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Voice Engineer Job Description

How to Hire a Voice Engineer

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Voice Engineer Job Description

We are looking for a Voice Engineer to handle our telecommunication system. We would need you to implement and maintain a system throughout our entire company. You will need to work with both the hardware, such as the SIP or VoIP gateway, and the software involved. This will require vender management, so strong communication and negotiation skills are essential. Our ideal applicant has a bachelor’s degree in computer science, experience with a unified communications protocol, and CCNP certification.

Voice Engineer Duties and Responsibilities

  • Design a proposed VoIP system
  • Order the necessary parts for the system
  • Instal all hardware and software for the system
  • Maintain the system and deal with any technical issues
  • Train non-technical employees on the system

Voice Engineer Skills and Requirements

  • A bachelor’s degree in computer science
  • CCNP certification
  • Excellent communication and negotiation skills
  • IT and technical support experience
  • VoIP engineering experience

Personalising Your Voice Engineer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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