Back to Blog
The aviation industry is a global ecosystem, constantly evolving and demanding a skilled workforce that reflects its international nature. Finding the right talent, however, can be a challenge.
Continue reading this article to gain insights on comprehensive strategies for effectively recruiting, onboarding, and retaining international talent in the aviation industry.
Overview of the aviation talent landscape
The aviation industry is in a transformative era, rising from the ashes of the COVID-19 pandemic. Rapid technological advancements and an ever-increasing demand for air travel have paved the way for the search for dynamic and competitive talent.
In fact, the Asia-Pacific (AVAC) aviation industry is forecasted to grow substantially in the following years, with an estimated USD 88.35 billion in market size and a Compound Annual Growth Rate (CAGR) of 2.96% from 2024 to 2029.
Importance of international talent in aviation
Since the aviation industry involves global movement, a diverse workforce capable of navigating international regulations and dealing with various cultures is needed. Additionally, workforce with specific technical skills, such as aircraft maintenance or air traffic control, may be challenging to find.
Current challenges and opportunities
While hiring global talent has many benefits, there are many challenges related to attracting, hiring, and retaining it. Aside from the complicated visa processes and policies regarding international workers or expats, cultural integration is another challenge. After all, integrating international employees requires fostering a welcoming and inclusive work environment.
However, with the right strategies, these challenges can be transformed into opportunities for growth and improvement.
Purpose of the Article
This article provides strategies for tapping into international talent, addressing fundamental challenges and solutions, and empowering aviation employers to make informed decisions about attracting and retaining a skilled global workforce.
Core strategies for tapping international talent
Recruitment strategies
Recruitment tactics can make a huge difference in a globally competitive industry. Aviation companies can focus on two strategies to attract top talent: global recruitment events and online job applications.
Global recruitment events
Large-scale recruitment events have enormous advantages for aviation employers seeking international talent:
- Access to multiple qualified candidates in one place—saving time, energy, costs, and resources.
- Opportunities to put the spotlight on the brand, company culture, and job openings
- Facilitates immediate interviews and even on-the-spot hiring
For example, the Aviation Festival Asia in Singapore is a fantastic venue for the world’s leading airlines and airports and their leadership to network. Expos like this are also known to attract fresh graduates and experienced professionals alike. Events like these can be leveraged to promote your brand to potential business partners and new employees.
The Hong Kong Airport Authority also held Airport Career Day. This one-day event featured exhibits, work experience discussions, job interview tips, career consultations for women, and job opportunities in the aviation industry.
In 2023, the Civil Aviation Authority of Singapore once again held the OneAviation Careers Fair. Exhibitors and participants comprised key players in the aviation industry—airports, airlines, government offices, cargo, logistics, etc. Aside from promoting the participating brands, there were a few highlights:
- A showcase that featured technology and innovation
- Aviation Education Zone for showing aviation education pathways and programs for upskilling
- Talks by companies open to hiring which featured current employees giving an inside look into what it’s like on the inside
- Curated career talks about the future of aviation
- Job vacancies in operations, engineering, and service
- On-site career advice with selected experts and coaches
Hot tip: Consider partnering with established recruitment event organisers to participate in career fairs.
Online job applications
It’s an understatement to say the digital world has radically transformed recruitment as we know it. With online job portals, social media, and professional networking platforms like LinkedIn, reaching a global audience has never been easier. Utilising these online opportunities will surely make a difference. Plus, with the rise of remote work, geographical location no longer hinders working together.
Here are some ways how aviation businesses can maximise the online world to reach skilled professionals from all over the globe:
- Explore targeted advertising to focus on specific regions, skill sets, experiences
- Establish a solid online presence on industry job boards and networking platforms
- Optimise your company website, especially the Careers page. Ensure that job descriptions are clear and detailed.
- Highlight company culture, values, benefits, and international opportunities
- Collect employee testimonials and produce engaging multimedia content to attract young but talented individuals
Onboarding and integration
Recruitment and hiring are just the beginning. Once they’re in the fold, keeping them engaged and content is crucial. After all, effective onboarding systems can boost employee retention by 52% and productivity by 60%.
Comprehensive onboarding programs
An onboarding program can make or break a new relationship between an employer and a new employee. A smooth onboarding process reduces stress and fosters a sense of belonging in a new environment. Here are some tips on what to include in your onboarding process:
- Practical support for relocation for ex-pats such as housing arrangements, transportation, and briefing them on local services and essentials
- Cultural guidance and language courses also go a long way in helping international employees adapt to a new environment
- Information sessions on the company’s values, history, policies, and benefits
- For independent contractors and remote workers, regular check-ins during the first few months would provide some tremendous two-way feedback-gathering
Employee Assistance Programs (EAPs)
When bringing together an international workforce, employers also have to deal with issues like stress management and homesickness:
Counselling and stress management services
International relocation affects not only employees but also their families. Employee Assistance Programs (EAPs) include counselling and stress management services for much-needed emotional and mental health support.
Resources to alleviate homesickness
With homesickness being a common issue for ex-pats and other international workers, companies can consider creating a support system that tackles this. The system can include mentorship programs, coaching, social functions, and other socialising opportunities. These can all help employees feel more connected to the local setting.
Retention strategies
The Society for Human Resource Management (SHRM) reports that replacing a highly skilled employee can cost up to 200% of their annual salary. In the aviation industry, employee retention is crucial for maintaining performance sustainability.
It’s similar to how customer acquisition costs more than customer retention in businesses. When an employee leaves, the company has to invest time, energy, and resources to attract and retain top talent, sift through many resumes, interview a few selected candidates, negotiate, onboard, and train again.
Continuous training and development
- On-the-job training opportunities and structured programs: OJT gives existing employees room to grow with the business and industry. Structured programs can be new skills, strategies, courses, or training. Opportunities like these foster a culture of continuous learning.
- Employee scholarships and educational opportunities: Offering scholarships and opportunities for further education enhances employees’ skills and demonstrates the company’s commitment to their long-term growth and success.
Building a supportive company culture
A supportive company culture is crucial for employee retention. Here are some ways to build a nurturing company from the inside out:
- Implement open feedback channels like regular feedback sessions, surveys, and town hall meetings
- Craft empowerment policies and activities that encourage employees to voice their opinions
- Erase the stigma of performance management reviews and make them something to look forward to by ensuring they are constructive and productive.
- Consider “competence centres” to provide resources, coaching, and mentorship opportunities for international employees.
Addressing challenges in international talent acquisition
Navigating complex work environments
The aviation industry is heavily regulated with frequent policy changes. To stay on top, aviation companies must be quick on their feat when it comes to implementation.
Adapting to new regulations and policies
Developing fast adaptation strategies to comply with new regulations ensures smooth operations and minimises disruptions. You can do this by establishing a dedicated compliance team in charge of monitoring regulatory updates and then making sure these are implemented. Tasks may include audits, tracking, training, monitoring, and evaluation.
On-the-ground implementation techniques
Implementing changes and new regulations requires clear communication and practical action steps. Here are some ways to ensure smooth transitions:
- Detailed action plans with specific steps needed to comply with new policies
- Standard Operating Procedures (SOPs)
- Hands-on training sessions
- Leveraging technology for streamlined compliance processes
- Regular feedback loops
- Continuous monitoring and evaluation
Balancing skills, aptitude, and attitude
Finding the right mix of talent can be challenging—but definitely rewarding when you figure out the perfect balance of technical skills, aptitude, and attitude. Employers should invest in crafting comprehensive assessments to pinpoint candidates with this balance.
This goes beyond simply looking at impressive resumes—you can explore the following talent assessment strategies:
- psychometric testing
- situational tasks and scenario-based questions
- virtual and multiple stages of interviews
- personality tests
- Technical assessments
- Soft skill evaluation
Overcoming industry-specific obstacles
Industry-specific obstacles must be dealt with in a specific manner as well.
Mitigating the impact of industry restructuring
Industry restructuring—such as mergers, acquisitions, closures, or even developments—can lead to talent loss, resignations, retrenchments, and basically a high turnover rate. To combat this, it’s vital for businesses to be intentional in implementing retention strategies. Focusing on employee development and upskilling initiatives can greatly prepare your workforce for potential career shifts within the aviation industry.
Additionally, attracting talent during industry shifts are also challenging. Companies should prioritise clarifying their career development opportunities within the organisation, offering retention and performance bonuses, personalised career advisories, and mentoring opportunities. All of these, when combined, can create a supportive environment to address employees’ concerns during tumultuous times.
Managing limited talent pools
Since the aviation industry is a very niched-down industry, the talent pool is very narrow. To expand your talent pipelines and contribute the sustainability of your company in the long run, consider the following tips:
- Partner with universities and vocational or specialised schools to build rapport early on and encourage students to pursue careers in aviation
- Expand recruitment efforts to untapped regions and diverse workforce sources. Now is the best time to explore looking for highly-skilled contractors in other countries. An Employer of Record (EOR) can help facilitate this smoothly.
- Create internship programs, apprenticeships, and training sessions to attract young talent with hands-on experience and knowledge
Additionally, don’t forget to enhance talent attraction and retention efforts by offering attractive compensation packages and benefits tailored to the needs of international talent. It’s important to note that compensation packages don’t just mean salary and allowances—this includes flexible work arrangements, solid career growth, employee well-being, and work-life balance among others.
Conclusion
In a nutshellholistically , succeeding in the aviation industry requires implementing a multi-faceted approach focusing on global recruitment, seamless onboarding, and retention strategies.
Aside from the challenges related to talent, It’s also important to know how to address industry-specific challenges:
- Addressing regulatory changes head on
- Knowing how to balance skills and attitudes of workforce
- Fast implementation techniques to facilitate compliance with new policies and regulations
- Effective talent assessment and hiring process
As the aviation industry evolves, so must talent acquisition strategies. Staying ahead of trends and continuously improving practices will ensure a competitive edge in attracting top talent.
Regularly reviewing and refining recruitment, onboarding, and retention strategies will enable aviation companies to meet the dynamic needs of the industry and maintain a robust and diverse workforce.
For more information on how to implement these strategies and effectively tap into international talent, you can easily reach out to CXC. With decades of experience and an unparalleled global reach, our experts are here to help you navigate the complexities of global talent acquisition and achieve your business goals. Contact us today to learn more!
