Octagon Report: HR and Hiring in Aerospace

Every sector faces its own, unique challenges when it comes to people management. At Octagon, we have quite a bit of experience working with businesses in the aerospace industry as a result of our long-standing partnership with the European Space Agency.

After nearly two decades collaborating with the European Space Agency and similar organizations in aerospace, we know what challenges, trends, and talent management issues HR professionals face. This article will explore some of these challenges, trends, and key HR considerations in the aerospace industry.

Talent acquisition

Due to the highly technical and regulated nature of the aerospace sector, talent acquisition comes with a host of unique challenges. While the aerospace sector is not immune to the same challenges and trends as the labour market as a whole, we have identified several key trends any HR professional working this sector should be aware of.

Globalized hiring is necessary

Many positions in the aerospace sector are highly technical, or involve strict regulations. This often requires specific skillsets, experience with specific projects, and certifications. With the talent pool often being limited, aerospace companies frequently find themselves competing for the same skilled professionals, leading them to hire from one another to fill critical roles. As a result, we are seeing more and more agencies looking beyond their borders in order to find the people they need. 

Aging workforce

Many experienced professionals in the aerospace sector are nearing retirement, leading to a knowledge gap. Companies must focus on succession planning, mentoring, and skills transfer from seasoned employees to newer talent.

Diversity and inclusion is a priority, but still a struggle

Diversity and Inclusion is still a priority among HR professionals – it is recognized as essential in order to achieve innovation and combat the aging workforce trend. However, change in the aerospace sector tends to move slowly as a result of it being a highly regulated sector. There is still significant inertia in talent acquisition as DEI policies struggle to adapt.

Professional development

Organisations in the aerospace sector have heavily invested in technological advancements in regards to training (e-learning, simulators, virtual/augmented reality, etc) in line with technological advancements. However in 2025, we notice that there is still a significant need for traditional means of training. An overreliance on e-learning modules, virtual trainings, etc, which were previously believed to equip the younger workforce with the same knowledge has somewhat backfired in 2025. While training with technology is efficient, it’s not as engaging as practical, real-life experience working with an experienced person.

As a result, aerospace agencies need to implement a more varied approach to knowledge transfer, as well as empower their senior employees to prioritize training the next generation of workers.

People management solutions in Aerospace

As the sector continues to evolve, HR professionals must stay ahead of trends such as globalized hiring, succession planning, and the need for a more balanced approach to employee development. The future of aerospace HR will depend on organizations’ ability to address these challenges while maintaining flexibility in response to fluctuating demand and global uncertainties.

At Octagon, with over 30 years of industry experience, we are committed to helping organizations navigate these complexities, providing tailored HR solutions to ensure long-term success and growth. If your business works in the aerospace sector, reach out to us and learn more about how our experts can support your growth.