The telecommunications industry is evolving rapidly, and the skills gap it has created poses a significant challenge for businesses. The demand for highly skilled professionals continues to surpass the available talent pool. Without these skills, businesses will increasingly struggle to maintain relevance and sustainability. Addressing this challenge involves not only hiring scarce talent but also planning for the training and upskilling of future generations. Partnering with a specialized recruiter who understands the telecommunications market deeply can be a critical advantage in navigating the skills gap and positioning for long-term growth in this fast-changing industry. This is according to Head of Recruitment at Teleresources, Evelyn Vanassche.
The breakneck pace of change
“One of the biggest challenges faced by the telecommunications industry is the rapid evolution of technology and its continuous advancement. To remain relevant, competitive, and sustainable, it is crucial to support traditional technologies while simultaneously preparing for future solutions. Establishing a robust talent strategy is imperative not only to address current skill gaps but also to ensure that the right talent is equipped to navigate the future telecommunications landscape, enabling South Africa to compete globally.” says Vanassche
“At the core of this challenge is the ability to assess the current state, envision the future direction, and identify the necessary skills to bridge this gap. This necessitates a comprehensive understanding of the business and industry landscape to map out required skills, assess available talent in the market, and plan for internal training and upskilling initiatives.” she says
“However, many businesses lack the time and expertise in talent management to achieve this independently, underscoring the critical importance of partnering with the right talent acquisition specialist.” she adds
Retention is vital
“An essential component of a successful talent strategy involves attracting the right skills, but this is just one aspect, particularly in a competitive environment where skilled individuals are scarce. Equally important, once suitable talent is secured, is the ability to retain it. Competition for skills is intense; companies not only compete for talent, but talented individuals also vie for the most desirable positions.” she adds
“Top candidates seek top employers, necessitating that employers enhance their visibility and effectively market themselves to the talent pool. This entails offering competitive salaries aligned with market standards and fostering a robust environment focused on retention and loyalty. Achieving this requires providing a workplace that meets not only financial expectations but also supports career advancement and effective succession planning.” she says
Specialist skills need specialist recruitment

She insists that Telecommunication companies require the right talent to drive present and future performance, yet expertise in talent attraction, and retention is typically not their core competency.
“This underscores the value of collaborating with a specialized recruiter who excels in identifying and retaining top talent, essential for sustained success. Leveraging their market knowledge, extensive networks, and insights into industry trends and technological advancements, specialist recruiters serve as invaluable partners.”
“Beyond staying abreast of this dynamic industry, your recruitment partner should employ a sustainable methodology to match supply with demand and ensure long-term placement stability. They can also contribute to crafting training and development programs as part of a comprehensive talent strategy, enhancing the skills and versatility of current employees.” she says
Taking a long-term view
“When addressing the talent gap and preparing for future relevance and growth, taking a long-term perspective is essential. While training incurs costs, it remains the most sustainable method to ensure availability of the right skills. Training should be integral to strategic planning, encompassing talent transition and internal development to familiarize individuals with emerging technologies and maintain current skill sets. This, coupled with a robust retention strategy, is pivotal.” she continues
“Understanding market dynamics, identifying skill gaps, and integrating talent transition, upskilling, and development into business operations are crucial to success. Collaboration with talent agencies can greatly assist telecommunications firms in these areas, ensuring they remain agile amid rapid technological advancements. The expense of lacking requisite skills far outweighs the investment in partnering with experts to source needed talent.” concludes Vanassche
 

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