top of page

Quality over quantity: Attract the right candidates to your airline

With the rise of social media and online job boards, vacant roles now receive widespread

visibility, drawing in hundreds of candidates from diverse aviation backgrounds. This influx can make the screening process exhaustive, especially when, in some cases, applicants do not meet the essential criteria. To streamline this process, airlines should optimise their recruitment process to ensure they attract the right-fit candidates, reducing the number of applications and the resources needed for evaluation. One effective strategy is to leverage specialist recruitment consultancies, who handle the complex task of candidate screening on behalf of the airline. In this article, we will guide you through how to distinguish quality candidates from a myriad of applications, and explain how we can assist you throughout the process.

 

flight crew

Here at AeroProfessional, we diligently match candidates to each airline's specific requirements and expectations. Our specialist recruitment team meticulously filters applications, conducts interviews, and screens candidates to ensure they are not only qualified and knowledgeable but are also a perfect cultural fit. Renowned  airlines trust us repeatedly to find and select capable individuals who are well-equipped to perform tasks and responsibilities efficiently and effectively.


Create a strong employer brand


Develop a compelling and attractive employer brand that highlights your airline's unique values, culture, and career development opportunities. Showcase the benefits of working for your airline, such as employee perks, competitive compensation packages, and a supportive work environment.

Offer competitive compensation and benefits


Ensure that your airline offers competitive salaries and benefits packages to attract top talent. Here at AeroProfessional, we offer you market insights by offering recruitment intelligence such as salary benchmarking to determine industry standards that will help you to adjust your compensation offerings accordingly. Consider providing additional perks such as flight discounts and travel benefits to make the job more appealing.


Utilise employee referrals


Employee referrals are often a great way to attract quality candidates. Incorporate a robust employee referral program that incentivises your existing employees to refer potential candidates. Offering referral bonuses, recognition, or other rewards can motivate employees to recommend qualified individuals.


Develop partnerships with aviation schools to attract quality candidates

female pilot

Collaborate with local aviation schools and training institutions to establish partnerships. Offer internships, sponsor student projects, or participate in career fairs to build relationships with aviation professionals. This helps to create a pipeline of potential candidates interested in joining your airline.


Emphasise career growth and development


Highlight the career advancement opportunities within your job ads. Establish clear paths for career growth by providing ongoing training and development programs, and communicating the various roles and positions that are available to employees. This appeals to ambitious candidates looking for long-term growth opportunities.


Promote diversity and inclusion of women and other minority groups


Emphasise your airline's commitment to diversity and inclusion. Embrace and promote diversity in your workforce to attract a wider range of candidates. A PWC survey which studied 4,779 executive participants, 3,934 of which were women, found that:


  • 61% of women pay attention to the gender diversity in an employer’s leadership team before deciding whether to join the organisation.

  • 67% of them looked at whether there are positive role models they could identify with.

  • 56% sought to find out whether the organisation transparently communicates its progress on diversity.


It’s clear that talented individuals are attracted to organisations that put diversity at the forefront of their brand identity. It’s important for airlines to highlight employee testimonials or success stories that showcase a diverse and inclusive work environment.


Establish a positive company culture


Fostering a positive company culture that prioritises employee satisfaction, work-life balance, and teamwork is more likely to attract ambitious candidates who are interested in not only contributing but investing in their professional development. A positive work culture is linked with higher productivity and employee satisfaction, strengthening collegial relationships and personal motivation.


Positive candidate experience is a must

candidate

Streamline and improve the candidate experience during the recruitment process. Ensure that your application process is user-friendly, provide timely updates to candidates, and offer clear communication about the selection process. A positive candidate experience can differentiate your airline from the competition, and attract top talent. At AeroProfessional, we always stress the importance of candidate experience to both our recruitment team and clients as it can often make or break the relationship you try to build with your candidates.


Stand out from the competition

As sector-wide demand rises, airlines are competing for candidates from the same pools for multiple positions. Recruitment consultancies can help your airline stand out as an attractive employer by giving you advice on how to make your packages more competitive and appealing to potential candidates. They also offer valuable insights into market trends and competitor offerings, helping you stay ahead of the competition.


How recruitment consultancies can help in 3 simple steps

Recruitment consultants are highly experienced in screening candidates for aviation roles, and possess in-depth knowledge of the industry's specific requirements. We understand that attracting qualified candidates is not just about showcasing the job opportunity, but also about articulating the essential criteria clearly. These are three essential basic steps that we take during the process:

 

Step 1

Our first step in assisting airlines is to work closely with them to understand their specific needs and requirements for the role. We then fine-tune the recruitment campaign to highlight the essential criteria, ensuring that only candidates with the necessary qualifications and experience apply. By optimising the job ad, we can effectively target the right audience and reduce the number of applications from candidates who do not meet the essential criteria.


Step 2

Once the recruitment campaign is underway, we handle the initial screening process on behalf of the airline. Our consultants carefully review each application, assessing candidates against the established criteria. This rigorous screening process allows us to identify qualified candidates efficiently, saving the airline valuable time and resources. In addition, we understand that being qualified doesn’t necessarily mean that a candidate will be a good fit for the airline, as factors beyond qualifications also play a significant role. These include cultural alignment with the company, adaptability to dynamic environments, effective communication skills, and the ability to work well within diverse teams.


Step 3

After we’ve interviewed and screened the shortlisted candidates, we present them to the airline, along with a comprehensive evaluation report outlining their qualifications and suitability for the role. This way, the airline can focus their attention on a smaller pool of highly qualified individuals, rather than sifting through a large number of applications.


We help you monitor and adjust your recruitment strategy


plane on runway

Evaluate the success of your recruitment strategy by tracking key metrics such as applicant-to-hire ratio, time-to-hire, and candidate satisfaction. Use this data to identify areas for improvement and refine your strategy accordingly. Regularly review and adapt your tactics to stay competitive and attract the best talent in the industry.

 

Additionally, recruitment consultancies can assist in identifying and targeting suitable candidates, ensuring you attract the right talent for your airline. They also provide guidance on recruitment strategies and best practices, streamlining your hiring processes to attract top talent efficiently.


In summary


By leveraging specialist recruitment consultancies, airlines can optimise their hiring campaigns, target the right candidates, and streamline the screening process. This approach not only reduces the time and resources required for evaluation but also ensures that only candidates who meet the essential criteria are considered.



Looking to hire quality candidates?


The AeroProfessional team are specialists in the recruitment and selection of aviation professionals across the globe. Reach out to the team today to discuss your current hiring challenges and gain the expert advice and guidance you need to ensure your hiring strategy gains maximum success.


Looking for your next aviation role?


Every year we help hundreds of individuals find rewarding new roles within the aviation industry. Working with a variety of airlines from across the world, we provide an end-to-end service that matches you with the right aviation role, in the right organisation.



Comentarios


bottom of page