The aviation and airline sectors are facing an increasingly complex recruitment landscape, with 85% of HR leaders predicting that hiring the right people will be difficult in 2025. The challenges they face are diverse, ranging from skill shortages to counteroffers to slow decision-making within organisations.
With these hiring headaches in mind, it is essential for senior executives and HR professionals in aviation to understand the key hiring difficulties and explore strategies to address them.
Here is a breakdown of the top issues HR leaders in aviation foresee as significant hiring headaches in the coming years and potential strategies to overcome them:
1. Skill Shortages
The demand for highly skilled professionals, particularly in technical and commercial areas such as engineering, CAMO and charter broking is outpacing the available talent pool.
Strategy
To address this, aviation organisations should invest in upskilling and reskilling current employees, offering professional development programmes that expand their skill sets. Collaborating with educational institutions can also create a pipeline of talent that’s ready to step into critical roles.
2. Unrealistic Expectations from Candidates
As competition for top talent intensifies, many candidates have developed unrealistic expectations regarding salary, benefits, and work conditions.
Strategy
Set clear expectations early in the recruitment process by providing transparent job descriptions and compensation benchmarks. Focus on educating candidates about the unique opportunities your business offers, such as career progression and work-life balance. Additionally, offering flexibility, such as hybrid working arrangements, can help attract candidates who may otherwise be hesitant.
3. Compensation & Benefits Not Competitive
Offering competitive compensation packages can be a struggle, especially compared to industries like technology or finance, where pay and benefits are often deemed more attractive.
Strategy
Conduct regular salary benchmarking to ensure compensation packages are aligned with industry standards. If budget constraints exist, focus on other aspects such as unique benefits, workplace culture, career development opportunities, and meaningful work or well-being programmes. A comprehensive benefits package that includes health insurance, retirement plans, and professional development initiatives can be a strong attractor for top talent.
4. Counteroffers
Counteroffers from current employers can derail recruitment efforts, with many candidates choosing to stay with their existing employer for a better deal rather than moving to a new company.
Strategy
To mitigate this, employers should create a compelling employer value proposition (EVP) and demonstrate the long-term benefits of joining their organisation. Focus on offering not only competitive salaries but also a strong organisational culture, growth opportunities, and unique career paths that are hard to replicate in counteroffers. Proactively engaging with candidates and creating a sense of urgency can also help avoid counteroffer situations.
5. Unreliable Candidates
Unreliable candidates who pull out of the recruitment process or fail to show up for interviews add to recruitment delays and inefficiencies.
Strategy
Implement a more thorough candidate vetting process, ensuring alignment with job requirements and organisational culture before extending offers. Building strong relationships with candidates throughout the process and maintaining regular communication can help reduce drop-off rates. Additionally, using contract-to-hire options or trials may help test the waters before committing to a permanent hire.
6. Recruitment Timelines
Long recruitment timelines often result in top candidates accepting offers elsewhere, especially in a competitive market.
Strategy
Streamline the hiring process by reviewing and eliminating unnecessary steps in the recruitment workflow. Use technology to facilitate faster screenings and interviews, and involve key stakeholders earlier in the process to avoid delays. Setting clear timelines and sticking to them can improve the speed and efficiency of hiring, ensuring that top candidates aren’t lost due to prolonged decision-making.
7. Lack of Growth Opportunities
Many candidates are hesitant to join organisations that do not offer clear pathways for career development and growth.
Strategy
Aviation employers should clearly communicate career progression opportunities during the hiring process. Providing structured mentorship, training, and leadership development programmes can also help attract talent that is eager to develop their skills. Furthermore, offering clear performance metrics and advancement pathways can help retain talent by ensuring they see a future with the company.
8. Slow Internal Decision-Making
Delays in internal decision-making can frustrate candidates and lead to missed opportunities as they consider offers from other companies.
Strategy
To address this, it is crucial to streamline internal processes and ensure key decision-makers are engaged early in the recruitment process. Assigning a dedicated hiring manager and ensuring timely feedback can significantly reduce delays. Furthermore, adopting a more agile decision-making approach and fostering cross-departmental collaboration can accelerate the hiring process.
9. Lack of Employer Value Proposition (EVP)
Organisations with a weak EVP struggle to attract top talent, as candidates look for companies that offer a strong sense of purpose, culture, and career growth.
Strategy
Develop a compelling EVP by showcasing the organisation’s culture, values, and the benefits of working there. Ensure that your EVP resonates with the target talent pool and reflects the unique aspects of the aviation industry, such as sustainability initiatives or technological innovation. Regularly communicating your EVP in job postings, social media, and during interviews will help reinforce why candidates should choose your company.
10. Unrealistic Expectations from Hiring Managers
Hiring managers can have unrealistic expectations about the qualifications or skills required for a position, making it more difficult to fill roles.
Strategy
Work closely with hiring managers to ensure job descriptions are realistic and aligned with available talent in the market. Encourage hiring managers to adopt a more flexible approach and focus on transferable skills that can be developed over time. Regular training for hiring managers on the current talent market and recruitment best practices can also help reset expectations and improve the hiring process.
Final thoughts
As aviation HR leaders look ahead to 2025, it is clear that the recruitment landscape will present numerous challenges. By addressing these issues head-on, aviation organisations can build a stronger, more adaptable workforce that is prepared for the future.
If you’re a senior executive or HR leader in aviation, now is the time to assess your recruitment strategies and ensure your organisation is ready to overcome the challenges of the coming years.
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