What experience requirements should I specify in a AV Technician job ad?

Specify the experience requirements that genuinely matter for your specific AV operation rather than listing an aspirational wish list that no single candidate could fully satisfy. If your venue runs Crestron control systems that require programming knowledge, this is a legitimate essential requirement because it takes months to develop. If you need someone who can manage Zoom Rooms and Teams Rooms deployments across multiple conference spaces, state this specifically. However, distinguish clearly between essential technical experience that cannot be trained quickly and desirable experience that a competent technician with transferable AV skills could develop within weeks. Be explicit about system brands and platforms: "experience with Extron matrix switchers" tells a candidate far more than "video switching experience." Include the level of experience you need, whether that is a junior technician learning the role, an experienced operator who can work independently, or a senior professional capable of managing complex multi-system events.

Common misunderstanding: Listing extensive experience requirements ensures you only receive applications from highly qualified AV Technicians.

Excessive requirements deter strong candidates who have most but not all of the listed experience. A technician with five years of audio and video expertise who lacks specific Crestron certification may not apply if your ad presents that certification as essential when it is actually trainable. Overspecifying requirements narrows your pool without proportionally improving quality.

Common misunderstanding: Requiring specific manufacturer certifications like AVIXA CTS guarantees a higher standard of AV Technician candidate.

Certifications indicate formal training but do not guarantee practical competence. Some of the best venue AV technicians have developed expertise through years of hands-on experience without formal certification. Unless your insurance, clients, or contractual obligations genuinely require specific certifications, consider listing them as desirable rather than essential.

How should I present essential qualifications in a AV Technician job ad?

Present qualifications in two clearly separated tiers: genuinely essential and desirable. Essential qualifications should be limited to requirements you would reject an otherwise excellent candidate for lacking. If your entire AV infrastructure is Crestron-based and requires programming knowledge for daily operation, Crestron experience is genuinely essential. If AVIXA CTS certification is required by your clients or contracts, state this clearly. Place these non-negotiable requirements prominently so candidates can self-assess immediately. Desirable qualifications should include system experience, certifications, and technical knowledge that would accelerate onboarding but could be developed by a capable technician. Framing these as "experience with Extron systems would be an advantage" rather than "Extron experience required" keeps your candidate pool open to technicians who could learn your specific platforms quickly based on their broader AV foundation.

Common misunderstanding: Presenting fewer essential qualifications makes the role appear less professional or less technically demanding.

A focused list of genuinely essential qualifications signals that you understand your operation and know what truly matters. It demonstrates confidence in your ability to develop good technicians rather than only hiring perfect ones. Candidates respect employers who know the difference between essential and desirable.

Common misunderstanding: All AV Technician qualifications should be presented as essential to avoid receiving applications from underqualified candidates.

Presenting everything as essential creates a paradox: you receive fewer applications overall, and some of those you do receive come from candidates who exaggerate their experience to match your inflated requirements. A clear essential and desirable structure attracts honest candidates who accurately represent their skills and are transparent about what they would need to learn.

What skills should I list as must-haves in a AV Technician job ad?

List skills as must-haves only if you would genuinely reject an otherwise excellent candidate for lacking them. The ability to troubleshoot technical problems under live event pressure is a legitimate must-have because it cannot be easily taught and is fundamental to every AV technician's working day. Competence with your primary AV systems, whether that means projector setup, audio mixing, or video conferencing platform management, is essential if your operation cannot accommodate a learning curve. Client-facing communication skill, specifically the ability to explain technical issues to non-technical clients without condescension, is a must-have for venue-based AV roles where client interaction is constant. Physical capability for equipment handling, including lifting, ladder work, and cable running, is a genuine requirement that should be stated clearly. Meticulous attention to detail is essential because forgetting a cable or leaving incorrect audio settings creates failures visible to entire audiences. Beyond these core competencies, consider whether additional skills are truly must-haves or simply preferences that you could develop in the right candidate.

Common misunderstanding: Technical skills are the only must-haves for an AV Technician; soft skills like client communication are nice to have.

In venue-based AV work, the ability to manage client interactions calmly and clearly is as essential as technical competence. A technically brilliant technician who makes clients feel stupid or becomes visibly frustrated when asked basic questions damages client relationships and creates problems that technical excellence alone cannot solve.

Common misunderstanding: Listing flexibility and adaptability as must-have skills is too vague to be meaningful in an AV Technician job ad.

Flexibility is not vague in AV context; it is specific and essential. Event schedules change, clients add requirements at the last minute, and technical problems require improvisation. Making this concrete by describing scenarios, such as reconfiguring a room layout an hour before an event because the client changed their presentation format, transforms a generic requirement into a meaningful and assessable skill.