A recruitment and selection plan is a road map for identifying, contacting, and choosing the best candidates for open positions within a company. Every company’s HR strategy must include recruiting, and this plan outlines a methodical process for discovering and hiring people with the necessary qualifications to meet the organization’s objectives and uphold its core values. By meticulously delineating the stages of developing the recruitment strategy, development of the application pool, scanning the application pool, reviewing and evaluating the recruiting and selection effort, a well-constructed recruitment and selection plan ensures that Air Canada can secure a talented and diverse workforce capable of contributing to its success and growth while adhering to industry best practices and fostering an equitable hiring environment.
Develop Recruitment Strategy
Air Canada knows that attracting and selecting top candidates requires a strong recruitment approach. This step involves the organization evaluating its present and future needs for human resources. The human resources team will engage with division heads to determine the number of open positions (Chaar, 2022). This numerical analysis ensures that Air Canada’s employment requirements match its growth objectives and ongoing business operations. To ensure a thorough and informed hiring process, the company will assemble a selection committee of seasoned HR representatives, including Anum Mmie and important department stakeholders (Chaar, 2022). This committee will be able to thoroughly comprehend the corporation’s objectives and create a recruitment plan consistent with the overall business strategy due to the diversity of opinions represented on it. The selection committee looks for areas of focus and alignment in the company’s overall human resources strategy to streamline the hiring process.
The amount of money required for things like advertising, screening, interviews, and background checks will then be carefully calculated by Air Canada. The budget will account for the costs of employing specialized recruitment channels and technical platforms and the likelihood that candidates will need to travel to the company’s headquarters for in-person interviews (Bertillo & Salando, 2013). The company will also evaluate how important it is to create reasonable deadlines at each stage of the hiring process. This ensures a rapid and simple process, enabling the business to select the best candidates and minimize downtime. By establishing clear selection criteria, the business can ensure that the skills and qualities it seeks in candidates align with its values and needs (BDC, 2020). Creating an in-depth profile of the “ideal” prospect is crucial to any effective hiring strategy. This brief outline the skills, expertise, experience, and personality of the perfect applicant for Air Canada. The organization can save time and effort in the selection process by limiting the perfect applicant to those most closely matching this description.
Develop the Applicant Pool
Air Canada will be aware of the value of having a sizable and varied pool of candidates to select the best candidates for its available positions. The company intends to do this by thoroughly analyzing the labor market (Maloney & Hall, 2015). This study can provide insight into current trends, the state of the talent pool, and the level of competitiveness. The company’s recruitment efforts are strengthened by its understanding of market dynamics, which enables it to target and engage qualified candidates more precisely. Due to its dedication to diversity and inclusion, Air Canada will consider workplace equality problems carefully. The organization recognizes the value of having a diverse and engaging workforce (Charernnit & Treruttanaset, 2023). Promoting equal employment opportunities requires ensuring that candidates from all demographic groups may participate in the hiring process.
An extensive examination of the organization’s current talent pool and anticipated demands will help to guide the decision between internal and external recruitment. While internal recruiting uses the talents and potential of the current personnel, external recruiting expands the candidate pool and introduces fresh perspectives (Maloney & Hall, 2015). Air Canada can increase its chances of hiring the right people by making decisions after carefully examining both strategies.
The target candidate pool must be identified through strategic planning. The company will assess each role’s unique requirements and the skills and qualities most crucial to its success (Maloney & Hall, 2015). With the help of various recruitment strategies, including job advertising on job boards, attendance at industry events, and partnerships with educational institutions, we want to find and attract competent candidates.
Scan the Applicant Pool
After creating a large and diverse candidate pool, the organization will consider the value of an extensive and continuous review of the prospects. As a result, a strict monitoring mechanism will be implemented to determine whether the pool is adequate (Mills, 2002). If there are not enough qualified candidates, Air Canada will work harder to attract additional candidates eager to work for the organization. Any recruiting procedure should start with carefully examining all resumes and application materials to screen out underqualified applicants (Charernnit & Treruttanaset, 2023). Candidates will be evaluated based on their credentials, professional experience, and fit for the position. This screening procedure aims to prioritize individuals whose histories align with the job openings, aiming to optimize resource utilization.
The company will conduct quick interviews to aid in its general review procedure. These interviews, whether in-person or by video conferencing, can delve further into candidates’ qualifications, intentions, and cultural compatibility (Hsu, 1999). Before moving on to the next phase, this step enables a deeper understanding of candidates beyond what is presented on paper, weeding out those who do not possess the required traits and abilities (Pulakos, 2015). A “long list” of prospective candidates will be created after this exhaustive screening. This “long list,” which will serve as the foundation for the subsequent selection phases, will be utilized to make judgments about hiring that are more likely to be successful.
Review and Select Job Applicants
After assembling a diverse group of qualified candidates, the company will focus on conducting a careful review and selection process. At this point in the procedure, the selection committee, composed of HR experts and department leaders, is important (Mills, 2002). They will collaborate to reduce the pool of candidates to those who have previously passed a preliminary exam and who possess the skills, traits, and character traits necessary to meet the organization’s needs.
The company is aware of how important private interactions are in learning about the applicants as much as possible. Thus, Successful candidates will be invited to the company’s offices to understand better its culture and operation (Canada, 2021) s. During this visit, candidates can learn more about the organization and its culture, increasing the likelihood that those that advance will be fired up about joining the team. During these sessions, a true employment preview will be presented to be open and set realistic expectations. Candidates can assess their suitability for the post based on the details provided in this description of the role’s core responsibilities, key challenges, and key opportunities. Additionally, using valid and trustworthy employment examinations demonstrates Air Canada’s commitment to thorough evaluation (Canada, 2021). Candidates can be rated objectively based on how well they do on tests meant to gauge the necessary skills, knowledge, and interests for the position.
The most promising candidates will undergo reference and background checks to ensure the accuracy of the information they provide. Throughout this phase, the candidate’s qualifications, experience, and attitudes will be examined (Canada, 2021). The outcomes of these studies will be used by the selection committee to make recommendations for hiring, reducing the pool of candidates to those most qualified and promising.
Evaluate the Recruiting and Selection Effort
This evaluation’s first component is thoroughly investigating the recruiting and selecting process. The company’s HR staff and departmental stakeholders will analyze every procedure step in-depth (Pulakos, 2015). This assessment considers the outreach initiatives’ efficiency, the responses’ timeliness, and the recruitment techniques’ efficacy. By analyzing what worked, the company can use the same recruitment tactics for succeeding campaigns (Belfer, 2021). Analyzing the recruitment process results in great detail will reveal the caliber and diversity of the candidate pool. Application rates, demographics, and successful candidate sourcing are just a few of the crucial data that Air Canada will examine. The firm can access a wide range of competent individuals thanks to the data-driven approach’s assistance in improving recruitment practices. The company also will offer its best to the employees since it is among the 50 most engaged workplaces (Belfer, 2021). The evaluation also incorporates the selection process outcomes. By examining the performance of those who were eventually hired, Air Canada assesses the effectiveness of its selection criteria. By validating the match between the chosen applicants and the job criteria, this assessment aids in the organization’s understanding of the relationship between candidate traits and work performance.
Conclusion
By intricately detailing the stages of recruitment, from strategic planning to applicant evaluation, Air Canada will ensure its alignment with organizational goals and values. The plan’s emphasis on developing a targeted applicant pool, thorough evaluation of candidates, and a transparent selection process underscores the company’s commitment to excellence. Moreover, the iterative evaluation of the recruitment effort showcases Air Canada’s dedication to continuous improvement, enabling the organization to refine its strategies and optimize talent acquisition.
References
BDC. (2020, September 12). 5-step recruitment plan for small businesses. BDC.ca. https://www.bdc.ca/en/articles-tools/employees/recruit/recruiting-plans-small-businesses
Belfer, I. (2021). Air Canada Ranked In The Top 8 “Most Engaged Workplaces” & Is Hiring For 61 Montreal Jobs – MTL Blog. Www.mtlblog.com. https://www.mtlblog.com/montreal/air-canada-ranked-top-8-most-engaged-workplaces-hiring-61-montreal-jobs
Bertillo, Dr. J. B., & Salando, Dr. J. B. (2013). Human Resource Management Practices in an Airline Industry: The British Airways Global Perspective. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2292797
Canada, A. (2021). Corporate Sustainability Report. https://www.aircanada.com/content/dam/aircanada/portal/documents/PDF/en/corporate-sustainability/2021-cs-report.pdf
Chaar, M. (2022). Air Canada Is Hiring Flight Attendants & You Can Earn Over $28/Hour Plus Tons Of Benefits – MTL Blog. Www.mtlblog.com. https://www.mtlblog.com/air-canada-is-hiring-flight-attendants-you-can-earn-over-28hour-plus-tons-of-benefits
Charernnit, K., & Treruttanaset, P. (2023). Strategic human resource management in aviation industry a new normal perspective after the COVID-19 crisis: a case study of Bangkok Airways. E3S Web of Conferences, 389, 05015. https://doi.org/10.1051/e3sconf/202338905015
Hsu, Y.-R. (1999). RECRUITMENT AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL CONTEXT. https://core.ac.uk/download/pdf/29818879.pdf
Maloney, T., & Hall, W. (2015). EMPLOYEE RECRUITMENT AND SELECTION: HOW TO HIRE THE RIGHT PEOPLE. https://www.uvm.edu/sites/default/files/employee_recruit.pdf
Mills, J. H. (2002). Employment Practices and the Gendering of Air Canada’s Culture during its Trans Canada Airlines Days. Culture and Organization, 8(2), 117–128. https://doi.org/10.1080/14759550212839
Pulakos, E. (2015). Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/selection-assessment-methods.pdf
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