PrepTECH processed over 5,300 apprentice candidates for the AV channel in the past 12 months. Of course, we would all prefer to have the “A” tech with deep experience who also has project and service management experience. Unless your candidate is willing to relocate, however, your chance of finding that diamond is slim to none.
Unfortunately, developing tech talent in our industry is left to the integration firms, which means the deck is stacked against you. First, there are not many trade schools. The profession of AV integrator flies under the radar for young people, so many don’t know what we do. Finally, we’re all very busy, dang it.
The good news is that there are talented high-potential workers out there. They don’t know about our industry, but when discovered and introduced to it, they become excited about the custom integration proposition. Here is what we found works:
1) To create a flow of steady candidates, you need three to five active employers in a market.
2) There must be a process for vetting, assessing and preparing these candidates.
3) Employers need to continuously engage in recruiting and interviewing even when slots are not open.
4) You should have a solid onboarding process.
5) Make sure they finish their apprentice coursework and skills work.
6) Have a plan to continuously develop and move people up.
At PrepTECH, we’ve added more than 50 people to the ranks of custom integration firms. It's just a start, but it takes a whole crew to land this plane. Follow the guidance above, and reach out to PrepTech for help. It’s our job to help you hire the right people.
