Defense and Aerospace Hiring: The Seven Factors That Make New Hires Quit Within Six Months

In 2024 we’ve experienced unprecedented new phenomenons in people quitting jobs that seem to be perfect, or near perfect. 

After Covid, things changed, but physically and psychologically, and the result is turmoil and unrest. 

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“A 2024 study reported that over 30% of new employees quit within the first six months.” 

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In a study in 2022 the Harvard Business Review found that the reason that employees quit early is largely due to problems in the interviewing process.

Unfortunately, despite all its attractions, the Defense and Aerospace industry is not immune to this problem. So, how can hiring managers detect issues early, and avoid a disastrous hire?

Here’s the seven most prevalent reasons that fit the Defense and Aerospace industry:

“The good news is that often, a good interviewer, with well thought out questions can unearth issues that may cause problems later.” 

Our background in recruiting has provided us with a kind of “sixth sense” in interviews, so we’re going to provide you with some sample questions that could save you from the perils of a bad hire. We’ve included our rationale for each question, and an indication of what we would consider a problematic response.

Work-Life Balance

The defense and aerospace industry often demands long hours and high-stress environments. Professionals in this field may struggle to maintain a healthy work-life balance, leading to burnout and the decision to seek jobs with more manageable schedules 

Q. Can you describe your ideal work-life balance? How do you manage stress and long hours?

Rationale: Understanding a candidate’s expectations for work-life balance can help determine if they are likely to handle the demanding nature of the industry.

Problematic Response: "I need strict 9-to-5 hours to maintain my personal life." This may indicate inflexibility and potential difficulty in managing the demands of the job.

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Q. Have you experienced burnout in previous roles? What factors contributed to it, and how did you address it?

Rationale: Identifying past experiences with burnout can highlight potential stress points and how the candidate manages high-pressure situations.

Problematic Response: "Yes, I experienced burnout and eventually had to leave the job because it was too overwhelming." This may suggest difficulty in coping with stress and high-pressure environments.

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Q. How do you feel about the possibility of working extended hours or on-call shifts in critical projects?

Rationale: Gauge the candidate’s willingness to work extended hours, which is often required in the defense and aerospace industry.

Problematic Response: "I’m not comfortable with working beyond regular hours." This indicates potential resistance to the demands of the job.

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Job Security and Stability

The defense sector is heavily influenced by government contracts and budgets, which can fluctuate with political changes. This uncertainty can lead to job instability, causing employees to leave in search of more secure employment.

Q. How important is job security to you? Can you tell me about a time when you dealt with job instability?

Rationale: Assess the candidate’s tolerance for the inherent instability in the defense sector due to reliance on government contracts.

Problematic Response: "Job security is my top priority, and I get very anxious with any uncertainty." This might indicate difficulty adapting to the fluctuating nature of the industry.

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Q. What are your thoughts on working in an industry heavily influenced by government contracts and political changes?

Rationale: Understand the candidate’s awareness and acceptance of the political and contractual dependencies in the industry.

Problematic Response: "I prefer industries that are not affected by politics." This indicates potential discomfort with the inherent uncertainties.

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Compensation and Benefits

While the industry can offer competitive salaries, some professionals feel that the compensation does not always match the high level of stress and responsibility. Additionally, benefits and opportunities for advancement might be better in other industries.

Q. How do you evaluate compensation and benefits when considering a job offer?

Rationale: Determine if the candidate’s compensation expectations align with industry standards.

Problematic Response: "Compensation is the most important factor for me, and I expect to be paid at the top of the market rate." This may suggest inflexibility and high expectations that may not be sustainable.

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Q. What is your approach to negotiating salary and benefits, and what are your expectations in this area?

Rationale: Assess the candidate’s negotiation style and if their expectations align with what the company can offer.

Problematic Response: "I always negotiate hard and won’t settle for less than what I believe I deserve." This might indicate potential difficulties in reaching a mutually agreeable compensation package.

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Ethical Concerns

Some individuals may develop ethical concerns about working in an industry that deals with weapons and defense. This moral dilemma can prompt professionals to leave and pursue careers in fields that align more closely with their personal values. 

Q. Do you have any ethical concerns about working in the defense and aerospace industry? How do you reconcile these with your professional responsibilities?

Rationale: Identify potential ethical conflicts that could affect the candidate’s job satisfaction and retention.

Problematic Response: "I have serious reservations about the ethics of defense work, but I need the job." This could lead to future dissatisfaction and ethical conflicts.

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Q. Can you describe a situation where you faced an ethical dilemma in your work and how you resolved it?

Rationale: Understand the candidate’s approach to ethical challenges and their decision-making process.

Problematic Response: "I tend to avoid taking a strong stance on ethical issues to avoid conflict." This suggests a potential lack of integrity or willingness to confront important issues.

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Career Advancement

The hierarchical and structured nature of many defense and aerospace companies can limit opportunities for rapid career advancement. Talented professionals may leave to seek positions in more dynamic industries where they perceive greater opportunities for growth and advancement.

Q. What are your career goals for the next 3-5 years, and how do you plan to achieve them?

Rationale: Gauge the candidate’s ambition and whether the company can meet their career advancement needs.

Problematic Response: "I want to move up quickly, and if I don’t see advancement within a year, I’ll look elsewhere." This suggests impatience and potential for high turnover.

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Q. Can you provide an example of how you have proactively sought career advancement opportunities in previous roles?

Rationale: Assess the candidate’s initiative and drive for professional growth.

Problematic Response: "I usually wait for opportunities to come to me rather than seeking them out." This may indicate a lack of proactive behavior necessary for advancement in a dynamic field.

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Technological Change and Innovation

 While the defense and aerospace industry is at the forefront of many technological advancements, the bureaucratic nature of these sectors can slow down the pace of innovation. Professionals passionate about cutting-edge technology might leave for industries like tech startups, where innovation happens more rapidly and dynamically.

Q. How do you stay current with technological advancements in your field?

Rationale: Determine the candidate’s commitment to ongoing learning and staying updated with industry changes.

Problematic Response: "I rely mostly on my employer for training and updates." This suggests a lack of initiative in self-directed learning and staying current with technology.

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Q. Can you describe a time when you felt that innovation was stifled in your workplace? How did you handle it?

Rationale: Understand the candidate’s experience with and response to organizational barriers to innovation.

Problematic Response: "I just did my job and didn’t try to push for any changes." This indicates a lack of advocacy for innovation and potential disengagement.

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Cultural and Work Environment

The culture in defense and aerospace companies can be very rigid and traditional, which may not appeal to younger professionals seeking a more modern, inclusive, and flexible work environment.

Q. What type of work environment do you thrive in, and why?

Rationale: Assess if the candidate’s preferred work environment aligns with the company culture.

Problematic Response: "I prefer a very relaxed and informal environment." This may not align well with the structured and formal nature of many defense and aerospace companies.

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Q. How do you handle working in a highly structured and traditional corporate culture?

Rationale: Determine if the candidate can adapt to the often rigid and hierarchical culture of the industry.

Problematic Response: "I find it difficult to work in rigid environments and prefer more flexibility." This suggests potential challenges in adapting to the industry’s culture.

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Q. Can you give an example of how you contributed to improving the work environment or culture in a previous job?

Rationale: Evaluate the candidate’s willingness and ability to positively influence workplace culture.

Problematic Response: "I don’t usually get involved in trying to change the workplace culture." This may indicate a lack of engagement and initiative in improving the work environment.

The key to identifying problem candidates lies in your capability to hold consistent and structured interviews, and then in turn, analyze them to be able to make the best final decision. 

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Want more? Check out Qorums and see how our QBrain AI Copilot can provide really great guidance for really great interviews.