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Have you heard about the airport test for hiring people? It's a simple question: If you were stuck in an airport with this person for several hours, would you enjoy spending time with them? This "test" is designed to underscore the importance of cultural fit and personal compatibility in team dynamics. When I hired Noam Weissman years ago, I knew he would pass my airport test, and this week, I had the chance to confirm it! Even though we don't work together right now, it was a reminder of how important it is to work with people you genuinely enjoy being around. Building a successful team isn't just about skills and qualifications—it's also about creating a positive and culturally cohesive work environment. Hiring someone you can envision having a great conversation with and eat messy schnitzel sandwiches with- even in less-than-ideal circumstances, makes all the difference.

💯💯💯 When it comes to hiring, I prioritize personality and a passion for learning. Cultivating an environment of collaboration and growth has always led to high-performing teams. I believe in hiring based on personality and providing space for individuals to grow, fostering an atmosphere where everyone can thrive and contribute their strengths.

𝐓𝐡𝐞 𝐝𝐫𝐨𝐧𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐢𝐬 𝐟𝐚𝐜𝐢𝐧𝐠 𝐚 𝐭𝐚𝐥𝐞𝐧𝐭 𝐬𝐪𝐮𝐞𝐞𝐳𝐞 𝐚𝐬 𝐦𝐚𝐧𝐲 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐩𝐮𝐬𝐡 𝐛𝐚𝐜𝐤 𝐨𝐧 𝐡𝐢𝐫𝐢𝐧𝐠 𝐟𝐫𝐨𝐦 𝐨𝐮𝐭𝐬𝐢𝐝𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲. This isn't a new phenomenon, it's not even exclusive to the drone world. Afterall, it makes sense in an emerging market where people are trying to introduce tech with capabilities that have never been achieved before. We don't have the luxury of 100+ years of talent that the traditional aviation market does. Looking back at the last year's hiring campaigns I've run at Airbotics Talent, over 98% have been with the mandate that drone experience is non-negotiable. Not only that, the trend is to narrow this down further to specific hardware or software platforms, similar use cases and end user applications and, in sales, a black book of customer contacts. The knock on effect? Talent is moved around within a small circle of the industry, like pieces on a chess board. We don't diversify, or gain inspiration from other sectors as much as we should. Job adverts become more of a PR exercise for employers than a genuine opportunity for those to enter the drone community and "inner circle". How can we as an industry, shift the mindset of the majority and better attract and onboard talent from outside? My advice to employers is be more open minded, and to talent that face a persistent wall of rejections at application stage to keep on applying - it's an awesome industry that will need your skills if we are to grow to the point of mass adoption.

The Importance of Crew Pairings and Positive Personalities in a Part 135 Operation In a Part 135 charter operation, the artistry of crew pairings is nearly as important as technical skills and flight hours. Teams often fly together for extended periods of time…8 days, 15 days, and are mostly likely paired for ongoing rotations. When you’re locked into a rotation with someone, personalities can make or break the experience. A team member who doesn’t pull their weight, is overly particular, or consistently grumpy can make a long trip feel unpleasant. Worse yet, that negative energy can sour a pilot’s impression of the entire company, even if everything else—from operations to scheduling—is running smoothly.  When I first started recruiting in aviation, I thought qualifications were the most important metric. Over time, I had many talented and patient pilots who taught me about the fine art of crew pairings. I’ve learned that assessing personalities is a big part of my role. If a candidate is rude, pushy, difficult or resistant during the hiring process, it’s a strong indicator that they might struggle in a team environment. In this industry, a cohesive crew isn’t just about getting along; it’s about fostering a professional environment where everyone feels supported and valued.  When the labor market is in the employer's favor, recruiters and hiring managers can be even more selective regarding cultural fit. For pilots, this means that displaying strong interpersonal and teamwork skills during the interview process is essential. Here are a few ways to demonstrate cultural fit during the interview process:  ✈ Active listening: Be attentive and engaged in conversations.   ✈ Problem-solving with others: Provide examples of how you’ve successfully collaborated with colleagues to overcome challenges.   ✈ Adaptability: Highlight how you’ve adjusted to different personalities or team dynamics during extended rotations.   ✈ Professional demeanor: Maintain a respectful and approachable attitude throughout the interview, and beyond.  While no operation (or industry) is immune to challenging personalities, pairing people who work well together is key to maintaining morale and efficiency. For companies that prioritize this balance, it starts with the recruiter’s skill in identifying candidates who not only meet the job requirements but also fit the team’s culture.  Remember: a great team dynamic doesn’t just make for happier crews; it creates better impressions of your company and contributes to a safer, more effective operation.  #AviationJobs #PilotJobs #BePositive

𝟱 𝗙𝗮𝗰𝘁𝗼𝗿𝘀 𝘁𝗼 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝘄𝗵𝗲𝗻 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗲𝗿𝗳𝗲𝗰𝘁 𝗣𝗶𝗹𝗼𝘁. Whether you're expanding your fleet or seeking a seasoned aviator to lead your flights, finding the right pilot requires careful consideration and attention to detail. 𝟭. 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲: Look for candidates with a proven track record of flying in various conditions and aircraft types. Consider their total flight hours, types of aircraft flown, and any specialized certifications or ratings they possess. A pilot with experience in specific aircraft models relevant to your operations can bring valuable expertise to your team. 𝟮. 𝗦𝗮𝗳𝗲𝘁𝘆 𝗙𝗼𝗰𝘂𝘀: Safety is non-negotiable in aviation. Prioritize candidates who demonstrate a strong commitment to safety protocols and procedures. Inquire about their safety record, participation in recurrent training programs, and adherence to regulatory requirements. A pilot who prioritizes safety not only protects your passengers and assets but also enhances your company's reputation. 𝟯. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗙𝗶𝘁: Consider the cultural fit of potential candidates within your organization. Look for pilots who align with your company's values, mission, and culture. Assess their professionalism, adaptability, and willingness to embrace your company's vision and goals. A pilot who embodies your company culture can integrate seamlessly into your team and contribute to its success. 𝟰. 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Invest in the ongoing professional development and growth of your pilots. Offer opportunities for recurrent training, advanced certifications, and career progression within your organization. Supporting your pilots' continued learning and skill development not only enhances their capabilities but also fosters loyalty and retention within your team. 𝟱. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲:Recognize the importance of work-life balance for pilots, who often face irregular schedules and time away from home. Implement policies and practices that promote work-life balance, such as flexible scheduling, adequate rest periods between flights, and support for personal time off. Prioritizing the well-being and quality of life of your pilots contributes to their job satisfaction and overall performance. 𝙁𝙚𝙚𝙡 𝙛𝙧𝙚𝙚 𝙩𝙤 𝙝𝙞𝙩 𝙢𝙚 𝙪𝙥 𝙛𝙤𝙧 𝙨𝙥𝙚𝙘𝙞𝙛𝙞𝙘 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣𝙨 𝙮𝙤𝙪 𝙘𝙖𝙣 𝙖𝙨𝙠 𝙖 𝙥𝙞𝙡𝙤𝙩 𝙖𝙩 𝙮𝙤𝙪𝙧 𝙣𝙚𝙭𝙩 𝙞𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬 𝙩𝙝𝙖𝙩 𝙘𝙖𝙣 𝙙𝙚𝙢𝙤𝙣𝙨𝙩𝙧𝙖𝙩𝙚 𝙩𝙝𝙚𝙞𝙧 𝙨𝙪𝙞𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙧𝙤𝙡𝙚. #PilotRecruitment #PilotHiring #Aviation

𝗝𝗼𝗯𝘀𝗥𝗲𝗮𝗰𝗵 acts as a virtual recruiter, helping companies fulfil their hiring needs with minimal human involvement. 𝗝𝗼𝗯𝘀𝗥𝗲𝗮𝗰𝗵 𝗔𝘃𝗶𝗮𝘁𝗶𝗼𝗻 is ideal for 𝗚𝗦𝗘 and aviation professional recruitment, enhancing efficiency and reducing hiring costs by over 𝟵𝟬%. Curious to know more? Learn how it addresses today's aviation hiring demands. https://lnkd.in/e9CjSxVr For more information, explore our resources page https://lnkd.in/eEgtr5we #groundsupport #aviation #gse #recruitment #hiring

What Makes a Job Irresistible for Licensed Engineers? 🚀 As a recruitment team leader with over 12 years in the aviation sector, I've seen firsthand what truly makes a job opportunity stand out for licensed engineers. It's not just about the salary (although that's important too!). Here are some key perks that make a role absolutely irresistible: 1. **Career Development Opportunities**: Engineers thrive on growth and learning. Offering continuous professional development, certifications, and opportunities to work on cutting-edge projects can be a game-changer. When companies invest in their engineers' futures, it shows a commitment to their long-term success. 📚 2. **Work-Life Balance**: In today's fast-paced world, a healthy work-life balance is crucial. Flexible working hours, remote work options, and generous leave policies can make a huge difference. Engineers are more productive and satisfied when they have the time to recharge and pursue personal interests. 🌟 3. **Innovative Work Environment**: Engineers are problem solvers at heart. Providing a collaborative and innovative work environment where creativity is encouraged can be incredibly motivating. Access to the latest technology and tools is also a big plus. 🔧 In my experience, these perks not only attract top talent but also retain them, fostering a loyal and motivated workforce. What perks do you find most appealing in a job? Share your thoughts below! 👇 #EngineeringJobs #CareerDevelopment #WorkLifeBalance

Working at an airport is more than just a job—it's a dynamic, fulfilling experience that brings a unique blend of excitement, responsibility, and personal growth. why I enjoy Recruiting for the airport. A Dynamic Environment 💥 Connecting with People 🤼 Safety-focused 🤕 Complex 💡 Thrilling 🎖 Continuous Learning and Growth 📚 💐 The aviation industry is ever-evolving, with constant advancements in technology, security, and customer service. This environment offers endless opportunities for learning and professional growth. Whether it's through formal training programs or on-the-job experiences, I am always acquiring new skills and knowledge. This continuous development not only enhances my capabilities but also keeps my career exciting and forward-moving. In conclusion, my role at the airport is more than just a position—it's a passion. The dynamic environment, meaningful interactions, problem-solving challenges, sense of purpose, continuous growth, all contribute to why I love what I do. Every day, I am reminded of the vital part I play, and that is an incredibly fulfilling feeling. ✈ 🌟