In today’s aviation industry, a diverse and agile recruitment strategy is more important than ever.
Using data and information gathered for our recent white paper — ‘Grounded before take-off: How airlines can combat the pilot shortage’ — we’ve compiled a bite-sized list of recommendations that can help you fulfil your hiring potential in today’s turbulent climate.
Fulfilling your hiring potential starts with finding a ready supply of skilled and motivated workers.
Employing someone fresh out of education lets you train them in your company’s unique working practices, and helps you gain maximum lifetime value from the hire. However, industry observers have pointed out the need for clearer pathways linking education to full-time aviation employment.
The Aviation Skills Partnership (ASP) is an innovative organisation dedicated to helping higher education providers define learning pathways that align with aviation industry requirements. ASP’s extensive network of educational and industry partners ensures that the right training and opportunities are available to young people who want to work in aviation.
The courses provided by ASP’s educational partners are designed to provide immediate employment and long-term career development for prospective aviation staff. ASP offers a host of other services too, helping both employers and jobseekers to network, check course availability and celebrate educational success.
By signing up with Aviation Skills Partnership, you can gain access to a fresh supply of candidates trained to your meet your business aims and employee standards, without becoming directly involved in costly training processes.
Even though there’s a shortage of qualified commercial pilots and staff, there’s still a huge number of people in other industries with transferrable skills who would welcome the chance to work in aviation.
Retraining also ties back into education. With much of the basic knowledge already in place, people with transferrable skills could be offered courses to train as cabin crew, ATCs or ground crew that build on existing experience, rather than starting from scratch.
If you can tap into this well of potential future applicants, the number of positions you’re forced to leave unfilled will fall dramatically. An example of this model already exists in the US, which subsidises the training and hiring of ex-military staff.
Multi-crew Pilot Licence (MPL)
MPLs were approved by the ICAO in 2006, but are yet to be used to their full potential.
Similar to the traditional ab initio model, first officers are permitted to co-pilot with 240 hours of training in a ground school or simulator, if they are accompanied by a more experienced captain (3,000 hours+).
By signing up as a partner airline with an MPL training provider, you should be able to increase your supply of skilled pilots while ensuring that trainees start contributing commercially from the earliest possible stage.
In order to fulfil your hiring potential in today’s job market, you’ll need to think outside the box and experiment with new and innovative employment methods. With help from a trusted recruitment partner, the answer might be closer than you think.
Download our new white paper for a comprehensive analysis of what airlines, aviation companies, aviation authorities and governments can do to boost the availability of skilled and motivated applicants.
Call on AeroProfessional to help you develop new strategies for overcoming the aviation skills shortage.