Rethinking the Training Paradigm
The building automation systems (BAS) industry is facing a critical challenge: a severe labor shortage. Contractors are scrambling to fill roles, while existing teams are stretched thin, trying to manage increasing workloads and maintain service levels. The traditional multi-year approach to training new hires is no longer sufficient to address the demands of a rapidly evolving industry. To remain competitive, BAS contractors must rethink their training strategies and adopt innovative solutions to upskill their workforce efficiently.
This article explores why the traditional approach to training is failing and highlights three key strategies organizations are implementing to address labor shortages effectively: using skill assessments, focusing on core skills instead of product-specific training, and hiring outside the BAS field while using structured development programs to train new hires.
The Traditional Training Model – Why It Falls Short
For decades, BAS contractors have relied on a linear, multi-year training approach. This model typically involves:
- Long onboarding periods for new hires.
- Extensive product-specific training programs.
- A focus on field experience as the primary method of skill acquisition.
While this model has worked in the past, it is now outdated. Several factors contribute to its inefficiency:
- Time-Intensive: With labor shortages, companies can’t afford to wait years for new employees to become fully competent.
- High Attrition Rates: Lengthy training programs often lead to employee frustration and attrition, wasting resources and exacerbating workforce gaps.
- Technology Advancements: The BAS landscape evolves rapidly, making it impossible to keep up with new technologies through traditional methods alone.
The result is a growing gap between the skills contractors need and the training they’re able to provide.
Rethinking the Approach – Three Key Strategies
To address these challenges, innovative organizations are adopting faster, more targeted strategies to train their workforce. Here are three approaches transforming how BAS contractors build their teams:
1. Skill Assessments to Pinpoint Training Needs
One of the most significant advancements in workforce development is the use of skill assessments to identify knowledge gaps. Instead of assuming what employees need to learn, contractors are leveraging assessment tools to create data-driven training plans. Here’s how skill assessments are making an impact:
- Targeted Training: Skill assessments identify specific areas where employees need improvement, eliminating the inefficiency of blanket training programs.
- Faster Upskilling: By focusing only on the skills that need development, employees can achieve proficiency faster, reducing downtime and increasing productivity.
- Improved Retention: Employees appreciate tailored training that respects their existing knowledge and focuses on meaningful skill-building.
For example, a technician with expertise in HVAC systems but limited knowledge of networking protocols can receive focused training on IP-based systems, rather than starting from scratch with foundational BAS concepts. This approach not only saves time but also boosts employee morale by recognizing their existing competencies.
2. Training on Core Skills, Not Products
Another transformative strategy is shifting the focus of training programs from product-specific knowledge to core skills that are universally applicable across systems. While product training will always have a place, over-reliance on it can create several problems:
- Dependency on Vendors: Product-specific training ties employees’ expertise to a single manufacturer, limiting their versatility and value to the organization.
- Rapid Obsolescence: As products evolve or become obsolete, the training becomes irrelevant, forcing companies to start over.
Core skills training addresses these issues by emphasizing foundational competencies such as:
- Networking and IT fundamentals.
- Energy management and optimization.
- Troubleshooting and diagnostics.
- Controls theory and programming principles.
By focusing on these areas, employees become adaptable and capable of working with a wide range of systems. Contractors also benefit by reducing their reliance on vendor-specific certifications, which often come with additional costs and limitations.
3. Hiring Outside the BAS Industry and Rapidly Developing Talent
With experienced BAS professionals in short supply, some organizations are casting a wider net and hiring individuals from other industries. This approach opens up a much larger talent pool but requires a structured program to develop these hires quickly. Key elements of these programs include:
- Bootcamp-Style Training: Intensive, short-term training sessions designed to provide foundational BAS knowledge and hands-on experience.
- Mentorship Programs: Pairing new hires with experienced technicians to accelerate learning through real-world application.
- Clear Progression Paths: Structured programs with defined milestones and outcomes help new hires visualize their growth and stay engaged.
Industries like HVAC, electrical, IT, and even manufacturing are fertile grounds for finding candidates with transferable skills. For example, an IT professional might lack knowledge of HVAC systems but bring a deep understanding of networking and cybersecurity, which are increasingly critical in BAS roles.
Success Stories – Organizations Leading the Way
Several BAS contractors and facility management firms are already seeing results by adopting these strategies:
- A Midwestern Contractor: Implemented skill assessments across their team and reduced training time by 30%. Employees reported higher job satisfaction, and the company saw a noticeable improvement in service quality.
- A National Facility Management Company: Shifted their training focus to core skills and reduced dependency on a single vendor. This change enabled them to expand their service offerings and win new contracts.
- A Regional Integrator: Hired 15 non-BAS professionals from IT and HVAC industries and utilized a 11-week bootcamp to bring them up to speed. Within a 3 months, 80% of these hires were operating at the level of seasoned technicians.
The Bottom Line
The labor shortage in the building automation industry is not going away anytime soon. Contractors must adapt by rethinking how they recruit, train, and develop their workforce. Traditional multi-year training programs are no longer viable in a market that demands speed and efficiency. By leveraging skill assessments, focusing on core skills, and hiring from outside the BAS industry, organizations can build a resilient workforce capable of meeting today’s challenges.
These strategies are not just about addressing the labor shortage; they’re about future-proofing the industry. As technology continues to evolve, a well-trained, adaptable workforce will be the key to staying competitive. By embracing these innovative approaches, BAS contractors can turn a labor crisis into an opportunity for growth and transformation.
Smart Buildings Academy is Here to Help You
Smart Buildings Academy specializes in helping BAS contractors overcome labor shortages through tailored skill assessments, core skills training, and structured programs designed to rapidly develop talent. With proven strategies and industry expertise, we equip organizations to build the workforce they need to thrive. Visit Smart Buildings Academy to learn more about our training solutions and start transforming your team today.
