The world of recruitment is changing. Candidate searches increasingly rely on robust and emerging technologies, allowing companies to get a leg up on the competition or keep pace with early adopters. While new tech is increasingly available, figuring out which options to implement isn’t always easy. However, by increasing your familiarity with what’s out in the market, you can make sound decisions.
In the near future, when you talk to yourself, someone – something – might be listening. Voice assistance is developing into the next big thing in tech, pushed by the development of hardware and software that make voice control natural.
The fact that voice control is natural is the biggest factor behind the development of voice assistance. We all vocalize, almost literally from the moment we're born. When digital devices and assistants can react to our voice commands, there's no need for us to learn complicated interfaces to control them.
Voice also eliminates the need for space for an interface. Sure, keyboard shelves let us make room on our desktop. But smaller devices, like smart watches and other wearable tech, don't have lots of room for a physical interface to control them. Making them controllable by voice eliminates the need for learning gestures or clicking through layers of menus to find the detail you want.
People are also getting used to controlling devices with voice. While Siri, Cortana and Alexa aren't perfect and their funny responses lead to internet memes, this means it no longer seems strange to talk to a computer.
Talking to a computer is even becoming part of gaining secure access, as voice biometrics are being adopted as a security measure. And talking to a voice assistant doesn't have to mean giving up all your privacy, with new in-ear assistants where only the user can hear their responses.
New methods in analytics and improvements in speech recognition mean audio files become data, so companies can work with recorded conversations and use the unstructured data the same way they'd analyze a file of the clicks you made on their website.
Taken together, these trends mean there's going to be lots of opportunity for companies and workers with technical skills to create new voice-based products. The Armada Group has been helping companies find world-class talent for more than 20 years. By staying on top of technology trends and understanding the industry, we're able to match job seekers with opportunities and help both companies and candidates build their futures.
Finding good technical employees can be time consuming. It takes time to publish the job description, sift through resumes, and screen potential employees. Offloading this work to a technical recruiter lets you focus on the work your business needs to get done – if you hire the right recruiter. Look for a technical recruiter with these skills to help you fill your open position fast.
Understanding of technology and the industry
Technical roles require a lot of specific skills. The more a recruiter understands about the skills, the more effectively they'll be able to winnow out candidates who've padded resumes with buzzwords not backed up by experience. And the more they understand about your industry, the better able they'll be to distinguish the “must have” skills from the “nice to have” skills.
Lots of contacts and the drive to make more
If the recruiter has a large database of resumes already, they can start identifying candidates before the job description is even posted. They should also know where to network both online and in the real world, to make more contacts and solicit resumes from more potential hires.
With an understanding of the marketplace, an effective technical recruiter can help you determine an appropriate salary for the position you're listing. They can also give you a realistic sense of whether it's an employer's market or an employee's market, and how long it takes the average company to fill an average position.
Because potential employees have to get through the technical recruiter before they get to you, it's important that they have good people skills. They need to be friendly and build relationships with candidates, and they need to know how to sell your company to make job candidates want to work for you. They need good listening skills to know what candidates want, what you want, and to see when there's a match.
You want personal attention from the recruiter, and so do job seekers. Look for someone who's good at following up, returning phone calls, and replying to emails. When you have questions, the recruiter should have the time to provide all the information you need. If they don't give you enough attention, they probably won't give candidates enough attention, either, and that can frustrate and drive away someone you might want to hire.