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The Surprising Strategy Behind Turkish Aerospace’s Early Careers Recruitment Program

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Summary

Turkish Aerospace developed a program to attract young people to their company and future jobs in order to prepare for the future. The program is divided into three age groups (6-10, 11-14, and 15-18) and each group is assigned four steps to follow (attention, awareness, motivation, and guidance). To help achieve these goals, Turkish Aerospace created a variety of programs and content assets, such as a traveling musical, an e-magazine, seminars, field trips, and more. These programs have won awards and had an impact on the thousands of young people who have participated.

Q&As

What is the purpose of Turkish Aerospace’s “Tomorrow” strategy?
The purpose of Turkish Aerospace’s “Tomorrow” strategy is to attract young people to their company and future jobs, and to develop a pipeline of talent for years into the future.

How does Turkish Aerospace divide their future talent audience into age groups?
Turkish Aerospace divides their future talent audience into three age groups: 6-10, 11-14, and 15-18.

What strategies and content did Turkish Aerospace create for each age group?
Turkish Aerospace created a variety of programs and content assets for each age group that focused on the goals of the assigned steps, including a traveling musical, an e-magazine, workshops, development seminars, field trips, and a career festival.

What programs and events does Turkish Aerospace use to motivate young people to pursue careers in the aerospace industry?
Turkish Aerospace uses engineering seminars, counseling events, field trips, and a career festival to motivate young people to pursue careers in the aerospace industry.

How has Turkish Aerospace’s “Tomorrow” strategy made an impact on young people?
Turkish Aerospace’s “Tomorrow” strategy has made an impact on thousands of young people who have participated, and has won 12 international awards.

AI Comments

👍 This article is a great resource for companies looking to invest in educating and engaging the next generation of talent. It provides a lot of useful information on how Turkish Aerospace has created a successful program to attract young people to their company and future jobs.

👎 This article is too long and could have been condensed to include more relevant information. It is overwhelming to read and makes it hard to find the important takeaways.

AI Discussion

Me: It's about Turkish Aerospace's Early Careers Recruitment Program. The article discusses how they're investing in developing a pipeline of talent for their company 10 and 20 years from now. They've divided future talent into 3 age groups and created programming and content for each group to bring attention, awareness, motivation and guidance to the aerospace industry.

Friend: That's a really interesting strategy. It sounds like they're taking a long-term approach to building their talent pipeline.

Me: Yeah, they're definitely thinking ahead and trying to create an employer brand that will attract young people to the aerospace industry and to their company. It could be a great way to ensure that they're able to fill their roles in the future.

Friend: Definitely. It could also help them build a sense of loyalty among young people, since they'll have been engaging with the company since they were kids. It could be a great way to attract and retain talent in the future.

Action items

Research the fastest growing occupations in your industry and create a plan to educate and engage the next generation of talent.
Develop a program to attract young people to your company and future jobs.
Create content and programming for each age group that focuses on the goals of the assigned steps.

Technical terms

Employer Branding: A marketing strategy used by companies to attract and retain talent. It involves creating a positive image of the company as an employer and communicating this image to potential and current employees.
Recruitment Marketing: A marketing strategy used to attract and engage potential job candidates. It involves creating a positive image of the company as an employer and communicating this image to potential job seekers.
Talent Attraction: The process of attracting and engaging potential job candidates. It involves creating a positive image of the company as an employer and communicating this image to potential job seekers.
RallyFwd Virtual Conference: A virtual conference focused on Recruitment Marketing Reimagined. It is hosted by RallyFwd and features speakers from various companies who share their strategies and experiences in recruitment marketing.
Hurkus, Hezarfen, and Demirag: The names of the three age groups that Turkish Aerospace’s Tomorrow strategy is divided into. Hurkus is for ages 6-10, Hezarfen is for ages 11-14, and Demirag is for ages 15-18.
Teknik Gezi XL: A large festival held onsite at Turkish Aerospace. It includes recruitment booths, engineering coffee talks, seminars, workshops, their musical, and air show and more.