As attendees of the recent ERA General Assembly in Seville, Spain, we had the opportunity to gain valuable insights into the pressing challenges facing the aviation industry. From technological shifts to changing hiring trends, the sector is transforming. In this article, we highlight the 7 key takeaways from the General Assembly event, and demonstrate how our market intelligence could help airlines not just to hire but to also retain their workforce amid these changes.
1. Supply chain issues rank as the top concern among ERA members
According to ERA’s member poll which included 55 airlines and 320 aviation businesses, 33% identified supply chain issues as the top challenge they will face in the
next 3-5 years, followed by skills and labour shortages, identified by 31%.
Post-Covid-19, production capacity has declined, resulting in a year-over-year decrease in aircraft deliveries. Some of the main causes include rising production costs, geopolitical issues, and sanctions. From Q1 2023 to Q1 2024, backlogged orders rose by 17%, aircraft orders increased by 9%, but deliveries fell by 12%, underscoring ongoing supply chain difficulties.
2. Skills and labour shortages rank as the 2nd top concern among ERA members
Since the pandemic, skills and labour shortages in aviation have increased, as many senior professionals opted for early retirement or moved to other industries for more stability. Others transferred from regional airlines to legacy carriers in the post-pandemic hiring scramble, creating significant recruitment gaps and ongoing crew supply issues for airlines, especially in engineering and the cockpit. Based on our data, smaller/regional airlines are most impacted, with attrition rates reaching up to 25%, highlighting potential issues in talent management and retention strategies. Securing specialised engineering expertise has become a top priority for most airlines, as these skills continue to remain in short supply.
3. Work-life balance is a must-have for airline employees
Work-life balance appears to be the main priority that influences candidates’ job decisions.
Regardless of financial rewards and benefits packages, candidates are now more inclined to leave an airline in search of a better work-life balance. Despite regional and low-cost carriers offering more accessible training routes, their terms and conditions often remain less lifestyle friendly than those of flagship carriers. As a result, competition for candidates has increased, and regional carriers’ attrition rates have skyrocketed as candidates migrate to airlines that offer more flexible terms and conditions as well as the legacy lure of flying newer-generation jet aircraft.
4. Lifestyle friendly roster patterns for tax efficiency
Airlines can enhance employee satisfaction and retention by creating more lifestyle friendly roster patterns. By designing rosters directly aligned to national income tax thresholds, crew, particularly higher earners such as Captains, can earn income tax efficiently by not “falling into” the higher tax-brackets. This approach can benefit both the airline and its workforce while promoting a more positive and sustainable work environment.
5. Lengthy background checks require attention
Another pressing issue that was raised is the need to expedite the background checks process to enable aviation professionals to start their work sooner rather than later. In most cases, background checks can take longer than normal due to the need to collect additional information, or due to processing delays. For example, in some countries, certain documents such as Criminal Record/Police Clearance can only be obtained in person. This can create recruitment and cost challenges for airlines, as it may delay onboarding and result in candidates accepting other offers.
6. Enhanced training to secure expertise in the maintenance area
Aircraft maintenance is the cornerstone of safe aviation operations. The emergence of new technologies requires systematic training to ensure that engineers’ skills and knowledge are up to speed. However, labour shortages have made it difficult to establish stability in the field, as the number of qualified candidates remains significantly low.
7. Pressure to adapt to sustainable technology
As airlines strive to become more environmentally conscious, the push to adopt modern, fuel-efficient systems continues to grow. However, the introduction of new technologies will require upgraded training programmes to ensure that skills align with next-generation systems and processes. A long-term recruitment strategy will be essential to support these developments.
Regional and internal flight routes may face an existential threat, as some countries, such as France, have already begun replacing regional flights with train services to mitigate environmental impacts. The integration of more eco-friendly alternatives, like high-speed rail, may redefine air travel in certain regions. However, this transition will require substantial investments in infrastructure, which some countries may not yet be prepared to undertake. As the industry evolves, finding a balance between environmental concerns and operational demands will be crucial for future growth.
For aviation recruitment, this means a shift in demand for specific roles, with airlines potentially focusing more on positions that support sustainable operations, such as experts in green technologies, SAF, infrastructure planning, and route optimisation, rather than traditional recruitment of flight crew roles on regional short-haul routes. As the sector adapts, attracting talent skilled in environmental management, data analytics, and new energy solutions will be key to staying competitive.
In summary
The ERA General Assembly provided valuable insights that encouraged the industry to reassess its recruitment strategies in light of current challenges. With a focus on meeting candidates' expectations for flexible work patterns and improved work-life balance, both airlines and recruitment consultancies are committed to addressing existing recruitment gaps. Their concerted efforts aim to create a more responsive and effective recruitment process to better align with the evolving needs of the aviation workforce.
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