Below are a number of frequently asked questions from our client-facing team about recruitment:

WHAT ARE THE AEROPM RECRUITMENT CRITERIA?

​Non-Negotiable:

1. High-performers
2. Subject Matter Experts - considered experts in their fields
3. Security Clearances - currently hold, have held, or have the ability to obtain a clearance
4. Fit - they are a good fit for the AeroPM culture

Highly-Desirable (rarely waived)

1. Qualifications - Bachelors Degree as a minimum (waived under exceptional circumstances only)
2. Above-the-line experience within Defence and CASG (waived under exceptional circumstances only)
3. Management Experience

•     Military Officers (preferable O3+, will consider junior high-performing O2)
•     Public Servants (Preferable EL1+, will consider junior high-performing APS6)
•     Defence Industry (preferable current L3s, will consider Junior high-performing L2s)

ARE THERE EXCEPTIONS TO THE RECRUITMENT CRITERIA?

The following are examples of where waivers to our recruitment standards may be granted by the General Manager:

Above-the-line experience

• If the candidate meets all of the other non-negotiable criteria and is an exceptional high performer, then consideration will be given to not having above-the-line experience.

Interns and Graduates. AeroPM recruit interns and graduates with the following criteria:

• High-performers - strong written and verbal communication
• Australian Citizenship - required to obtain a security clearance
• Security Clearances - the ability to obtain a clearance
• Qualifications - Bachelors Degree as a minimum with scores above 70% for Grad positions, studying a degree for Intern positions. 
• Fit - they are a good fit for the AeroPM culture

On-the business staff

• Certain positions within the on-the-business structure do not require bachelors degrees

WHAT IF I WORK WITH OR KNOW A SERVING MILITARY OR APS MEMBER THAT MEET OUR RECRUITMENT CRITERIA?

• You can discuss your transition experience and your employment experiences with them, but you CANNOT directly offer them a job. 
• IF THEY ASK YOU if AeroPM would employ them, and you think they meet our recruitment criteria then you can direct them to our employment page on the website and then reach out to the General Manager advising that you had this conversation. 
• If you offer them a job directly then we will potentially lose access to the Defence DSS Panel under the clauses of the Deed. 

WHAT CAN I DO IF A SERVING MILITARY OR APS MEMBER APPROACHES ME FOR A JOB?

• Again, you can discuss your transition experience and your employment experiences with them, but you CANNOT directly offer them a job. 
• IF THEY ASK YOU if AeroPM would employ them, and you think they meet our recruitment criteria then you can direct them to our employment page on the website and then reach out to the General Manager advising that you had this conversation. 
• If you offer them a job directly then we will potentially lose access to the Defence DSS Panel under the clauses of the Deed. 

WHAT IF I KNOW THAT THE MILITARY OR APS MEMBER HAS HANDED IN THEIR RESIGNATION NOTICE?

• You can discuss your transition experience and your employment experiences with them and encourage them to submit an EOI to contact the GM for further information if you think they meet our recruitment criteria.
• If you have this type of discussion then reach out to the General Manager advising that you have had this conversation. 

WHAT IF THE CANDIDATE CURRENTLY WORKS WITHIN DEFENCE INDUSTRY FOR ANOTHER ATL CONSULTING FIRM?

• If the candidate meets our recruitment criteria then feel free to discuss your employment experiences at AeroPM and direct them to the website to complete en EOI. 
• Inform the GM if you have these conversations.

WHAT IF THE CANDIDATE WORKS FOR A BELOW-THE-LINE COMPANY AND HAS NO ABOVE-THE-LINE EXPERIENCE?

Due to the nature of the roles that we receive from Defence or CASG, we do find it more difficult to employ people with only below-the-line experience. If you are certain that they meet the non-negotiable recruitment criteria identified in the first FAQ then reach out to the GM to discuss the potential of employment of the individual.

WHAT ARE THE KEY MESSAGES TO DISCUSS WITH A POTENTIAL CANDIDATE?

Ask them if they have considered working for AeroPM. Feel free to discuss your experiences across:

• The recruitment process - how streamlined and supportive it was
• The onboarding process - how thorough and easy it was to complete
• The capture process - finding you work you are passionate about, work you are good at, and work that you enjoy
• The ongoing support you receive from the on-the-business team!
• The AeroPM culture including access to the executive, inclusiveness and high-performing team
• The professionalisation program and the access to training
• Reach back to other experts in the team, how easy it, and the support that you receive
• The 40 hour work week and your work/life balance
• The relaxed atmosphere
• Reward and recognition opportunities
• Perks and benefits
• Remunaration

WHAT IF I AM APPROACHED BY SOMEONE WHO I KNOW IS NOT A FIT FOR THE AEROPM CULTURE?

It sometimes happens that you will be approached by someone who meets most of our recruitment criteria but you know is not a cultural fit for AeroPM. It is important that you treat these individuals with respect and maintain the AeroPM reputation by letting then down gently - in a manner that they will still talk highly of AeroPM to others that may be looking for a role with AeroPM. Some responses that you can provide to those individuals if they approach you are identified below:

• Whether it is the right time for them to be moving employers
• Whether they have spoken with their current employer about how they can better meet their needs. 
• Whether they think another consulting firm may be a better fit for them
• Whether they think consulting is the right job for them in their next employment
• Whether they have considered below-the-line employment within Defence Industry

It is not always wise to say that 'AeroPM' does not have any available roles at the current time, as that person may then tell others who are looking for work that AeroPM is not currently recruiting. Ultimately, if you do not feel comfortable with the line of questioning above, and they persist with asking you for a job then direct them to the GM for further discussions. 
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WHAT IF I AM APPROACHED BY SOMEONE WHO I THINK WE SHOULD RECRUIT BUT DOESN'T MEET OUR RECRUITMENT CRITERIA?

If you know someone is an exceptionally high performer but doesn't meet other recruitment criteria, then reach out to the GM for a discussion before directing the individual to submit an EOI.