Aviation positions have a rich tradition of employing veterans.
Aviation is a crucial pillar of U.S. armed forces since the end of World War II. The growth of aircraft use and technology in all branches meant more opportunities for enlisted personnel to gain valuable skills and eventually bring them into the aviation market once their time in the service was up.
The military remains a coveted talent pipeline inside the aircraft repair world. Many MROs are even offering large signing bonuses to entice veterans to join their operations and bring their highly coveted skills with them.
Since the transition to all-volunteer armed forces in 1973, the percentage of Americans has dropped from 1% of the total population to less than 0.5% of the population. There are 1.3 million active armed forces members today compared to 1.9 million in 1973. The nation’s overall population has grown by more than 130 million during that same timeframe.
The armed forces are facing major recruitment challenges from myriad issues. It spans all four branches and there’s little clarity on how leaders will solve this challenge in the near future.
Meanwhile, Boeing’s 2022-2041 Pilot and Technician Outlook projects a need for 134,000 commercial aircraft mechanics in North America alone.
This puts veterans in the driver’s seat for the foreseeable future in the aircraft repair market. Their skills are extremely valuable and they’ll be able to demand premium wages from employers for many years if they want the skills they possess.
Veterans offer MROs a lot of amazing benefits. They’ve received specialized training in the military and have worked on complex machinery and equipment. Military service instills discipline, a strong work ethic and a sense of responsibility in veterans. They are accustomed to following protocols, working in high-pressure environments, and adhering to strict safety procedures. These qualities can translate well into the aviation industry, where precision and attention to detail are critical.
Sharing company culture and expectations upfront can go a long way in attracting veterans. Be clear on wages, bonuses and regular expectations. Being upfront on seniority and timelines for new technicians to move onto their preferred shift lets you and them know if they’re a good fit for your MRO.
MROs can establish recruitment practices that prioritize veterans, such as giving preference to veterans in the hiring process or actively seeking out veteran job candidates. Ensure job descriptions and requirements clearly articulate how the skills and experience gained in military service align with the needs of your organization.
Collaborate with veteran organizations and agencies to get access to a network of talented veterans. Partnerships can include attending veteran job fairs, participating in transition programs, or establishing relationships with organizations that specialize in veteran employment and training.
Offer transition support through targeted transition programs, mentoring initiatives, or resources that assist veterans in navigating the civilian job market.
Consider flexible work arrangements, such as part-time schedules or flexible shifts for veterans who may have specific needs or responsibilities resulting from their military service. Flexibility in work arrangements can help veterans balance their personal and professional commitments more effectively.
And make sure to establish a supportive work culture that recognizes and respects the experiences and perspectives of veterans, which can enhance their job satisfaction and engagement. This can include fostering camaraderie among veteran employees, providing opportunities for mentorship or peer support, and promoting a workplace environment that values teamwork and collaboration.
