Hiring aviation talent for hard-to-fill roles can become a major headache, time-sink and commercial drain.
At best, leaving a key role vacant will increase the workload for other staff members. At worst, it could lead to operational disruption and hefty regulatory fines.
Use these expert tips to get the right people into the right roles and avoid a nightmare scenario:
1. Enhance your employer brand
You’ll find it harder to recruit staff for aviation’s hard-to-fill roles if your employer brand leaves something to be desired.
In the new age of digital recruitment, you need to demonstrate your credentials as a great employer and your sensitivity towards job hunter motivations across multiple channels, including your:
- Dedicated careers microsite
- Social media platforms (e.g. Facebook, LinkedIn and Twitter)
- Employer review sites (e.g. Great Place to Work)
Put yourself in your candidate’s shoes and tailor your job ads to encompass the type of subject matter and tone of voice they can relate to. Also, adapt them to appeal to defined demographics, and even for specific times of year (e.g. “Find a new job for the New Year”).
2. Broaden your candidate pool
Expanding your overall pool of candidates increases the chances you’ll find a candidate of the calibre you’re after.
These are some of the typical techniques employers use to achieve this:
- Introducing an incentivised employee referral scheme
- Proactively searching for suitable candidates (active or not) on professional social media
- Attending a wide variety of industry conferences and other events
- Building stronger links with schools, universities and training bodies
The aviation industry is well placed for establishing a comprehensive candidate pool. Utilise its tight-knit nature in terms of networking and consider looking at staff from other fields of aviation, such as the military, cargo haulage or private charter.
3. Update your job offering
Consider the ways you could improve your job offer to make it more attractive to candidates.
Increasing the overall pay packet is undoubtedly a compelling option, but you can get creative if budgets are tight. Provide perks (gym membership, regular social events, additional time off etc.) and don’t forget about the resource you have in abundance – opportunities to travel.
Workforce motivations are changing rapidly, especially among millennials. Work-life balance is more important than ever, as is working for a socially conscious company. Candidates also want to know more about opportunities for work-sponsored training and qualifications, as well as overall career progression.
4. Deploy an aviation recruitment specialist
A specialist aviation recruiter, such as AeroProfessional, can provide bespoke guidance on how to apply all these techniques within your company, or take on the whole process on your behalf.
Dedicated aviation recruiters are immersed in the industry. They have a broad network of connections and comprehensive understanding of hiring factors that affect the sector, such as seasonality, certification and overall industry growth.
This enables aviation recruiters to provide talented staff within short time frames and scale operations to meet almost any need, large or small.
Discover how a specialist aviation recruiter can help you get talented staff into hard-to-fill positions with AeroProfessional.