Hiring harmony: fusing people power and technology in aviation recruitment

Discover why fusing people power with technology in aviation recruitment is the most effective approach and what processes you should be focusing on.


Combining a human approach with technology in aviation recruitment enhances efficiency, scalability and decision-making capability. It can also give a real boost to your employer brand.

Technology in aviation recruitment is more prevalent than ever before. However, blending this technology with softer, human skills is the most effective way to optimise your recruitment strategy.

Here, we’ll look at the key areas in which you can combine technology and people power to maximum effect.

Reasons to combine people power with technology in aviation recruitment

Improve these processes by fusing human skills with technology in aviation recruitment:

1) Streamline repetitive processes

Humans are good at making rational, pragmatic decisions, whereas computers are adept at repetitive processes. By combining the two, you can significantly reduce your recruitment timescales.

Filter high volumes of job applications automatically using software that looks for keywords and other important traits. Then, use your experience and recruitment expertise to quickly build a shortlist of the most adept for interviewing.

Or, improve your long-term strategy by using technology to process large data-sets, spot trends and create visualisations. In this way, you can make more informed decisions at the most advantageous times.

2) Cultivate better relationships

Unsurprisingly, candidates generally feel more comfortable interacting with other people.

Human recruiters are much more adept at interpreting questions, providing reassurance, understanding context/motivation and communicating clearly.

However, technology can also enhance your candidates’ experience. You could set up automated response emails or a social media chatbot to ensure applicants receive information immediately after making an enquiry.

Alternatively, you could use video interviewing to give a wider pool of applicants a chance to put themselves forward. Just pre-record a set of questions and review their written/recorded responses when convenient.

3) Recruit Millennial candidates

More than any generation before, Millennials expect employers to be adept and up-to-date with the latest technology.

This extends to the recruitment process, where they will want to see that your aviation company has a presence across various online platforms, including:

  • Company website/dedicated site for applicants
  • Social media
  • Job listing sites
  • Employer review sites

But, behind the scenes, you should be applying human logic to associated processes. These include things like designing candidate communications, responding to comments, creating compelling job adverts and conducting face-to-face interviews.

4) Adapt to changeable circumstances

Sometimes in aviation recruitment, you’ll need to adapt to accommodate seasonal trends or unexpected occurrences. You might need to go on a hiring drive or look to redeploy your existing resources.

You’ll need to start by strategising, and you can use technology to formulate valuable information that will aid your decision-making process.

Technology also gives you scope to quickly scale up your recruitment processes. You can apply the same system to hiring a single staff member as to an entire cohort of cabin crew.

This will involve automation (as explained previously). However, you can keep a human fail-safe in place – an experienced recruiter – to make sure you continue to hire the calibre of staff your company deserves.

Look for opportunities to further integrate your technological and human processes to send your recruitment strategy into the stratosphere.

Discover the true potential of fusing people power with technology in aviation recruitment by calling on the innovative AeroProfessional team.

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