How to recruit international talent in aviation

Aviation is one of the world's largest industries, generating substantial employment opportunities. According to a report by the Air Transport Action Group (ATAG), the industry supports 87.7 million jobs worldwide, both directly and indirectly. Yet, staffing remains a perennial challenge. Why? It is not that there aren't people to employ, but there are not enough people with the proper skill set. 

The world of aviation is changing, as is the case with most industries worldwide. In this competitive landscape, recruitment has become a battleground where only the most strategic and forward-thinking organisations thrive. When precision and expertise are non-negotiable, how does one solve unique recruitment challenges? International recruitment!

Going Global

In a world that is more connected than ever, it would make sense to attract talent from countries other than your own. And there are proven benefits to this practice. While it provides access to a larger talent pool, it also offers diverse perspectives that can fuel innovation and solve challenges in unique ways. It also helps companies to expand into new markets and build stronger global networks. 

But recruiting international talent in aviation can also go wrong if one is not careful about the nuances of the processes. Recruitment in the global market operates differently compared to when it is conducted locally. Aside from the complex visa processes and policies regarding international workers or expatriates, cultural integration is another significant challenge. 

However, with the right strategies, these challenges can be transformed into opportunities for growth and improvement.

1. Establish a Strong Employer Brand

A strong employer branding strategy is the first step to hiring international talent. Why? When you have a robust employer brand, you differentiate yourself in the competitive job market. It also reduces recruitment costs because qualified candidates will be attracted naturally to your organization, saving you the time and money of investing in advertising. 

Social media is an excellent starting point. Through your page and other forums and communities, you can directly appeal to the motivations and career aspirations of your target audience. Instagram can be a good place to showcase the positive working experiences of your existing workforce, such as company social events and parties, anniversaries, promotions, and charity days. 

2. The Right Tech Stack

Adding a touch of personalization goes a long way in enhancing the candidate experience. A better candidate experience helps potential employees feel more confident about the potential employer, thereby improving your brand perception in their mind. This transformation starts with the right tech stack. Predictive analytics can be the first step in creating a personalized candidate journey. Your tech stack will analyze profiles to identify who is a good fit for your organization, enabling you to target the right individuals. 

AI-powered chatbots are another great addition to the organizational stack. International talent will have numerous questions regarding visas, working conditions, and travel arrangements. AI chatbots can provide detailed answers to these queries. Airbus already has such a chatbot in place, Bessie. Bessie handles over 12,000 interactions in a month and has substantially improved the company's recruitment process.

3. Participate in Recruitment Drives

Large-scale recruitment drives can help you attract international talent in more ways than targeting individual accounts on social media. While you get access to multiple qualified candidates in one place—saving time, energy, costs, and resources, your company has the opportunity to spotlight its brand, company culture, and job openings. 

Take the Singapore Aviation Festival Asia, for instance. The 2024 edition provided a fantastic venue for the world’s leading airlines and airports, as well as their leadership, to network. Expos like this attract both fresh graduates and experienced candidates. Other similar examples include the Pilot Expo, Europe's largest aircrew expo, and the International Aerospace Exhibition in Berlin. In addition to attracting international talent, participating in such expos can help you strengthen your employer brand. Consider partnering with established recruitment event organisers to participate in career fairs. 

4. Streamlined Assistance

A significant challenge that candidates face in international recruitment is navigating the visa and immigration process. Each country has its own set of regulations. For a candidate, this process can be overwhelming. Organizations can take up the burden by providing expert advice and support in key areas. 

The first is visa management, where the HR teams can assist with the preparation and submission of visa applications, ensuring that all documentation is in place. Proper guidance can help candidates avoid costly delays. Organizations can also establish guidelines for sponsorship requirements, employee documentation, and renewal processes, thereby minimizing the risk of non-compliance. The last one is relocation support. Either organizations can take this on themselves or enlist the help of an agency that can assist candidates with housing, transportation, and settling into the new environment, making the transition smoother for both the candidate and the employer.

5. Provide Apprenticeships

Many large organizations have apprenticeship programs, including Boeing, Airbus, Virgin Atlantic, and TUI. These programs are created for entry or A-Level stage, opening up the sector to talent from a variety of ages and academic or vocational backgrounds. Many other organizations, such as Qantas, are embracing the idea of apprenticeships. 

The idea behind apprenticeships is that deserving candidates can experience their preferred roles in aviation without incurring university debt. Employers can build and develop a pool of enthusiastic candidates as early as possible.

Conclusion

Recruiting internationally can help the aviation industry solve the issue of talent shortages, especially in areas such as pilots, engineers, and maintenance technicians. But international recruitment is not without its challenges. While you go all out in attracting the right people to your company, ensure that you have proper protocols in place to help the new workforce navigate the challenges of relocation. Attracting and retaining top talent requires a multifaceted approach that addresses the specific challenges faced by the industry.

If you’ve read this far, you’ll definitely find value in our free guide on the top 5 recruitment challenges in aviation. It’s packed with insights to help you tackle common hiring hurdles—especially useful if you’re hiring across borders.

‍