The chronic shortage of skilled trades workers is the most urgent issue facing contractors in field service industries such as heating, ventilation, and air conditioning (HVAC), plumbing, electrical and restaurant equipment.

According to a recent survey of more than 2,000 people working in the trades, 68% of employers have struggled to hire skilled workers and 33% said they could not fill open positions. More than one-half (52%) say the lack of workers is impacting their company’s growth and 68% say they could grow their business if they had more available workers.

This situation has resulted in a war on talent that simply isn’t sustainable. Successful businesses are increasingly recognizing the significance of training to attract and retain talent. Effective, continuous training can help grow top talent in the skilled workforce. A structured training program can upskill field workers and equip new employees with the skills they need to be successful on the job.

Having an internal training program also gives employers the freedom to recruit and hire workers outside of the traditional channels (i.e., trade schools and vocational programs). By delivering lifelong learning, businesses can support field workers’ development of specific technical skills needed for the job and advance their careers.

The Limits of Traditional Training Methods

In many cases, traditional classroom training is no longer as effective for field workers and their managers. Historically, in field service, training was episodic and delivered once or twice a year (if that). However, due to the labor shortage, digital transformation and ongoing changes in the business world, there’s a huge need for learning at all stages of one’s career.

Learning must be just-in-time and lifelong to really impact a worker’s development. Blended learning modalities and on-the-job training resources can give field workers the flexibility to learn in their own time. When employers don’t see results after investing in traditional training, they begin to doubt training’s validity. But the problem is that they didn’t focus their training designed specifically to rapidly and regularly reinforce existing skills.

Training for the Future

Designed with the worker in mind, a digital tool kit or content library can act as a training tool that workers can access on the job. This way, they can continuously build new skills and knowledge.

For training to be effective for skilled trades, it will have to be flexible, accessible and personalized for the learner. Digital learning facilitated by subject matter experts (SMEs) is important, and workers can then turn to these resources as needed to answer a question or help them troubleshoot an issue on the field. This allows team members to train at their own pace and when time is available. Digital learning solutions like short videos and job aids can also help new team members develop knowledge and confidence.

This is an efficient way to match training material with the range of experience you’ll find on most trades teams, but it’s also a critical tool for connecting with young talent. Gen Z workers expect employers to provide personalized technology solutions. They also expect companies to empower them to grow in their career.

Digital learning tools can drive this kind of agile learning. The most advanced tech-enablement solutions deliver instant access to a wealth of relevant information, from equipment specs and service records to video and live, remote support.

Truly innovative platforms deliver support and equipment information in formats designed to elevate technician skills, not just provide a quick fix to close out a call. Every time a tech troubleshoots a new issue or solves a problem that becomes a data point for that company. And that team has instant democratized access, providing them with a great training opportunity.

The Foundation of Success

Focusing on foundational knowledge and implementing tools that help technicians catalog and share their accumulated experience can enhance operational efficiency and productivity in the field, while also helping novice workers in a challenging field develop their skills.

That means that contractors can reduce their reliance on hiring experienced technicians. With proven tools that provide continuous training based on data and institutional knowledge, contractors can take significant steps toward closing the skilled trades gap.