Recruitment - Meaning, Various Types and Methods of Recruitment in Airlines
Recruitment
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the process of finding and hiring suitable candidates (from within internal or external of an organization) for a specific position or job. In all the organization recruitment plays an important role in its success. It is a very tough job for the top management as they are going to recruit the employee from a large pool of candidates. The process involves searching, sourcing, and selecting the right candidates for the roles of the organization. The recruitment and Selection process handles all stages from first discussions to candidate onboarding. The recruitment part involves sourcing the candidates. Selection involves in screening candidates, selecting the best.
The person who recruits the candidate is called as a recruiter. Recruiters make use of different methods and procedure to source the candidate, screen the candidate, shortlist them, and to select the human resources as per the needs and requirements of the organization.
Importance of Recruitment:
Every business that wants to grow needs to hire talent regularly. It’s not just about filling a role; it’s about hiring exceptional candidates.
• Attract more candidates to apply in the organization.
• Process which links employers with employees.
• Increase the pool of candidates for jobs at minimum cost.
• Determine present and future requirements of the organization with proper planning.
• To provide good quality people to the organization.
• Increase organizational and individual effectiveness in the short term and long term.
Recruitment Process:
Identify job vacancy
Prepare job description and job specification
Advertising the job vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making
Types of Recruitment:
1. Internal: Candidate is recruited within the organization is called internal recruitment.
Promotion for the employee who is good enough to place the vacancy.
Transfer of employee who is already working within the organization
Upgrading
Retired Employees: Focusing on ex-employees who worked in the past in the organization.
Employees referrals
2. External: Candidate is scrutinized and taken from the outside the organization is called external recruitment. They are not related in any way to the organization. It includes walk-ins, employment exchange, employment agencies, educational institutions, advertisement.
Advertisements: Addressed to the mass group of people in the form of newspapers, television, magazines, and so on.
Campus recruitment
Employment agencies: Some agencies work to employ the individual by getting some amount of fees from the individual.
Outsourcing/Consultancies
Employment Exchanges: It is basically run by the government. The job provides the individual with the seniority position of their enrollment.
Online recruitment through websites by conducting Walk in Interview
3. Outside Hiring:
Onsite Visits- Students are invited to visit the worksites and office to attract good candidates.
Internships- One of the most effective win-win situations for both the employer and fresh graduates because freshmen receive the much needed job experience and the firms identify potential prospects for future hiring.
4. Internet recruiting:
Many companies are turning to the internet as a recruiting tool.
Nearly four out of five companies use the internet to recruit new employees.
Internet recruiting is cost-effective and timely.
Methods of Recruitment in Airlines:
Airlines use different methods to recruit potential candidates, and the methods range from the modern to the relatively arcane. Because most airlines have a presence on the World Wide Web, applicants can usually review requirements and submit a personal resume on the airline's website; depending on the airline's technical abilities, a short online questionnaire may be required before the application will be accepted. Some airlines choose to perform a telephone interview before proceeding, and this interview may be conducted either with a live screener or an automated, interactive attendant. The most popular recruiting is through airline job fairs, usually held at a hotel or convention center close to an airport that the company serves.
Major Job categories in the aviation industry
Cargo Manager and Handler
Air Traffic Controller
Air hostess
Flight Operator
Ground Operator
HR Specialist
JAR Audit Inspectors
Maintenance Personnel
Management personnel
Psychologist
Captains
Training Captains
First Officers
Simulator
Instructors Flight Engineers
Sheet metal workers
Licensed engineers
Fitters
Mechanics
Planners
Electricians
Recruitment and Selection Process in Airlines:
• Receipt of requirement from client
• Search in our data bank for qualified candidates
• Also release advertisement in leading newspapers to source potential candidates
• Screening of applications
• Interview by experts to shortlist
• Practical test if required
• Final interview by employers Authorized representative
• Complete medical examination
Example of an airline company’s Recruitment and Selection process:-
The recruitment and selection process consists of six clear stages as outlined below:
Stage 1 – Advertising and application
Advertising in major newspapers in each location being advertised, our website, and online.
Stage 2 – Online testing and/or telephone interview and/or face-to-face interview
Stage 3 – Assessment Centre
The assessment center will consist of:
• physical testing
• functional testing
• shuttle run (required level of 9.6)
• supervised aptitude testing
• teamwork exercise
• Interview
Stage 4 – Referee checks
Stage 5 – Offer of employment
Stage 6 – Medical
Training: Successful applicants will receive ten weeks of intensive training. Successful applicants can expect a long, rewarding, and successful career.
Conclusions:
One of the most critical and high expertise demanding industry, the Airline or Aviation sector is witnessing a surge of increasing interest and awareness. With global liberalization and opening up of the sector for private players, the industry has gained momentum. This has contributed to a significant rise in the employee base in the airline industry and the industry is in need of a growing number of employees.
Increasingly, more and more airlines are beginning to recognize the real cost of a poor selection of candidates. Clients are avoiding the mistakes of hiring the unsuitable candidate (which results in high staff turnover with the consequential costs - wasted time, money, disruption, and absent resources) and are hence now consulting the pool of psychologists and selection specialists to assist them with the sourcing of a key executive or to conduct large scale recruitment campaigns. Over the years specialists have developed sophisticated systems and models for the assessment of candidates for various positions in cabin crew, flight crew, ground crew, etc, in various recruitment phases.
Khushbu Rani
HR Manager
AirCrews Aviation Pvt Ltd
www.AircrewsAviation.com
khushburani.aircrews@gmail.com
Vcard:
https://khushburani.vcardinfo.com
Follow me on:
LinkedIn:-
https://www.linkedin.com/in/khushbu-rani-826333192
Instagram: https://www.instagram.com/s/aGlnaGxpZ2h0OjE3ODcwNDcxNjUwNjIwMjk2?igshid=1icouqj48qzht
Facebook:- https://www.facebook.com/khushbu.rani.311
Bio:- https://www.portrait-business-woman.com/2020/07/khushbu-rani.html
Recruitment
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the process of finding and hiring suitable candidates (from within internal or external of an organization) for a specific position or job. In all the organization recruitment plays an important role in its success. It is a very tough job for the top management as they are going to recruit the employee from a large pool of candidates. The process involves searching, sourcing, and selecting the right candidates for the roles of the organization. The recruitment and Selection process handles all stages from first discussions to candidate onboarding. The recruitment part involves sourcing the candidates. Selection involves in screening candidates, selecting the best.
The person who recruits the candidate is called as a recruiter. Recruiters make use of different methods and procedure to source the candidate, screen the candidate, shortlist them, and to select the human resources as per the needs and requirements of the organization.
Importance of Recruitment:
Every business that wants to grow needs to hire talent regularly. It’s not just about filling a role; it’s about hiring exceptional candidates.
• Attract more candidates to apply in the organization.
• Process which links employers with employees.
• Increase the pool of candidates for jobs at minimum cost.
• Determine present and future requirements of the organization with proper planning.
• To provide good quality people to the organization.
• Increase organizational and individual effectiveness in the short term and long term.
Recruitment Process:
Identify job vacancy
Prepare job description and job specification
Advertising the job vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making
Types of Recruitment:
1. Internal: Candidate is recruited within the organization is called internal recruitment.
Promotion for the employee who is good enough to place the vacancy.
Transfer of employee who is already working within the organization
Upgrading
Retired Employees: Focusing on ex-employees who worked in the past in the organization.
Employees referrals
2. External: Candidate is scrutinized and taken from the outside the organization is called external recruitment. They are not related in any way to the organization. It includes walk-ins, employment exchange, employment agencies, educational institutions, advertisement.
Advertisements: Addressed to the mass group of people in the form of newspapers, television, magazines, and so on.
Campus recruitment
Employment agencies: Some agencies work to employ the individual by getting some amount of fees from the individual.
Outsourcing/Consultancies
Employment Exchanges: It is basically run by the government. The job provides the individual with the seniority position of their enrollment.
Online recruitment through websites by conducting Walk in Interview
3. Outside Hiring:
Onsite Visits- Students are invited to visit the worksites and office to attract good candidates.
Internships- One of the most effective win-win situations for both the employer and fresh graduates because freshmen receive the much needed job experience and the firms identify potential prospects for future hiring.
4. Internet recruiting:
Many companies are turning to the internet as a recruiting tool.
Nearly four out of five companies use the internet to recruit new employees.
Internet recruiting is cost-effective and timely.
Methods of Recruitment in Airlines:
Airlines use different methods to recruit potential candidates, and the methods range from the modern to the relatively arcane. Because most airlines have a presence on the World Wide Web, applicants can usually review requirements and submit a personal resume on the airline's website; depending on the airline's technical abilities, a short online questionnaire may be required before the application will be accepted. Some airlines choose to perform a telephone interview before proceeding, and this interview may be conducted either with a live screener or an automated, interactive attendant. The most popular recruiting is through airline job fairs, usually held at a hotel or convention center close to an airport that the company serves.
Major Job categories in the aviation industry
Cargo Manager and Handler
Air Traffic Controller
Air hostess
Flight Operator
Ground Operator
HR Specialist
JAR Audit Inspectors
Maintenance Personnel
Management personnel
Psychologist
Captains
Training Captains
First Officers
Simulator
Instructors Flight Engineers
Sheet metal workers
Licensed engineers
Fitters
Mechanics
Planners
Electricians
Recruitment and Selection Process in Airlines:
• Receipt of requirement from client
• Search in our data bank for qualified candidates
• Also release advertisement in leading newspapers to source potential candidates
• Screening of applications
• Interview by experts to shortlist
• Practical test if required
• Final interview by employers Authorized representative
• Complete medical examination
Example of an airline company’s Recruitment and Selection process:-
The recruitment and selection process consists of six clear stages as outlined below:
Stage 1 – Advertising and application
Advertising in major newspapers in each location being advertised, our website, and online.
Stage 2 – Online testing and/or telephone interview and/or face-to-face interview
Stage 3 – Assessment Centre
The assessment center will consist of:
• physical testing
• functional testing
• shuttle run (required level of 9.6)
• supervised aptitude testing
• teamwork exercise
• Interview
Stage 4 – Referee checks
Stage 5 – Offer of employment
Stage 6 – Medical
Training: Successful applicants will receive ten weeks of intensive training. Successful applicants can expect a long, rewarding, and successful career.
Conclusions:
One of the most critical and high expertise demanding industry, the Airline or Aviation sector is witnessing a surge of increasing interest and awareness. With global liberalization and opening up of the sector for private players, the industry has gained momentum. This has contributed to a significant rise in the employee base in the airline industry and the industry is in need of a growing number of employees.
Increasingly, more and more airlines are beginning to recognize the real cost of a poor selection of candidates. Clients are avoiding the mistakes of hiring the unsuitable candidate (which results in high staff turnover with the consequential costs - wasted time, money, disruption, and absent resources) and are hence now consulting the pool of psychologists and selection specialists to assist them with the sourcing of a key executive or to conduct large scale recruitment campaigns. Over the years specialists have developed sophisticated systems and models for the assessment of candidates for various positions in cabin crew, flight crew, ground crew, etc, in various recruitment phases.
Khushbu Rani
HR Manager
AirCrews Aviation Pvt Ltd
www.AircrewsAviation.com
khushburani.aircrews@gmail.com
Vcard:
https://khushburani.vcardinfo.com
Follow me on:
LinkedIn:-
https://www.linkedin.com/in/khushbu-rani-826333192
Instagram: https://www.instagram.com/s/aGlnaGxpZ2h0OjE3ODcwNDcxNjUwNjIwMjk2?igshid=1icouqj48qzht
Facebook:- https://www.facebook.com/khushbu.rani.311
Bio:- https://www.portrait-business-woman.com/2020/07/khushbu-rani.html
@Khushbu Rani HR Manager AirCrews Aviation Pvt Ltd
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