Summer's just about over but everything else is heating up. In fact, there's so much going in the telecoms world that opportunity and uncertainty are abounding in equal measure.
So how can companies and job candidates keep a cool head? We'll offer some advice below.
But first, here's a quick summary of where much the action is happening:
- First, there's the big push for managed service solutions by the large providers out there for the big operators. The web has been awash with stories of mega deals - which are followed by surges in demand for skilled contract employees globally.
- Then there are opportunities around 4G traffic growth and the development of services. That's where major investment and jobs are also appearing.
- Mobile payments is a big growth area too - especially in the countries with low fixed line Internet with great potential, such as countries in Africa. This kind of expertise comes at a premium.
What should companies do?
Firstly, we'd advise our clients to be extra careful to retain their people - so they're not tempted by any major offers coming their way. Good communication is key: conduct two-way appraisals, understand their career goals, recognise their expectations and review salaries where necessary.
What should candidates do?
If your contract is coming to a close or it's clearly time to move companies, then look again at your skill set. Are there areas where self-development and courses could make a difference? Have things changed? Perhaps recent projects have given you sought-after areas of expertise - that need adding to your CV (see our tips for creating a CV)? Don't forget, also updating your skills profile on LinkedIn is vital too and brushing up on interview skills is essential (see our useful guide).
Setting realistic expectations
Secondly, telecoms companies looking to hire new people should be really upfront with recruitment partners and candidates about the likelihood of the job (and the project behind it) actually happening. Unfortunately, the number of positions that fail to reach sign-off has risen by 50% in recent months - often because projects are pulled late on.
In business terms, this is entirely understandable. The industry is so fluid at the moment. But the knock-on effect can be damaging to the recruitment process if it's not handled correctly.
The solution is setting realistic expectations. If a programme is in the bid phase, then it's wise for companies to tell recruitment partner and candidates. Everyone will understand and this builds trust for the long-term. Otherwise, people will be wary of committing their time when the next job comes up.