Against a backdrop of rising demand and decreasing talent supply, a crisis is forming in defence engineering recruitment. The bottleneck that is developing due to security clearance delays, and the inability to control it, is leading to a defence talent shortage that comes at a critical time for national security. The challenge for employers seeking aerospace or defence engineering talent is how to reduce the number of dropouts from recruitment processes and mitigate the emerging risk to the industry’s stability.

Roles with the highest dropout rates have an inherent paradox in that they are high-value positions, often critical to the success of a project or outcome, but they come with some of the strictest security and vetting requirements and therefore some of the longest hiring timelines.

There are numerous reasons why defence engineering candidates might drop out of recruitment processes. Strong demand means that multiple offers are on the table for sought after candidates, the changing geopolitical situation can create peaks and troughs of interest for job moves, the cost of living is making relocation to some fixed locations challenging, and concerns over the lack of flexible working arrangements or perceived rigid company cultures are increasing.

Perhaps the biggest factor why defence engineering candidates exit the process, however, is the length of time it takes to be issued with security clearances. There are five main levels of national security vetting, with timelines ranging from a few weeks to many months, and these are typically getting longer.

The most typical clearances required for roles in defence engineering are at Security Check (SC) or Developed Vetting (DV) levels. While 75% of straightforward SC clearances are issued within 38 days, some can take several months. Roles requiring higher-level DV clearance, which involve a multi-stage process and an in-depth background investigation, can take up to nine months, depending on several factors. Across all vetting levels, during periods of high demand for DV-cleared personnel, clearance timelines can be extended.

Why security clearance timelines are getting longer

While SC can be relatively predictable, the timeline for DV level clearance is susceptible to individual case complexity which can create backlogs.

In addition to the potential for complexity in individual cases, the general timelines are also increasing due to capacity pressures across UK vetting bodies. This is, in part, due to a backlog formed during the COVID pandemic, plus an increased number of roles requiring higher-level clearances following an increase in geopolitical tensions. The result is a longer wait to place people in engineering roles in defence, and less predictable hiring timelines for employers and employees.

Despite intense and longstanding public scrutiny of the security clearance backlog, the problem is unlikely to be fixed in the short term, and the commercial impact of slow onboarding is significant.

Stalled processes, unfilled roles due to repeated dropouts and increased pressure on existing teams can all be attributed to clearance delays. Otherwise, efficient recruitment processes can be largely derailed by long periods of inactivity and the frustration that entails. Candidates, who are already in short supply, are enticed by competing offers from other sectors that don’t require clearances, and a general perception of bureaucracy and poor communication further erodes confidence in the recruitment process.

How employers can reduce dropouts despite long clearance waits

Employers may not be able to address either the current backlog or the immutability of the vetting protocols, but there are untapped opportunities in the areas surrounding the process itself.

Despite long clearance waits, hiring managers can take several steps to speed up onboarding for new hires. This includes:

1. Strengthening pre‑clearance engagement

Engage with candidates through regular check-ins (even when there is no news), provide transparency on expected timelines and process stages and share project overviews whenever possible to keep candidates motivated.

2. Building a ‘clearance care’ programme

Giving candidates a single point of contact, offering structured touchpoints such as email updates, checklists, and FAQs, as well as general mentorship, advice, and team introductions, can build confidence and motivation. 

3. Reducing uncertainty where possible

Most candidates just want honesty and clarity, so be upfront about the worst-case scenarios. Be as accommodating as possible with start dates, and build a sense of belonging by offering interim projects or shadowing opportunities, if appropriate, for candidates with partial clearance.

4. Improving the early-stage recruitment journey

When it’s important to reduce the overall time to hire, streamlining any stages possible and communicating the documentation needed in later stages can prevent admin delays. Stringent pre-clearance screening can avoid late-stage process withdrawals.

5. Being prepared with incentives to retain candidates if necessary

Where unexpected delays risk losing candidates, consider whether offering conditional bonuses, engagement packages, training or development opportunities, or industry qualifications might persuade them to stay in the process. Recognising the incentives that might work for individual candidates ahead of any timeline challenge is key here.

6. Leverage existing talent pools

Build engagement with agencies or recruiters that maintain lists of security-cleared candidates, and utilise these relationships and pools to support business-critical roles.

A more human approach can make the difference

Communication is often what keeps a candidate in the process. Significantly, many dropouts stem from a lack of updates, not from the timeline's length.

While the parameters around security clearances are fixed, candidate experience can be influenced and improved. Delays are unavoidable, but this doesn’t mean that dropouts are inevitable. A real push for proactive, positive communication throughout the process with structured engagement will lead to a better candidate experience, even in the face of delays, and stronger hiring results for employers.

Want to know how the Murray McIntosh team can help find the best engineering talent in defence? Contact the team today.

FAQs

Q. What are the 5 levels of security check in defence

1. AC (Accreditation Check)

2. CTC (Counter Terrorist Check)

3. SC (Security Check)

4. DV (Developed Vetting)

5. eSC (Enhanced Security Check) and eDV (Enhanced Developed Vetting)

Q. What is the average timeline for SC and DV clearances?

A. SC clearances can be completed somewhere between 4-12 weeks. DV clearances can take anywhere from 3-9 months, but individual case complexity can add more time on.

Q. What types of defence engineering roles are most affected by clearance‑related dropouts?

A. Roles which require DV or enhanced SC checks such as systems integration, cyber defence, intelligence support, and advanced weapons development often have long recruitment cycles. Any requirements for fixed locations or long project cycles can create longer timelines.

Q. How can employers accurately forecast clearance timelines?

A. Employers can track data from previous hires to build a picture of likely timelines, segment by clearance level and candidate profile, and use averages to set more realistic expectations for hiring managers.

Q. How can the administrative burden on candidates be reduced?

A. Providing pre‑filled templates, document checklists, and advice on common issues eg. travel history or address gaps can reduce errors that might lengthen the process.

Q. How can employers measure the effectiveness of increased candidate engagement?

A. Measuring dropout rate at each stage, candidate engagement and satisfaction scores, and the percentage of candidates who remain active after 30, 60, and 90 days in process can all give a clearer picture of effectiveness.

Q. What role can technology play in reducing dropouts?

A. There are many automation tools which can help with tasks such as scheduling regular check-ins, tracking applicant activity, giving status updates, and monitoring clearance progresses.