With growing concerns over a skill’s shortage in the fire safety and security sector, Amthal Group Companies look at ways to combat this. 

One guaranteed topic of conversation in the security industry is the skills shortage, which is seen as a pressing concern for companies across the fire safety and security sector. 

The shortage of qualified staff emerging from colleges and training programs coming into our sector is a critical challenge. 

Whilst those entering, at any stage of their career lack the specialised skills needed to thrive in today’s rapidly evolving technological environment or are spread too thin across multiple disciplines, there is an opportunity to learn if the right resources and influences are put in place. 

Reece Paprotny, the newly appointed Managing Director of Amthal Group Companies, offers a comprehensive perspective.

Drawing on his own career journey from Apprentice to Senior Management, Paprotny emphasises the importance of addressing the skills gap through innovative approaches to workforce development. 

The security industry is characterised by intense competition, where success is heavily dependent on a company’s ability to maintain a skilled and adaptable workforce.

The technical aspects of fire and security installation, whether dealing with traditional systems or latest smart technology, require a high level of expertise and precision. 

Engineers and technicians must be able to understand, apply and troubleshoot complex systems quickly and efficiently for discerning customers, all in guaranteed compliance with latest and changing legislation; most recently with the Fire Safety Act, Building Safety Act and incoming Martyn’s Law. 

Working together to meet demand 

To combat this, companies are increasingly looking beyond conventional training methods. One promising strategy is the embrace of multi-generational collaboration. 

By creating an environment where experienced professionals can mentor younger staff, companies can facilitate the transfer of knowledge and skills across generations.

This approach not only helps to bridge the skills gap but also promotes a culture of continuous learning and development. 

Mentorship is a particularly valuable tool in this regard.

Experienced engineers and technicians have a wealth of practical knowledge that cannot be easily replicated in a classroom setting. 

By pairing them with less experienced colleagues, companies can ensure vital skills and expertise are passed on, while also helping newer staff to navigate the complexities of the industry. 

In parallel, whilst senior engineers may have the technical knowledge, it is the newer generations who can apply the latest smart technologies, embracing AI and machine learning into futureproof security solutions. 

This type of collaboration helps to build stronger, more cohesive teams, as employees at different stages of their careers learn to work together and support one another. 

Diversify to thrive 

Companies must also diversify their recruitment efforts.

The traditional routes of hiring, such as relying solely on recent graduates or those with prior experience in the industry, may no longer be sufficient. 

Companies need to broaden their search to include individuals from non-traditional backgrounds who may bring fresh perspectives and transferable skills to the table. 

For example, individuals with experience in IT, cybersecurity, or telecommunications may have the technical acumen needed to succeed in the security industry, even if they lack direct experience in fire and security systems. 

Joel Brookes, Amthal Fire and Security, Key Account Manager, came to us two years ago with no industry experience. In his words: “Having joined originally in an operational role, I have too many people to list to thank for my growth, both professionally and personally. 

“This comes from our collaborative approach; I’ve worked alongside talented and supportive colleagues and within all departments in the business, team members have invested in me. I’m now proud to be able to contribute to meaningful projects within life safety and security.” 

Apprenticeships 

Apprenticeships and on-the-job training programs are also key to our success.

These initiatives provide an opportunity for individuals to gain hands-on experience while earning a salary, making them an attractive option for those who may not be able to afford the time or cost of traditional education. 

Apprenticeships also allow companies to tailor the training to their specific needs, ensuring that employees acquire the exact skills required for their roles.

This approach not only helps to fill immediate vacancies but also creates a pipeline of talent that can be developed over time. 

My own experience, starting as a Finance Apprentice in 2015, joining the Senior Management Team in 2018 and becoming Commercial Director in 2023 before being promoted to Managing Director is proof of the possibilities when a company invests in Apprentices. 

Indeed, Directors of the Amthal Group company, including our CEO Jamie Allam started as an Apprentice and we are proud of our current statistics which suggest 22.73% of our business is made up of past and current Apprentices. 

Securing the future 

The future of the security industry depends on its ability to adapt and innovate in response to these challenges. 

By nurturing talent, encouraging career progression and presenting a collaborative work environment, companies can not only bridge the skills gap but also position themselves for long-term success. 

In an industry where technological advancements are constantly reshaping the landscape, the ability to stay ahead of the curve is essential. 

There are already signs of progress in this area.

The Fire Industry Association has recently joined the National School and College Leaver Festival to showcase the fire industry and the wide range of career opportunities it offers. 

This initiative is designed to raise awareness among young people about the potential for a rewarding career in fire safety and security, while also helping to attract fresh talent to the industry.

By engaging with the next generation, the FIA is taking a proactive approach to addressing the skills shortage. 

Skills for Security is another outstanding organisation playing a key role. In offering a variety of training programs, apprenticeships, and development opportunities it is equipping the next generation of professionals with the skills and knowledge they need to succeed. 

These efforts are crucial for ensuring the industry not only survives but thrives in the face of rapid technological change and increasing competition. 

Amthal has also recently joined The 5% Club as a testament to our dedication to creating meaningful ‘earn and learn’ opportunities through apprenticeships, graduate schemes, T-Level placements, and more. 

In summary, we have a collective responsibility and duty of care to influence the next generation’s perception of the fire and security industry whilst guiding them towards rewarding careers. 

By investing in our employees’ growth and development, companies can raise awareness of the potential for long-term career prospects in fire safety and security.

A commitment to continuous learning helps to create a workforce that is resilient, adaptable, and capable of meeting the challenges of the future. 

This article was originally published in the October Edition of Security Journal UK. To read your FREE digital edition, click here.