By Becky Meyer
Director of HR for Elliott Aviation
In our growing industry, many aviation companies struggle with recruiting top talent. While various challenges and factors exist, the biggest hindrance is attributed to lack of experience in positions, especially maintenance and avionics technicians. According to a survey issued by AIN , they show that 96% of the corporate aviation companies are looking to grow their staff while only 1 percent is forecasting a decline. With such a competitive market, it forces companies to look at many different ways to attract talent.
From a recruiting standpoint, we focus on our history and values. As a second-generation, family owned company, Elliott Aviation has been buying, selling and working on aircraft since 1936. Our values of unmatched quality, uncompromising integrity and unbeatable customer service serve as checks and balances for all of our employees. This simplifies our ability to make key tough decisions. If you come to work focused on those three key values, you are doing the right thing every day.
One of our successful strategies is hiring active and retired military veterans. Hiring from the military has proven to be fruitful for the aviation industry as well as Elliott Aviation. Military personnel bring a strong worth ethic, experience, and positive attitude to the industry. With on-the-job training and experience shown on their DD Form 214, we are able to help them obtain their A & P Certificate. This program allows us to build and retain a solid workforce.
Another pipeline of talent derives from graduates with an Airframe & Powerplant Certificate from colleges throughout the United States. However, location becomes a factor because many of the students attend local colleges to complete their degree. After school, employers battle with trying to relocate potential candidates. This presents employers with the challenge of creating lucrative incentives and benefits programs to attract and relocate talent to a new town.
>p>An area of long-range opportunity is high school students enrolled in auto mechanic courses. Currently, students and academic programs are pushing towards the diesel mechanic or auto mechanic profession without exploring aviation as a possibility. Our HR department connects with local schools to educate students about the possibilities of working in aviation. Additionally, we have conducted presentations and communicated with the Boy Scouts of America for an Aviation Explorers program.
Not only is recruiting key to this industry, but retention is also a priority. Having a well-thought out and educational onboarding program is crucial. Is it impetrative that companies establish a solid onboarding program because it presents the tools to help the employees succeed. Because of this, we are always building and expanding our program. Onboarding covers all paperwork, safety and technical training for the first week of employment. The employee is then assigned to a mentor for on-the-job training to ensure the proper skills and techniques are learned.
Currently our Quality Control Manager is working with the FAA to inquire about becoming a DME in order for employees to take their Oral and Practical testing onsite.
Becky Meyer comes to Elliott with 15+ years of Human Resource Management experience. Her career began working for the first Riverboat Casino business in Iowa where she specialized in Payroll. She then expanded her career and knowledge to the HR field in manufacturing and now aviation.