Skills-based hiring for digital transformation in aerospace

The aerospace industry is increasingly embracing digital capabilities to drive significant improvements in productivity, operational efficiency, and competitiveness. As the sector navigates growing challenges and evolving demands, digital transformation presents a unique opportunity to streamline processes, reduce costs, foster innovation, and enhance decision-making.

The mission of the Digital Transformation for Aerospace & Defence SIG (DTAT) is to actively promote, facilitate, and accelerate the adoption of digital technologies across the entire lifecycle of products and services within the aerospace and defence sectors. By fostering collaboration, knowledge sharing, and the integration of cutting-edge digital solutions, we aim to empower companies within the sector to achieve new levels of performance, sustainability, and growth.

The aerospace sector is undergoing rapid digital transformation, driven by the need for efficiency, automation, and advanced technology integration. Yet, companies continue to struggle with sourcing the right talent to fuel innovation. Traditional hiring methods— anchored in specific job titles, degree requirements, and years of experience—are proving insufficient in securing a workforce that can adapt to the pace of change. Instead, a shift towards skills-based hiring is essential to ensuring the industry remains agile, competitive, and future-ready.

Kady Marriot from recruitment company WithYouWithMe and DTAT member, explains how skills-based hiring can support a future-ready digital workforce.

Harnessing People’s Potential

The skills required for aerospace digitalisation are evolving fast, and companies can no longer rely solely on past experience or job titles to determine who is best suited for the role.

Instead, forward-thinking organisations are focusing on capability over credentials, assessing a person’s ability to learn, problem-solve, and adapt rather than just ticking off qualifications. This shift not only broadens the talent pool but ensures that businesses are securing people with the mindset and agility needed to thrive in an ever-changing industry.

Hire on Soft Skills and Train for Technical Gaps

Rather than waiting for the “perfect” candidate—who may not even exist in today’s market— organisations can adopt a more dynamic approach by hiring individuals with strong problems solving skills, adaptability, and a drive to learn. Technical skills, especially in emerging areas like AI, cybersecurity, and digital twin technology, can often be taught on the job, whereas critical thinking and curiosity are far harder to instil.

By investing in upskilling and reskilling initiatives, aerospace companies can not only close digital skills gaps faster but also build a more loyal and engaged workforce that grows with the organisation, rather than constantly chasing external hires who may not stay for the long haul.

For organisations struggling to implement a skills and aptitude-first approach, partnering with organisations such as WithYouWithMe (WYWM) provides a proven pathway to success. Organisations like these help companies de-risk the transition to skills-based hiring by identifying candidates based on cognitive ability, soft skills, and culture fit. These individuals are then trained in the necessary technical skills prior to starting their roles, ensuring they can contribute from day one and continue to develop on the job. By leveraging this approach, aerospace businesses can confidently embrace a future-ready workforce without the uncertainty that often accompanies significant hiring transformations.

Exploring Careers Through Cognitive Ability & Personality – A Case Study

Aerospace companies that embrace a skills-based hiring approach are already seeing measurable success. Take Leonardo, for example, a global aerospace and defence company that, through the support of WithYouWithMe, leveraged cognitive ability and personality assessments to identify hidden talent within diverse groups. Instead of focusing solely on past experience, they evaluated potential, problem-solving ability, and adaptability, allowing them to expand their cyber capability with individuals who may not have traditionally been considered for such roles.

Similarly, another organisation implemented a skills-first approach to talent mobility, ensuring that employees could transition into digital roles based on their aptitude rather than their previous job titles. This strategy not only increased retention and engagement but also created a stronger, more adaptable workforce ready to support ongoing digital transformation initiatives.

These case studies highlight the power of skills-based hiring in unlocking potential, diversifying the workforce, and accelerating innovation in aerospace digitalisation.

What Does This Mean for Aerospace Organisations?

A shift to skills-based hiring brings far-reaching benefits for aerospace businesses:

• Faster hiring and impact – Reducing time spent filtering through CVs and finding talent who can contribute quickly.
• Stronger team culture – Creating diverse, multidisciplinary teams that drive collaboration and innovation.
• Scalability and agility – Allowing businesses to adapt and deploy talent based on shifting priorities, rather than being restricted by outdated hiring models.
• Increased retention and workforce resilience – Employees who are valued for their skills and potential tend to stay longer and step into leadership roles sooner reducing turnover and accelerating time to impact on critical projects.

What Next?

To stay competitive in the era of aerospace digitalisation, organisations must embrace a skills-first mindset. That means rethinking job descriptions, updating hiring processes, and investing in learning and development programs that ensure employees can continuously grow and evolve with the industry.

The question is no longer whether skills-based hiring is the future—it’s how quickly aerospace companies can adapt to this new reality. Those that do will unlock greater innovation, stronger teams, and long-term success in an increasingly digital world.

If you’d like to learn more about this topic or explore other aspects of digital transformation, please don’t hesitate to reach out to our digital query inbox at Digitalqueries@adsgroup.org.uk with any questions or join the Digital Transformation for Aerospace & Defence SIG (DTAT) to get more involved.