Today’s Telecommunications’ hiring landscape is complicated. While new talent is always entering the market, following the big names in telecoms, making over 55,000 jobs redundant since 2023 with ongoing redundancies across the year and into 2025 – There is top talent out there and with those newly available candidates, comes years of expertise never before has the demand for their skill set been stronger, with smaller – medium Telecoms companies, across the country, looking to obtain their skills.
Your competitors aren’t those larger well-known brand names anymore and to entice the right skill set, you will need to be ahead of your game and the market.
The arise of AI in the division has seen many jobs become redundant but those using the software without any personable touch, have received backlash too… People still want to talk to people – Not robots.
Consider this before you release your people for AI. The importance of personality and genuine empathy is something all good business’ need.
The market whilst it is wide open and ready for an influx of suitable candidates – can be tricky to navigate for prospective employers. For those niche skill sets in cloud-based telephony, Network connectivity and Fibre(Optic) broadband – you will need to expand your offering and adapt your recruitment process accordingly, to meet the requirements of your target market.
Here’s how you can stay ahead of the game and obtain top talent for your business.
While numerous factors can influence your chances of recruitment success, from working with a recruitment company with a specialism in Telecommunications to building a strong employer brand directly, it’s important not to overlook the value of creating the ideal job offering.
The right offer, demonstrating the full value of working with your team to a candidate, can make or break your hiring process.
Here’s how to craft more compelling job offers in the current candidate-driven market.
The Candidate-Driven Telecommunications Market
Over the last few years, the Telecommunications hiring market has grown increasingly candidate-driven for several reasons.
First, the needs of employers are evolving. The rise of new technologies, regulations, and requirements in the workplace has left business leaders searching for more skilled employees and the rise of more telecommunications and technical managed services providers is saturating the economy.
As competition continues to grow in the industry, more employers are competing for the same candidates, with many receiving multiple job offers.
Secondly, candidates are becoming more strategic in choosing where to work.
With multiple options, including remote roles and development opportunities, candidates now have more freedom to select the role best suited to their priorities and needs. Not to mention, they know their value and the marketplace for their skills hasn’t gone unnoticed.
How to Craft Compelling Telecommunications Job Offers
Crafting job offers that appeal to your target candidates ensures you can improve your chances of an individual accepting a role at your company.
The last thing you want is to go through all the work of interviewing top talent, to have your ideal employee then tell you they’ve decided to accept a better offer elsewhere.
Here’s how to craft more powerful job offers in a candidate-driven market.
- Research Your Target Candidates
When companies create new products and design marketing campaigns to promote their services and solutions, to the customer, they should also be targeting their preferred employees too.
Are you marketing your values to your customers only? Or do you have a handle on what your staff deem as a good sell into working for you too? Many small to medium communications companies, in the UK– don’t make their company values or benefits visible to their targeted candidate market…
Those that do, ensure they can develop solutions that appeal to the candidate market that you want to reach.
The same strategy should apply to your recruitment process.
Learning what matters most to the talented team members you want to recruit ensures you can craft the ultimate “employee value proposition”.
Find out whether your ideal employees are more likely to value flexible work opportunities or unique benefits. What are your competitors doing, that you are not.
Prioritise development, appreciation and the importance that a staff member will place on a role. Conduct, surveys and encourage your current staff members to be honest about their own experience of working in your business – Take any feedback as constructive and use it to better your employee offering or take testimonials from them to entice your target market.
Working alongside a specialist within Telecommunications recruitment can help you identify the needs of your candidates and to navigate your niche candidate market with ease. With the tools, network and knowledge on your market – They can support you with many different things in your industry.
2. Offer Competitive Compensation
While today’s Telecommunications employees value more than just a significant salary, they expect to be paid what they’re worth. This is particularly true in an environment where economic uncertainty and cost of living issues affect us all.
Are you paying your sales and support staff at the market rate, are you failing to get above the curve and missing out on high end calibre candidates down to your salaries being out of the market?
Ask your recruitment partner to conduct an in-depth salary survey to ensure you’re offering candidates the remuneration that makes sense based on the value they’ll bring to your business. Ask yourself, are you in the competition OR are you in competition with your competitors?
Consider the additional financial benefits you can offer your employees on top of their salary too.
Are you offering structured pay scales with a built out progressive track for increments? Do you pay an annual increase based on performance not just inflation?
Is there more you can do, depending on the structure of your business?
You might offer access to regular bonuses, commission payouts, or profit-sharing options such as shares and so on already but again are you ahead of the curve?
Be clear about your limitations when discussing salaries with your candidates and let them know how regularly you’ll be willing to review and negotiate their financial package at the beginning of their career.
3. Experiment with Benefits
Even if you can’t offer your candidates a higher salary than other competing Telecommunications companies, you can still convince them you’re offering a better deal. Around 41% of employees say they’d switch to another job for better benefits, whether that’s more paid holidays, access to free wellness programs, or even equity options in the business.
Look at your compensation package holistically and ask yourself how much you can “add” to the mix by offering retirement plans, private health insurance, and other perks. Another example, is if you are offering the minimum standard holidays, in this candidate-driven market, the likelihood is, that you’re not competitive enough.
Unique benefits, such as access to mental health support, flexible work schedules, and paid courses, can also make your business more attractive to top talent. Think carefully about the benefits that will appeal most to your target candidates and be ready to adapt to the different needs for various generations of potential employees.
4. Prioritise Work-Life Balance
According to a report in People Management magazine, 56% of employees are willing to accept a lower salary in exchange for a better work-life balance. No matter how much your Telecommunications candidates love their role, they still want to ensure they have time to focus on their well-being and health.
Offering flexible work opportunities, such as remote work, flexible hours, or a four-day work week, can be an excellent way to show your candidate you’re committed to improving their work-life balance. If flexible options aren’t feasible for your company, look for alternatives.
Consider allowing employees to adjust their schedules when necessary so they can still manage other important responsibilities in their lives – Following the pandemic and the change in the economy, the offer of a healthy work life balance is important in this day and age, more than any other time.
5. Highlight Career Development and Growth Opportunities
In the Telecommunications industry, every employee has their own personal vision for their future. When they join your team, they want evidence that you will help them to achieve those goals. This is why offering extensive development and growth opportunities is crucial.
When presenting a job offer to a candidate, discuss the progression paths that might be available to them in the future and answer any questions they have about potential promotions. Be honest on time scales and performance here though, manage your candidates’ expectations fairly.
Tell them about the training and development opportunities you offer, whether it’s access to online courses and certifications or mentorship programmes.
Ask your candidates what they want to achieve in the future with their roles, and work with them on developing a plan for success.
6. Showcase an Incredible Company Culture
Around 88% of job seekers believe a strong culture is crucial to their career success. However, the factors that identify a strong company culture are always changing. Today, candidates are increasingly focused on diverse, inclusive, and equitable cultures where businesses support, respect, and assist people from all backgrounds. Telecommunications are an industry that definitely knows the importance of culture and a good team dynamic. Often working in smaller more integrated teams, this is even more important that in a corporate business with volume sales and support teams.
Many Telecommunications team members also seek team gatherings, events and fun team activities, incentives and appreciation for a job well done. Look at what matters most to your target candidates and find ways to demonstrate the value of your company culture.
7. Optimise the Candidate’s Experience
One of the most crucial factors to focus on when looking for ways to improve your recruitment process and acquire more talent is candidate experience.
The nature of your hiring process, from how easy it is to apply for a role to how often you communicate with candidates throughout the journey, can influence the success of your offer.
When recruiting new team members, focus on delivering an excellent, intuitive, and personalised experience. Make sure you answer your candidates’ questions quickly and keep them informed throughout the decision-making process.
If you respect your candidates throughout their application journey, you’ll forge stronger relationships and a better reputation in the industry too boosting the chances of people accepting your job offers and even referring their own colleagues too.
8. Present the Offer the Right Way
Finally, a strategic approach is important when presenting a job offer to a Telecommunications candidate. Outline all the information your candidate will need to make the right decision, discussing salary, benefits packages, responsibilities, and all other future opportunities.
Look for ways to personalise the offer to the needs of each candidate you consider based on their specific priorities.
Concentrate on communicating the total value proposition of what you’re offering, providing an insight into what each candidate will get from working with your business.
Crafting irresistible job offers is crucial to ensuring you can acquire the best talent for your Telecommunications team.
Simply offering the right salary isn’t enough. You need to think about everything from the individual priorities of your ideal team members to the benefits you can offer, their path for development and growth, and the candidate experience.
Working with a recruitment company will improve your chances of success. When reviewing job offers, a recruitment team can introduce you to the factors that matter most to candidates and advise of ideas and strategies to improve your candidate experience with the end goal of landing you top talent and being a well-known employer, in a fast-growing industry.