Is Aerospace Recruitment Giving You a Headache?

Here’s What We Learned at the WEAF Somerset Cluster Meeting

The WEAF Somerset Cluster meeting held on 23rd January witnesses a hub of lively debate, as WEAF members gathered at Metaltech Precision, part of the Expromet Group, to tackle one of the biggest challenges facing aerospace and advanced manufacturing: recruitment and retention.

With recruitment experts, local colleges, and SME representatives in the room, the group focused on the tough issues. We delved into the topics through two workshops: recruitment challenges and Plan B strategies when vacancies just can’t be filled.

What’s the Problem with Recruitment?

It turns out that location really matters. Businesses in rural areas like Cornwall and Chard are struggling to attract candidates because of stiff local competition. Apprenticeships, while incredibly valuable, can be snapped up by the big players – the Primes, leaving SMEs losing out on the chance to secure apprentices. Thankfully, initiatives run by West of England IoT, and government websites, Find an apprenticeship – GOV.UK, are helping to match surplus apprentices with SMEs.

Colleges are proving to be fantastic partners. Businesses like Metaltech have built strong ties with Yeovil College and Exeter College’s aerospace faculty, which gives them a steady pipeline of talent. But there’s a catch: young people are drawn to businesses that are visible and exciting. Are you on TikTok or Instagram? If not, you might want to be. Just look at Mo T The Airport Guy on Instagram – he’s got a huge following and makes aviation look inspiring.

What About Plan B?

Sometimes you can’t hire people as required, so what’s the backup plan? Some businesses are turning to automation – like Metaltech and WES, where robots are running 24/7 – while others are exploring overseas sponsorship programmes. Communication is also key. If Primes and OEMs could share their forecasts with additional notice, it would help the supply chain plan resources more effectively.

Short-term solutions, such as hiring temps has both positive and negative outcomes.  Long-term planning: better training, more innovation, and excellent staff benefits/culture are key in retaining existing staff, and even relocating to areas that are more appealing to workers was discussed.

Here’s the Big Takeaway:

Recruitment into aerospace and advanced manufacturing/engineering is tough. Make your business a brilliant place to work – think sustainability, strong ethics, and good pay. Get young people excited about engineering by showing them how clean, innovative, and rewarding it can be. And don’t forget about diversity – we need more women, ethnic minorities, and young people in the sector.

Final Thought:

Engineering may need a rebrand. Parents and young people still think of it as dirty and unappealing, especially in SMEs. Let’s change that. With social media, innovation, and the right partnerships, we can attract the talent our industry desperately needs.

What’s your biggest recruitment challenge? We’d love to hear your ideas!