Cabin Crew: Tips to quickly assess candidates

March 13, 2017 in News for Clients

Cabin Crew: Tips to quickly assess candidates

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Figuring out how to quickly assess candidates is key to success in aviation recruitment.

Whether you’ve been tasked with hiring a high volume of cabin crew for peak season, or are just looking for ways to make better use of your time, these tips can help streamline your recruitment process significantly.

1. Pre-interview screening

Refine your applicant pool before you start interviewing to save hours on interview prep and admin.

Video interviewing is a fast and engaging way to conduct pre-interview screening with cabin crew candidates based anywhere in the world.

Write up a preliminary list of broad questions and record them using a webcam. Send this directly to applicants, post on your employer site or promote on social media.

Ask candidates to jot down and send in their answers, or record a video in reply. Then, check their responses when it’s most convenient and only offer interviews to the aviation candidates who stood out.

The process is relatively straightforward to administer manually, but various specialist software providers have also emerged since video recruitment went mainstream.

An aviation recruitment specialist can help you come up with a list of relevant, targeted questions. They can also advise you on how to assess answers effectively, or take on the whole process on your behalf.

2. CV and cover letter analysis

First, quickly scan both documents for poor formatting.

The time they’ve taken to format their application says a lot about overall commitment. Both documents should be clearly targeted at your aviation company as well as easy to read.

Create a list of prerequisite skills and qualifications and scan through both docs to identify which of those attributes the candidate has. (Pro tip: using a digital copy lets you search for keywords at the push of a button).

You should now be left with a much smaller pile to go through in detail. Now’s the time to consider more in-depth factors, like:

  • Why are they job hunting (necessity or career development)?
  • Are their previous employers reputable/relevant?
  • How long have they stayed in previous positions?
  • What did they contribute in previous roles?
  • Do their references include their most recent employer?
  • Are there any gaps in employment?
  • Does the CV match up to the cover letter?

Also, take the time to conduct reference and background checks. It can save you from spending unnecessary time on candidates who just won’t make the cut.

A specialist aviation recruiter can help you get through these checks quickly, with scalable resources and an in-depth understanding of what’s needed for specific aviation roles.

3. Making the most of the initial interview

Your candidate list should now have been boiled down to a handful of candidates you’ve already got confidence in. But, you want to avoid second round interviews if possible.

Try out these tips to ensure you’re making the most of the initial interview:

Prep in advance

Make notes on both positive and negative aspects of their CV and cover letter as you go through so you know what to discuss come the interview.

You also needn’t feel coy about checking out their social media pages – 60% of employers now use this technique, after all.

STAR technique

Asking interviewees to frame their responses using the STAR technique (‘situation, task, action, result’ – in order), is the best way to get maximum value from the initial interview.

This should encourage them to provide comprehensive answers that demonstrate the skills and personality traits required for a career in aviation. It’ll also test their initiative and verbal communication skills.

Use these handy tips to quickly asses aviation candidates and streamline your overall recruitment process.

Reduce your recruitment time frames and find the most talented applicants fast by calling on a little help from the experts at AeroProfessional.

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