Case Study: Dassault Falcon
Recruiting the right candidate with the necessary skills and experience to fill a role is a time-consuming and resource-intensive process. Like many other aviation and aerospace companies, Dassault Falcon faced the common challenge of finding qualified candidates for their open positions. This is due to factors such as the retirement of baby boomers and the lack of young people choosing careers in this field. As a result, there is a high demand for qualified workers, and companies are willing to pay a premium for the right candidate.
Total Aviation Staffing understands this challenge and has developed a tailored recruitment process that caters to the unique needs of the aviation and aerospace industry. Our process enables us to swiftly identify qualified candidates and match them with positions that align with their skills. Our team of seasoned recruiters are well-versed in the industry’s specific requirements, and we’re committed to finding the best candidates for our clients. Reach out to us today to learn more about our exceptional recruitment process and how we can assist you in finding the right talent for your organization.
Client Profile
Dassault Falcon is one of the world’s leading manufacturers of business jets. They are headquartered in France and have a strong presence in the United States, with their main production facility located in Little Rock, Arkansas. Dassault Falcon Jet is a subsidiary of Dassault Aviation, which is one of the largest aerospace companies in the world.
Dassault Falcon produces some of the most technologically advanced business jets on the market. Their products are known for their quality, performance, and safety. Dassault Falcon Jet’s customers include Fortune 500 companies, government agencies, and private individuals.
The most important thing for companies in the aviation and aerospace industry is to find qualified candidates who have the skills and experience that they need. Total Aviation Staffing can help you with this challenge. We have a team of experienced recruiters who are familiar with the specific needs of the aviation and aerospace industry, and we are dedicated to finding the best possible candidates for our clients. Contact us today to learn more about our unique recruitment process.
Their Staffing Challenge
Dassault Falcon Jet was facing a challenge common to many companies in the aviation and aerospace industry: they were having difficulty finding qualified candidates for open positions. They turned to Total Aviation Staffing to help solve this problem.
Total Aviation Staffing was able to quickly identify qualified candidates and match them with the open positions that best fit their skills. As a result, Dassault Falcon Jet was able to fill their open positions in a timely manner and continue production without any disruptions.
If you are facing a similar challenge, contact Total Aviation Staffing today. We can help you find the qualified candidates you need to keep your business running smoothly.
Our solution
Recruiting is an important process for any business, but it can be especially challenging in the aviation and aerospace industries. There is a limited pool of qualified candidates, and the positions are often very specific.
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 Dassault Falcon 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.