The Silver Tsunami in Automated Hardware Test

Recently, we were at a test-related trade show and noticed something interesting. Most (above 50%) of the exhibitors and attendees that we saw on the show floor were probably over the age of 50 or even 60. This group represented a large amount of knowledge and experience in the test industry which is valuable for companies that need to know and deal with the intricacies of test. However, in 10 or 15 years, what is going to happen to all of that knowledge and wisdom? The answer is that it will likely retire and be gone. This presents a significant challenge.

That challenge is often referred to as the "silver tsunami." This term highlights the impending retirement wave of highly experienced baby boomer engineers, which poses a substantial resource gap in various engineering sectors, particularly in test and measurement engineering. This article will delve into the intricacies of this issue and propose potential solutions to address the impending shortage of skilled test engineers.

Understanding the Silver Tsunami

The aging test engineers included in the Silver Tsunami represent a wealth of knowledge and experience accumulated over decades. Their departure creates a void that is difficult to fill, especially in specialized fields like test engineering, where expertise spans multiple disciplines including hardware, software, and logistical planning.

The Scope of the Problem

A comprehensive data analysis from Boston Consulting Group, in combination with SAE International, suggests that one in three engineering roles remains unfilled each year, with millions of engineering positions currently vacant in the United States alone. This situation is exacerbated in test engineering, which is often perceived as less glamorous compared to other engineering disciplines. Frankly, the Test Engineering field does not attract many of the top engineers. This leads to an even more pronounced resource shortage.

Challenges in Test Engineering

Test engineering is unique due to its requirement for knowledge across various engineering domains. Typically, effective test engineers need a robust understanding of electrical engineering, computer science, mechanical engineering, and information technology. However, universities often do not provide comprehensive training in test engineering, resulting in graduates who are only proficient in one area. This gap means that new engineers require additional training and mentoring to become effective test engineers, which is not always readily available or well-structured.

Proposed Solutions

Addressing the resource gap in test engineering involves a multi-faceted approach. There are primarily two strategies: creating more test engineers or making existing engineers more efficient. Both approaches require significant changes in how the industry recruits, trains, and retains test engineering talent.

1. Creating New Test Engineers

To generate a larger pool of qualified test engineers, we need to focus on education and recruitment:

• Enhanced University Programs: Universities should develop specialized programs that integrate multiple disciplines relevant to test engineering. By offering dual degrees or extended curricula, graduates would be better prepared for the multifaceted nature of test engineering.
• Targeted Recruitment: Companies should collaborate with local universities to identify and recruit students who show aptitude for test engineering. Recruiting locally can reduce the risk of turnover, as engineers are more likely to stay in their local area.
• Onboarding Programs: Implementing structured onboarding programs that provide new engineers with comprehensive training in all necessary areas of test engineering can help bridge the knowledge gap. These programs should include both theoretical education and practical, hands-on experience.

2. Increasing Efficiency of Existing Engineers

Making existing test engineers more efficient can mitigate the impact of the silver tsunami by enabling fewer engineers to accomplish more:

• Advanced Tooling and Automation: Utilizing advanced tools and automation can significantly reduce the time and effort required for various testing processes. For instance, AI-driven tools, while not yet ready, may help streamline test design, execution, and data analysis, allowing engineers to focus on more complex and value-added tasks.
• Continuous Training and Development: Offering continuous professional development opportunities ensures that test engineers stay updated with the latest technologies and methodologies. This can include in-house training programs, online courses, and industry certifications.
• Mentorship Programs: Pairing new engineers with experienced mentors can facilitate knowledge transfer and help new hires become productive more quickly. Effective mentorship programs should include regular check-ins, hands-on training, and career development support.

3. Retention Strategies

Retention is a critical component of addressing the resource gap in test engineering. High turnover rates can negate the benefits of recruitment and training efforts. Therefore, companies should implement strategies to retain their test engineering talent:

• Career Path Development: Clearly defined career paths can help engineers understand their growth opportunities within the company. Providing opportunities for advancement and recognizing achievements can enhance job satisfaction and loyalty.
• Work-Life Balance: Promoting a healthy work-life balance can reduce burnout and improve job satisfaction. Flexible working hours, remote work options, and wellness programs can contribute to a more positive work environment.
• Competitive Compensation: Offering competitive salaries and benefits is essential to retain top talent. Regularly benchmarking compensation against industry standards ensures that companies remain attractive to their engineers.

How Testeract Helps Companies Solve The Silver Tsunami Problem

Testeract has solutions for both strategies needed to deal with the Silver Tsunami. First, Testeract offers a program called Test Team Builder. This program helps companies create the kinds of test teams that will be capable of handling the complex test systems that are coming. As part of that, Testeract helps recruit, train, and mentor future test engineers and helps companies design career paths that will help retain them. This helps create future test engineers and gives current test engineers better skills to be able to deal with the complexities of modern test systems. Additionally, Testeract offers TestPoint, a disruptive automated test platform that makes test engineers dramatically more efficient and drastically reduces the development and long-term maintenance time required for test systems. With TestPoint, Testeract helps test engineers avoid “reinventing the wheel” with each test system by giving them the right foundation upon which to build. Using TestPoint has reduced development time by more than 50% in some cases.

By proactively anticipating and dealing with the coming Silver Tsunami, companies can set themselves up to avoid product testing difficulties in the future.  The silver tsunami poses a significant challenge to the test engineering field, but it also presents an opportunity to innovate and improve how we recruit, train, and retain engineering talent. By enhancing university programs, leveraging advanced tools, providing continuous training, and implementing effective retention strategies, we can address the resource gap and ensure the continued success of the test and even the broader engineering industry. It is crucial for companies to invest in these areas to mitigate the impact of the aging workforce and secure a robust pipeline of skilled test engineers for the future.