How Can Aerospace & Defense Orgs Solve the Tech Labour Shortage?

Aerospace and defense organizations are entering a period of extraordinary growth. This is especially true in Canada, where the aerospace industry remains a major contributor to economic growth and innovation.

According to the Aerospace Industries Association of Canada (AIAC), the sector contributed $33.2 billion to GDP. The industry also remains a major exporter, with more than 70% of aerospace manufacturing revenues coming from exports.

The 2026 Experis Aerospace and Defense Report (available only in English) explores a question many aerospace leaders are asking: how can organizations solve the labour shortage in engineering, production, AI, cybersecurity and other high-demand technical roles as industry growth continues to accelerate?

The answer starts with recognizing that talent is now a business-critical constraint. Demand is rising quickly, but the availability of skilled talent is not keeping pace.

The Stakes: Growth Is Outpacing Workforce Capacity

Aerospace and defense organizations face a growing tech labour shortage at a time when demand for skilled workers has never been higher.

Across Canada, the U.S. and Europe, aerospace and defense employers are expanding, but workforce challenges continue to intensify.

Consider the scale of the challenge:

• According to the Stockholm International Peace Research Institute (available only in English), Global military spending recently reached a record $2.7 trillion.
• AIAC research shows that the aerospace and defense industry contributed 218,700 jobs to the Canadian economy in 2025, highlighting the “strength, innovation and competitiveness of Canada’s world-class aerospace industry.”
• Boeing and Airbus, as UHY notes (available only in English), report aircraft backlogs of approximately 14,000 aircraft.
• Industry attrition has climbed to 15% (available only in English), roughly twice the overall industry average.
• Approximately 25% of aerospace employees are over age 55, according to Owen Daniels (available only in English).

The workforce is aging while demand for tech talent continues to grow. At the same time, aerospace and defense employers are competing with Big Tech for many of the same engineering, software, AI and data skills.

For aerospace and defense leaders, the risk is clear. Unfilled roles can delay programs, slow production, strain contract delivery and increase pressure on existing teams. In an industry where many positions require specialized expertise or security clearances, even a single vacancy can create ripple effects across operations.

As our report highlights, "The greatest victory is that which requires no battle." For workforce leaders, that means building talent pipelines before shortages become urgent. Organizations that anticipate skill needs, develop new sources of talent and strengthen workforce resilience will be better positioned to avoid costly disruption.

What Is Driving the Aerospace and Defense Talent Gap?

The aerospace and defense talent gap is being driven by rising demand for specialized skills, a workforce demographic shift and growing competition for tech talent.

Several market forces are converging at once. The Canadian aerospace industry is experiencing many of the same workforce pressures identified in the global report as they compete for highly skilled tech, cybersecurity and AI talent needed to support continued sector growth.

• Production and supply chain pressures are increasing demand for specialized talent.
• Growing contract backlogs require organizations to scale faster than the available workforce.
• Cybersecurity threats are driving demand for professionals who can protect sensitive systems and classified data.
• AI, automation and advanced analytics are changing skill requirements faster than many organizations can adapt.
• Competition from Big Tech continues to attract engineering and digital talent.

Together, these forces are creating a tech labour shortage that cannot be solved through traditional hiring alone.

How Leaders Can Respond: Aerospace Industry Solutions

Aerospace and defense organizations can close talent gaps by expanding talent pipelines, investing in workforce development, leveraging workforce intelligence and adopting more flexible talent models.

The most effective workforce strategies address both immediate hiring challenges and long-term capability building. The Experis Aerospace and Defense Report highlights six proven strategies for solving the labour shortage:

1. Reposition aerospace and defense careers for the next generation

Today's aerospace and defense roles increasingly involve AI, cybersecurity, advanced engineering, space technologies and digital systems. Clear career pathways and stronger employer branding can help attract new talent to the industry.

2. Expand talent pipelines through strategic partnerships

Universities, training providers, workforce development organizations and industry partners can help organizations access emerging talent and develop skills aligned with evolving workforce needs.

3. Adopt flexible talent models

A mix of full-time employees, contractors, consultants and niche specialists can help organizations respond more quickly to changing workforce demands and access hard-to-find expertise.

4. Use workforce analytics to anticipate skill gaps

Predictive workforce intelligence can help leaders forecast shortages, identify emerging skill needs and make more informed recruiting and training decisions.

5. Invest in continuous upskilling

Certifications, targeted training programs and microcredentials can help employees build in-demand capabilities while enabling organizations to adapt more quickly to changing technology.

6. Redesign work for the AI era

AI can help automate routine work, improve productivity and allow technical talent to focus on higher-value innovation. Organizations that thoughtfully integrate AI into workflows can maximize both human and technological capabilities.

Why Experis Is Best Positioned to Help

Aerospace and defense organizations partner with Experis because they need specialized technology talent, workforce intelligence and flexible workforce solutions to overcome labour shortages and support long-term growth.

Key ways Experis helps include:

1. Access specialized technical talent

Source professionals across cybersecurity, software engineering, cloud, data, analytics, AI and technology modernization.

2. Expand talent pipelines

Identify top candidates with transferable skills, including military leavers and professionals from adjacent industries.

3. Accelerate workforce readiness

Design custom training, upskilling and Train-to-Fit programs aligned to critical technical roles.

4. Leverage workforce intelligence

Use AI-assisted talent analytics and labour market insights to identify skills gaps and forecast workforce needs.

5. Support complex workforce requirements

Provide flexible delivery models, global reach and support for security clearance requirements.

6. Enable workforce transformation

Help organizations modernize workforce strategies, adapt to emerging technologies and develop the skills needed to support future growth.

7. Bring proven experience at scale

Experis supports organizations with talent across cybersecurity, software and cloud engineering, architecture, application development, IT modernization, data, analytics and AI. Backed by our parent company, ManpowerGroup, Experis serves more than 80% of Fortune 500 organizations, helping clients solve complex workforce challenges and accelerate business value.

Key Takeaways for Aerospace and Defense Executives

• Aerospace and defense growth is accelerating, but a tech labour shortage is becoming a significant business constraint.
• Demand for cybersecurity, AI skills and engineering continues to outpace available talent.
• Aging workforces, high attrition and competition from Big Tech are intensifying workforce challenges.
• Organizations that invest in workforce development, workforce intelligence and flexible talent strategies will be better positioned to close critical skills gaps.
• Strategic workforce partnerships — like with Experis — can help organizations access specialized expertise, build talent pipelines and strengthen workforce resilience.

Fixing the Labour Shortage Starts with Workforce Strategy: Connect with Experis

Aerospace and defense organizations can solve the tech labour shortage by proactively building talent pipelines, developing critical skills and aligning workforce strategy with business priorities. With Canada's aerospace and defense market expected to continue expanding in the years ahead, organizations that address workforce challenges early will be better positioned to capture growth opportunities and accelerate innovation.

Organizations that strengthen talent pipelines, invest in skills development, apply workforce intelligence and embrace flexible talent models will be better positioned to meet rising demand, increase workforce resilience and accelerate innovation.

Download our Aerospace and Defense report (available only in English) now to explore additional insights, data and workforce strategies that can help your organization compete for the talent needed to drive future growth.

If the findings and recommendations align with your organization's priorities, connect with Experis to discuss how we can help you strengthen your workforce strategy, close critical skills gaps and build the technical capabilities needed to support your mission.