Hiring in the Aerospace and Defence sectors: a different approach

It has been an interesting few years for the workforce of the Aerospace & Defence sectors. In fact, the sector had to face the pandemic, geopolitical events and then a recession. All these events forced a shift in the mentality of employees, and are having an effect on the mentality of employers as well. 

WHAT DO EMPLOYEES WANT?

One thing every employee mentions when talking about what they find valuable in the workplace is flexibility. After compensation and benefits, flexibility is always mentioned. It is critical for every decision they take, and most of them want to have flexibility for either work hours or place. The Aerospace and defence sector have some difficulties with flexibility: in fact, it is difficult to offer work from home or work at different hours when employees must be working around the clock and around technical equipment. But, companies are now starting to offer some degree of it, because they are realising it will benefit both employees and employers.Moreover, flexibility is also linked to diversity: it allows diverse workers to participate in the workforce and to advance their careers.

HOW CAN COMPANIES GET MORE TALENTS?

At this particular point in time, 40% of engineers are open to switching jobs. What companies should do is, create a brand strong enough to attract skilled employees. Also, retention is very important. 95% of the hirings have been backfills for employees who left.

WHAT SHOULD EMPLOYERS BE DOING TO MAKE THEMSELVES MORE ATTRACTIVE?

The first and most important thing is that there needs to be a mind shift in organisations. Until now, employers have seen themselves as a destination for talents, which can be seen as an endpoint. Nowadays this is problematic, since talents don’t want to follow the same career paths they previously used to follow. They don’t want a linear career path, they want to spend time in an organisation and learn as much as possible.

Employers need to enhance their branding: organisations need to adopt an approach that aligns with what employees think a good career would be, where they would be able to develop their talent.

Hiring nowadays is difficult. 95% of employers think hiring is difficult, but they haven’t changed the way they do it. There need to be investments in the workforce, people need to want to come work for you.

WHAT IS THE MOST REWARDING PART OF THE JOB FOR PEOPLE IN THE A&D?

There are 5 different generations simultaneously in the workforce. Because of this, there are differences in what matters and it is challenging to address the needs. One thing is in common: mission and purpose in the work people do is important. Employees want an opportunity to make a difference in their career. This sector is unique, and employers should rebrand what a career in this aerospace & defence industry means, to raise interest level.

WHAT SHOULD EMPLOYERS TAKE AWAY FROM THIS ARTICLE?

This is a great time to articulate the opportunities of the industry and get the message out. With big tech companies letting many people go, it is the right moment to attract talents. In order to do that, there needs to be a rebranding of the industry and of the companies in the industry. 

Sky Hunters, an Executive Search company specialised in the Aerospace and Defence sectors has experience in branding your company in the right way to attract the best talents. Don’t reinvent the wheel again yourself and let us attract the best talent for you. Get to know us and get in touch.

As an Executive Search company, we are conducting a survey under Gen Z and millennials to discover what’s important to our younger generations entering the job market. Take part in the survey or share it in your network.  

Source: KPMG