Have you ever interviewed an airline executive or airport worker and thought “Is this actually the person whose CV I reviewed, or has there been some kind of catastrophic mix up?”
If so, you are in good company. This mismatch between the ‘paper’ and ‘real life’ versions of candidates is a fundamental issue faced by both in-house HR and specialist aviation recruitment agencies across the industry.
How to spot a mismatched applicant at the earliest possible stage.
Think like an applicant
In what amounts to an employability arms race, leading aviation companies are fine-tuning their recruitment processes to secure the best applicants, while candidates are consistently encouraged to present themselves in the best possible light.
This mentality can lead to a sugar-coated CV that omits many important aspects of the applicant’s experience and employment history. How often this occurs might just take you by surprise though:
- 78% of CVs are misleading
- 53% contain falsifications
- 46% of reference checks showed discrepancies
- 21% state fake degrees/qualifications
*Statistics provided by statisticbrain.com
However, the CV might not be the last instance whereby you get an inaccurate answer from a candidate. Indeed, in our extensive ‘Why candidates don’t want your job… and what you can do about it!’ guide, we used the results of our innovative candidate survey to highlight a number of trends that HR agents in the aviation industry might not be ready to hear, including:
- Over 70% of applicants have had more than one application on the table at the same time
- 34% have rejected a job offer after initially accepting it
- Over 50% have left a job within one year, and 18% have left within just a month
- 57% of airline job applicants have applied for positions knowing that they didn’t meet the relevant experience or qualification criteria
These are traits associated with an industry skills shortage but, it’s not enough just to be glad for applicants in today’s market. Due diligence must be undertaken in order to make sure your company’s aviation recruits are everything their CVs suggest and more.
How to spot a candidate that doesn’t match up to their CV
Spotting when a candidate doesn’t match up to their CV can help you save a great deal on the cost of a bad hire.
Try setting your shortlisted applicants a brief challenge as part of the interview process. You could ask them to create short presentation on their career history within the aviation industry, or on their thoughts for how aviation systems related to their specialism might be improved. This will help you see whether they can deliver a real life demonstration of the excellence they describe on their CVs.
You should also approach the referencing process as far more than just a box-ticking exercise. It’s your only chance to gain completely objective feedback on the candidate from the people who have witnessed their professional performance. Use this opportunity to check that your prospective aviation recruits performed as stated, and that they are up-to-date with the relevant experience or licences.
You can optimise your strategy and avoid a costly recruitment error by looking at what’s real, rather than what’s on paper. Taking on a trusted recruitment partner like AeroProfessional lets you outsource this process to a professional team equipped with the necessary skills to pinpoint the candidates who really do live up to their CVs.