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As Q1 comes to a close, the Wireless Industry is seeing a staggering number of open positions. Hiring managers are scratching their heads, wondering how they will find the people they need to staff their projects in 2019.
Companies are hesitant to take on more work because they lack the confidence that they will find the resources to perform in this tight job market.
Candidates have more options than ever before and are demanding more flexibility, richer benefits and higher pay. Hundreds of tower crews are needed across the U.S., yet, despite every effort to beg, bribe and steal from the competition, companies are still coming up short. Highly skilled (and available) telecom engineers have become purple unicorns. Companies are getting creative, hiring outside the industry then training skill. Job descriptions have become shorter and managers are more flexible on requirements.
Company cultures have improved dramatically to court top talent and retain workers. Diversity, inclusion and equity are now common topics in executive meetings. 2019 is the year of the candidate.
We need innovative solutions to these complicated workforce challenges in order to make the lofty goals of 5G a reality.
As the world becomes more connected, companies across the US have begun to harness the power of technology to attract, retain and develop talent.
Recruiting executives predict an even greater focus on technology in 2019 and beyond, this time leaving traditional hiring processes almost completely behind. Jenny Dearborn, EVP of HR and Global Head of Talent at SAP (a prestigious data solutions firm), agrees:
“Huge changes are coming, but don’t panic. The ones who’ll do the best are the ones who take advantage and prepare themselves.” Furthermore, Dearborn says, “Everything that can be connected to the internet will be and everything that can be automated will be. We need to think about the implication on jobs.”
Dearborn isn’t alone in her outlook. According to the global employment giant, monster.com, a speedy experience for recruiters and candidates alike is going to be key, in order to keep up with the newest technology and the digital culture.
So how can your hiring process keep up with such a demanding trend in 2019 and beyond?
In short, it requires a very high emphasis on the technological tools available and maximizing their advantages in addition to a strong (and personable) online presence. In the long run, keeping up with such trends means providing your ideal candidates with a speedy and seamless interview process, and cultivating your relationships with them throughout that process.
Latest trend #1: technological advances in the hiring world, especially in the form of AI and bots. What used to be considered spammy (canned responses and not-so-user-friendly questionnaires) is now taking on a new, more sophisticated persona. Interestingly, automated text bots, used during the first wave of qualification questions, are becoming one of the newest and most successful advancements in hiring technology. Benefits of automated texts are abundant, and include:
- Better management of high-volume talent pools
- A quicker qualification of candidates (in hours vs. days)
- Same-day responses and a higher response rate across the board
- More time for recruiters to focus on qualified candidates
- A streamlined, convenient process for general qualifications
Other technology-based methods are also beginning to take over the more monotonous aspects of the interview process. In particular the “call, follow up, and repeat” strategy for scheduling interviews. In a digital world that is rapidly evolving and ever-changing, two major tools of communication continue to rise on the hiring forefront:
- Video Interviewing (AI). giving recruiters a better idea of their candidate’s communication, presentation, timing, and tech-savvy skills, recruiters can easily send invites to qualified candidates via email or text. Some video interviewing platforms even offer a completely recruiter-free option, with configurable questions based on the type of question and desired response. Candidates can record their answers using a webcam or mobile device, at their convenience, which is then automatically forwarded to the recruiter or hiring manager for review (it’s also shareable between recruiting and hiring managers – providing a boost to teamwork).
- Voice Interviewing. Another form of artificial intelligence in the hiring world, voice interviewing has gone far beyond a typical phone interview for 2019. Offering yet another hands-off and time-saving approach for recruiters, some online platforms offering this service describe this as a set of automated, pre-recorded phone questions, by which the interviewee’s answer is recorded for later review. Best for entry level positions or those with strong emphasis on service skills, integrated voice interviewing helps to gauge a candidate’s communication skills and makes tiered interviews much easier to conduct and review at the beginning stages.
Technology, as we all know, is a permanent fixture on the recruiting scene by now, but how will these advancements affect the more human aspect of the hire?
Despite the common consensus both technology and the human aspect can indeed complement each other, and provide a more personable experience for candidates, something that is key to recruitment success. To find such a balance, a strong and up-to-date strategy must (obviously) include a strong online presence. This includes the use of social media platforms – and not just LinkedIn.
Many of the most popular social media platforms are underused for hiring, and this is showing signs of change in 2019 and beyond. Platforms such as Instagram, Twitter, and Facebook can be maximized to advertise new positions rather than just a company brand name.
What’s more, connecting with potential candidates through such outlets can provide a more personable means of communication within your talent pool. This also increases company awareness, engagement, and the motivation to compete for an interview among candidates.
Let’s face it: technology is not only one of the greatest trends on the horizon for recruitment this year, it’s inevitable. It’s not just changing the face of world culture either. It’s also changing the way we view success and how we view potential candidates as hiring professionals.
A solid tip for success in the modern age:
- Keep up with technological trends, and you’ll have a sophisticated presence that attracts only the most ideal candidates.
- Keep up with how technology is changing your ideal candidate, and you’ll experience hiring success far beyond 2019.
- How can you reflect this in your next wave of recruitment? Let’s take a closer look:
- In a world where the possibility of location independence and a “gig” economy outlook is increasingly common, success is thought of differently. How can you be competitive in your benefits and in your flexibility as an employer?
- In a digital world, speed is key. How can you offer candidates an innovative, streamlined recruiting process (one that also saves you time and money)?
- Finding the balance between technology and the human experience is also a major key to success. How can you best utilize ALL of your social media outlets in the recruiting process? Better yet, how can you use them to cultivate new relationships with qualified candidates?
A new view of success (and a spike in tuition rates) has also brought a differing view on higher education, leading many to question if that expensive degree is really worth the time and money. Generally speaking, not all qualified candidates will have that expensive degree, and the work experience to go with it. For 2019, hiring executives believe that in a matter of months, candidates will be selected based on potential career trajectory rather than what they did or didn’t achieve educationally.
In the end, technology remains king as it has for the past several decades, even stronger than traditional education. Suddenly, that “unicorn” candidate is often as mythical and unattainable as the creature itself, especially via the traditional ways of hiring. Therefore, the most solid hiring aspect of today is to hone in on the skills your winning candidate has, and how much training you should do to fill in the gaps.
In 2019, training will be imperative as the wireless labor force is upskilled and reskilled to meet the demands of the future. The Wireless Infrastructure Association recently launched the Telecommunications Education Center (TEC) to provide industry training that will fill the gaps for companies and provide a solution to our looming workforce crisis, as 850,000 new telecom jobs are created with the transition to 5G.
2019 may be the year of the candidate, but it is also the year for explosive growth as our industry prepares to unleash technology that will change the way we live our lives forever.
The telecom companies that will thrive will be ones that embrace technology in recruiting and hiring, invest time (and money) in training and development and make retention a top priority.
In the words of Gandhi, “The future depends on what you do today.” Choose wisely.
By Carrie Charles, CEO, BroadStaff for Inside Towers
March 22, 2019
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