Strategies for Recruiting Skilled Talent in Aerospace Manufacturing
Recruiting skilled talent in aerospace manufacturing has become increasingly challenging. Companies are facing a competitive market, where larger firms often lure candidates with higher pay, leaving smaller manufacturers struggling to attract the right talent. As someone who has spent significant time helping aerospace companies find and retain top machinists and engineers, I’ve learned that a more tailored approach to recruitment can make all the difference. Here are a few strategies based on my experiences.
1. Understand the Work Environment and Culture
One of the most important things I’ve learned is that success in recruiting goes beyond matching technical skills. It’s crucial to understand the company’s work environment and culture to ensure a good fit. For example, at a small aerospace manufacturer I worked with, we found that many candidates were drawn to the company's collaborative, family-oriented atmosphere. The management was highly invested in training and mentoring, and that became a key selling point for potential hires who valued skill development.
Tip: Spend time getting to know the company's environment and leadership style. These insights can be used to market the opportunity to candidates who are looking for more than just a paycheck.
2. Highlight Growth Opportunities
In many cases, aerospace companies may not be able to compete with larger firms on salary. However, I’ve found that many skilled candidates—especially machinists—are motivated by the chance to learn and grow. A fast-paced aerospace shop I worked with was open to hiring candidates without specific Swiss Lathe experience, but they emphasized that they were willing to train machinists to gain these new skills. This made the position appealing to individuals eager for growth, even if the initial pay was lower than at larger firms.
Tip: Emphasize opportunities for skill development and training in your recruitment process. Candidates who are eager to learn will see this as a valuable opportunity for career advancement.
3. Focus on Personality Fit
In aerospace, especially in smaller or fast-paced environments, personality fit is often just as important as technical skills. I’ve found that placing machinists who can thrive in the specific culture of the company—whether it's a laid-back, team-oriented shop or a high-pressure, fast-moving one—leads to better long-term retention. For example, a candidate who may not have direct Swiss Lathe experience but has the right attitude and adaptability can still be the right hire for a company willing to invest in training.
Tip: Don’t overlook personality fit. Consider how well candidates will adapt to the company’s pace, culture, and team dynamic to ensure long-term success.
4. Be Flexible with Skill Requirements
Finally, it's important to remain flexible when defining your ideal candidate. In aerospace manufacturing, many skills are transferable between machines and processes. One company I worked with was willing to hire machinists with lathe experience, even if they hadn’t specifically worked on Swiss Lathes, because the core skills could be developed on the job. This flexibility allowed us to expand the talent pool and find candidates who were ready to take on new challenges.
Tip: Focus on identifying the top three essential skills for the role and be open to candidates who have related experience. This flexibility can help you find talent in a tight market.
Final Thoughts
Recruiting for specialized aerospace roles like CNC machinists can be challenging, but with the right approach, it’s possible to find candidates who will thrive. By understanding the unique aspects of each company’s culture, emphasizing growth opportunities, and remaining flexible with skill requirements, I’ve been able to help companies build strong, long-term teams.
If your aerospace company is facing similar recruitment challenges, these strategies may help you find the right fit for your team.