Recruiting in the Aerospace and Defense Industry

The Aerospace and Defense (A&D) Industry is a challenging industry to recruit in due to the rapid innovation throughout the market.  This demands specific and tailored strategies, so with a strong team approach and a customized method, with expert recruiters on your side, success is imminent.

Selecting the right executive search partner and search method is ideal for a smooth recruiting process. For any Aerospace & Defense talent search, a mix of different search models can be used to find the right fit for the role which include; Retained, Contained and Contingent Search. In the Retained Search model, a dedicated project team of recruiting experts dedicate 3 to 6 months to the project where they uncover and attract top passive C-Level and VP candidates. The Retained Search model is suggested when looking to fill confidential replacement or executive level Aerospace & Defense positions.

The Retained Search model is not the only option, since the Contained Search model is also very successful when used for searches at the Director anExed VP level. The executive search firm delivers a strong sense of urgency for a Contained searches in order to uncover all of the top candidates in the market and to secure the finalist within a 6-8 week window. For searches not as urgent, the Contingent Search model may be the best search method.

In the Aerospace & Defense industry, partnering with a search firm who has a strong technological foundation and database is critical. Leaders in Aerospace & Defense must possess a potent combination of multicultural sensitivity, and trustworthy commercial and government relationships, while being technology and market savvy. Candidates in this specific industry can be challenging to come by. Partnering with a search firm who already has a wide database of potential candidates and has experience searching for skills in avionics, engineering, maintenance, management, and piloting can make the search process much smoother.

In such a sensitive industry, it’s critical to follow the strictest measures and rigorous background checks to on board key talent. Good executive recruiters will go beyond the standard procedures. According to the Jobvite 2016 Recruiter Nation Report, 87% of recruiters find LinkedIn most effective when vetting candidates during the hiring process. Candidates with a strong personal and public presence will jump to the top of the shortlisted pack.

As a candidate looking out for a career in the Aerospace & Defense industry, be dynamic and take initiative by reaching out to executive recruiters. A good start would be to introduce yourself by highlighting your primary skills; let them know that you’re in the market and offer any information or insight that can help them shortlist you for an open position. You can also help the recruiter stay on top of what is happening in the Aerospace & Defense domain. This level of interaction helps you and the recruiter build knowledge and expertise, thus making the relationship valuable beyond the specific transaction of a single job opportunity. With good communication and strong relationships between the candidate, recruiter, and client, hiring for Aerospace & Defense can become a much easier task.

Author: Liam Copsey