Unsurprisingly, the recruitment landscape for the space sector has never been more competitive. It is time for talent acquisition departments to raise their game. Strategies that were effective a few years ago no longer function in a market in which demand outstrips supply: an abundance of job openings with insufficient people to fill them.

The competition for software developers is particularly fierce, as they are needed in all parts of the value chain. Many are gravitating to opportunities outside the space industry, especially those proposed by tech companies. But all specialisms are affected. Compounding the problem, talent now expects to work remotely and hiring organisations in Luxembourg face the challenge of building hybrid working into their value proposition.

Given this tricky interplay of factors, the most competitive organisations are willing to hire not only from outside Luxembourg (obviously) but also from outside the space industry.  They are also able to do so. What can hiring organisations do now if they are to win the war for talent?

7 Insights for a winning talent strategy in the space sector

1.     Attracting talent into Luxembourg means selling not only a position, but a country; one whose unique points of attraction are still little-known outside its borders. Be sure that the people who approach the candidates first know the country very well, and above all, know how to sell it!

2.     Top hires are not only passionate about technology but its role in changing the world. Your company’s mission, its vision of the future of space and its place in that future are prime considerations. So too is their personal contribution to the big picture.

3.     Competitive pay and benefits are as vital as ever. And this includes equity. A stake in the organisation not only encourages talent to join it, but to remain. The longer they stay and the better they perform, the more equity will come their way.

4.     Given the war for talent in space, hiring organisations must be open to candidates from other sectors. Those who are new to the space industry will not tick all the boxes. But given a chance and with the right motivation, training and growth opportunities, they will be highly valuable people. Select, rather than reject. Include, rather than exclude.

5.     There is no perfect profile. Remember that you are looking for a human being, with his/her qualities and flaws. But one thing is very important: test human skills. Having a work beast that can't collaborate with colleagues will destabilize your teams rather than strengthen them.

6.     Reputation must be carefully cultivated, irrespective of hiring outcomes. If a candidate does not receive an offer, make a personal call to close the loop. Ensure that they transmit a positive image of your organisation going forward (even if they do not join it).

7.     Retention is not just about keeping people. The goal is not to avoid people leaving at any cost, but to retain them as long as possible, and make sure they find the work meaningful and rewarding. Striving to keep people unhappy and frustrated is useless. It is better to accompany them in the transition to their next challenge. They will remember it and your image in the market will come out strengthened.

Gabriela Nguyen Groza is a specialist in board and executive recruitment.

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