In aviation, the hiring manager and recruiter’s relationship is the driving force behind an airline’s hiring process.
Get this relationship right, and you can use the skills of both individuals to gain access to some of the top performers in the aviation job market. Get it wrong, and there can be stress, confusion and —worst of all — delays.
Here’s a quick guide to the roles of hiring managers and recruiters, plus some handy tips for making their relationship run like clockwork.
What defines a hiring manager?
The hiring manager is an employee of the aviation company looking to take on new staff.
They’re responsible for initiating the process of filling a vacant position, or calling for a new one to be created.
Hiring managers are the most important and valued contact recruiters have within an aviation company. They provide insight into the business structure, culture and the specifics of the vacant role(s).
What defines a recruiter?
A recruiter is an external body who can give direction to the hiring process. Having an industry-specific recruiter is a valuable tool in any hiring manager’s arsenal.
Aviation recruiters understand the job market; which aviation jobs appeal to which demographics and what education, experience and personality traits are associated for specific roles in the industry.
Aviation recruiters are practical too. They’re the ones who create and curate a candidate pool containing the most talented applicants who can be ready to go at a moment’s notice.
How to make your hiring manager/recruiter relationship tick
You need to make sure a number of steps have been taken – such as helping hiring managers understand their role, hold recruiters to account, reiterate value of a good hire and establish a clearly defined process – to optimise your hiring manager/recruiter relationship.
Help hiring managers understand their role
Hiring managers must provide a high level of insight into the company’s needs and preferred candidate types. They provide valuable insight that the recruiters can use to attract high-quality applicants who will fit into that company.
Hiring managers should be involved in the process, but any unrealistic expectations should be nipped in the bud. A clearly defined communication channel will help make sure that everyone’s on the same page.
Holding recruiters to account
Hiring managers should also have an intimate knowledge of the aviation recruiter role. They should be able to spot when aviation recruiters aren’t providing the steady stream of top-notch candidates promised, and hold them to account to get things sorted quickly.
Keep reiterating the value of a good hire
Recruiters should help hiring managers understand the value of a good hire, and the costs associated with returning to the job market when someone leaves after six months. This should persuade them to pay recruitment the attention it deserves.
Agree on a process
Last of all, get a process in place. Take stock of what worked well after every hiring drive, and write these points up into policy. Once this is sorted, you’ll have created a sustainable and scalable model that you can use across the company repeatedly to drive up the calibre of your aviation staff.
Want to find a recruitment partner who’ll put your needs above all else? Call on the experts at AeroProfessional.