Case Study: Million Air
Solutions At Total Aviation Staffing Solutions, we specialize in connecting businesses to qualified talent. When Million Air needed help recruiting for high-demand positions, they approached us for help. In this case study, you’ll learn about our successful collaboration with Million Air and the challenges companies face in filling open job positions.
Client Profile
Million Air is a private aviation services company that provides various services to private jet owners, corporate flight departments, and charter operators. Million Air operates a network of fixed-base operations (FBOs) at various locations around the world, including the United States, Canada, and the Caribbean. Its FBOs offer a range of services, including fueling, aircraft maintenance, hangarage, rental cars, and concierge services.
In addition to its FBO network, Million Air also provides aircraft management and charter services. Its aircraft management services include flight planning, crew scheduling, maintenance, and accounting services, while its charter services offer access to a range of private jet aircraft for business and personal travel.
Overall, Million Air is known for its commitment to customer service and luxury amenities, making it a popular choice for private jet owners and operators.
Their Staffing Challenge
Million Air was looking for experienced professionals within the aviation industry who could work quickly and efficiently in their fast-paced environment. With a limited amount of time, they turned to us to recruit quality candidates from a specialized pool of applicants. To meet Million Air’s needs, we developed an effective recruitment strategy that drew upon our extensive experience in the aviation industry. Our approach included screening potential candidates based on established criteria, interviewing the most qualified applicants, and working closely with Million Air to ensure that the employees chosen were a perfect fit.
We took into consideration all of Million Air’s requirements for each position and used our industry knowledge to identify candidates who would excel in their roles. Because we handled the recruitment process from start to finish, we were able to fill their positions quickly and cost-effectively. As a result, we helped Million Air reduce their recruiting costs while still maintaining high-quality standards throughout the entire process.
Our solution
To be successful, you need a recruitment partner who understands the industry inside and out. That’s where Total Aviation Staffing comes in. We have a deep understanding of the aviation and aerospace industries, and we use that knowledge to help businesses like ST Engineering find the top talent they need.
Our team of experienced recruiters has a deep understanding of the skills and qualifications that are necessary to be successful in this industry. We use this knowledge to screen candidates and identify those who have the potential to be successful in aviation and aerospace roles. We then work with our clients to match them with the best candidates for their open positions. This process ensures that our clients are able to find the qualified workers they need to be successful.
Our comprehensive search & selection recruitment and attraction model. Designed specifically for aerospace specialists took approximately 4-6 weeks from the research stage to offer and acceptance.
It took about 1 week to produce a shortlist of pre-vetted and interviewed applicants to be reviewed.
The core components of the Direct Hire Search process include:
1. Position Evaluation
This reflects the latest corporate information on your company as well as the detail of the brief covering the role, responsibilities, and what the ideal candidate will look like. The position specification is an important document as it provides the core information on the role and the company, which we supply to select sources and candidates prior to you meeting them. It also identifies the key selection criteria against which we will assess all candidates.
2. Pre-Screening – Initial Target List
We will start by identifying individuals who fall, in the broadest sense, within the range of criteria you have identified. We will research both competitor organizations as well as organizations that may have an individual working in the same capacity but with a varied title, as well as candidates poised to undertake a career move to this level.
3. Candidate Selection and Presentation
Following our initial interviews, we will report to you on our progress and findings and agree on a selection of people to be interviewed by you. We will submit written reports on each of the individuals who are recommended for consideration as well as all supporting information including resumes and interview notes and references.
4. Arrange Client Interviews and Feedback
We will arrange interviews between you and the selected candidates at times that you give us, and then follow up with each candidate after they have been interviewed, for feedback at each interview stage. In that debrief, their level of interest in the role is ascertained and any concerns that they may have are addressed.
5. Offer and Acceptance
Appropriate reference checking will be undertaken and negotiation of the offer to the successful candidate, including resignation advice. All unsuccessful candidates will be managed appropriately. In the event that the candidates are not acceptable, or the offer is declined, TAS will continue to work on the assignment.