According to DCD, the data center industry’s biggest constraint isn’t technology – it’s people. Across the sector, leaders are struggling with how to build and retain a workforce ready for rapid industry growth. The problem stems from overly narrow job descriptions that focus on previous data center experience, creating artificial barriers that exclude capable candidates from adjacent fields. Veterans represent a particularly underutilized talent pool despite having exactly the traits needed for data center operations. Companies are now realizing they need to work directly with military transition programs and build partnerships with schools to create awareness earlier. The industry must shift from experience-based hiring to potential-based growth with robust training and clear career pathways.
The veteran opportunity
Here’s the thing that really stands out: veterans are basically the perfect candidates for data center work, but nobody’s telling them that. They’re trained to operate complex systems under pressure, lead teams, and maintain safety protocols – all skills that translate directly to data center operations. But job descriptions often fail to reflect what veterans actually bring to the table. And outreach to military communities? It’s just not deep or targeted enough. So you’ve got this massive, qualified talent pool sitting right there while companies complain they can’t find good people. Seems like a pretty obvious fix, doesn’t it?
Time to rethink hiring completely
The traditional approach of requiring specific data center experience for every role just doesn’t work anymore. Technical aptitude and the ability to learn quickly are way more important than having the exact right background. I mean, think about it – when you’re dealing with industrial panel PCs and complex control systems, what matters more? That someone’s seen that exact model before, or that they can figure out how it works quickly and safely? Companies need to eliminate those unnecessary prerequisites and focus on potential. And they need interview panels that actually represent the diversity they claim to want. When candidates see people like themselves in the hiring process, they’re way more likely to stick around.
problem-keeping-people”>The real problem: keeping people
But hiring is only half the battle. The data center industry has a massive retention problem. Too many roles lack clear pathways to advancement – people get stuck in hand-me-down positions with no route to team lead or management. That ambiguity drives turnover and weakens the whole organization. So what’s the solution? Succession planning and continuous development need to be baked in from day one. Employees stay longer when they can actually see a future with the company. And let’s be honest – in an industry this technical and fast-moving, if you’re not growing your people, you’re falling behind.
Culture eats strategy for breakfast
At the end of the day, all the hiring strategies and training programs in the world won’t matter if the culture sucks. The companies that retain talent best are the ones that prioritize people, not just as employees but as future leaders. They invest in them, listen to their goals, and create environments that support collaboration and growth. A strong culture doesn’t just improve retention – it drives performance. And in an industry as high-pressure as data centers, that’s not just nice to have, it’s essential. The future workforce won’t come from the same places it has in the past. It’ll be built by companies willing to invest in people before they’re perfect.
