How to Start Planning Recruitment Post Covid-19 to Support Aviation Recovery

Post Covid-19 it is important to adapt your aviation recruitment to sustain growth and fly towards a bright horizon with a little help from the expert team at AeroProfessional.


In the wake of the Covid-19 pandemic you will need a specialised approach towards recruitment to sustain growth in aviation, but the payoff will be significant. 

Here, we’ll introduce you to the risks associated with expansion, and provide actionable tips for developing a recruitment strategy that sustains growth. 

Post Covid-19 recovery and growth is expected, but comes with risk 

Growth brings many benefits; additional revenue and enhanced reputation to name but a few. 

However, this potential is also counterbalanced by risks that could stall growth (or worse), including: 

  • Continued uncertainty in Aviation as a result of quarantine and international border closures caused by Covid-19 
  • The USPs that make your services desirable – exemplary customer service or flawless track record for timeliness – become diluted 
  • The processes you’ve relied on and grown accustomed to fail to scale up in the intended manner, especially if those processes or parts of have now become redundant to your airline because of the pandemic 
  • Small procedural quirks or faults rapidly become magnified, resulting in operational disruption, delays, loss of revenue and loss of reputation 

To mitigate these risks, you need to optimise your recruitment to sustain growth in the long-term from the earliest possible stage during this recovery period. 

Adapt your recruitment to sustain growth long-term

These are the key points you should consider when developing a strategy that enables your recruitment to sustain growth in the long-term post pandemic: 

1) Standardise your processes 

Define clear policies and guidelines to administer your recruitment processes. 

Profile your ideal candidates, automate basic tasks where possible and establish suitable time-frames for all stages. 

This will streamline your recruitment process, ensure you consider all applicants equally and give you the option to scale up recruitment when needed. 

2) Develop your employer brand 

Market your job vacancies and employer credentials in a similar way to how you promote your services by: 

  • Adapting your job ads to match the motivations of the applicants you want for each position 
  • Developing an online presence via a dedicated employer site/page and social media 
  • Promoting your employees’ stories and a healthy, supportive working atmosphere 
  • Ensuring all candidate communications are answered quickly and professionally 

This will help attract prospective applicants and make you a more desirable employer, helping you fill capacity on demand. 

3) Ask staff for referrals 

Aviation is truly global; staff tend to build networks that reach far beyond their current employer, and these networks have proved to be a real lifeline for many during Covid-19.  

Utilise these networks to find experienced applicants who would be a good fit for your airline by incentivising your current employees to make referrals. 

These referrals should act as a form of reference for applicant credentials and help you save on overall recruitment costs. 

4) Develop talented employees 

When you spot talent, hold onto it and nurture it. 

Focusing on loyalty, especially during this difficult time for the industry, and providing training are effective ways to: 

  • Encourage long-term commitment 
  • Enhance the skills available to you 
  • Cultivate a reputation that will attract additional applicants 

In combination, this should give you access to a broader base of highly motivated aviation employees. 

5) Work with external partners 

Going it alone is unlikely to give you the recruitment capacity you need to grow, especially during this unusual time when things can change so rapidly. 

Instead, look to forge partnerships with external bodies, including: 

  • A specialist aviation recruiter like AeroProfessional, who has access to specialist recruitment capacity with an existing and engaged network of talent. This massively reduces time to hire as well as ensuring the right hire which ultimately reduces costs significantly 
  • Education and training providers 
  • Other aviation companies 

This will help to ensure you have a reserve of talent to call upon when needed. 

Set up your recruitment to restart growth by leveraging these opportunities, and your company can look forward to a brighter future in aviation. 

Get your aviation company set for growth by adapting your recruitment strategy and evolving your hiring processes with AeroProfessional. 


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