Here at Aviation Job Search we recently released our latest Industry Review, where we took the time to look back over the past couple of years in the aviation industry and examine the recruitment trends we’ve experienced throughout this turbulent period.
As part of the report, we also conducted surveys with our database of candidates to find out more about their experiences over the past year. This gave us some valuable insights into the main struggles, frustrations and hopes of aviation professionals when it comes to their careers and job searching in particular.
Based on our findings, we’ve picked out what we think are some of the most important points that recruiters and employers should bear in mind when hiring for new roles in 2022.
Competition is high amongst candidates
The number of jobs posted to Aviation Job Search in 2021 hit a 3-year low due to the continued impact of the pandemic; whereas the number of applications made on the site hit a 3-year high.
Many people are keen to get back to work after having to take time away from their previous roles, or even from the aviation industry as a whole. It’s likely that in-demand roles will attract high numbers of applicants; so be clear about exactly what skills and experience you are looking for when advertising these vacancies, and make sure you manage applicants’ expectations if the screening process is likely to take a while.
Giving candidates feedback is crucial
This leads to our next point; providing candidates with feedback is essential. Job searching can be stressful and time consuming, particularly when it comes to preparing for and attending interviews.
Lack of communication was selected by respondents as the biggest frustration whilst job hunting. In fact, 91% of respondents to our survey said they would expect feedback after an interview; yet only 62% of these people said they had received feedback from their most recent interview.
Keeping applicants waiting for a response slows down their job search, harming your employer reputation in the process. Be transparent with applicants about the screening and interview process from the start, and be sure to give them feedback whether they’ve been successful or not, even if it is a brief or automated message.
Candidates want more than just a job description
Some of the most important factors that respondents said they look out for when searching for a new role include salary, pension arrangements, flexible working options and annual leave.
The impact of the last 2 years has made a lot of people reassess their work-life balance, and adjust their priorities in terms of how they can ensure a happy, healthy working life and stable future. Therefore, a straightforward job advert listing what the role will entail is no longer enough to attract the best applicants. Make sure to shout about what your company can offer them in terms of perks and benefits that will make them excited to work for your business (and stay there)!
Keep your company information up to date across all channels
We asked respondents what they do before applying for a role; the most popular answers included looking on the employer’s website, checking out the company’s social media channels, and reading employee reviews. Respondents also highlighted the importance of seeing current employees’ experiences and career paths.
Make sure you make full use of your website and social media channels to give candidates a realistic, behind-the-scenes look at what it’s like to work for your business, including first-hand case studies or interviews with current employees to help show the personality and culture of the company. This helps give candidates a more personable, human look at your business, and lets them envision whether they’d be a good fit before applying.
Everyone’s situation is different!
People who responded to our survey had experienced a range of different situations over the past 18 months, including job changes, redundancy, furlough, new working routines, and more. It’s been a difficult period for a lot of reasons, and people have taken different paths to get to the point where they are applying for new opportunities. It’s important to bear this in mind and treat every applicant, interviewee and new team member with consideration.
When it comes to your existing staff, consider what benefits you can offer to your employees to provide them with the best possible quality of life and sense of stability for the future.
There are many more insights like these to discover in the full Industry Review – click here to download this year’s report.