There’s a new-found optimism among millennial job hunters. In fact, 90% are ‘hopeful’ of finding a job in their preferred field.
The imminent skills shortage means that the aviation industry is in desperate need of new recruits. Aviation companies must take steps to make their brand and the positions they offer more appealing for millennials if they are to begin plugging the skills gap.
So what can be done?
The most important employment factors for millennials?
Aviation companies are well-positioned to reach out to the millennial job market, but are yet to recognise the key selling points that they should be broadcasting.
Consider the following factors, whether your company is doing enough to achieve them and how these features can be promoted when the time comes to hire fresh, new staff.
The most appealing variable for millennials by far is the ability to choose the city or region in which they work. 65% cite this as a crucial priority that will help define their employment pathway.
Aviation is uniquely placed to provide job opportunities both nationally and internationally. If a new recruit decides they’re not suited to their current destination, or if they want to see as much of the world as possible, then a job in aviation can give them the flexibility that they crave.
Working conditions came second on the list of employment priorities for millennial recruits. 49% of respondents highlighted a supportive working environment as an important factor, while 43% noted flexible working hours among their key requirements1.
All aspects of aviation require close collaboration to ensure the highest standards of safety and service are provided for passengers and freight alike. This has helped to foster supportive and mutually aware working practices across the sector.
Flexible working hours are also part and parcel of aviation. While constrained between the minimum number of hours required to be commercially feasible and maximum allowed to ensure healthy working conditions, aviation companies offer (or, have the opportunity to offer) relatively flexible working hours.
Next up is the promise of career advancement, which was agreed to be important by 46% of millennial respondents1.
The extent of opportunities to climb the career ladder, or transfer between practical positions and the C-suite, are unique to aviation. Hypothetically, a person could start their career as a member of the cabin crew, qualify as a pilot, then finish their career by deploying their skills as a director of flight operations.
Lastly, 18% of millennials surveyed stated that working for a valuable brand was a crucial factor1.
With their insignia writ large across the sky, airlines are some of the most visible brands in the world. In addition, well-known aviation manufacturing companies (such as Boeing) sit comfortably within Forbes’ top 100 most valuable brands on the planet.
There’s so much untapped potential when it comes to making aviation an appealing industry for millennial workers. By taking steps to better communicate all of the industry’s unique facets, aviation companies can begin to fill the skills gap with staff that can soak up the company culture and bring innovative new ideas to the table.
Find out how AeroProfessional can help you reach out and uncover a supply of energised millennial applicants.