太空探索吸引了具有任务的工程师

本文最初发表在航空航天制造和设计。

由Brian Forte，战略销售总监

Even in a market with record-low unemployment rates, engineers stand out as the professionals most in demand. Which is great news for them, but less so for space and satellite industry recruiters competing against multinational technology corporations and other deep-pockets employers. The key to attracting and retaining engineers lies in their innate curiosity and desire to be part of something new and significant — like going back to the moon or reaching Mars for the first time。

空间和卫星行业雇主需要确保他们沟通员工价值命题（EVP），旨在捕捉与工程师共鸣的愿景，目的和激情，并使他们希望成为独特和重大的一部分。

Industry Resurgence

太空竞赛回来了。只有这段时间，而不是试图先着落在月球上，这是一个看谁将建立火箭和卫星的竞争，而且谁将成为领先的外观有效载荷服务。随着国家庆祝50^thanniversary of the Apollo 11 moon landing mission, it's coinciding with a resurgence of interest in space aspirations. Globally, the U.S. is competing with eight other countries that have orbital launch capability, including Russia, Japan, China and India. While within the U.S., Boeing, Lockheed Martin, Northrop Grumman, SpaceX and Blue Origin are among the most prominent players.

赌注很高。公司现在正在投资，以便在我们经常运送货物和/或乘客时，他们可以成为与太空旅行相关的品牌。

This time around, reusability and cost are among the primary goals.

招聘景观

The skill sets needed for aerospace manufacturing and design include engineering specializations such as hardware, software and electrical as well as light industrial positions like assemblers, cable harness design and cable technicians.

尽管航空航天工程学位高度重视，但雇主往往正在寻找具有软件工程或计算机科学学位的工人。需要行业经验，即使经验丰富的候选人也只能索取实习。对于拥有超过20年经验的员工，公司将支付溢价。

工人可用性主要取决于地理位置。在具有主要空间枢纽的地区，如休斯顿，亨茨维尔或佛罗里达州的太空海岸，有很多合格的工人。然而，特别是在这个紧凑的劳动力市场中，几乎每个人都已经受雇了。尽管传统上将在现场地位，但制造业务可能在更远的偏远地区，但更低的失业率和更便宜的员工队伍。

5 Ways to Recruit and Retain Top Talent

To ensure you have the workforce necessary to meet your needs and fulfill your business, here are some recommendations for acquiring top candidates and maintaining a quality workforce.

1.确保竞争赔偿

Considering the relatively limited talent pool, you'll need to be especially competitive with your offers,或者冒着对其他机会失去顶尖候选人的风险。

At the same time, employers need to quantify the return on investment (ROI) for the wages they pay, even in a competitive hiring market. Third-party data such as local market analyses, per capita density reports, market-rate wage data and regional competitors' pay scales can help employers make the most informed decisions. And, to help hiring managers who may need to make a business case to their C-suite executives.

Start-up companies who don't have the cash flow to compete with more established employers can offer partial ownership via stock shares.

2.传达您的EVP

竞争航空航天行业的人才意味着能够阐明与求职者共鸣的员工价值主张（EVP）。许多人选择这一工作行业，因为他们希望在有影响力的项目上工作，他们对他们所充满激情的东西。他们想知道他们做了什么事。

航空航天公司在这里有一个天生的优势，因为大部分工作都集中在创造可能没有其他人正在做的影响力和解决方案。尽管如此，组织需要确保他们的EVP与他们的品牌对齐，真正代表他们的公司。

候选人可能有偏好在不同环境中工作。一家较大的公司可能会支付更多费用，而一家较小的公司可能会有更多的动手，工人获得更多责任。同样，一些员工可能希望从项目移动到项目，而其他员工则更喜欢一年的一件软件。

确保你知道你有什么优点和corporate them into your EVP. If your company isn't a brand name, you might need to do a little more legwork familiarize job candidates with your business and want to join your workplace.

考虑如何描述您的公司文化，对员工的事项，为什么有人想为贵公司工作，您如何与您的竞争对手不同，以及贵公司提供的机会和福利。

目标被动求职者

大多数被动的候选人在当前职位上相对较为满足，因此您必须专注于与他们引发的主动方法。为了达到被动候选人，公司需要考虑如何在日常活动中引起他们的关注，无论是通过网络或参与在线论坛。

Consider current employees to be your best brand ambassadors.As they say,“好人知道好人。”确保他们知道何时以及你招募的何种位置，以保持其最重要的目标。

特别注意你的招聘和招聘流程。被动求职者特别可能因冗长或重复的过程而沮丧。考虑如何简化应用程序和面试过程 - 尝试巩固多次访谈，并在一天中使用时间灵活。

4.留住高级表演者

鉴于严格的人才景观，雇主严格通过财政责任的镜头严格地观察员工保留。营业额昂贵 - 它costsemployers 33 percent of a worker's annual salary to hire a replacement if that worker leaves.

With quit rates higher than ever, you'll want to do everything you can to avoid unnecessary attrition.

Ensure that pay upgrades and raises are consistent with industry norms. Provide ongoing development opportunities and reward good work consistently. And especially with this workforce, ensure that you're offering new projects or problems that intellectually challenges your workers.

5.提供新的挑战

For a workforce drawn to the new and seemingly impossible, boredom is the enemy. Make sure you're looking for new ways you can keep it fresh for your engineers. Are there new projects where they can contribute or stretch their skills? More junior employees they can mentor? Even employees working on the most intriguing projects may still need a fresh challenge.

Conclusion

The Space Race of today is vastly more technologically advanced and digitized. However, what you can't automate is an engineering mindset. The need for innovation will always be there and your company will have the edge if you focus on hiring and retaining the industry's best.

想知道更多？现在联系Attalent。