Solving recruiting challenges in the HVAC industry is more complex than just filling open positions. To attract and retain talent, service providers must focus on bringing new people into the field, investing in ongoing training to sharpen their skills, and finding ways to make technicians feel valued and part of the team. 

Recruiting the Next Generation 

The HVAC industry’s skilled labor shortage is largely being driven by older technicians retiring while fewer young people join the trades. The first step to combating this is to find new ways to attract younger technicians who may not have even considered a career in the HVAC industry. 

One of the most effective ways to attract new talent is by establishing clear, accessible pathways into the trades. That’s why Apex Service Partners has partnered with ForgeNow, a career training program offering immersive, hands-on HVAC technician training designed to prepare students for the workforce in just seven weeks. 

ForgeNow’s curriculum is developed with direct input from employers and emphasizes real-world readiness. Students receive the tools they’ll use in the field, earn four nationally recognized HVAC certifications, and spend more than half of their training in hands-on labs. The program covers a wide range of topics, including residential maintenance, refrigeration, and mechanical diagnostics. 

This partnership holds special significance for veterans, whose discipline, adaptability, and strong work ethic align with the demands of the HVAC industry. By investing in programs like ForgeNow, service providers can help individuals build rewarding careers, but also reinforce the future of the skilled trades. 

Invest in Training That Never Stops 

Once a company has recruited new technicians, it’s important to invest in them through ongoing training, which is a powerful retention tool, especially with younger generations of technicians who lack the experience of industry veterans.   

From manufacturer-certified sessions to in-house technical bootcamps and soft-skill coaching, contractors can create a talent development pipeline that’s both career-enhancing and culture-building. One simple but effective approach is identifying and elevating mentors to new hires who can answer technical questions, model professionalism and standards, and become a trusted partner throughout onboarding and beyond. 

And with today's pace of technological change, particularly around electrification and smart systems, training is critical. It is a competitive advantage and a sign that leadership is serious about long-term careers, not just short-term output. 

Celebrate Technicians 

Recognition might be the most underrated tool in a general manager or leader’s toolbox and increasingly important in consideration of the ongoing replacement of older professionals with new Gen Z technicians. In fact, 75% of young millennial and Gen Z workers say they want recognition at least a few times per month from their manager or supervisor (Gallup / Workhuman). 

Simple, consistent efforts such as monthly shout-outs, “tech of the week” highlights, or personal notes from leadership go a long way in making people feel like more than just a number. However, don’t stop there. 

For example, earlier this year, Apex’s Pacific Region sponsored its inaugural Best HVAC Installer Event, an initiative designed to celebrate the skill, dedication, and heart of installers across our network. 

The event brought together over 100 service technicians from across Southern California for a friendly competition to see which technician could complete an A/C install to code the fastest, with the winner taking home tools and merchandise from Milwaukee Tool. 

Attendees — including installers, technicians, employees, and their families — not only enjoyed the competition, but the teams reported the event helped build an extraordinary sense of pride, camaraderie, and a feeling of celebration. 

In the HVAC industry, serving customers is at the core of what we do, but we can’t forget to serve our employees, too. From offering recognition and a sense of connection to providing training, these efforts make employees feel at home while driving retention and long-term business success.