Models for recruiting personnel and for planning personnel requirements at short notice can be a tricky business, since in order to maintain operations, it is necessary to ensure that sufficient numbers ( quantity ) of adequately qualified personnel ( quality ) can be provided as quickly as possible ( the 2Qs trap ).
Flight-school graduates are becoming an increasingly rare and sought-after commodity; as a result, airlines are going to great lengths to court favour with newly trained pilots. If the aviation industry is to meet its medium-term human-resource requirements, airlines must already demonstrate their commitment in the stages leading up to pilot training.
Hence it pays to recruit young, motivated individuals before commercial pilot training begins, and then support these individuals during their training with a view to employing them upon graduation. If the bond to your operations is built into the training process, you’ll end up with loyal and capable pilots who, on the basis of their selection even before training gets underway, will have the potential to be successful pilots.
This entails the following process:
Conclusion of a contract between the airline and SKM Aviation
Obtaining financing for the training- Determining which flight schools offer the requisite training capacity and quality
- Recruiting and selecting suitable candidates
Monitoring the training program to ensure that the ground course meets the requisite quality standards
and that the flight training is standardized- Submission of progress reports to the airline
- Where necessary, sending candidates to MCC and type rating courses
- Sending candidates to the airline
