The aerospace industry is known to be a complex and demanding sector. It’s characterized by its high-stakes environment, strict regulatory standards, and the need for constant innovation. Hence, professionals who specialize in this field must be both skilled and flexible to keep up with rapid changes.  

Due to the demands necessary to succeed in aerospace, many companies experience increased turnover rates within their workforce. Roles aren’t always easy to fill, leading to skill and productivity gaps. 

This is the situation that led our client to reach out to us for staffing support. With the goal of reducing turnover, here’s how The Job Center provided successful hiring solutions for an aerospace company with over 5,000 employees.  

Obstacle

Our client, an aerospace division, found that their turnover rate was consistently in the 50 percent negative turnover category. On top of this, they are in a city with a local workforce talent pool of only about 2,500 professionals. This highlighted the need for them to retain skilled individuals, considering the limited candidate options available to their organization. 

Despite a smaller talent pool compared to other industries, our client maintained strict candidate requirements—an essential step to ensure the success of their operations. Their open roles must be filled with employees who: 

• Must be able to speak English
• Have multiple valid forms of government IDs
• Are equipped with high-level mental fortitude
  
  

Solution

The aerospace industry presented the tightest labor market The Job Center Staffing has ever faced. Regardless, we delivered top-tier services to help lower our client’s turnover rates. 

We began by implementing new recruitment strategies to improve hiring efficiency. Our goal was to place not only professionals who had the right qualifications, but who also fit into our client’s work environment. 

To maintain top quality communication between us and the aerospace division, we placed an account manager to proactively address concerns and assess candidate placements. This expert spent more than 10 hours onsite every week to ensure workforce stability and employee satisfaction.
  
With the goal of providing further support, The Job Center Staffing also had a leadership-level manager travel quarterly to the site. Rather than relying solely on our ability to place the right professionals, we ensured our client had the full support needed to reduce turnover. We pushed this objective further by conducting weekly turnover reviews with their local management team to understand the progress and effectiveness of our staffing solutions.  

Outcome

The ultimate goal was to lower turnover by half. By the end of our contract, we successfully drove turnover down to 30 percent.  

With more employees being retained, our client no longer has to worry about constantly finding replacements for important positions. They can now work toward their milestones, being backed with skilled professionals who stay.