Why Candidate Experience Matters in Aviation Recruitment
- Jun 4, 2024
- 5 min read
In today’s competitive hiring landscape, candidate experience has become one of the most crucial elements of the aviation hiring process. It encompasses the entire journey candidates undergo, from selection, interviews and assessments, through to receiving an offer and potentially being hired. Additionally, it includes all communications between the recruiter and the candidate.
Although the outcome cannot always be guaranteed, a positive candidate experience in aviation recruitment undoubtedly contributes to an airline’s reputation, whether they recruit in-house or through a recruitment specialist. It also increases the likelihood of future applications from quality candidates and fosters a professional and respectful relationship between the employer and prospective employees.
In this article, we will explore the importance of candidate experience and highlight the ways in which it can make a positive impact on hiring outcomes.
What makes a great candidate experience in aviation recruitment?
In the competitive sphere of aviation, it’s important to remember that it’s not only candidates who compete with each other to land their desired position. Airlines are also competing with other airlines to attract and retain top talent. Delivering a great candidate experience is of utmost importance as it leaves candidates with a positive impression of the airline, even if they don’t secure the role in the end.
The team at AeroProfessional are experts in creating recruitment processes that are designed to provide candidates with a smooth and stress-free experience, helping them to perform at their best during interviews and assessments.
Our NPS results
We recently conducted a Net Promoter Score (NPS) survey, asking candidates to share their experiences working with us to find suitable aviation jobs. Our dedicated efforts resulted in a Net Promoter Score (NPS) of 41, ranking us as ‘Great’ against the NPS categories and above both the airline and recruitment industry benchmarks.
NPS is a critical measure that calculates how likely candidates are to recommend us to others. It demonstrates how loyal and enthusiastic people are about our service.
Our primary goal is to instil confidence in our candidates, helping them to excel in interviews and ultimately be successful in securing a new role. The feedback from the survey has been overwhelmingly positive and constructive, reaffirming our commitment to high-quality service.
Here's a snapshot of some of the results:
88% agreed that AeroProfessional understood their job requirements.
82% agreed that AeroProfessional’s questions or issues were dealt with promptly.
85% agreed that the AeroProfessional team was knowledgeable and helpful.
81% agreed that they received enough support and guidance.
84% found AeroProfessional’s communication clear and consistent.
81% were satisfied with the job opportunities AeroProfessional presented to them.
With such positive sentiment from our highly-valued community of aviation professionals, we’d like to share some of our top industry tips to help you optimise your candidate experience and increase engagement levels.
5 ways to improve candidate experience in aviation recruitment
1. Create a quick and user-friendly application process
The job application process is usually the first point of contact for candidates and can easily become a breaking point. Therefore, it's critical to keep it short and straightforward.
For example, asking candidates to complete a series of extra, non-compulsory pre-application tests in addition to mandatory industry assessments can force them out of the process before they've had a chance to speak to the recruiter or airline.
Similarly, requiring candidates to rewrite their CV on a company portal when they could simply upload it is time-consuming and frustrating.
According to an HR survey, 47% of respondents said that pre-hiring assessments took too long, 37% said the purpose of these assessments was unclear, and 30% felt the tests were irrelevant to the job they were applying for.
This creates a negative candidate experience from the outset and risks losing qualified candidates before meaningful engagement has even begun.
2. Communicate clearly and regularly
Regular and transparent communication is essential throughout the recruitment process.
It helps set expectations around interviews, assessments, timelines, responsibilities and next steps. Providing candidates with clear recruitment information helps them plan ahead and prevents unnecessary uncertainty.
Consistent communication is one of the simplest and most effective ways to improve candidate experience in aviation recruitment.
3. Keep the recruitment journey short
Most candidates will have arranged interviews with various airlines and recruitment consultancies during their job search.
Candidates are more likely to pursue other opportunities if they have to wait too long for a response. In cases where delays are unavoidable, it is important to maintain contact, provide updates, and confirm continued interest in the role.
A streamlined recruitment process demonstrates professionalism and helps prevent strong candidates from accepting alternative offers.
4. Treat candidates the same way you would treat your employees
Always treat candidates with professionalism and respect.
Whether or not they secure the role, it’s important to make them feel valued throughout the process. Personalised discussions around career development, aspirations and long-term goals help candidates feel engaged while also providing valuable insights into their suitability for the position.
A positive recruitment experience often begins with simply treating people well.
5. Always follow up for updates and feedback
Unfortunately, ghosting has become one of the most common complaints among job seekers.
Candidates invest significant time and effort attending interviews, completing assessments and preparing for opportunities. Regardless of the outcome, it is crucial to follow up and communicate the final decision.
Where possible, constructive feedback should also be provided. This helps candidates understand where they can improve and demonstrates respect for the effort they invested in the process.
What is the impact of a negative candidate experience in aviation recruitment?
A negative recruitment experience can have serious consequences for both the candidate and the employer.
1. Damage to company reputation
Candidates who have a poor experience are likely to share their dissatisfaction with others, either through word of mouth or public review platforms.
This can damage an airline’s employer brand and make it more difficult to attract talent in the future.
2. Increased turnover rates
Even if a candidate accepts a job offer following a negative recruitment experience, feelings of dissatisfaction may carry into their employment.
This can contribute to higher turnover rates and lower long-term retention.
3. Decreased employee morale
Current employees who hear about negative recruitment experiences may become concerned about company culture or leadership practices.
This can affect morale, engagement and productivity.
4. Higher recruitment costs
Repeatedly losing candidates due to poor candidate experience means organisations must spend additional time and resources finding replacements.
Over time, this significantly increases recruitment costs.
5. Legal and compliance issues
If a negative experience involves discrimination, unfair treatment or breaches of confidentiality, organisations may face legal and compliance challenges.
Maintaining a fair, transparent and consistent recruitment process helps reduce these risks.
Why candidate experience should be a priority for airlines
Candidate experience should be a priority for recruitment consultancies and airlines worldwide.
By ensuring candidates’ time is respected and their concerns are heard and addressed, organisations are more likely to gain trust, strengthen their employer brand and make successful placements.
Equally important is acting on candidate feedback. By continuously reviewing and improving the recruitment journey, airlines can create a more effective hiring process while providing a better overall experience for future candidates.
In an increasingly competitive market, candidate experience in aviation recruitment is no longer a ‘nice to have’, it is a key factor in attracting and securing top aviation talent.
Looking to hire?
The AeroProfessional team are specialists in the recruitment and selection of aviation professionals across the globe. Reach out to the team today to discuss your current hiring challenges and gain the expert advice and guidance you need to ensure your hiring strategy gains maximum success.
Looking for your next aviation role?
Every year we help hundreds of individuals find rewarding new roles within the aviation industry. Working with a variety of airlines from across the world, we provide an end-to-end service that matches you with the right aviation role, in the right organisation.
