What You Need to Know about Hiring in the Aerospace Industry

It shouldn’t take a rocket scientist to hire other rocket scientists. Yet recruiting in the aerospace industry is often trickier than it may seem. Projects take a long time to complete and require specific skillsets, so managers need to think about the employees they will need months or even years ahead of time. If you’re a hiring manager in this field, you probably understand how difficult it is to plan under these circumstances.

So how do you overcome these hurdles and find workers who will fit within your company for years to come? Your biggest asset in this area is knowledge. If you know what to look for and what to avoid, you’ll be more likely to find top-quality workers every time you recruit.

This article will outline just a few of the things you need to know when you hire aerospace professionals. If you keep these ideas in mind, your hiring process will be faster and easier than you ever imagined.

Workers Must Have Many Specialized Qualifications

Every engineer needs to be qualified. Most can’t even practice their vocation without working under a supervisor for a few years and getting a licence from a provincial authority. Even with these strict expectations in place, though, aerospace engineers generally need to obtain more credentials than their counterparts do.

While many professionals can start their careers after earning their bachelor’s degrees, some engineering positions in the aerospace industry require a master’s degree or even a doctorate. These graduate degrees allow professionals to focus on specific disciplines such as aerodynamics or systems, which means they can offer thorough expertise to your company in a given area.

Engineers’ Salaries Are (Still) Expensive

Aerospace engineers demand relatively low salaries compared to other professionals. While professionals in some engineering branches can demand median salaries in the low six figures, workers in the aerospace industry generally receive about $80,000 in annual compensation.

Still, these earnings aren’t exactly pocket change. You need to make sure you hire the right engineers to avoid extra training or replacement costs. If you fail to do so, you’ll be more likely to break your company’s budget and compromise your team’s productivity and total output.

You’ll Need to Fill Positions for Years to Come

There’s currently a high demand for engineering professionals. Most industries require workers that can replace their aging employees. This means many companies will need to keep hiring new engineers constantly. Even if you replace a few professionals in a given year, you will probably need to repeat the process again soon.

As a result, your hiring department can’t afford to rest on its laurels. You need to develop an efficient talent acquisition and recruiting strategy that will help you accommodate this demand. With these plans in place, you’ll be able to constantly replace your retiring engineers and maintain smooth operations for years to come.

Recruiters Can Help You Find Ideal Candidates Faster

Recruitment and acquisition strategies are not easy to make or follow. You may set out with a plan, but short-term needs may take priority over your goals for the future. Sudden departures can also throw off your efforts and force you to hire within restricted time frames.

If you find yourself in a difficult position, you can rely on recruitment agencies to help you. These firms can source and hire engineers quickly without straying from your previously established strategies. As a result, you’re sure to get the best worker for your dollar.

New Call-to-action