AEROSPACE & DEFENSE
Identifying The Next Generation of Aerospace & Defense Leaders is Mission Critical
Every day, aerospace and defense companies make critical business decisions without understanding the distance between where their organizational capabilities are today and where they need to be to succeed. The pace of change and headwinds faced by the sector are unprecedented. Market leaders need proactive organizational strategies to drive innovative responses to:
- Rising global instability
- Workforces needing digital transformation
- Shrinking budgets
- Increasing competition
- Mounting regulatory requirements
- Shifting markets
- Evolving technology
Aerospace and defense companies that lack capable leaders with the expertise and experience to lead them through these complex challenges will be left behind. Companies must identify these leaders with a keen eye on diversity—and understand the unique challenges women and underrepresented minorities face in the A&D Sector.
We offer aerospace and defense consulting services to help organizations recruit, organize, develop, reskill, and maintain a workforce equipped to thrive in rapidly changing environments.
How We Can Help
Your results are what matters. We partner with you to continually evolve and optimize to reflect the changing needs of your aerospace and defense business. We help our clients address the following challenges.
1
The aerospace and defense industry has unique talent needs. Highly skilled and experienced personnel are essential to safe, effective and efficient operations. But currently, the industry is experiencing a “perfect storm” of talent challenges. It’s increasingly difficult to find qualified talent given the entry of new competitors to the market due to increased demand. There’s also growing concern that the talent pool is shrinking, as the industry is predominantly populated by an aging workforce approaching retirement and interest in aerospace and defense careers is declining.
Companies must take immediate steps to address the potentially devastating effects of a talent shortage. To strengthen the talent pipeline, your business needs to identify qualified, cleared talent in the fastest-growing regions, including Asia, the Middle East and India.
2
The aerospace and defense industry is primed for disruption. New competitors are entering the market, threatening to shrink an already short talent supply. For older businesses, the pace of technological change and a lack of technology know-how are the key barriers to growth.
To thrive, your business must develop a talent profile with the skills and core capabilities essential to excel in the new future of work. You must also determine how to accelerate digital transformation in your HR-related processes. Finally, consider reskilling and upskilling in your organization's workforce. Of course, because jobs are changing in many ways, there is no one-size-fits-all approach. To succeed in this competitive environment, your business must address their multigenerational workforce and skills gap.
3
Success depends on an engaged workforce. Our research shows that firms that engage and enable employees achieve up to 4.5 times more revenue growth than those that don’t. And given the stiff competition for talent in the aerospace and defense industry, it’s essential for your business to implement employee retention strategies. Aerospace and defense contractors must build and define a clear value proposition to attract, engage, motivate, and retain employees—and given the global nature of this industry, you must also consider how to support employees across borders based on their unique values, needs, and expectations.
4
We help companies create a positive, engaging and inclusive environment for all employees. We examine your hiring, development, compensation and promotion practices to ensure that opportunities are equally available to everyone. We use our proprietary assessments and other research-validated tools to help you identify and develop high-potential talent. And we work with you to construct clearly defined career tracks that give up-and-coming talent the experience that positions them for leadership roles. In short, we help you build a transformational, inclusive talent strategy that will accelerate your company’s performance.
Scale Quicky to Deliver on Business
We hired 2,000 blue collar workers for an aerostructures company across America and Malaysia and supported an Australian budget airline with their end-to-end recruitment services for cabin crew, ground operations, engineering and corporate roles when they first launched. Using our systems and assesssment services, we placed 505 people, 95% of whom were directly sourced. This saved our client $1.7 million, which was 46% lower than the previous year.
