Sean Kelly, RCDD, CFHP – Light Brigade Technical Director/Head of Marketing
It is no secret that there is a significant shortage of telecom technicians today. B.E.A.D. and other broadband programs, with an aim to bring broadband to everyone, is making that shortage even greater. The first challenge is attracting bodies to fill those roles. The bigger challenge is making sure that those bodies are properly trained to carry out the roles of the job. There are many avenues for training, but are they all created equal? Choosing the wrong training, or even neglecting the need for training can lead to disastrous outcomes for not only the installation, but for your reputation.
Some may argue that there are plenty of existing technicians spread around the country, after all, there are roughly 129 million households in the US and it is estimated that 92% of them have some level of existing broadband service that a technician has installed. According to technician location maps on Zippia.com, the areas were there are concentrations of technicians do not align with the areas where technicians are needed most. One assumption is that it is as simple as moving those techs to the areas most needed. There are three challenges to that assumption. The first is that most of those existing technicians are not sitting idle looking for something to do. They are currently employed in their respective locations and therefore not available to relocate. The second is the wage disparity. There is not a common set wage for technician labor in the U.S. The areas needing broadband are typically in rural areas in states with much lower labor rates. Technicians are not going to relocate to do the same work for a fraction of their current wages. The same applies to contractors that provide traveling labor. They are not going to bid on projects where they take a financial loss. The third factor is the aging technician pool. The largest age group of technicians is over 40 years old with an estimated median greater than 50. For every five of those technicians that retire or exit field roles, there is only one new tech entering the field to replace them.
When it comes to filling those technician roles, there are a few significant factors that are at play. Historically many wireline technicians were brought into the field by a relative. This trend has waned over the years as there has been a drive to obtain a degree and get a less laborious job that pays more. As we all know, those degreed jobs do not always pay more and may have less satisfaction to those that prefer working outdoors or with their hands. We as an industry do not do a great job at encouraging young people to enter a trade and get the proper education through relevant training that they will use daily. Part of this stems from the ambiguity in job postings for telecom technicians. A recent Cabling Installation and Maintenance magazine article highlighted that fiber tech job descriptions for tier-3 last mile providers and new entrants commonly list desired skills such as a valid drivers license, a willingness to travel, the ability to work on ladders and in confined spaces, as well as the ability to distinguish colors. While those may be desired, they do not paint a clear picture of the skills required to do the job such as splicing various types of cable, constructing enclosures, dressing cables, the use of a fusion splicer or test equipment, or even critical thinking and problem-solving skills required for troubleshooting and restoration.
As we look to attract new technicians, we must approach it to not only fill the need for today, but the pipeline of tomorrow. Too often we look for an experienced candidate that can hit the ground running. While that is ideal, it isn’t always that easy. The first step is attraction. To build that pipeline, the first approach is getting to the middle and high school levels to plant the seed and paint the picture of what a future career in the trades might hold. The next step is workforce development programs. These programs aim to train and prepare the unemployed or underemployed for a career path in a different field. Technical schools are also starting to implement programs to prepare students for work in our field. The final area is those in adjacent trades that may be looking for change in scenery.
No matter where the candidates come from, they will need to be adequately trained to do the job properly, not only for themselves and their employer, but for the customer that expects a reliable and high-performance connection. In part two of this article, to be published later, we will explore the many approaches to training, what proper training should include, and how to deal with multi-generational learners. To be continued…
About the author: Sean Kelly, RCDD, CFHP is a 25+ year fiber cable and connectivity professional working in technical, engineering, and business roles. Before joining Light Brigade as Technical Director and Head of Marketing, he spent his career with leading fiber connectivity companies including TE Connectivity, CommScope, and Rosenberger. He has developed and presented numerous educational presentations and courses and has been involved, and held leadership roles, with numerous industry groups.