Top A&D Companies Set Bar For Meeting Employee Requirements

The top five companies in the 2017 Aviation Week Workforce Study in turn identified top universities to which they look to hire new college grads. Sometimes, all of this comes together in a very spirited Engineering Week design/boat-race challenge.

Aerospace and defense companies consider universities from where they will recruit job candidates in two ways. First is on the basis of their relationship as a "preferred supplier," which is based on success of past graduates at the company, research and development relationships and faculty expertise. However, they also recruit heavily at other universities in terms of engineering disciplines that are less niche-oriented, and more in areas that are recurring and constant requirements. While the universities vary little each year, San Diego State made its first appearance on the preferred supplier list this year.

Boeing looks at meeting employee requirements as a simple equation: global opportunities to create and contribute to what matters; a career for themselves; technology for today and tomorrow; safety for families and security for the world. The company supports career-long learning through internal programs and tuition reimbursement for employees in strategically important subjects at preferred schools. The company offers rotation programs, temporary assignments, on-the-job training and special projects, and it continuously analyzes key skills to ensure learning opportunities are world-class.

Northrop Grumman uses technology innovation, and its future growth, as the key means to attracting and keeping the best, diverse and highly engaged talent. In addition to industry-leading programs such as the B-21 Raider and the Unmanned Combat Aircraft Demonstrator, the company invests in people—approximately 12% of the workforce, or some 8,000 people, were hired in the past year. More than 20% of new hires are military veterans, and the company expanded its intern program by 11%, with 95% of those interns receiving an offer. 

Approximately 10% of the employees participate in education assistance programs every year, representing an investment of more than $30 million. Employees have the opportunity to move across the varied business units, and a three-year rotational program is offered for new college grad recruits. Employees pay about 20% of the cost for medical benefits in the company’s self-insured plans. 

Raytheon’s pitch to potential employees is simple: If you want to use your talent to make the world a safer place, Raytheon is the place, as a global workforce works together to solve some of the most demanding challenges on the planet. Employees play an integral role in creating sophisticated systems and platforms that will help redefine defense and government electronics, space exploration, information technology, cybersecurity and, moreover, protect our borders and the sovereignty and safety of our allies, and provide our military a clear advantage on the battlefield that will bring them home to their families and loved ones.

The company offers employees far-ranging and industry-leading opportunities to do worthwhile work, and champions a culture of collaboration that focuses on customer success, embraces diverse perspectives, and provides the training and development that keep employees at the leading edge. Most important, Raytheon leaders say they work to offer an environment where every employee can thrive, succeed and find their purpose.

Employees appreciate having technological tools that match with what they experience in their personal lives—including virtual reality and modern software such as Confluence, Jira and Agile methodologies. Rockwell Collins invests $1 billion annually in R&D, or 20% of revenues, with innovation highlighted in three distinct innovation events and regular “Shark Tank-” and “Innovation Idol-” type competitions. Biannual employee surveys have led to major redesign of work environments around the globe, replacing the “annual review” with ongoing, regular employee-manager discussions, as well as manager reviews that result in a “pledge” to employees on what they will do to improve their leadership.

Rockwell offers more than 1,500 classroom and computer-based learning programs and tuition reimbursement of up to $15,000 annually for advanced degrees. Communities of Practice and Employee Resource Groups ensure that experts and newer employees have the opportunity to share knowledge, skills and expertise.     

Harris Corp.’s promise—to connect, inform and protect the world—is a draw for many employees. Active-duty service members, first responders protecting communities, air traffic controllers safely guiding flights, weather forecasters warning of danger—all rely upon Harris to fulfill their missions. Harris has, for the past several years, been a leader in R&D investment, and in 2016 again allocated 5% of revenue to cutting-edge technology, including work on the Wide Field Infrared Survey Telescope’s primary mirror assembly. 

As part of the team, employees have the opportunity to work with cutting-edge technology. Harris uses a structured process to review talent, and has invested in a signature leadership development program, delivered in partnership with the Wharton School at the University of Pennsylvania.