Hiring trends in the telecom market

It's a promising time for telecom workers. Rising out of the ashes from the infamous “tech bubble” of the 1990s, the telecom job market has demonstrated consistent growth as of late. In San Diego, the industry's fastest-growing hub, Qualcomm, Nokia and Sony are actively seeking new talent to fill more than 3000 positions, outpacing regions like Silicon Valley by 2 to 1 over a three-year period.

Driving this recent surge are new IP multimedia and broadband services coupled with demand for the hardware necessary to run applications. Although layoffs and organization restructuring announcements are still prevalent, both large and small players are actively ramping up their talent pool.

In today's ever-changing environment, telecom professionals must be knowledgeable in several emerging areas such as wireless and voice over IP. In many instances, next-generation services such as multimedia messaging services, ringtones and online gaming are boosting carrier revenue where traditional services have fallen flat.

Developers proficient in C++ with a background in SIP architecture are imperative for the transparent porting of new services over heterogeneous networks. Furthermore, as IP multimedia subsystem promises to merge both the wired and wireless world while helping increase ARPU through strong brand loyalty, developers must be experienced with the various components that comprise this platform.

Positions in marketing and sales also are becoming more of a necessity as service providers (especially mobile virtual network operators) strive to capture the niche markets some of the larger carriers have neglected.

Possessing strong technical and marketing knowledge does not guarantee a secure career, however. Candidates must demonstrate the ability to multi-task responsibilities while sharing expertise and knowledge in a group environment. Relying on a select few with exceptional skills is one way that managers dig themselves into a hole. If a small number of people — responsible for 95% of productivity — decide to leave, corporations will find themselves scrambling to fill in the gaps, while possibly losing significant market share and competitive advantage in the process. Managers understand that creating a team player atmosphere future proofs departmental assets and intellectual property from the inevitable change characteristic in telecommunications.

While hiring has picked up, the terrain has changed. Gone are the days of first-year graduates demanding six-figure salaries and a BMW signing bonus. Today's market is back to being more traditional, matching skill sets and experience with generous compensation and bonus opportunities.

Because of lost confidence in the stock market, very few candidates are accepting stock options as a source of near-term wealth. Offerings must be tangible, and hard cash is still the most trusted asset a company can propose. Aggressive use of bonuses is on the rise, but rather than obtaining them based on a calendar date or tenure length, bonuses are more readily handed out based on performance of stated goals and objectives.

This new climate also has affected the overall hiring process. It now takes an average of two to three weeks for a company to fill a technology position. Because emphasis is on finding the right team player, it is not uncommon for all team members to be an integral part of the hiring process. An initial interview with several follow-ups are sometimes necessary to find that perfect candidate.

Many in telecom and IT consistently compare today's current situation with the tech bubble, which was a once-in-a-lifetime event. Often overlooked is the fact that today's tech job market is twice as productive in terms of growth than it was before the boom. The sheer size of the market, coupled with global independence on telecommunications, means huge employment opportunities for many years to come.

Brian Margarita is founder and CEO of San Diego-based TalentFuse, a full-service staffing firm focused exclusively on telecom and IT.