Securing talent that is 'out of this world' good

Want to secure talent that is 'out of this world' good? We've got a few tips for you.

Houston, we have a talent acquisition problem. It's an important challenge to conquer in any market, and this is no different in the industry of space tech. As the space (no pun intended) continues to rapidly grow year-on-year, so do the recruitment needs for all companies involved. This level of competition can create quite the conundrum for hiring managers, particularly those looking to fill a high number of vacant positions. If you're working in the space tech industry, here are a few tips to help give your acquisition strategy a leg-up.

Broaden your talent pool

Whilst it's completely understandable to look at attracting people working for the big names within the industry, the likes of NASA, SpaceX, and Boeing, but it might be a better strategy to look further afield when filling out your teams.

If you're looking for talent in those technical roles, one great option is to look towards university graduates who have attended top programs for the in-demand areas. The likes of aerospace, physics, and computer science degrees can provide a strong basis of knowledge to an early role in the space industry. This level of knowledge and lack of experience elsewhere can actually make graduates more easily mouldable into an employee that fits the needs of your company - and who may be easier to tempt away from pure-space companies.

For those commercial roles in your team, your options can be even more open. Whilst having a working knowledge of the space industry will be a benefit for these jobs, the knowledge can be taught over time. What can be harder to teach are the soft skills that are needed for success in a commercial role. Looking to attract commercial talent from adjacent industries, such as companies developing software for use in the energy or automotive sectors, could be easier and financially better value, and the person will have some transferable knowledge from their industry, so the education around the space sector will be easier for them to digest.

In-demand roles and targeting your hiring

The space tech sector isn’t just looking for rocket scientists anymore. Roles in spacecraft systems engineering, AI-driven satellite analytics, propulsion, cybersecurity, and advanced manufacturing are some of the most sought-after positions. On the commercial side, data analysts, product managers, and customer success specialists with a tech-savvy edge are highly prized. With half the industry after these roles, the strategy to find and acquire great people needs a bit of outside-the-box thinking.

To hire for these roles effectively, go beyond traditional job boards — leverage niche communities, attend specialised conferences, and online forums where these professionals gather. Personalised outreach, showcasing real projects your company is tackling, can often attract candidates who wouldn’t respond to a generic job ad.

A streamlined recruitment process

Here comes the most obvious statement you will have heard all year: the best candidates are consistently in high demand. With many companies competing for the same person to fill their role, one way to give yourself an edge in this race for talent is in the process itself. As a candidate in multiple processes, they may look to give their priority to the company that is most responsive throughout the recruitment cycle and that gives them an offer first; a streamlined recruitment cycle can be a real difference maker.

Using different ways of assessing candidates rather than your traditional methods can help come to a clearer decision, quicker. Think about soft skills assessments, particularly for commercial roles where soft skills are crucial to success, and skills centres.

Employer Branding

Employee Value Proposition (EVP) is a crucial component towards answering the question, "Why should I work for you over a competitor?" In essence, your EVP is your best chance to sell yourself for everything other than the role and the software you create/sell. This includes the workplace culture you strive for, the benefits included in the compensation package, and the development opportunities available in your company.

The best way for this to be an impactful part of your acquisition strategy is to promote it as much as you can, particularly in the places that people go to look into the company. Make sure your benefits package appears prominently on the careers page on your website, create video content for your social media pages that showcase the culture and values of your company, and mention the progression opportunities that will be available in the advert for the job. Basically, don't be afraid to show off the great perks that come from being part of your company.

Sell the part of the role that sells itself

There's a key selling point that can be used as an acquisition strategy that we simply can't ignore - space tech is a cool industry to work in. Whilst everyone has their own unique opinions on the types of industries they think are interesting or not, I'd place good money on the majority of candidates in the job market being at least intrigued by the offer of working for a company that serves the space industry.

For those in commercial positions in particular, if they find the software or service they sell to be genuinely interesting and understand how useful it can be for customers, they are more likely to do a better job in getting it sold. So, similarly to your EVP, don't be afraid to promote the software and services you are selling, and how they are influencing the future of the space industry.

So there are a few of our tips to help with your talent acquisition needs in the space industry. Interested in how we can support you implement some of these strategies? Feel free to reach out to me on john.hill@fmctalent.com