Recruitment of Flight Attendants - Assignment Example

? Recruitment of Flight Attendants (Qatar Airways, British Airlines) Recruitment of Flight Attendants (Qatar Airways, British Airlines) Introduction Human Resources basically refer to the workforce of an organization. The decisions, which are made by Human Resource management, reflect their attributes to enhance business activities and performances of employees by investing in people. Decision-making skills are an essential aspect of Human Resource Management especially in the recruitment process where examining the candidates suitable for the required position is involved. The role of decision making for the recruiters is a complicated as there is a need to evaluate all factors of the candidate based on his qualifications, experience and capabilities to carry out his job responsibilities effectively. Moreover, there is a need that there is no bias attitude by the employer. In this report, two companies are considered namely Qatar Airways and British Airways and their decision-making policies are discussed and analyzed for recruiting members of cabin crew. Decision Making in Recruitment In order to select the right individual, the recruitment team needs to adopt effective methods using technology like recruitment software through which hiring is carried out. Such system weighs whether a candidate is suitable to carry his or her responsibilities effectively or not. The results, which are coming through this process, are more reliable and it is easier to make a decision about the candidate. Interview is the most important feature of the recruitment process, however, by using recruitment software it is easier to choose the right person as there is no biasness or personal preferences. Qatar Airways Qatar Airways is one of the premium and leading airlines in this world, which is covering destinations across Europe, Middle East and all regions of Asia Pacific and America. It has more than 27,000 staff members who are representing different functions of the Qatar Airways Group. British Airways British Airways is a UK based airline, which is covering about 160 national and international destinations in the world. Recruitment in Qatar and British Airways Both organizations carry out their recruitment process, which is based on assessment of academic qualifications for the required job and work experience specifics. In order to recruit members of cabin crew, the induction process carried out is based on demonstrating the skills required to carry out this particular job. Candidates go through a series of interviews, tests and group discussion. Qatar Airways: Recruitment in Cabin Crew Qatar Airways has a recruitment team, which selects the right kind of employees through online applications as well as other means. They take into consideration various individual qualities required to do the job of cabin crew, and also good leadership skills which can allows individuals to provide solutions to complex situations through problem solving techniques. The candidates need to be presentable and dynamic with an optimistic approach towards life and their career. Moreover, the company has a clear set of values, which candidates need to fulfill. Video Interviewing As Qatar Airways is expanding its network at a tremendous rate so the need to hire suitable candidates is on the rise. Hiring is conducted in all major cities of the world. In order to make hiring simpler and easier video interviewing is performed. With this communication with the candidates can be carried out at a personal level and they can be judged of their technical knowledge through these interviews and keeping the cost of the recruitment process low (Hall, 2010). Qatar Airways uses recruitment software by the name of Sonru-QR to make it easier for people who are living in different parts of the world to apply online. Sonru Strength based video Interviewing Even though hiring candidates through telephonic interviews is a good way to evaluate them, but there are some issues, which the recruiters may face such as non-attendance, little or no connectivity during phone calls. However, face-to-face interviewing candidates who are approaching from different parts of the world would have to bear travel expenses making it is impossible for the company to access the best pool of skills required for the job. For this reason, video interviews were initiated (Hall, 2010). The British Airways British Airways considers applications, which are made online only. The applicants need to undergo psychometric tests and after candidates are assessed through this test they are required to bring correct documents to the next stage in the recruitment process. British Airways: Recruitment in Cabin Crew The recruitment team focuses on academic qualifications and experience of applicants and makes its decisions by assessing capabilities of individuals such as their focus on safety and passion to provide customer service by building relationships and understanding the business values and issues (British Airways, 2013). Psychometric Tests The induction of candidates is carried out by a psychometric test, which has to be taken online. Before starting this test, the details of the test are provided to candidates. The information is provided so that the candidates can do the necessary preparation for the test. Moreover, candidates can avail practicing opportunities given online. It is easier for recruitment teams to judge candidates through this medium as there are based on more accurate results than just interviewing face-to-face. These tests fall into two categories including aptitude and personality tests (Rogers, 2006). Aptitude and Personality Tests It is necessary when deciding about the right kind of candidate for the position that he is assessed for his or her rationale and logical mindset. These tests assess the individual’s cognitive skills and are referred to as an Aptitude test. The conclusions are drawn from the performance of the candidate in such tests and comparing their scores with those obtained by the norm group who are individuals and have expertise in the same field of work. Personality Tests are made because through such tests it is easier to judge an individual’s behavior and talents. Through these tests, it is easier for the recruiting team to shortlist candidates based on the personal profile of individuals in a fair and objective way without any unbiased attitude or preference. Comparative Analysis: Recruitment in Qatar Airways and British Airlines At Qatar Airways, during video interviewing, the candidate needs to act as if he or she is having a face-to-face interview because there is a time allotted to answer a set of questions, which are presented on the screen. The recruiter’s ability to judge a candidate is based on the fact that they are able to answer these questions in time with the correct information. At British Airways, even though it is easier to screen and select the right candidates through psychometric tests, but the final decision to recruit the most suitable candidate is carried out through the face-to-face interview, telephonic interview, or video interview in case of the candidate not able to bear the travel costs. In face-to-face interview, the decision has to be taken while looking at how the candidate is giving his or her answers to a particular question, situation or task given (British Airways, 2013). The decision is based on the assessment of the candidate’s confidence and ability to elaborate his or her answers by giving examples. However, during the telephonic interview the decision has to be made in terms of speed, tone, and clarity in speech. This may last for about 30 minutes in which the recruitment team can analyze and finalize whether the candidate is suitable for the position or not (Hamilton, 2010). Instruction Paper For induction in Qatar Airways, candidates have to abide by the details given in the instruction paper, which is given to all applicants. Shortlisted candidates are always asked about the instruction paper, which covers all attributes of grooming, venue, time, and other areas related to the job, which need to be memorized. Decisions are carried out in terms of the image, language proficiency, and personality. Recruitment Campaigns For both airlines, Recruitment Campaigns reply to most of the queries of candidates who are applying online, and also by meeting them individually. Typically, most of candidates who apply online do not get feedback. However, in the presence of the recruitment campaign applicants can have the ease to apply by submitting their resumes and other documents to arrange a meeting with the recruitment team. The recruitment team can then personally answer all queries of candidates during their meetings (British Airways, 2013). Essential Features of Recruitment Campaign Both Qatar Airways and British Airlines make use of recruitment campaigns, which allow the recruiters to meet candidates and perform quick evaluation of applicants in order to ensure that they meet the companies’ requirements as per the merits. These campaigns are normally conducted in most of the countries around the world and candidates are merely selected on the basis of merit. Factors such as time value, opportunity, behavior, personality and appearance matter the most to the recruitment team (Bor & Hubbard, 2012). Steps in Recruitment Campaign There are three steps through which a candidate is shortlisted in a Recruitment Campaign. In the first step, the candidate is required to greet a panel of recruiting teams politely; emphasis is on the mannerism, handing out the resume and asking few questions. If the candidate is shortlisted at this time, then he or she will be given an Instruction Paper to which individuals have to fully abide. For this, emphasis is on punctuality and presentation. In the second step, the candidate is required to arrive at the required destination set for the recruitment process by companies, and an hour long examination is conducted through which there is a physical and medical examination of applicants is performed along with assessment of individuals’ ability to speak, listen, and write English and other languages. If the candidate passes through this examination then there is the third step in which there will be group discussions covering scenarios of cabin crew interactions in the working environment (British Airways, 2013). The decisions are based on how the candidate is reacting to that group discussion, if he or she is acting passive or bright, creative or dull. All these character traits are examined closely, which will show how the candidate will behave in a situation if he or she gets selected for the position. The recruitment team will analyze the candidates’ profiles to assess their psychological and emotional behavior and then make their final decision if the candidate has met all requirements that are essential to be a member of cabin crew. The recruitment team will provide their feedback shortly after this group discussion and short list final candidates who will undergo final one-on-one interview. Challenges in recruitment in Qatar Airways and British Airlines During interviews through video conferencing, it has been observed that most of the candidates who are young apply through this technology, but older applicants showed their concerns to accept this style of engagement. This creates difficulties for the recruiting teams to make decisions when dealing with different groups of applicants. It has also been seen through a survey that people who are applying online are more likely to be rejected or decisions and feedbacks are given very late to them. For women, who are applying as a cabin crew at Qatar Airways, they are few pre-conditions, which they need to consider before they apply for the position. They cannot get married without the consent of the company and upon getting pregnant they can be dismissed from their duties (Qatar Airways, 2013). In the same way, there was an issue at British Airlines as it did allow the female attendants to get married without acquiring consent from the company and pregnant crewmembers were not given any payment when the company informed of their condition. Moreover, both Qatar Airways and British Airlines prefer recruiting of female applicants who were citizens of their home country. Excellent health and fitness are required for applying to this position. Both companies have set priority for candidates to be physically and mentally fit for their job. Individuals with any infectious disease reported during the recruitment process are rejected during the induction process. Recommendation for Effective Decision Making In order to make decision making process easier and simpler the recruitment sector in Qatar Airlines has a partnership with Sonru, which is video interviewing supplier which lists few questions from Qatar Recruitment department and the details of the interview are recorded. It becomes easier for the recruiter to log in and select the right candidate suitable to carry out their effectively (Johnston, 2013). The same is with British Airways. After Psychometric tests, there are interviews taken through video conferencing as well. The decision through this recruitment scheme of interviewing as the requirement for the position of cabin crew is associated with interpersonal attributes and behaviors and through this video interviewing, the candidate will be assessed as per his passion and determination to do their tasks. Moreover, through video interviewing there will be an emphasis on the emotional and the body language of the individual, which are important features for the position. The main focus here is on the personality of the candidate and do not include a comprehensive approach towards competencies. In additional, the interviewer and the interviewee can plan the schedule of the interview according to their time table so that it becomes convenient for both parties. It is necessary that a clear and formal instruction is given to every applicant as they are investing their time in it. If Qatar Airways is only hiring females if they are citizens of Qatar and British in case of British Airways, then this policy should either be revised or there is a need to give clear reasons of this instruction as applications are coming from all parts of the world. In British Airlines, the issue of not payment to the women became serious as pregnant crewmembers were not paid for their services, and the Unions, which protested against such policy, raised the issue and cabin crewmembers went into a strike. However, the differences came to an end after discussion and deal was made by the organization. At Qatar Airways, there are no such unions, but the aviation regulators can restrict any policy, which shows an unreasonable attitude towards women if they get married or pregnant. While hiring the successful candidates in the cabin crew in both the airways the sole decision lies in the part of management who also takes into account personality attire of the candidate. Hence, the screening of Resume’ cannot be taken at the first level. Plus a candidate’s profile cannot be based on the fact they are well groomed or speak fluent English, sometimes the right candidate is available and timing to induct that an individual may not be right at the time. Hence, there is a need to stay well informed and make decisions at the appropriate time (Whitelegg, 2007). In Qatar Airways, after interviews the members need to rate the candidates as per the scoring system of the Sonru. However, when there are face-to-face interview there is a need to examine all aspects very closely and recruiters need to be very open and unbiased. It is necessary review profiles of candidates and their performances during a short period of time to avoid any delays in assessment. The right kind of candidate needs to have a friendly assertive personality to join the cabin crew team. Hence, the judgment can be made not just on basis of evidences of his or her experience or profile, but also by the first impression of the candidate during the interview process. Any decision to hire a candidate should be examined closely without a hasty approach as every appointment should serve as an investment and the ability to shortlist the right candidate is on the hands on the recruiters, it is necessary to consider all these elements and do not miss out the right candidate. Hiring is the most important part of the organization as people come as an asset so decisions need be fair and objective and the person who has all capabilities of joining the position should be given preference based on merit (Erikson, 2009). Conclusion While looking at the recruitment policies of Qatar Airways and British Airlines it can be concluded that the selection of a candidate by the recruitment team is based on the decisions undertaken during a series of tests, interviews, and group discussion. Even though the decision is based solely on merit, but still there are areas, which need to be considered such as in the case of women if they get married or pregnant. In the same way, people who are applying from all other parts of the world need to be treated equally and on merit, and judgment should not be based on whether the individual is a citizen of home country or not. The Psychometric test used by British Airlines and Video Conferencing carried out by Qatar Airlines have made it easier for the recruitment team to screen applications in the first step. However, a further series of tests and interviews are conducted to examine all areas of the candidates so that the person who meets all requirements is sought for the position. Moreover, Staff Unions or Regulators are observed to play an important role in shaping up the recruitment policy of these companies. Reference List Bor, R., & Hubbard, T. (2012). Aviation Mental Health: Psychological Implications for Air Transportation. Hampshire: Ashgate Publishing. British Airways. (2013). Applying For a Role . Retrieved December 14, 2013, from http://www.britishairways.com/careers/applicationprocess.shtml British Airways. (2013). Our History and Culture . Retrieved December 14, 2013, from http://www.britishairways.com/careers/ourhistoryandculture.shtml British Airways. (2013). Pre-Employment Checks . Retrieved December 14, 2013, from http://www.britishairways.com/careers/pre-employment_checks.shtml British Airways. (2013). Preparing for your assessment. Retrieved December 14, 2013, from http://www.britishairways.com/careers/assessment.shtml Erikson, C. (2009). Managing Work and Relationships at 35,000 Feet: A Practical Guide for Making Personal Life Fit Aircrew Shift Work, Jetlag, and Absences from Home. London: Karnac Books. Hall, L. (2010). Cabin Crew Careers - Interview & Success Guide. London: Lucy Hall. Hamilton, C. (2010). Communicating for Results: A Guide for Business and the Professions.: A Guide for Business and the Professions. Boston: Cengage Learning. Johnston, E. (2013). Qatar Airways . Retrieved December 14, 2013, from b/case-studies/qatar-airways Qatar Airways. (2013). Fly your ambitions high with Qatar Airways. Retrieved December 14, 2013, from http://www.qatarairways.com/qa/en/nationalisation/home.page Rogers, C. (2006). The Cabin Crew Interview Made Easy: Everything You Need to Know about Being Successful at a Flight Attendant Interview. London: CE Publishing. Whitelegg, D. (2007). Working the Skies: The Fast-paced, Disorienting World of the Flight Attendant. New York: NYU Press. Read More