Gartner estimates that there will be more than 20 billion connected devices by 2020. All of them need to be designed, programmed, and supported by workers with leading edge technical skills. Here's a look at the technical skills that will get you hired.
Circuit Board Designer
Prototypes of IoT devices are often built with off-the-shelf components, but once a design is ready to be turned into a product, companies often need custom circuit boards that are optimized for the product's key features.
Making IoT devices perform useful functions requires programming their microcontroller. While the devices can be programmed in their own assembler language, it's more typical to develop applications in C or C++. The Arduino prototyping platform provides a library of C/C++ functions for developer use.
While IoT devices are often small, they generate large amounts of data, such as sensor measurements recorded every few seconds. Building the backend systems that can store, manipulate, and generate meaning from the data requires familiarity with big data and analytics skills.
Many smart devices need to incorporate location awareness into their functionality. Developers should learn how to work with coordinates and map data.
IoT devices must be connected to networks, which makes them potential entry points for hackers who could then gain access to other sensitive information. In addition to protecting the devices themselves, the devices are often managed through web or mobile applications that contain personally identifiable information that must be kept secure.
If you've got these skills, The Armada Group can help you find a job that puts them to use building IoT devices that will transform the world. Contact us to learn how our decades of experience and understanding of the technical jobs marketplace leads to rapid placements and career success.
You may think hiring decisions are made in the face-to-face interaction between a candidate and hiring manager at an interview. But the reality is that the most crucial hiring decision comes long before the candidate ever arrives at the job site for that interview; it comes when the potential employee decides whether or not they want to apply for the job.
These days, the candidate almost certainly finds out about a job and fills out their application online. When a candidate submits an application, that's like completing the checkout process at an online store; when they don't, that's equivalent to abandoning their shopping cart.
By realizing candidates are your recruiting processes' end user, you can apply the methods of user experience design to create a candidate experience that doesn't drive away potential employees.
As with any user experience design, the user needs to be part of the design. While your systems need to be designed to support the HR and recruiting teams, they aren't the only users – depending on your objectives, they may not even be the most important users.
This means companies need to interact with candidates not only to decide whether to hire them but to get their feedback on the systems and process. Simple surveys likely aren't enough to capture the deep understanding of user attitudes.
You may not be able to induce candidates who choose not to apply to talk with you about why not, and candidates who don't get the job may not be interested in talking with you any longer, but you should be able to glean solid feedback from the potential employees who become actual employees. Integrate collecting feedback about the online hiring process into your onboarding process; by making it a routine task, you won't miss any opportunity for gathering data.
Then make sure that data doesn't simply go into a report but is actually acted upon to improve your systems. Remember you want to encourage candidates to apply and keep streamlining the process as your goal. While systems can't be replaced overnight, there will always be a need to hire new employees, so you should always be motivated to make changes as soon as possible.
Whether or not your online process is candidate-friendly, positive word of mouth will encourage potential applicants to press "submit." When you work with The Armada Group, our recruiters take the time to fully understand what you're looking for in talent so we can help candidates understand why they should want to work for you. Contact us to start improving your candidate experience now.