The fire alarm industry faces a critical challenge: a growing labor shortage that threatens business operations and project timelines. Industry veterans Jason Leopoldo, President of JEM Systems, and Henrique Madeira, Director of Engineering, have offered insights into the challenges and actionable solutions companies can adopt to mitigate risks and maintain growth.

The Growing Labor Shortage: A Looming Crisis

One of the biggest concerns in the fire alarm industry is the widening gap between retiring professionals and new talent entering the field. Only one or two new workers are joining for every ten experienced professionals leaving the industry. This imbalance presents a significant challenge for companies looking to sustain their operations and growth.

Why Is the Labor Pool Shrinking?

1. Aging Workforce – Many skilled professionals in the fire alarm industry have over 20 years of experience and are nearing retirement. Replacing their expertise is becoming increasingly difficult.

2. Lack of Interest from Younger Generations – The younger workforce is drawn to tech-based careers such as programming, gaming, and digital media. Fire alarm services, despite their importance, are often overlooked.

3. High Turnover Rates – Skilled professionals are in high demand, leading to frequent job-hopping as companies compete for the best talent. This creates instability and disrupts workflow consistency.

Strategies to Combat the Labor Shortage

The good news is that businesses can take proactive steps to address this challenge. Leopoldo and Madeira outlined several strategies companies can adopt to maintain a steady and reliable workforce.

1. Partnering with Specialized Companies

Outsourcing certain services to specialized engineering firms can act as a safety net for businesses facing workforce shortages. Third-party companies can assist with design, estimating, project management, and field labor, providing immediate relief while allowing businesses to focus on long-term hiring strategies.

2. Investing in Training and Development

A key solution to bridging the labor gap is investing in in-house training programs. Some practical approaches include:

• Structured training programs that provide a clear career roadmap.

• Utilizing online resources like NTC’s quick training sessions to upskill employees.

• Hands-on manufacturer certifications to enhance technical expertise. To know more about training, check this article: The Vital Role of Staff Training in Implementing Life-Saving BDA Systems.

• Creating an apprenticeship model that allows new hires to shadow experienced employees.

Young professionals value growth opportunities. Clear career advancement pathways within the company ensure employees feel valued and are less likely to seek opportunities elsewhere.

3. Building Strong Industry Partnerships

Collaboration with engineering schools and technical institutions can help attract fresh talent. JEM Systems, for instance, has established partnerships with universities to source qualified candidates who, while not initially experienced in fire alarm systems, can be trained to meet industry standards. Internship programs and direct recruitment from educational institutions have proven effective talent pipelines.

4. Leveraging Project Management Tools

Tracking employee performance and project efficiency is essential for improving operations. JEM Systems uses ClickUp to monitor:

• Project timelines and completion rates

• Accuracy of designs (minimizing plan check rejections)

• Individual performance metrics for employees

By using performance tracking tools, companies can objectively evaluate employees, eliminate bias, and provide constructive feedback that helps workers improve and advance in their careers.

Employee Retention: Keeping Talent in the Industry

While hiring new employees is essential, retaining skilled workers is just as crucial. Companies that prioritize employee satisfaction and career development have higher retention rates. Here are some ways to keep employees engaged:

• Offering career growth opportunities through promotions and specialized training.

• Providing workplace benefits like flexible schedules, paid certifications, and wellness programs.

• Recognizing employee achievements to foster a culture of appreciation and growth.

Enhancing Communication with AHJs

Navigating regulations and compliance standards is a significant aspect of fire alarm design and installation. Maintaining open and professional communication with Authority Having Jurisdiction (AHJ) representatives is essential. Strategies for effective AHJ communication include:

• Understanding each AHJ’s submission and approval process.

• Being proactive in addressing comments and feedback.

• Establishing strong working relationships with local fire marshals and plan checkers.

• Ensuring compliance with all local amendments and code requirements.

Conclusion: A Long-Term Vision for Industry Growth

The fire alarm industry is at a crossroads. The labor shortage presents both a challenge and an opportunity for companies willing to invest in strategic workforce development. By focusing on training, leveraging partnerships, utilizing technology, and enhancing communication, businesses can secure a reliable workforce and continue to grow.

JEM Systems is committed to helping companies navigate these challenges. Whether through engineering support, training solutions, or best practices for workforce development, our goal is to ensure the fire alarm industry remains strong and sustainable.

For more insights and support, contact our team at JEM Systems. Let’s work together to build the future of fire safety!