Jobs Growth in AI, IoT, and VR – How These Fields are Changing the Way You Work

It’s fair to assume that everyone is at least partially familiar with the acronyms AI, IoT and VR. Just in case you aren’t, here’s a quick rundown:

Artificial intelligence is offering us computer systems able to perform tasks that would usually require human intelligence; thus making us more efficient and able to identify patterns and process information at a rapid pace.

IoT is connecting all of our everyday objects to the internet to enable them to send and receive data. This is happening in everything from our fridges to our cars to our doorbells.

Virtual reality is giving us access to computer-generated simulations of images or environments designed to feel real, causing immersion where we can interact with the virtual environment. This technology is being developed for a range of applications, from video games, through to therapy.

The demand for emerging tech candidates has just begun

As these areas grow along with the applications for the technology, so too does the need for candidates in these fields. While there is an increasing number of Australian companies pioneering these fields, we are just at the start of what is bound to become a skill-shortage across these areas.

As technology moves so fast, the education systems have not kept pace to ensure that the skills required are also acquired as quickly. This is causing a skill gap, which will increase exponentially in the coming years.

How to defend against the emerging tech skills-shortage?  

If emerging technology is at the core of your business, you need to take the initiative to upskill internally and take on people who may not have the specific skills but have the foundations to pick it up quickly.  

If emerging technology is a smaller part of your business, and you don’t have the resources to upskill internally, you will need to make big efforts to network and promote your business within the emerging tech space.

Attracting these candidates can be challenging. Everyone wants to work for a Google. If you aren’t a funky tech business, you will need to look at your attraction strategy and design your business to appeal to your future workers.

Already our team is working with clients that are delivering AI, IoT and VR solutions; smart buildings, Agtech, telco, and smart warehousing.

Emerging technology; changing the way we work

From a recruitment perspective, the development of these fields is transforming companies (even their internal culture), to make sure they’re set up to attract the staff of the future. This is before the technology is even applied.

With emerging technology, comes a range of benefits for business. Even here at Launch, we have invested in an AI platform which helps us to better source candidates. This platform changes what information we know about candidates before we even approach them. It helps us to look at working patterns and likeness to move, as well as cultural fit assessments based on which companies they have previously worked for. Solutions like this are huge in increasing the productivity of a business.

Other platforms act as a personal assistant, gathering the news you need to know and giving you a summary of what’s happening to give you an edge against your competitors. Technology is allowing us to augment ourselves, making us smarter, faster and more accurate and efficient in our work.

When hiring for candidates in the emerging tech space, it’s critical to think not only of the skills you need today but the skills your business is likely to need for the future. Launch Recruitment can help you to find the right people and also to give you insight on how to proactively open your business up to appeal to these scarce candidates.

Get in touch with us today.

Click for our Sydney employment office .

Click here for our Melbourne recruitment agency.

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How To Ace Behavioural Interview Questions

Oh, behavioural interview questions. This recruitment torture tactic has risen to power in the past decade, made even more popular by hip new tech companies; much to the dismay of any person who has ever had to answer them. As a recruitment agency, we, of course, love them. Behavioural interview questions allow us (and our clients) to gain valuable insight into who you are, how you think and how you will approach situations in the real world.

For anyone who has not had the pleasure of answering behavioural questions in a job interview, they are essentially this:

Questions which focus on how you have previously handled various work situations. Within your answer, the interviewer is looking for some insight into your skills, capabilities and your personality. We’re looking to learn how you have handled situations in the past to glean some predictions as to how you will handle these cases in the future.

Contrary to what you may believe, behavioural questions aren’t designed to make you choke; they’re designed to help us get closer to meeting the real you. Not the you who has practised all of your best answers for the past week. We want to know how you will fit into teams, they are as much for you as they are for us; so we can both ensure you’re getting the right role.

How to ace behavioural interview questions

Many approaches have come up over the years to help you keep your cool to answer behavioural questions well. The first step that we would encourage the most is to relax. The calmer you are, the more easily you will be able to answer these questions clearly and honestly.

There is no right or wrong character, so there is no reason to worry about describing your experiences and how you have behaved. Once you’re calm, approach behavioural questions like so:

Apply the STAR method to your responses

The recruiter or interviewer is looking to learn how you have approached a situation in the past. When you are answering behavioural questions don’t worry so much about what you’re revealing about your personality, worry about answering the question concisely. Your interviewer wants to know the Situation you were in, the Task you were trusted to complete, the Action you took, and the end Result. When answering questions, mentally check that you are following this formula to give them comprehensive information about your experiences and how you handled yourself.

Be mindful of what we really want to hear

While we say there are no wrong answers, there are, of course, some answers that are better than others. The STAR method is the best way to ensure you don’t go off on a tangent and lose track of what you’re answering. Beyond this, there are a few key character traits that every interviewer wants to understand (trust us – every interviewer):

• Demonstrating that you are self-aware
• Describing how you have grown from your experiences
• Showing your ability to think for yourself
• Explaining how you operate in a team

Best behavioural interview questions to practice answers to

• Have you ever made a mistake at work? How did you handle it?
• What is the most challenging situation you have had to handle in the workplace?
• Tell me about a time you had to be very strategic in order to meet all your top priorities.
• Give me an example of when you worked well with a team.

When answering behavioural interview questions be mindful of having a healthy dose of humility. It’s tempting to try and paint yourself in the best possible light, but be cautious about how you come across. Remember that we are all human, we have all made mistakes. The goal is not to fool us into thinking you’re free of fault, but instead to demonstrate how you learn from your experiences.

If you’re looking to land your next role, get in touch with us. We can help you make sure you’re well equipped to nail the interview.

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