Workforce Woes Of the Wireless Industry

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Executive Director of NATE, Todd Schlekeway spoke to yesterday’s South Wireless Summit audience about the workforce issue the industry is currently facing, a frequently discussed topic at the show.

Schlekeway broke down the five great attributes of a tower tech which included intellect and social IQ. He also said the candidate has to be comfortable with heights. “If you have some degree of fear of heights, this is not for you.” They also need to have mechanical skills. “Climbing is just a small piece of what they do.  These are skilled professionals.”  And lastly, they have to be willing to travel, which he said is “one of the largest impediments to retaining and attracting techs in our industry.”

Attracting a younger demographic, particularly millennials, has been a big focus for NATE, which has used strategic outreach through video and social media campaigns like #ClimberConnection and #ClimberConversation. Schlekeway, who admitted he loves analytics, was able to show how the needle has moved on NATE’s social platforms and spikes with each video release.

Training is also imperative, and those opportunities continue to expand and improve. Schlekeway mentioned The National Wireless Safety Alliance, which is not a training organization but rather a “national certification body that offers credentialing that is portable for the worker and verifiable for the employer.”

A unique aspect of the industry is that you can quite literally, “start at the top and work your way down while being promoted,” Todd said. “Start as a technician and work your way up the chain.”

Carrie Charles, President of Broadstaff, also discussed the workforce challenge the industry faces and reiterated, “without people, there is no progress.” She discussed how the wireless industry will invest up to $275 billion in 5G over the next seven years, which will yield approximately 850,000 jobs. An additional 2.2 million jobs will be created because of the 5G economic benefits.

Charles recently interviewed 50 hiring managers and found that there is a shortage of talent at all levels and many candidates have two to three job offers at once. This can be partially attributed to fewer entrants into the workforce and the new, complex skills needed on projects. Companies are turning down massive job orders because they don’t have the human support.

In short, Charles suggested companies need to be real, flexible and intentional during the hiring process. Prioritize skills, look for transferable skills, consider remote working setups, and hire for potential, not just experience. Speed matters and recruitment marketing and social recruitment are key tools in this era.

By Megan Reed, Inside Towers

March 29, 2018

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