Pilot Recruitment - The HR Perspective

It's a fact of life that if you want to join an airline as a Pilot, then the Human Resources department will be actively involved in the process.  In this short blog, our HR Pilot recruiter,  Janine, provides you with a short insight into recruiting Pilots from the HR perspective.

I’ve been incredibly lucky to spend a lot of my working life working for a top UK long haul airline. An amazing place to work, working with some equally amazing colleagues and proud to be involved in operational recruitment – specialising in Pilot recruitment

Yes, I was the HR person that (most!) people dread on interview day! About me Q.What do I know about flying?  Not a lot. Q.How can I appreciate what you do as a pilot? The quick answer is I don’t need to have done the job to be able to interview for it (thankfully I would interview with at least one pilot so they would understand any technical areas I was unsure of). What I do know is how to build a robust and relevant selection process and how to pick a strong candidate and get the right person for the job.

I enjoy recruitment and must confess to being a bit of an interview nerd: I love meeting new people, hearing about their experiences and why they want to join the Company. Getting an interview is generally pretty tough so it’s always a surprise when candidates don’t do their homework

Tip 1: Do your research! Interviewing is a 2-way thing  - you’re interviewing us as much as we’re interviewing you. So, be involved, take the initiative and do your homework. When you interview a candidate who’s as passionate about your Company as you are, and knows their stuff it really stands out. Be that person.

Prior to interview you’ll have received some information about what’s going to happen on the selection day. It should outline if there will be a group exercise, whether there’s a competency/behavioural interview. Again, strong candidates will research both these things before they turn up so they know roughly what to expect. There’s a HUGE amount of information online about selection processes, there are chat rooms that give information too. Be cautious as not all this information is helpful and it can lose some context.

Tip 2: Ask someone to help you practice – this will make you more comfortable with the sound of your own voice (go on, try it…I’m betting you’re thinking “Is that what my voice actually sounds like?”). It will make you think about how you come across to others and give you some confidence and help you find your ‘style’.

The toughest part of interviewing is interviewing someone you can see would be a great ‘fit’ for the Company/role but they’re not meeting the standard you need or fully demonstrating their suitability. Recruitment is a risky business. HR help to mitigate that risk through formulating a fair, consistent and relevant process with various elements to it that show the necessary competencies a successful incumbent would have. When I left my job in interviewing, this was something I knew I wanted to pursue in more detail and to help people to get the results they want. Being a strong candidate takes practice and patience. It is unlikely to happen automatically. Candidates who have the desire to succeed often invest in themselves, spending time working out how to get across the right level of relevant information, selling themselves, their skills and passion to join the Company.

Tip 3: Get help from the experts! I’m an absolute advocate of seeking professional help for interviewing and am proud of the work AirlinePrep do and the results they have helped others achieve. I’m not a sales person but I am honest and believe wholeheartedly that investing in assessment techniques creates confident candidates. Try it, let us help you get to where you want to be. 
From AirlinePrep - the very best of luck!
If you would like to know more about how we can help support and help your with your Airline or Cadet Pilot interview, then please feel free to contact us.
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