BUILDING A FUTURE-READY NDT WORKFORCE:
INSIGHTS FROM THE ASNT FOUNDATION
As the nondestructive testing (NDT)
field continues to grow and adapt to new
technologies and industry demands,
understanding workforce dynamics is
essential. Recently, the ASNT Foundation
published valuable insights through
two exclusive industry reports: the 2024
Industry Workforce Readiness Report
and the 2024 Industry Compensation
Report. These findings are crucial for
employers, practitioners, and industry
stakeholders committed to cultivating a
skilled and satisfied workforce.
The Workforce Readiness Study
The aim of the 2024 Industry Workforce
Readiness Report was to assess critical
skills, identify skill gaps, and understand
workforce needs from the perspective of
both practitioners and hiring managers.
This comprehensive approach provides
a balanced view of readiness in the
field, along with insights into skill areas
that require further development. The
findings of the report were established
in four phases: in-depth interviews with
select stakeholders, electronic surveys,
stakeholder focus groups, and data
analysis. The findings are divided into
the following sections: the most critical
skills as rated by technicians, technicians’
assessments of their own skill levels, and
comparisons of those same critical skills
by hiring managers and recruiters.
Practitioner Perceptions and Skill
Development
One of the most valuable components
of the study was the self-assessment by
NDT practitioners. Practitioners rated
their own competency across various
skills deemed essential for the field, as
shown in Figure 1. This self-reflective
process highlighted areas where many
practitioners feel confident, as well as
areas that need improvement, such as
advanced data analysis and understand-
ing of cutting-edge NDT technologies.
Hiring managers and recruiters then
provided a comparative assessment of
these same skills, often noting disparities
between the skills practitioners felt com-
petent in and those that managers found
critical. This gap illustrates the need for
ongoing professional development and
targeted training programs to bridge
expectations between practitioners and
employers.
Hiring Challenges in NDT
In recent years, the NDT industry has
faced hiring challenges that reflect
broader trends in the technical and
engineering workforce (Figure 2). These
challenges include a shortage of qual-
ified candidates, high turnover, and an
increased need for specialized skills in
emerging NDT methods. The report
emphasizes that while experienced can-
didates are in demand, retaining talent
can be difficult due to perceived gaps in
compensation, career growth opportuni-
ties, and work-life balance.
This data emphasizes the impor-
tance of retention strategies, includ-
ing fair compensation, clear career
pathways, and support for work-life
balance. Implementing these strategies
could help companies attract and retain
top talent while meeting the evolving
demands of the NDT industry.
NDT Compensation Report
The 2024 Industry Compensation
Report provides a transparent look into
current salaries, benefits, and percep-
tions of compensation fairness. With
an average salary of US$127 821, the
report sheds light on the monetary and
FEATURE
|
NDTWORKFORCE
Figure 1. The most critical
skills needed for NDT
technicians, as identified
by survey respondents.
Figure 2. Most employers said it is very
challenging or moderately challenging to
fill open positions.
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M AT E R I A L S E V A L U AT I O N • M AY 2 0 2 5

nonmonetary aspects of job satisfaction
among NDT practitioners. Salary data
is broken down by job role, certifica-
tion, professional tenure, company type,
industry, level of education, and supervi-
sory responsibilities.
In addition to salary data, the report
provides details on benefits packages
and paid time-off structures, showing
a direct link between comprehensive
compensation packages and employee
retention rates. Benefit categories are
broken down in detail and include
medical, dental, vision, disability, and
life insurance, paid time off, retirement
plan contributions, educational assis-
tance, and more—for full-time, part-
time, and contract employees.
Interestingly, the report highlights
mixed responses from practitioners
regarding the fairness of their compen-
sation (Figure 3). While some feel their
pay aligns with their expertise, others
cite a lack of compensation for advanced
certifications or specialized skills. As the
NDT field becomes increasingly spe-
cialized, ensuring fair compensation for
these skills will be critical to maintaining
a motivated workforce.
Moving Forward: ASNT’s Vision for
Workforce Development
ASNT’s efforts to address workforce
readiness and compensation reflect a
proactive stance toward ensuring that
the NDT industry remains compet-
itive and attractive to both new and
existing talent. These resources are
now available for purchase on the
ASNT Foundation’s website (go to
foundation.asnt.org/ndt-research/
workforce-development or scan the
QR code below) for industry stakehold-
ers seeking to build a more resilient
and satisfied workforce. All profits
from report sales are directed to the
ASNT Foundation to support research
initiatives and advance the field of
nondestructive testing.
By continuing to prioritize pro-
fessional development, competitive
compensation, and closing skill gaps,
ASNT aims to lay the foundation for a
future-ready NDT workforce—equipped
with the skills, tools, and motivation
needed to meet evolving industry
demands.
Figure 3. The report highlights mixed
responses from practitioners regarding the
fairness of their compensation.
DON’T SET 2026 BUDGETS
WITH 2019 DATA.
Scan the QR code to explore detailed insights
and purchase your report today!
Get the latest insights with the ASNT Foundation’s
Industry Compensation Report.
Demographic Trends: Key insights into the
U.S. NDT workforce for smarter planning.
Current Salary Insights: Detailed pay data
by role, certification, industry, and more.
Perception of Fairness: See how NDT
professionals feel about their pay.
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