There is a severe shortage of skilled technicians in the HVAC trade, reflecting an urgent need to attract more employees to careers in HVAC. The estimated 80,000 unfilled positions across the United States are the result of multiple trends, from an aging workforce to a lack of training and education. There is also a public perception problem: HVAC jobs are often seen as dirty, sweaty, and unskilled positions. But how can the industry address the problem? We asked our Expert Panel Roundtable: How can the industry attract employees to career opportunities in HVAC?
Contractors can recruit younger generations by attending career days at local high schools. We are finally seeing an uptick in the number of high schools offering vocational courses such as electrical, plumbing, welding, and HVAC. A great practice for HVAC companies to implement is visiting these schools and talking up career opportunities in the trades. It's also important to showcase career paths within the trades beyond installation, such as project management and sales. If we reach kids while they are still in school to show them how rewarding careers in the trades can be and how they can get more involved, we can grow the next generation of HVAC techs straight out of high school.
The HVAC industry is an incredible space and community in which to build a career, but many potential new entrants do not necessarily believe they have the skills to enter. There is an enormous opportunity to leverage technology to support training, both before the individual gets into the field, and when they are on the job. Virtual reality software has made it possible to envision a job site and train on how to manage different types of calls. Meanwhile, cutting-edge in-field software for load calculations and sales, or post-installation commissioning software is transforming how teams can remotely support their newer team members every day. Technologies including LiDAR and AI can draw tech-savvy individuals into the trade lower the barrier to entry, and meet the expected 4% annual growth in HVAC jobs projected by the U.S. Bureau of Labor Statistics.
I feel that supporting HVAC career opportunities starts in grade school with STEM programming. It is here and high school that kids can begin to see and assess options and opportunities for their future in front of them so that they can try things to see if they like it. This way, when it comes time to decide they have a clear path ahead instead of “bouncing around from major to major.” A big change will also come from getting tools in high school HVAC programs. Consider how many high school students work part-time and surprisingly decide that’s what they want to do for the rest of their lives! We need to remove the fear of the unknown and take away the awkwardness of grabbing a pipe wrench or tin snips. We also need major manufacturers to put some skin in the game, and invest in these high school vocational programs. These are places where future employees first start feeling comfortable about the basics and work and learn from their classmates. Once they have this comfortable level, they are quick learners and can strive for the next level whether that be with a local union or large company. Lastly, to retain new technicians, companies need to invest in them to become NATE-certified and undergo training that benefits not only them but the company. Nothing says you care about your employees more than this, you’re telling them you see value in them, and that matters.
Technology and sustainability have big roles to play in attracting people to the immense opportunities that exist in HVAC. We have many Clockworks partners that tell us that their technicians would much rather utilize Clockworks to help them understand the root cause of problems rather than manual troubleshooting. It's a better experience and many younger employees especially are interested in analytics. It can make their jobs exciting, solving real problems that reduce energy consumption and CO2 emissions.