Things will be a little different in the ‘new normal’ for all of us- that’s for certain! But how might post-pandemic Cabin Crew Recruitment look?
We look at which trends in Cabin Crew recruitment we might see going forward – and the future is looking virtual.
The Virtual Interview
In efforts to limit the spread of COVID-19, many companies have adapted to remote work by leveraging video systems like Zoom to connect virtually with their employees.Many are opting for virtual interactions to take the place of in-person job interviews.
If you’ve never experienced one before, a virtual interview takes place remotely, using technology like video conferencing. Although the interviewer’s questions are likely to be similar to ones posed in an in-person interview, there will be differences between interviewing in-person versus interviewing virtually.
For prospective employees, trying to make a pitch about their career qualifications and experiences via video conferencing software, such as Skype, Zoom, or Google Hangouts, can feel a bit overwhelming. Take a look at our tips here on acing your interview!
Virtual assessment involves using videos, instant messaging programmes, online questionnaires and web-conferencing services to interact with candidates. Many employers have turned to these to get more insightful information about candidates before bringing them in for in-person interviews.
It’s started as the best solution to cope with the restrictions of the pandemic, but employers and candidates are realising the benefits of these virtual events, which can help save both time and money.
Advanced Application Screening
Applicant tracking system software has been used by some airlines for quite a while now, and it’s gaining popularity in other industries. Among other functions, these systems collect and sort thousands of resumes.
Airlines receive hundreds of resumes for any given opening. Because applying for a job online is easier than ever, many of these applicants are unqualified and figured “it was worth a try.”
Applicant tracking systems keep all these resumes in one place, helping recruiters stay organised. These systems also save time by automatically surfacing and highlighting top candidates.
The most common way recruiters filter resumes in an applicant tracking system is by searching for key skills and titles by setting keywords. That’s why it’s so important to ensure that your CV is up to scratch and tailored for the role!
Increased Screening via Internet and Social Media Searches.
It’s estimated that around 70% of employers use social media to screen candidates during the hiring process, and about 43% of employers use social media to check on current employees.
Most recruiters are looking for information that supports a candidate’s suitability and qualifications for the role. Some look to see if the candidate has a professional on-line presence or if they look like a good fit for the company culture.
However, inappropriate photos, discriminatory comments or ‘bad-mouthing’ a previous employer are high on the list of things that would raise alarm bells.
Recruiters may also check professional platforms like LinkedIn – having a profile here can be handy as you can include information you don’t have room for on your CV!