The Pro AV industry has reached a critical point. The core of professionals running the industry have the experience, but they're aging out, with many close to retirement or already retiring. How does the industry attract more early professionals to join the ranks? John Thomas, the Regional Manager for Visitec Marketing Associates, and Kelly Perkins [ember contributor page], Program Director for NSCA Education Foundation, come on this episode of Video Vices to explore what it'll take to convince a younger generation to join Pro AV.
These two are the perfect pair when it comes to recruiting new audio-visual talent, mostly because they could not have had more different experiences for joining the industry. Thomas has been in the field for more than 35 years, where like many of his generation, was segued into AV from a career in broadcasting.
Perkins was also a broadcasting student, but when she could not find a job after college, just like many other recent graduates, she stumbled onto marketing, and eventually into video, fell in love with the job, and has been working in it for ten years.
Currently through NSCA alone, there are over 17,000 jobs open in AV fields, but for some reason younger people are not attracted to them. Thomas feels that it is a combination of a couple of factors.
For one, he thinks that “old guys in the industry are trying to replace and fill their positions” and trying to find someone “who works like them,” when fundamentally, millenials and Gen Zers learn and work differently.
He also feels there's a lack of emphasis on teamwork within the industry. Many companies are obsessed with finding the best and brightest star, but really all they must do is find someone who will be a good teammate.
Additionally, for a generation that’s obsessed with the “tribe mentality,” Thomas feels like new recruits feel left out when showing up to a conference with people who have known each other for 35 years and speak their own language, including industry acronyms, of which AVIXA has recorded more than 1,000. He feels that mentorship is the key, combined with solid team building.
Perkins also pointed out that younger people are not entirely excited by an 8-5 job where they will be chained to a desk, and that employers who think they don’t have enough money to offer are missing out on other, more powerful incentives. Offering younger recruits vacation time, the ability to work from home, or a more flexible schedule, can be worth more than even the biggest salary.