Hear from Howard Grosvenor as he outlines how aviation companies can differentiate themselves through their hiring processes.
Aviation companies recognize that one of the challenges in a crowded talent market is how to differentiate themselves from the competition.
This can be helped by:
- Building a well-thought through and executed candidate attraction strategy.
- Developing a more tailored and joined-up candidate experience that not only harnesses the power of new technologies offering convenience to the candidate but also builds stronger engagement with the hiring organization.
A big trend in aviation today is about how to attract candidates, and how to build a really powerful brand and proposition. What we see in the talent space is aviation organizations doing that through creating a unique, joined-up experience for their candidates, using new technologies, making things convenient for their candidates, as well.
That's for sure a big trend - how do you actually differentiate yourself, make yourself unique as an aviation organization?
An opportunity in aviation talent for most aviation companies is to think about how they broaden the candidate pool that they go to and help some of those candidates from areas that they might not necessarily look into to understand how they might fit in to aviation roles or into the aviation space in general.
One way that one might do that is through some straightforward assessment where potential candidates who might not consider aviation can understand how they might fit into a part of that business and how it's going to give them something that's going to be fulfilling and motivating and enjoyable for them.
Learn more about how Aon works with organizations in the aviation sector.
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