The NDT industry is (and has been for a while) at a pivotal moment, facing significant challenges in recruiting and retaining the next generation of workers. As Baby Boomers and now even Gen X professionals gradually retire, the industry must turn its attention to Millennials and Gen Z, who bring different expectations and priorities to their careers. Understanding these differences is crucial for the NDT industry to attract and retain young talent, ensuring the long-term sustainability of the field.
What Millennials and Gen Z Seek in a Career
Millennials and Gen Z workers are driven by a strong desire for purpose in their work, prioritizing roles where they can see a direct impact. They value opportunities for growth, learning, and development, and are more likely to commit to an employer who offers a clear path for career progression. Work-life balance is another critical factor, with flexibility and the ability to manage personal time effectively ranking high on their list of priorities.
In addition, both generations are tech-savvy and expect to work in environments where technology is leveraged to its fullest potential. They seek employers who are forward-thinking and invested in innovation. Companies that demonstrate a commitment to sustainability and corporate social responsibility also tend to resonate more with these younger workers.
The NDT Industry’s Recruitment Challenges
Despite the unique and critical nature of NDT work, the industry has struggled to capture the attention of younger generations. A lack of awareness about the field, coupled with outdated perceptions of the work environment, has made recruitment a significant hurdle. The technical demands of the job and the need for specialized training can also be intimidating for new entrants. Of course there are many other roles in NDT from manufacturing, to operations, to sales which contribute greatly to the industry but do not require certification. But without proper outreach to the public, many do not even know what NDT is. Without proper outreach and engagement, the industry risks losing potential talent to other sectors that more aggressively market their opportunities and align with the values of Millennials and Gen Z.
NDT Seals: A Model for Successful Recruitment and Succession Planning
Even though NDT Seals is a small manufacturing company, we have nonetheless recognized these challenges and taken proactive steps to addressing them through a focused recruitment and succession planning strategy with the younger generations. Understanding the importance of empowering the next generation, NDT Seals has implemented a multi-year training program designed to equip younger workers with the skills and knowledge needed to thrive in the industry. This training not only covers NDT applications but also business acumen, sales, networking, and operations.
By involving Millennials and Gen Z in meaningful projects and decision-making processes, NDT Seals has fostered a culture of ownership and accountability. Younger employees are not just passive participants; they are actively contributing to the company’s mission and success. This approach has helped bridge the generational gap, ensuring that the knowledge and expertise of seasoned professionals are passed down effectively.
This empowerment, coupled with the role the industry plays in making the world a safer place, makes the NDT industry attractive to the younger generations once they are made aware of it.
When asked about NDT and NDT Seals, Zac Sebren said that he, “value[s] the work and thoughtfulness that our industry puts into the world and the mechanisms that keep it running in a safe and reliable manner. NDT is the epitome of not all heroes wear capes.” While Will McClellan highlighted that he, “value[s] working in the NDT field because, much like the medical field, we see a lot of cutting-edge technologies and innovations.”
When asked specifically about NDT Seals, Will mentioned that he gets to work with and provide a product that prevents CUI and aids in the inspection process which improves the safety of the industry. Clearly the mission of NDT resonates with the younger generations.
Zac also pointed out that “NDT Seals has not only given me to opportunity to be a part of an incredible industry but has also encouraged me to go above and beyond. NDT Seals has supported me and my work for volunteer societies related to NDT, allowing me to spend my time advocating for our less-than-known methods.” This kind of support, professional development, and growth in a meaningful field is something that experts indicate as an attractive aspect of career paths for Gens Y, Z and Alpha.
Empowering the Future
The NDT industry can learn valuable lessons from NDT Seals’ approach. By understanding the needs and expectations of younger generations, and by creating opportunities for meaningful engagement and growth, the industry can attract and retain the talent necessary to thrive in the future.