The long-held belief of “people should not fly” has quickly faded with the past century’s technological advancement. Nowadays, the aerospace industry is awash with many opportunities holding the firm promise of an exciting & innovative career.
Because the aerospace industry has enticed Generation Z for decades, the recruitment chances of the top talents have become more challenging & scarce. Every year, around 75,000 new engineers graduate, but only half are qualified to work in the aerospace sector. The enormous competition to snatch these top prodigies make it even harder to recruit top talents.
That said, to tackle this uncanny, competitive scenario, it’s pivotal to adopt unique approaches to recruit the top aerospace prodigies.
1. Passive Referring & Networking
A well-rounded networking system always proves to be vital in recruiting top aerospace talents. With many firms & profound organizations like Amazon and Google worldwide, it’s much more challenging to land top talent.
Hence, effective networking is of paramount importance. To do so, you need to focus on different conferences, online webinars, professional talk/meet-ups, and collaborative programs. Remaining up to date with such networks will increase the odds of your successful recruitment of top aerospace talents.
Passive referring can be another effective option. Here you need to scout these talents based on your employees’ referral. Also, you can depend on an external recruiter, as they will have more connections to various organizations.
2. Hire Aviation Recruiters
The aviation sector is a fast-growing sector. Your recruitment strategy has to be unique, appealing, dedicated. However, with the fast-growing industry, it’s hard to keep up and you often have to struggle with your strategy.
As these strategies are time-consuming and confusing, hiring an aviation recruiter can benefit you tremendously.
Hiring such an expert gives you access to some of the most motivated, talented, pre-vetted talents. You can also rely on search firms like BOB search to provide you with the best aerospace recruitment process.
You no longer have to stress yourself about doing it all alone. Instead, by hiring recruiters, your strategy will bear fruit in no time. But while choosing the firm or recruitment software, make sure to do a thorough background check of the agency.
3. Promote Your Vision
Now that you have an idea about effective advertising, you need to make sure these talents are interested in working for you. For this, you need to focus on the clear visions of your company. What sorts of skills you expect from these talents, what system you require, etc.
When you become sure of your organization’s necessities, goals, and motivations, you can better attract the talents.
You can focus on those specific sets of skills that you require from an early recruitment stage. Recruits with particular backgrounds and skill sets can have a better idea about your vision, and you will have a better chance of identifying these top talents.
4. Recruitment Amenities
The crucial factor of hiring some top-level aerospace talents is that you have to highlight the unique amenities your company will provide. That’s what will play a pivotal role in slanting the prodigies from other organizations.
All the technical facilities almost remain the same. The difference-making factors are alternative work-related amenities such as work-life balance, insurance, medical and wellness benefits, other exclusive opportunities, etc.
Therefore, you need to carefully assess which aspects are more appealing to the technical staff.
If you successfully create resources that answer all their aspirations and requirements, you have a better chance of landing the top-level talents.
5. Effective Advertising
Unlike the traditional way of working under a hiring manager, these top prodigies of the aerospace sector work independently.
So, you need to reach out to them. That said, effective networking is crucial to gain their attention. As most of these talents appear online, you need to adopt a diversified advertising approach.
There are plenty of ways to advertise online. Use social media services like LinkedIn, Facebook, Twitter, Instagram, and YouTube to promote your firm/company. You can advertise on high-traffic websites too, and invest in offline advertising—newspaper, billboard, etc.
6. Introduce Collaborative Programs
Arranging collaborative aviation programs with reputed colleges and universities is an excellent approach.
You can nurture these talents from an initial stage and recruit them once they complete their studies. This way, you have a better chance of hiring these prodigies long before they start selecting their careers on their own.
Such programs include conferences and discussions with aviation experts to encourage them to come to the aerospace sectors.
Generation Z values travel, new experiences to learn, autonomy, and opportunities to develop skills. Assuring them of these scopes from the very beginning will give you the chance to nourish these raw talents.
However, keep in mind that it’s a lengthy program and you won’t get the benefits immediately. But once you invest in these raw talents, you can be sure to capture some of the prolific prodigies early on.
In this approach, you can encourage enthusiastic students to choose professions like aerospace technician, engineer, pilot, etc. & nurture them directly.
7. Offer Internship Programs
This is an unorthodox and relatively new approach that has gained popularity in recent decades. This nontraditional approach opens up the path for all those vocational, entry-level, A-level students who want an exciting aviation career. These apprenticeship programs can help those potential students with university debt.
This path to the aerospace industry is becoming popular. Many major companies like Emirates, Qantas, British Airways, TUI, and Virgin Atlantic are investing millions in internship programs to train Gen-Z’s best talents.
Enthusiastic students can get practical knowledge and learn directly from the experts at an entry-level, which is a big deal for them.
Moreover, you can introduce the requirements and the skill sets you want from these young prodigies. It opens up the opportunity for you to recruit them once they have completed their training & apprenticeships.
8. Prioritize a Competitive Culture
Joining Amazon or Google rather than a defense contractor is more demanding and appealing to Gen-Z.
It has become like this because of the culture and environment Amazon and Google provide. That’s why you need to introduce such a competitive and engaging background for these talents, so they are compelled to choose you over Amazon or Google.
Culture focuses not only on technical facilities, but also on alternative amenities. Nontraditional amenities are the options you should consider.
You should create an environment in your organization that gives a unique, engaging, encouraging, and innovative vibe and consider some of the tips mentioned above to recruit the best aerospace talents.