Aviation candidate management and your employer brand

February 6, 2017 in News for Clients

Aviation candidate management and your employer brand

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Candidate management is one of the most important aspects of your employer brand.

For aviation companies, reputation is everything. If you’re known to leave candidates hanging or take an abrupt approach, you can say goodbye to hiring top quality aviation candidates next time around.

Here’s why candidate management is so important and how you can improve yours:

Why candidate management is such a crucial part of your employer brand

Aviation candidates are better connected and informed than ever.

61% of candidates now look at company reviews before even applying for a job, and 69% of active candidates would refuse to accept a position with a company that has a bad reputation.

It just takes a few candidates posting their negative experiences online to undermine your entire hiring process, making it harder to:

  • Attract the highest calibre candidates
  • Encourage candidates to be more honest about their intentions
  • Persuade candidates to apply for other roles, or the same role once they’ve got more experience

Poor candidate management can also impact on your bottom line.

75% of 16 – 24 year olds have applied for a job at a company where they’re already a customer, with 23.5% less likely to make subsequent purchases as a result of poor candidate experience.

For some companies, this has added up to millions of pounds in lost revenue.

How can aviation companies improve candidate management?

Your overarching goal is to keep aviation candidates informed about the hiring process in a polite and comprehensive way. This is how to do it:

Process management

Start by setting out realistic timescales for the hiring process and publishing them clearly in the right places.

Use as much automation as possible to keep candidates informed without too much extra legwork.

Rather than contacting each client individually, set up a candidate management system that automatically reacts to a change in status.

If their status is changed to ‘pass’ following an initial interview, they should automatically be sent details of the next round and supporting documents.

If unsuccessful, set the system to send out a gentle and timely email with feedback you’ve already added to the system.

Multi-use resources

Write up key employment information and make it accessible for candidates so they can stay informed without contacting you. A dedicated careers page might well be the answer.

Social media is another effective tool. 79% of candidates will use it in their job search, but only 25% of companies actively promote their employer brand on this channel1.

Video interviews are another handy reusable resource. Record a series of questions relevant to a specific role, and send out to all candidates automatically on receipt of their application.

They record their response and send it back to you to be reviewed whenever is convenient. This can help you cut out unsuitable applicants before you’ve invested too much time.

Providing feedback

72% of candidates would be less likely recommend a company that didn’t provide feedback, but only 23% receive any feedback – let alone constructive advice1.

That adds up to a stack of negative opinion that could easily boil over into damaging company reviews. Even if the process is automated, some level of status confirmation with feedback will go a long way.

Candidates need feedback to find out how to improve. Providing prompt, preferably detailed feedback will show that you appreciate their application and respect how significant this application, and their future career, is to them.

A specialist aviation recruiter can take on this whole process for you, with professionals skilled in providing polite and timely candidate communications. Call on AeroProfessional to help fine-tune your candidate management process.


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