How to make sure your aviation recruitment strategy gets key roles filled

September 19, 2017 in News for Clients

How to make sure your aviation recruitment strategy gets key roles filled

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Developing an aviation recruitment strategy that optimises your airline’s future competitiveness can be complicated – especially in today’s industry.

Aviation companies are increasingly focused on hiring staff with technological skills to streamline operations and enhance the passenger experience. But, this requires a distinctly different approach to hiring pilots or cabin crew.

Here, we’ll look at the technological roles gaining importance and how you can adapt your aviation recruitment strategy to put dream candidates into those hard-to-fill positions.

Which aviation jobs will become increasingly important?

New technology has the potential to have a positive impact on all aspects of aviation. These are just some of the roles gaining prominence in forward-thinking aviation companies:

  • B1/B2 engineers
  • Aircraft/component designers
  • Robotics engineers
  • MRO software engineers
  • Web/app developers
  • Data analysts
  • IT systems operators
  • Digital marketers
  • Airport operations staff
  • Product specialists

Technological staff such as these can improve your innovative capabilities and help you adapt more effectively to changing market forces.

However, they also require an approach to hiring that differs to traditional aviation roles such as pilots or cabin crew.

And, if you’re unable to fill these roles, you risk missing out on new business as well as increasing the pressure on existing staff to fulfil tasks that fall outside of their job role and/or key skill set.

How can I adapt my aviation recruitment strategy to hire these staff?

These are our top tips for adapting your aviation recruitment strategy to hire staff with technological skills:

1) Networking and referrals

Staff with technological skills often move in different circles (such as online forums and specialist meet-ups/conferences), and work collaboratively on large-scale, diverse projects.

Utilise employee referrals when possible to find staff from related disciplines, and partner with an external recruiter that holds membership with multiple international bodies. For instance, at AeroProfessional, we network with other members of BACA, ERA, REC and more.

2) Advertising roles

Staff with wide-ranging technological skills tend to look for work in places that aren’t typically frequented by in-house hiring managers, so you need to make the effort and go to them!

Much of their professional presence is likely to be online, so consider leveraging relevant social media channels and tech-orientated forums to ensure your ad is seen by the right people.

Also, sign up with a specialist aviation recruiter that has access to multiple job-listing sites to save money on membership subscriptions and/or job advertising fees.

3) Recruitment resources

Technological staff will want to see recruitment resources with a different slant than that of pilots/cabin crew, and might well place importance on alternative work-related factors (such as work/life balance).

You need to gain a greater understanding of the professional and personal factors that appeal to technological staff, creating resources that answer their questions and align with their motivations.

4) Aviation recruiters

Adapting your aviation recruitment strategy will take time, dedication and resources, and the industry is moving so fast that you might find it hard to keep up.

By partnering with a specialist aviation recruiter, you can outsource this responsibility and gain access to a pool of talented, motivated, pre-vetted technological staff, enabling you to fill vacant roles in no time.
Use these simple tips to attract the technological staff you need to succeed in today’s aviation industry.

Hire talented, motivated staff for your key roles and push your company forward by calling on the aviation recruitment experts at AeroProfessional.

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