Hiring skilled aerospace engineers has never been harder. Companies across the UK are struggling to fill roles, from design engineers and quality inspectors to technicians and maintenance staff. Everyone’s looking for the same kind of people, and there simply aren’t enough to go around.
Understanding What’s Going On
The shortage is real
The aerospace industry keeps growing. New aircraft projects, defence contracts, and space-related work have created more openings than there are qualified workers. Many older engineers are retiring, and younger ones often choose other fields.
The result? Roles stay open for months, overtime goes up, and teams feel stretched.
The skills gap
It’s not just numbers — it’s the type of skills needed. Aerospace jobs require strict safety standards, precision, and experience with regulated systems. You can’t just bring in anyone with an engineering background and expect them to adapt instantly.
Training takes time, and most businesses can’t afford delays. That’s where smarter recruitment comes in.
Step 1: Be Clear About Who You’re Looking For
Before posting a job ad, take a step back and think: what do you actually need?
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Is it a production technician who can read technical drawings?
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A maintenance engineer who’s familiar with MRO environments?
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Or a design engineer skilled in CAD and composite materials?
Each role demands different experience, training, and certifications. The clearer you are, the better your chances of attracting the right people.
Write job ads that tell the truth
Skip the buzzwords. Be honest about pay, hours, shifts, and expectations.
A good job post should say:
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What tools or systems the person will use
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What a typical day looks like
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What qualifications are required (like CSCS, ECS, or CAA certification)
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Whether there’s training, travel, or overtime
People appreciate honesty. It helps filter out the wrong applicants and saves you time later.
Step 2: Reach the Right People
You can’t just put a job on a general website and hope the right person sees it. Aerospace hiring needs a mix of methods.
Go beyond the usual channels
Don’t rely on one place. Try:
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LinkedIn or aviation job boards
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Apprenticeship and graduate programmes
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Trade schools and training centres
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Military leavers with transferable skills
A lot of great candidates never apply online — they find work through word of mouth or specialist recruiters. So stay visible in all the right places.
Step 3: Move Fast and Keep It Simple
Good engineers don’t stay available for long. Once you’ve found someone promising, act quickly.
Here’s what slows most companies down:
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Long internal approval steps
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Unclear interview process
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Waiting weeks to give feedback
A few small fixes can make a big difference.
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Schedule interviews promptly
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Decide who makes the final call before the interview starts
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Give feedback within a day or two
Being organised makes candidates feel valued — and more likely to choose you over another offer.
Step 4: Offer What Matters Most
Money matters, of course. But it’s not everything. In aerospace, people often care just as much about job security, training, and being treated fairly.
Make your offer realistic
Be upfront about pay — hiding it doesn’t help. Offer a fair rate based on experience, and if you can’t match big companies, make up for it with other perks:
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Ongoing training or certifications
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Overtime pay or bonus for consistent attendance
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Temp-to-perm opportunities for steady work
Show career progression
Engineers and technicians like to know they can move forward. Maybe that means training towards an inspector role or gaining clearance for higher-level work. Even small opportunities go a long way.
Step 5: Create a Workplace People Want to Stay In
Attracting talent is only half the job — keeping them is the other half.
Look after your people
Simple things make a difference:
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Make sure tools, equipment, and PPE are in good condition
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Keep the workplace safe and organised
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Treat temps and permanent staff with the same respect
When people feel respected, they stay loyal.
Communication is key
If there’s overtime, rota changes, or tight deadlines, tell people early. Surprises cause frustration.
Also, give credit where it’s due — a quick “thanks for the hard work this week” still goes a long way.
Step 6: Build from Within
A shortage doesn’t always mean you have to hire from outside. You can also develop your own talent.
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Train semi-skilled workers for higher-level roles.
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Offer apprenticeship schemes or partnerships with local colleges.
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Encourage mentoring so experienced engineers pass on their skills.
Growing your own team builds loyalty and reduces hiring pressure in the long run.
Step 7: Build a Reputation That Attracts Talent
People talk. Engineers and technicians often know each other across projects. Word spreads fast about which companies treat staff fairly and which don’t.
You can’t fake a good reputation — but you can build one.
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Pay on time.
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Keep promises.
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Offer support if someone’s struggling.
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Fix problems quickly.
Over time, people will want to work for you — not just because of the pay, but because they trust you.
Step 8: Track and Improve
You can’t fix what you don’t measure.
Keep an eye on:
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Time to hire – How long does it take to fill a role?
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Turnover rate – How long do people stay?
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Candidate feedback – Are people happy with the process?
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Referrals – Are your workers recommending you?
These numbers tell you what’s working and where to improve. A recruitment agency like NTR can also share data from across the industry, so you know how you compare.
Frequently Asked Questions
1. Why is it so hard to find aerospace engineers right now?
Many skilled engineers are retiring, and fewer young people are training in aerospace fields. Demand from new aircraft and defence projects also keeps rising.
2. What skills should I look for when hiring aerospace workers?
Look for hands-on technical experience, strong safety awareness, and the right certifications — such as CSCS, ECS, or CAA approvals.
3. How can I attract experienced aerospace professionals to my company?
Be upfront about pay, benefits, and training. Workers value honesty and career growth just as much as money.
4. Are temporary aerospace workers reliable for long-term projects?
Yes — many temporary placements become long-term. Agencies like National Temping Recruitment pre-screen candidates to make sure they’re qualified and dependable.
5. What’s the best way to keep aerospace staff once hired?
Treat people fairly, offer proper training, and maintain safe working conditions. Recognition and respect go a long way toward loyalty.
6. How fast can I fill a vacancy through National Temping Recruitment?
Most roles can be filled within days once requirements are confirmed. We keep an active pool of aerospace engineers and technicians ready to work.
7. How do I make my job advert stand out in aerospace recruitment?
Use clear, plain language. State the skills, shift details, and benefits. Avoid buzzwords — real engineers prefer straightforward descriptions.
8. Can you find candidates with specific aerospace security clearances?
Yes. We regularly recruit workers with SC or BPSS clearance where required and verify all documentation before placement.
9. Why do aerospace workers leave jobs quickly?
Common reasons include lack of communication, unsafe conditions, or limited growth opportunities. Fixing those areas improves retention.
10. What makes National Temping Recruitment different for aerospace hiring?
We know the industry, understand certification needs, and focus on long-term relationships — not quick placements. We find people who fit both the role and your team.
These FAQs address common queries and provide clear, actionable insights for hiring skilled and dependable aerospace staff.
Summary
Hiring in aerospace is competitive, but it doesn’t have to be a constant struggle. The key is to focus on people, not just job titles. Be honest in your ads, fair in your offers, and consistent in how you treat your workers. The right people will take notice.
