Bridging the Talent Gap: Why BMS and BEMS Service Providers Must Invest in Improvers
- Al Vickers
- Feb 3
- 2 min read
The Building Management Systems (BMS) and Building Energy Management Systems (BEMS) sectors are experiencing a significant talent gap. The demand for experienced engineers far outpaces the available talent pool, creating a critical challenge for service providers. However, this challenge also presents an opportunity: those who embrace training new staff and improvers will gain a competitive edge, while others risk falling behind as they wait for the elusive "perfect" candidate.
The Growing Talent Shortage As smart buildings and energy optimisation technologies continue to evolve, the need for skilled BMS and BEMS professionals has surged. Yet, the industry faces a bottleneck—there simply aren't enough experienced engineers to meet the growing demand. Many companies find themselves competing for the same small pool of talent, leading to inflated salaries and high turnover rates.
The Case for Investing in Improvers Improvers, or individuals who are newer to the industry but eager to learn, represent an untapped resource. By investing in their development, service providers can:
Build a Sustainable Workforce: Developing talent from within ensures a steady pipeline of skilled professionals who are familiar with your company's systems, processes, and culture.
Enhance Employee Loyalty: Staff who receive training and growth opportunities are more likely to remain with the company long-term, reducing recruitment costs and turnover.
Foster Innovation: Fresh perspectives often lead to new ideas and approaches. Improvers bring enthusiasm and adaptability, which can drive innovation in BMS and BEMS solutions.
Reduce Dependency on External Hiring: Relying solely on experienced hires is not sustainable. Training improvers reduces the constant need to search for senior-level candidates in a competitive market.
How to Effectively Develop Improvers
Structured Training Programs: Implement comprehensive training modules that cover both theoretical knowledge and practical, hands-on experience.
Mentorship Schemes: Pair improvers with seasoned engineers to facilitate knowledge transfer and on-the-job learning.
Continuous Professional Development: Encourage ongoing learning through certifications, workshops, and industry events to keep skills up-to-date.
Supportive Culture: Create an environment where learning is valued, mistakes are seen as growth opportunities, and continuous improvement is part of the company ethos.
A Strategic Advantage While some companies will continue to chase after a dwindling pool of experienced engineers, those who invest in training and developing improvers will build resilient, adaptable teams capable of meeting the industry's evolving demands. This proactive approach not only addresses the current talent gap but also prepares organisations for future growth.
In Conclusion The BMS and BEMS industries can't afford to wait for experience to catch up with demand. By embracing improvers and investing in their development, service providers will secure their position at the forefront of the industry.
This article is brought to you by VIGO Recruitment, your partner in finding top talent for the Smart Buildings, Building Management Systems, and Energy Optimisation sectors. Let us help you build your future, one hire at a time.
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