A lot has changed since we originally published this blog in 2021.
Although large projects like LAND 400 Phase 3, AIR 6500, JP 9102, LAND 8710, and RMP(E) have been announced, they have not translated into significant workforce expansion.
The Defence Strategic Review (DSR) and AUKUS have caused great uncertainty in defence industry across all domains.
Employers have adopted a highly conservative approach to the size of their workforces. Kinexus' latest Hiring Intentions and Workforce Reportsshow that the demand for skilled workers across the defence sector is still strong, but with an increasing focus on contract roles over permanent positions.
Expanding the Talent Pool Beyond Defence
Despite these challenges, hiring workers with experience in non-defence industries remains a key strategy for filling skill gaps. This approach is more relevant than ever as companies look to build adaptable, dynamic workforces. The highly specialised skills required for Defence projects—like systems engineering, integrated logistics support (ILS), and software development—can be found in external industries.
Transitioning Non-Defence Professionals into Defence
In recent years, many Defence companies have successfully integrated workers from adjacent industries. Whilst not commonplace, defence industry organisations are open to hiring people from outside Defence because the talent market is so tight. This is especially true in niche roles, whether that be overtly technical or in leadership positions.
The key is finding candidates with applicable experience and then helping candidates and employers alike recognise the transferability of skills.
Cultural Fit and People Skills Matter
It's not just about technical knowledge; attributes like cultural fit, commercial acumen, and leadership skills are equally important.
Hiring from adjacent industries not only helps companies meet the current demand for skilled workers but also brings a variety of benefits to the defence sector. Candidates transitioning from other industries often bring fresh perspectives, innovative solutions, and an enthusiasm for the cutting-edge technology that Defence projects offer.
For employers, these hires can help build a more adaptable and dynamic workforce. By broadening the search to include professionals from adjacent fields, companies can mitigate the talent shortage while introducing new energy and ideas to their teams.
Navigating the Security Clearance Process
One concern that often arises for non-Defence candidates is the need for security clearance. Organisations can mitigate this by being proactive in addressing this. A Baseline clearance can be obtained in the shortest time frame, and once an employee is on-site, further clearances like NV1 or NV2 can be pursued as needed.
More information is provided in our security clearance blog: How Do You Get Sponsored For A Security Clearance in Defence Industry?
Looking Ahead: The Future of Workforce Planning in Defence
The 2024 Integrated Investment Program (IIP), expected to be released later this year, may offer more clarity for workforce planning across the defence sector. However, the industry's ability to grow its workforce will depend heavily on how well the federal budget aligns with the IIP’s initiatives.
Tapping into adjacent industries not only fills vacancies but strengthens the industry by adding diverse perspectives and experiences.
If you're interested in exploring opportunities in the defence industry or need assistance in sourcing the right talent for your organisation, contact us. Our team is ready to help you succeed in this evolving landscape.
This blog has been updated in 2024 to reflect more recent defence industry trends.
Photo by Imran Abdul Jabar on Unsplash
