The shortage of skilled talent in the data center industry has become a major challenge—impacting operational efficiency, data security, and overall business costs. As the demand for advanced technical expertise continues to rise, companies must take strategic steps to build a highly competent workforce.
In this episode of Nusantara Data Center Academy (NDCA) Podcast – Season 2, Episode 4B, titled “Which Is Better? Outsourcing or In-House Training for Data Center Talent?”, host Veny Adilia Puspasari sits down with two experienced industry professionals:
- Maradu Sianturi, Senior Facility Manager at CBRE
- Carel Hukom, HR Manager at PT CBN Nusantara
Together, they discuss the reasons behind the talent shortage, the importance of investing in training and certification, and the pros and cons of outsourcing vs. in-house training for developing data center professionals.
Why Is Data Center Talent So Scarce?
According to Carel Hukom (PT CBN Nusantara), the shortage happens because companies need people who understand the entire operational workflow of a data center—from daily maintenance to annual shutdown procedures.
Professionals must grasp the sequence-by-sequence operation of critical systems like cooling, electrical, UPS, fire suppression, and generator systems.
Meanwhile, Maradu Sianturi (CBRE) highlights that human error is one of the biggest risks on-site. Technicians who are not mentally or technically prepared can cause misoperations or maintenance failures, leading to operational disruptions and customer dissatisfaction.
The Role of Certification and Professional Training
Both experts agree that certification is the primary indicator of a data center professional’s readiness.
Carel explains that certified workers usually adapt faster—often within 1–2 weeks—because they already understand basic operational standards.
Certification also provides commercial value, as clients often ask about the qualifications of the engineers handling their infrastructure. Having a certified team enhances both trust and credibility for the company.
Investing in Continuous Professional Development (CPD)
Carel emphasizes the importance of Continuous Professional Development (CPD) to ensure data center teams remain relevant amid rapid technological change.
Maradu adds that annual training programs are mandatory in many organizations to maintain quality and efficiency.
Typical training covers essential technical skills such as:
- Cooling Systems
- Electrical & Power Management
- Digital Generator Systems
- Fire Suppression Systems
- Uninterruptible Power Supply (UPS)
Beyond hard skills, attitude, discipline, and teamwork are equally critical in shaping well-rounded and reliable talent.
Outsourcing vs. In-House Training: Which Is More Effective?
In-House Training
Advantages:
- Cost-effective in the long run
- Full control over curriculum and methods
- Builds company culture and employee loyalty
Disadvantages:
- Requires significant time and resources to develop internal training systems
- Limited to internal expertise
- Less adaptable to new industry trends
Outsource Training
Advantages:
- Faster access to professional trainers and experts
- Structured and proven curriculum
- Saves time and internal resources
Disadvantages:
- Higher training costs
- Limited control over content and delivery
- May not fully align with specific company needs
According to Maradu Sianturi, the best option depends on the company’s goals and strategy. For critical areas, internal training ensures stronger control. For non-critical areas, outsourcing can be a more efficient solution.
Optimizing Operational Costs
Carel underlines that training is not an expense—it’s an investment that directly impacts customer satisfaction.
Maradu adds that synergy between operations, HR, and finance teams is vital to prevent unnecessary cost inflation.
One effective strategy is to map workflows and determine which parts should be handled in-house and which are more efficient to outsource.
Compensation and Retaining Data Center Talent
According to Carel, compensation in the data center sector typically includes:
- Base salary
- Transportation and communication allowances
- BPJS and private insurance
- Annual performance-based bonuses
Maradu adds that some companies also provide accommodation (mess) for operational staff working outside their home city.
As demand for skilled professionals continues to grow, competitive compensation has become a key factor in attracting and retaining top data center talent.
A Message for Young Professionals Entering the Industry
Carel Hukom believes aspiring data center professionals don’t need to come strictly from an electrical engineering background—as long as they have a strong technical foundation and a curiosity to learn.
Meanwhile, Maradu Sianturi emphasizes attitude as a crucial differentiator. Those with a positive mindset and willingness to grow often outperform others who rely solely on technical ability.
Both experts encourage young talents to:
- Stay curious about the industry’s latest developments
- Maintain discipline in a 24/7 operational environment
- Actively join coaching sessions, training, and certification programs
Conclusion
The shortage of data center talent is a strategic challenge that must be tackled through comprehensive training and effective talent management.
Both in-house and outsourced training have their pros and cons—but a hybrid approach can balance cost efficiency and skill development.
With strong collaboration between companies, educational institutions, and professional communities, Indonesia’s data center industry can continue to grow and compete on a global scale.
Indonesia’s Data Center Talent Shortage: Strategies to Build a Skilled Workforce [Learn How]
For more details, listen directly to the podcast on YouTube Nusantara Academy and don’t forget to register for training by contacting https://wa.me/6285176950083
