Attracting and Training the Next Generation of Mainframe Professionals

CPT Global is a trusted partner of many mainframe customers across Australia, North America, Asia, and Europe. When it comes to maintaining a degree of independent control and oversight, one of the goals and challenges we see with many of our clients is “keeping the lights on" with the mainframe platform.

We're also observing an awakening with clients to the hard reality of moving away from the mainframe. While many businesses still consider it an essential shift, this kind of transformation isn't a simple, swift, or cost-effective endeavor for organizations with bespoke legacy solutions created and maintained over many decades.

In a previous article, our mainframe maestro Dave Stephens explored mainframe modernization trends that we're currently seeing with clients. Marty Bolger, our Head of Practice & Products, also shared how to ensure quality in complex modernization programs with solution testing.

In this piece, we will explore the many obstacles that organizations face in maintaining a skilled mainframe workforce that is knowledgeable in the intricacies of the customer environment.

The Aging Skilled Workforce

One of the most pressing challenges in mainframe support staffing is the aging workforce. Many mainframe professionals are approaching retirement age, and with them goes a wealth of institutional knowledge and experience that is irreplaceable. These seasoned experts have spent years mastering the intricacies of mainframe systems, and their departure leaves a significant void in the talent pool.

To address this challenge, your organization must consider several strategies:

• Knowledge Transfer: Implementing structured knowledge transfer programs that enable experienced mainframe professionals to pass on their expertise to younger team members. This can include mentorship programs, documentation efforts, and collaborative projects.
• Combine the enthusiasm of youth and the innovative ideas they bring with the experience of more senior mainframe personnel.
• Following documentation will only go so far. Knowing how to problem-solve and think outside the square are key attributes of ideal mainframe support personnel.
• Part-Time Retention: Encouraging experienced professionals to consider part-time or consulting roles after retirement to provide ongoing support and guidance, preserving access to extensive site knowledge.
• Cross-Training: Encouraging cross-training among existing IT staff to ensure a broader skill set that includes mainframe expertise. - Leveraging the technologies and solutions that enable access to the mainframe from non-mainframe platforms (e.g., ZOWE, enterprise Server, etc.) can begin the process. However, these are no substitute for deep mainframe knowledge.

Attracting New Talent in a Changing Landscape

The mainframe environment is often perceived as outdated and less appealing to younger IT professionals. The allure of cutting-edge technologies like cloud computing and artificial intelligence often overshadow the mainframe. Attracting fresh talent to mainframe support roles can be a formidable task, but it's essential for the continuity of these critical systems.

Altruistic motivations aside, organizations will need to agree with potential young professionals to offer them a defined career path, and not a stop-gap measure with long-term career implications.

To address the challenge of attracting new talent, your business must:

• Highlight the Importance: IT leaders must emphasize the continued relevance and importance of mainframe systems in modern business operations. Mainframes are the backbone of financial institutions, healthcare systems, and more, making them vital to society.
• Be Proactive in Modernization Efforts: Showcase modernization efforts within the mainframe environment, such as integrating DevOps practices, microservices, and cloud technologies.
• Define a Career Path: Help new talent establish a career path they could follow, should they choose to stay the journey. If the journey is a dead-end after five years once the mainframe has been migrated, why would anyone bother spending the time learning skills on a soon-to-be-defunct platform?
• Provide Competitive Compensation: Offer competitive salaries and benefits to make mainframe careers more appealing to younger professionals in conjunction with the defined career path.
• Create Educational Partnerships: Collaborate with educational institutions to promote mainframe-related coursework and internships to students.

Developing Structured Training Programs

Institutional knowledge is invaluable, but without a structured training program, it can be challenging to pass on this knowledge effectively. Training the next generation of mainframe experts is crucial for the continued success of these systems.

To develop structured training programs:

• Identify Core Skills: Define the essential skills and knowledge areas required for mainframe support roles, ensuring that training programs align with these requirements.
• Provide Hands-On Learning: Provide hands-on training opportunities through simulations, lab environments, and real-world projects. Following a documented process will only get young professionals so far. Understanding why they are doing what they are doing is more important.
• Support Continuous Learning: Encourage ongoing learning and skill development through certifications, workshops, and online courses.
• Create Mentorship Programs: Pair junior staff members with experienced mentors to facilitate knowledge transfer and skill development. Not all senior staff make good teachers, and this is a critical weakness we observe regularly.

Finding the 'Right Stuff'

Mainframe support isn't for everyone. It requires a unique set of skills, including attention to detail, problem-solving abilities, and a passion for the intricacies of mainframe systems.

Finding younger staff with the "right stuff" who are committed to making a career out of mainframe support is a considerable challenge. CPT are also dealing with these challenges as we build out our own mainframe mentoring program.

To identify individuals with the "right stuff":

• Targeted Recruitment: Develop targeted recruitment strategies that focus on individuals who show a genuine interest in mainframe technology and its challenges.
• Behavioral Interviews: Use behavioral interviews to assess candidates' problem-solving skills, attention to detail, and commitment to long-term career growth in mainframe support. Are they inquisitive?
• Technical Assessments: Implement technical assessments to evaluate candidates' technical skills, including their ability to navigate mainframe environments. Gauging the candidate’s current skill level will enable a tailored and measured learning approach. It also helps you understand how much time and money investment will be required before the candidate is productive.
• Career Development Plans: Create individualized career development plans for promising hires, emphasizing long-term growth and advancement within the organization.

Securing the Future of Mainframe Support Teams

Staffing a mainframe support team presents a unique set of challenges in today's fast-paced technological landscape. The aging skilled workforce, the struggle to attract new talent, and the need for structured training programs are formidable obstacles to overcome. However, with careful planning, your organization can bridge the generational gap and ensure the continuity of their mainframe systems.

Building a solid foundation in mainframe skills takes time, but it's an investment in the stability and reliability of critical business operations. Potentially, there is a role for partners to help the customer organization get to the level of expertise they aspire to. By addressing these challenges head-on, your business can secure the future of its mainframe support teams and maintain the integrity of your essential systems.