Why is providing a positive candidate experience so important?

Our aviation recruitment specialists have put together their reasoning for why providing a positive candidate experience is so important to any organisation.

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Why is providing a positive candidate experience so important?

We are constantly looking to provide the most positive candidate experience possible, ensuring that those in our aviation community are supported throughout their individual recruitment journey. Below we will briefly outline how we work towards creating such a memorable candidate experience and how this compares to other agencies in the industry, particularly throughout the Coronavirus pandemic.

Behind every application is a person

Our ‘more than just a number’ campaign was a testament to the standards we set ourselves at AeroProfessional. We whole-heartedly understand and respect that each of our candidates is an individual with their own story, specific career goals and preferred methods of communication.

We avoid all ‘scripted’ communications with our candidates and simply converse as compassionate human beings, treating others as we would like to be treated. Our ethical recruitment process, and the positive candidate experience this generates, is reflected in the fact that 90% of our candidates have rated our service as “excellent” – a statistic we are incredibly proud of.

Our Covid-19 promise

Amidst the Coronavirus pandemic, many recruitment agencies seemed to disappear amidst the uncertainty, which was reflected in little to no communication with their candidate communities. While the situation was challenging, this was a time when aviation professionals needed support the most.

At AeroProfessional, we reviewed our communications strategy to ensure we made ourselves available to those who needed us. From creating an outplacement support portal, with digestible literature available to those who have been affected, to pledging our ‘Covid-19 promise’, whereby we only advertised jobs that were visibly moving forwards (i.e. active interviews, SIM assessments, or offers). This was a very difficult time for everyone, so open and honest communication was essential to our ethical recruitment practice.

Communication is key

We go above and beyond to be open in communication with our candidates throughout the recruitment process. From the offset, registered candidates are kept in the loop about relevant job opportunities and regular updates throughout the application process. We aim to ensure that all applicants fully understand the role requirements and the associated package, answering any queries that they may have surrounding an opportunity.

Once a candidate is successfully enrolled in a new position, we also aim to conduct post-placement catch-ups a few months into their new role to check they are happy. We will identify if there is anything further that they require from us, as well as taking this opportunity to collect feedback on how to improve our current processes. Head over to our candidate testimonials page to see some examples of happy candidates we’ve placed!

We provide a variety of networking opportunities across platforms such as LinkedIn and WhatsApp. Our private LinkedIn Network is exclusively for aviation professionals, and our specific sub-groups (based on discipline) support diversity projects, such as our ‘AeroProfessional Engineering’ group and our ‘Women In The Cockpit’ group. This provides candidates with the opportunity to connect with fellow aviation professionals, access exclusive job roles and discover relevant industry news.

To summarise…

Our candidates are more than just a number, and this is an attitude that heavily influences the way we work, the positions we advertise and the way we communicate with each individual. Positive actions and human behaviours that may seem small, can make a huge difference to a ensuring a positive candidate experience.

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