We all see the Baby Boomers aging out of the workforce, and there aren’t the same numbers in younger generations. That means leaders in all hands-on trades must invest deeply in workforce development to maintain their services in years to come.

It’s so easy to get caught up in the day-to-day demands of running your business and simply hope that qualified candidates will materialize when you post a job opening. But that’s not a winning strategy during labor shortages.

In the years ahead, the top HVAC organizations will engage and invest in the youth of local communities, exposing them to the rewarding career opportunities available in the HVAC industry. This means partnering with schools, offering internships and apprenticeships, providing scholarships, and advocating for HVAC-focused programs.

Let’s imagine how this looks.

Consider Jacob, a teen who loves tinkering with mechanical systems. Thanks to his high school partnering with a local HVAC company to provide job shadowing opportunities, Jacob spent a day with an experienced HVAC technician. He was impressed by the technician’s knowledge of complex HVAC systems and the problem-solving skills used to diagnose and repair issues. Jacob sees the tangible results of the technician’s work and the satisfaction of helping people. That early exposure lets him picture his path as an HVAC professional.

Then there’s Emily, a high school student who excelled in her STEM classes but needed to figure out how to turn her skills into a career. Her school counselor, recognizing her potential, connected her with a summer internship program at a local HVAC engineering firm. During her internship, Emily was inspired by the lead engineer’s innovative designs for energy-efficient HVAC systems. She saw how the engineer used cutting-edge technology and creative thinking to develop solutions that kept buildings comfortable and minimized environmental impact. That experience opened her eyes to the design and innovation side of the HVAC industry, motivating her to pursue a mechanical engineering degree focusing on sustainable HVAC systems.

And then there’s Liam, a student who loves working with his hands but struggles in traditional academic classes. His school’s vocational education program included an HVAC track, where he learned to install, maintain, and repair HVAC units. During his training, Liam worked alongside a seasoned HVAC installer. Liam admired the installer’s quality work and his positive relationships with customers. A local HVAC company, impressed by Liam’s skills and work ethic, offered him a full-time technician position right out of high school. The installer’s mentorship and the company’s belief in his potential jumpstarted Liam’s HVAC career.

So, how can HVAC business owners play a bigger role in creating more success stories like these? Here are a few key ways to actively invest in local HVAC workforce development:

Partner with schools on HVAC career exploration

Volunteer to speak in shop classes, STEM courses, and career fairs about the wide range of opportunities in the HVAC industry — from technicians and installers to engineers and business roles. Host field trips to your facilities so students can see HVAC systems, tools, and technology firsthand. Offer job shadowing days for students to experience a “day in the life” of various HVAC professionals.

The more exposure students have to real-world HVAC careers, the more likely they’ll consider the field when planning their future. Always remember this simple fact: Young people can only aspire to HVAC jobs they know exist. By introducing students to the many facets of the HVAC industry, you can attract a diverse group of students — from the mechanically gifted to the tech-savvy to the business-minded.

Provide HVAC work-based learning opportunities

Nothing beats hands-on experience to get students engaged in HVAC. Offer various levels of HVAC internships, apprenticeships, and part-time jobs to high school students. Partner with vocational programs, community colleges, and technical schools to give students practical experience working on HVAC systems and equipment.

These opportunities provide valuable real-world HVAC training and help students build their resumes and industry connections before graduation. Plus, you can preview up-and-coming talent, provide mentorship, and potentially develop your own pipeline of skilled, loyal employees.

Invest in HVAC scholarships and tool grants

Financial barriers can make pursuing an HVAC career feel out of reach for many students. Providing scholarships for HVAC technical programs, mechanical engineering or business degrees, and grants for students to purchase their own HVAC tools can open doors they never thought possible.

Consider setting up an HVAC scholarship fund at your local high school, vocational school, or community college. Offer grants or sponsor students to attend industry conferences, workshops, or training programs to further their HVAC education. A relatively small investment can alter a student’s future trajectory and set them up for long-term HVAC career success.

Advocate for more HVAC in school curriculum

Push your local school system to include more hands-on HVAC and mechanical skills training in the curriculum at every level. Advocate for expanded HVAC, refrigeration, and ventilation programs, fabrication and welding classes, electrical and controls courses, engineering and design classes, and even HVAC business and entrepreneurship offerings.

The more aligned school offerings are with the needs of the local HVAC industry, the smoother the transition will be from classroom to HVAC career. Students will graduate with the practical skills, certifications, and knowledge that HVAC employers seek. Your input and support can shape curriculum to fit real workforce needs.

Participate in HVAC signing days and career fairs

Many schools now hold “signing day” events for seniors entering the skilled trades, similar to athletic signing events. Show up to celebrate and recognize students committing to HVAC career paths. Offer your own company signing bonuses, tool kits, or sponsorships.

Participate in career and job fairs targeted at HVAC and skilled trades. Showcase the range of career paths, competitive pay, and advancement opportunities your HVAC company offers. Connect one-on-one with students and collect resumes to build relationships with promising future technicians and engineers.

The key is to move now on workforce development. You have a vested interest in strengthening the local HVAC talent pool and an opportunity to actively shape it by investing time, resources, and expertise in the next generation.

Not only will you develop a talent pipeline for your company, but you’ll also cultivate a positive reputation as a community partner and industry leader. You’ll be known as a company that cares about the future and invests in the next generation — a powerful differentiator for both customers and prospective employees.

So don’t just sit back and lament the HVAC worker shortage. Take action to be part of the solution. Your efforts today will shape tomorrow’s HVAC workforce — and your business’s future.

Anne Lackey is the co-founder of HireSmart Virtual Employees, a full-service HR firm helping others recruit, hire & train top global talent. She can be reached at anne@hiresmartvirtualemployees.com.