Your Industry

posted by NextGen'rs |

Sometimes it’s about culture and language; two somewhat algorithmic-averse concepts that should be considered when identifying talent that your recruiter needs to have mastered in order to refine a smart list of candidates. Yes, your recruiter needs to understand you, your company, first and foremost, but an expertise in your industry means they know how companies like yours talk and function and therefore can avoid the blind alleys and lock in on the most promising talent.

This expertise helps you better set compensation levels and understand what sort of experience you need for the role you’re looking to fill. And this all helps at crunch time, after the interviews, when it’s time to make a choice. In other words, a recruiter with industry experience makes you a much smarter shopper for talent.

Not just about filling positions.

With the shrinking talent pool and cultural shifts that go along with the throng of millennials entering the workforce, it’s important to adapt your compensation strategy so that you can allure the top talent. At the very least, you need the data to make the best decisions, if you’re not ready to add the expertise. As the millennials move in, it’s not going to just be about money and the way you talk to prospective hires and what influences the way they perceive you is changing. Understanding these nuances equals competitive edge and it starts by choosing the right recruiter.

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.

Five Steps to the Perfect Handshake

posted by NextGen'rs |

You never want to hand someone a “dead fish”. They’ll remember that, and it could cloud out everything else. And it’s more than just grip you have to worry about. 


1. Keep your palm dry.

OK, if at an interview maybe you’re a little nervous, maybe you just ran three blocks because your GPS messed up again and to avoid being late etc. etc. but keep those palms dry. Early and often. 


2. Use your right hand.

Sorry lefties, whoever decided handshake etiquette has chosen the right hand.


3. Firm grip

Nothing that would break the collarbone of a chicken (even if a chicken had one) but again avoid the dead fish. We’ve all gotten one, it’s a cosmically unsatisfactory feeling. 


4. Fingers receive palm.

It’s almost like a palm exchange. Be respectful of the palm, cradle it in your fingers!


5. Two to three up and downs with unwavering eye contact (2 seconds)

This is where you need to do two things well. Your smile has to seem normal and relaxed while your shake should convey a little vigor or excitement about meeting the person.

OK, now let go, but there’s a moment after letting go that also needs good steady form. If this is a handshake before an interview, this is the moment you hand yourself over and let your interviewer dictate where you’ll be sitting. So you want to show you’re comfortable handing over the controls to them (so to speak). Getting all this down starts the interview smoothly, like a horse breaking nicely from the gate.

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.

Perfect Your Interview

posted by NextGen'rs |

It’s not always easy landing a face-to-face interview, so congratulations. So now that you’ll be delivering information in person, you have to do more than just convey stats, you have to tell a story and make it resonate, and it all starts with the presentation.

1. Dress for the part.

Err on the side of overdressing, even if you’re interviewing at a place where you know everyone will be in jeans (or even worse, skinny jeans). But be comfortable in your outfit; it shouldn’t be the first time you’re wearing it. Same goes for the hair-do: nothing new. 


2. Listen more, talk less.

Be gracious and let them lead, until they hand off the reins, and even then, don’t overdo it. Some people keep talking when they’re nervous. Avoid that, you want to convey simple messages with impact and less is more. 


3. Don’t get too comfortable or cocky.

Even if things are going well and you feel like you’re on the same wavelength, don’t let the confidence push you into becoming too familiar. You are a pillar of taste and restraint, and that makes them want more, more, more!


4. Think nuance over “no.”

OK, you can’t stretch this too far, but instead of saying no you haven’t done something maybe you can say you’ve done something similar or say though you never had that title you did do such and such unofficially. Interviewees aren’t always good at asking questions, so help em out by forging the answer down a maybe a slightly different path. You want to show you can think on your feet (a little). Of course, you don’t want to blatantly mislead or waste time either.


5. Ask good questions:

Ask them what they expect from you in your first 100 days. Or if the company has been in the news for something recently, maybe ask about that. Ask what people do when they’re not working. Ask what type of person succeeds.

Good luck, you’ll do great. Just be yourself. Your best self.

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.

Know What Good Recruiters Do

posted by NextGen'rs |

Good recruiters establish close relationships with good talent and good firms. They understand good fit, and that’s the golden rule. Maybe that sounds easy; not always. There’s a reason why so many people dread updating and shopping around their resume. There’s so many unknowns and so many opportunities for failure, and you never really know if you’re getting anywhere much less anywhere better. It’s daunting, so why not just stick it out with a job you don’t necessarily like all that much right? Yikes! And companies can be the same way. This is natural human behavior, you can call it lazy if you want, but the reality is that some people thrive under these conditions and some withdraw. A good recruiter thrives, and good companies and talent know it’s best to align with someone that thrives. It’s not all that different from an entrepreneur who sees a market inefficiency and delights at the idea of fixing it.

But it starts with relationships and communication. People skills. You have to know how to talk to talent and reach them in a way that they’re comfortable with, and if you have a good reputation, it’s a lot easier. On the other side, a good recruiter has to understand a company’s culture and structure, and have patience with all of these aspects because there’s usually some hurdles that need to be leaped to land that good fit. A good recruiter knows he or she has to do an incredibly good job over and over to earn respect. It’s not about filling a hole; it’s about executing on a strategy, and always doing what’s best for the people you serve.

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.

Be a Boss Your Employees Like

posted by NextGen'rs |

Would you rather be liked or respected? Yes, one of those gotcha interview questions is where we’ll start. It’s annoying because it suggests nuance isn’t possible; that you can’t have both. You can, and a good leader understands this.

One of the biggest mistakes bosses make is they think they won’t be liked if they have to reduce the team or provide negative feedback, but the reality is most people understand these things happen in a healthy company. That doesn’t mean it’s easy and it might not always seem all that fair. A piece of business could be lost through no fault, and that sometimes needs to be addressed by cutting staff. And then there’s the overcompensating old-school bosses who seem to relish in the idea that they can handle being the bad guy; that you have to be tough in the survival of the fittest. Darwin never wanted his theory to be read in this way. It isn’t brute strength; it’s adaptability that has the best chance of survival. And if you want to thrive as a boss in today’s climate, it’s important to be liked.

What do people expect from their boss?

– Clear communication around strategy
– Competent managers who connect that strategy to the work they do
– A positive emotional connection on some level

Maybe like has taken on new meaning in the age of Facebook, and this points to a slight shift in awareness. Networks are more important than ever, and it’s much harder to make a wider network if you’re not likeable. And this affects everyone, especially the boss. For most leaders it’s not hard to be likeable, and when it comes to grooming your staff keep in mind that people will be more receptive and work harder for you when they like 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.

Is Your Compensation Strategy Working?

posted by NextGen'rs |

Did that CEO from the credit-card processing company in Seattle who changed his firm’s minimum wage to $70k/year, awarding himself that minimum salary signal a change in compensation practices? Naw. And what about all that talk around reforming CEO compensation—aligning it with the stockholders’ interest? CEO compensation was higher than it’s ever been in 2014, even as independent boards were mandated to try to rein it in, or at least tie it more closely to performance. It seems stockholders are fine with exorbitant CEO pay.

The truth is compensation practices have not changed much recently, and there appears to be no adjustment for the millennials, who, the numbers suggest, will crowd out the workplace by a large margin in as early as 2020. Many telecom firms don’t really have a compensation strategy in place and don’t have good access to hiring data in the industry. There’s an opportunity here.

In telecom, last year about 60% of companies reported having job openings they couldn’t find a qualified candidate for. Over 80% of them offered raises and most say they intend to or are working on a compensation strategy for better acquisition and retention.∗ There’s an overall understanding of the shrinking labor pool and the need to fight for the right talent. But let’s get back to the millennials because they are uniquely important to telecom. Winning the fight for them could mean winning the future, and the good news is it’s not all about money. Or maybe that’s the bad news, because it’s not that simple. Millennials, despite entering a very turbulent marketplace are unflinchingly optimistic about the future. They volunteer more and they want their job to fulfill them in ways beyond a paycheck. They like to collaborate and they like the opportunity to learn new things. So, if you’re competing for millennials, maybe it’s time to change your compensation strategy a little. You can’t just throw a bag of money at them, you have to offer paths for growth, an engaging culture, your managers have to be enablers not just holders of the keys. They have to mentor and bring out the right spirit in your workers, because your millennial workers already know how to get the knowledge and content they need. It’s no longer about access to information, it’s about wisdom and coaching. But this is all advanced, and the place to start is acknowledging that your company needs a compensation strategy.

∗According to Payscale’s 2015 Best Compensation Practices

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.