Navigating the Defense Industry’s Biggest Challenge: Finding and Keeping Top Talent
November 16, 2024
What’s the Biggest Challenge Facing the Defense Industry? Let’s Talk About Talent.
The defense industry has always been at the forefront of technological innovation, with cutting-edge developments in aircraft, missiles, cybersecurity, and even artificial intelligence. But here’s the thing: while we’re making significant strides in these areas, there’s one major challenge that keeps popping up – finding and retaining the right talent to power these advancements.
The talent problem isn’t unique to defense, but in our industry, it comes with its own set of complications. We’re not just looking for people who can code or design hardware; we’re often in need of highly specialized skill sets, along with the ability to work under unique security and operational constraints. On top of that, the defense sector has a certain image that can keep some of the best and brightest minds from even considering us as an option.
So, how do we fix this? Let’s dig into the big questions surrounding the talent challenges we face and break it down.
Why is Talent Such a Big Issue in the Defense Industry?
There are a few reasons why finding the right talent is such a big hurdle for defense companies. To start with, the defense industry often competes with tech companies for talent, particularly when it comes to AI, cybersecurity, and data science. And let’s be real, Silicon Valley startups often have a bit more glamor than working in a classified government project.
Here are some of the main factors:
Security Clearances: Not everyone wants or can get a security clearance. It’s a long, tedious process that turns away many candidates before they even consider working in defense. And if you’re someone who is just starting out in your career, the idea of waiting months – or even years – to get the green light might not be too appealing.
Aging Workforce: The defense industry has an aging workforce. A lot of the experienced engineers and specialists are nearing retirement, and there’s the question of who’s going to step up and take their place.
Outdated Perception: The defense industry can sometimes have an "old school" perception. While significant innovations are happening, there’s often a misconception that defense is slow-moving, overly bureaucratic, or not as cutting-edge as it once was.
Competition from Other Sectors: We’re not just competing with other defense companies. We’re also competing with the commercial sector, where salaries can be higher, and the work can seem more exciting.
How Can We Attract New Talent to the Defense Industry?
There are several strategies that defense companies can (and should) start employing to attract fresh talent. It’s not just about offering competitive pay; it’s about reshaping how we present ourselves to the younger workforce.
Tell a Better Story: We need to shift the narrative. The defense industry is still a place where critical, game-changing technology is being developed. From autonomous drones to the use of quantum computing in security, the work being done here has a massive impact on national security and global stability. This is a compelling story, but we’re not telling it as well as we could.
Leverage Technology: Younger generations are drawn to companies that are leading the charge in tech. We need to highlight how the defense industry is making strides in areas like AI, advanced materials, cybersecurity, and more. This is where the future of defense lies, and it’s also where today’s talent wants to be.
Flexible Work Options: Like every other industry, the defense world needs to adapt to the new normal of remote and hybrid work. Yes, security considerations make this tricky, but flexibility is becoming a non-negotiable factor for many potential recruits, especially in the post-pandemic world.
Collaborate with Universities: Partnering with academic institutions is a great way to build a pipeline of talent. Offering internships, co-ops, and research opportunities within the defense sector can give students a taste of what it’s like to work in the industry – and make them more likely to consider a long-term career here.
Reskill and Upskill: We can’t only rely on new recruits to bridge the talent gap. Reskilling and upskilling the existing workforce is critical, especially in areas like cybersecurity and AI, where technology is evolving at breakneck speed.
What About the Issue of Retention?
Okay, so let’s say you’ve successfully hired the talent. Now comes the next big challenge: keeping them. Retention is just as important as recruiting. It’s expensive and time-consuming to train people, so it’s in every company’s best interest to keep turnover low.
Here’s what defense companies can do to improve retention:
Offer Competitive Salaries: While job satisfaction is about more than just money, salaries need to be competitive with the private sector. If someone with a security clearance and five years of experience in cybersecurity can earn significantly more in Silicon Valley, they’ll likely make the leap.
Create Growth Opportunities: People want to know they have a future within the company. Offering clear career paths, professional development programs, and opportunities for advancement will go a long way in keeping talent engaged and
