Imagine going into a shop and asking for an item. They tell them they’re out of stock, so what do they do? They ask them for it again and again and again. Employers are doing something rather similar in Fire & Security when it comes to hiring engineers. There’s a finite supply that is dwindling steadily, as older colleagues retire and their potential replacements fail to grasp the attractions of an engineering career.
If they look at the job boards, they’ll see ‘fire & security experience essential’ in many ads. It’s understandable from the employer’s point of view - and the experience is still out there - but it’s unsustainable in an industry that’s growing steadily even in the COVID-19 era.
Developing a new generation of engineers
They’re making life more difficult for themselves than they need to as an industry
Clearly, the solution is to attract new people into the industry and give them the launchpad they need to develop as Fire & Security specialists. The talent is certainly out there. Engineering generally has been hit hard by the pandemic and there are some excellent people out of a job who, with the right cross-training, would be superb additions to any company’s team.
Then at entry levels, they’re creating barriers that exclude potential. I’ve met many people with great technical aptitude who build their own computers and can strip down an engine, but who don’t have the required GCSEs. Given the right opportunity, they could fly. In short, they’re making life more difficult for themselves than they need to as an industry, but that doesn’t have to be the case if they can find a way to open the doors wider.
Breaking down the barriers
They’re doing so on the basis that as an industry they’re stronger together
To increase the flow of talent into the industry they’re first going to have to attract and develop people with potential and transferrable skills. That’s not beyond the grasp of individual employers, but many view the process as too complicated, time-consuming and costly, with the risk of their ROI being fried when their newly trained engineer is poached.
Zitko Talent addresses these obstacles head-on–by doing the heavy lifting when it comes to promoting the industry as a career opportunity; identifying outstanding talent; and providing a training infrastructure that makes financial sense to employers. They’re doing so on the basis that as an industry they’re stronger together.
A new alliance
Trainees receive the intensive development they need to get a flying start in the industry
Zitko Talent is an alliance of employers, manufacturers, training companies, and trade bodies. Together we’ve developed a 12-month foundation program that offers trainees paid work experience, technical education, and certified manufacturer systems training.
They can read more about the program here, but here’s the bottom line. Trainees receive the intensive development they need to get a flying start in the industry. Host employers gain a new team member custom-trained to work in their specific technical environment.
Together they’re doing the following:
- Actively promoting Fire & Security tech as a career to experienced engineers in other sectors, to ex-Forces personnel, school and college leavers, career changers with exceptional aptitude, and to under-represented groups.
- Administering all training and education centrally: Zitko Talent maintains each trainee’s personalized development plan; and schedules all training, education, and awards directly with the manufacturers and training companies.
- Reducing training costs: the program’s partnership agreements, shared administration, and economies of scale dramatically reduce costs to employers.
- Building for the future. We aim to give 1,000 people a year the start they need to develop their technical skills and industry career long-term.
First trainees
The first cohort begins its program in November. They’ll be joining their employers for initial induction and will then move on to their first education and training block. Selection for the next quarterly intake is already underway.
The group includes graduates, experienced engineers, and career changers: people who 12 months from now (or sooner) will be useful team members, with a sound grasp of the fundamentals of Fire & Security systems. They trust that will be just the beginning of their journey and they’re looking forward to seeing their stories unfold in the coming years.
