In many countries, a shortage of air traffic controllers (ATCO) remains an issue, especially as the demand for air traffic grows.
Another idea is progressive licensing. This would allow trainees to earn partial qualifications as they advance."
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In many countries, a shortage of air traffic controllers (ATCO) remains an issue, especially as the demand for air traffic grows. This stems not only from more general recruitment challenges but also from disrupted training and career progression during the pandemic.
Collaborative approach
Better training
CANSO has recently launched a campaign called ‘Guardians of the Skies’, where through a series of videos they show what is to be an air traffic controller by following the life of one female ATCO in Ireland. You can watch the full video here and also advertise any vacancies within your organisation at http://canso.org/careers
Resolving ATC staffing shortages is a complex, long-term challenge that does not lend itself to quick fixes. Maintaining quality training programmes remains essential, and any proposed changes must be carefully evaluated.
These changes include reassessing legacy training practices, leveraging technological advancements and expanding recruitment outreach efforts to ensure that ATM organisations are equipped to meet future air traffic demands. Engaging local staff in the identification of approaches is an important part of the process.
“It is essential to optimise talent acquisition and retention strategies within the ATM sector,” concludes Bishop. “CANSO will continue to serve as a platform for dialogue, facilitating the exchange of ideas and the identification of innovative strategies that drive tangible improvements in recruitment and training. By working collaboratively to implement evidence-based solutions, the global ATM industry can build a resilient workforce capable of managing the evolving complexities of modern airspace.”
Once recruited, the training stream becomes critical. In early 2025, CANSO hosted a roundtable with industry leaders to identify barriers to expanding ATCO training capacity and efficiency, aiming to pinpoint actionable improvements for both immediate and medium-term implementation.
Given the situation, training at scale is the first consideration. Although initial classroom instruction can be expanded, the bottleneck occurs in advanced training. Here, simulator access, expert tuition and operational on-the-job training (OJT) are notable constraints.
Content must be examined too. Ongoing relevance and effectiveness are the focus, which means legacy procedures must be thoroughly reviewed and outdated elements identified. One idea under consideration is increasing the use of competency demonstrations in top quality simulators, akin to pilot training models, to enable practical scenario experience and potentially accelerate the OJT phase. If simulators can replicate real operational environments, then trainees will experience a smoother transition to the job. But this must be a consistent process worldwide.
“Another idea is progressive licensing,” says Bishop. “This would allow trainees to earn partial qualifications as they advance. This isn’t universally implemented but the evidence suggests that incremental certification improves trainee confidence, skill retention and overall qualification rates.”
To the extent that it is possible, personalised mentoring and coaching are also being emphasised as vital to supporting diverse learning needs.
As an additional industry resource, CANSO is considering developing best practice guidelines for ATCO instructor selection and training. Addressing instructor shortages and optimising teaching methodologies are essential to ensuring the delivery of high-quality training for future controllers.
It is essential to optimise talent acquisition and retention strategies within the ATM sector."
Michelle Bishop, Director of Programmes CANSO
To counter the broader issues in attracting talent, air navigation service providers (ANSP) must modernise recruitment methods and leverage contemporary outreach platforms, says Michelle Bishop, CANSO’s Director of Programmes.
Bishop says ANSPs must reassess their value propositions, utilise new communication channels and refine messaging to better attract younger candidates.
“CANSO’s human resources workgroup is sharing best practices in all of these areas,” she adds. “There is much to learn from each other and many are having significant success with creative messaging, innovative partnerships and new career promotion strategies.”
In many countries, a shortage of air traffic controllers (ATCO) remains an issue, especially as the demand for air traffic grows.
To counter the broader issues in attracting talent, air navigation service providers (ANSP) must modernise recruitment methods and leverage contemporary outreach platforms, says Michelle Bishop, CANSO’s Director of Programmes.
Bishop says ANSPs must reassess their value propositions, utilise new communication channels and refine messaging to better attract younger candidates.
“CANSO’s human resources workgroup is sharing best practices in all of these areas,” she adds. “There is much to learn from each other and many are having significant success with creative messaging, innovative partnerships and new career promotion strategies.”
Another idea is progressive licensing. This would allow trainees to earn partial qualifications as they advance."
CANSO has recently launched a campaign called ‘Guardians of the Skies’, where through a series of videos they show what is to be an air traffic controller by following the life of one female ATCO in Ireland. You can watch the full video here and also advertise any vacancies within your organisation at http://canso.org/careers
Resolving ATC staffing shortages is a complex, long-term challenge that does not lend itself to quick fixes. Maintaining quality training programmes remains essential, and any proposed changes must be carefully evaluated.
These changes include reassessing legacy training practices, leveraging technological advancements and expanding recruitment outreach efforts to ensure that ATM organisations are equipped to meet future air traffic demands. Engaging local staff in the identification of approaches is an important part of the process.
“It is essential to optimise talent acquisition and retention strategies within the ATM sector,” concludes Bishop. “CANSO will continue to serve as a platform for dialogue, facilitating the exchange of ideas and the identification of innovative strategies that drive tangible improvements in recruitment and training. By working collaboratively to implement evidence-based solutions, the global ATM industry can build a resilient workforce capable of managing the evolving complexities of modern airspace.”
Collaborative approach
It is essential to optimise talent acquisition and retention strategies within the ATM sector."
Michelle Bishop, Director of Programmes CANSO
Once recruited, the training stream becomes critical. In early 2025, CANSO hosted a roundtable with industry leaders to identify barriers to expanding ATCO training capacity and efficiency, aiming to pinpoint actionable improvements for both immediate and medium-term implementation.
Given the situation, training at scale is the first consideration. Although initial classroom instruction can be expanded, the bottleneck occurs in advanced training. Here, simulator access, expert tuition and operational on-the-job training (OJT) are notable constraints.
Content must be examined too. Ongoing relevance and effectiveness are the focus, which means legacy procedures must be thoroughly reviewed and outdated elements identified. One idea under consideration is increasing the use of competency demonstrations in top quality simulators, akin to pilot training models, to enable practical scenario experience and potentially accelerate the OJT phase. If simulators can replicate real operational environments, then trainees will experience a smoother transition to the job. But this must be a consistent process worldwide.
“Another idea is progressive licensing,” says Bishop. “This would allow trainees to earn partial qualifications as they advance. This isn’t universally implemented but the evidence suggests that incremental certification improves trainee confidence, skill retention and overall qualification rates.”
To the extent that it is possible, personalised mentoring and coaching are also being emphasised as vital to supporting diverse learning needs.
As an additional industry resource, CANSO is considering developing best practice guidelines for ATCO instructor selection and training. Addressing instructor shortages and optimising teaching methodologies are essential to ensuring the delivery of high-quality training for future controllers.
Better training
In many countries, a shortage of air traffic controllers (ATCO) remains an issue, especially as the demand for air traffic grows. This stems not only from more general recruitment challenges but also from disrupted training and career progression during the pandemic.
