As the pandemic restrictions have now loosened up, the aviation industry, like all other industries, is gearing up again for its operations. The challenge here that the aviation industry is facing is in the rehiring of staff. Rehiring fast enough to catch up with a rebound in air travel seems to be challenging. While the global aviation industry has a lot in store for its employees, there is a lot of hesitation to return to such a fluctuating industry, especially when the economy is in bad shape as well.
Read: 5 Hiring Challenges That Companies Hiring at Scale Often Face
Singapore has removed restricted traveling now after the pandemic but various industries such as hospitality and aviation, are facing challenges in hiring staff. While there is a lot of demand for talent, it is essential to hire fast so that the industry can operate at its maximum capacity.
Let us take a look at what is the hiring process now and how can the airline operators in Singapore fast-track their re-hiring processes.
Singapore aviation has been following the traditional hiring process so far where they publish vacancies on different print and digital media. After that, they set a round of question answers or ask the applicants to take a test after which, they are called for a face-to-face interview. There are certain steps to be followed in this process and they claim that it can take up to 45 days to offer a job offer to a candidate. They are now switching to digital recruitment which can cut this time in half.
While building and scaling bigger and better teams, recruiters waste a lot of time, money, and resources manually sifting through hundreds of CVs. This leads to human error and bias leading to a lack of quality in hiring.
To overcome these challenges, companies are now adopting digital technologies and AI-enabled platforms that give many advantages over the traditional hiring systems and processes.
Here are a few technologies that recruiters can leverage:
The use of ethical artificial intelligence can reduce up to 80% of the bias in hiring processes. For example, with XOPA’s AI recruiter platform, companies can hire inclusively as the platform:
AI can also facilitate sourcing and retargeting where it finds the best candidates for the roles or retargets potential fits from the existing talent pool.
Technology has advanced in ways that recruiters could have only dreamt of. Advanced technologies like predictive analytics can help recruiters predict candidate retention and performance. Such information can help them make more informed hiring decisions. A combination of complex algorithms, Natural language processing, and robotic process automation can scale the hiring multi-fold.
The use of Robotic Process Automation (RPA) in the hiring process can save significant time and energy. By automating the repetitive manual tasks, RPA can eliminate time taken on tedious processes and allow recruiters to focus on more important tasks that add value to the company; hiring the right candidate. Automation can be implemented in various areas and processes such as:
XOPA has knocked on the doorsteps of Singapore aviation to ease its hiring process with its modern AI approaches. We are an objective hiring platform enabled through analytics and AI technology.
With XOPA, companies can:
As the Aviation industry looks to reestablish itself after the pandemic, it will need to hire high-quality staff quickly and easily. X0PA is here to help companies improve their hiring efficiency while enhancing the candidate experience. By helping companies hire objectively, it enables companies to achieve their D&I objectives
Want to see X0PA in action, connect with us today!
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