RECRUITMENT & SELECTION- EMIRATES AIRLINES

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Requirement

Question: RECRUITMENT & SELECTION- EMIRATES AIRLINES

Solution

1.1 Vacant Position Analysis

Job description
Working as a member of cabin crew of an aviation industry is always perceived as a most exciting job for a person. The members of a cabin crew are equally responsible for the safety and comfort of all the passengers. The duties and responsibilities of a cabin crew member are as follows  ("Cabin Crew Job Description", 2016)-

  1. When passengers board or exit the plane, greet them.

  2. When passengers board plane show them their seats and pay special attention to children and elderly people.

  3. Providing meals and refreshments to the passengers and first aid services (if required).

  4. Keeping a check on emergency equipment and demonstrating the safety methods to the passengers.

  5. Providing newspapers, books, etc. to the passengers for their entertainment.

  6. Ensures to get a feedback when the passengers exit.

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Salary and benefits

  1. Members of a cabin crew are paid $15,000 to $20,000 and for the experienced members $20,000 to $35,000.

  2. Members of a cabin crew will also get a hotel accommodation.

Working hours
The working schedules are very irregular so the members of a cabin crew should be flexible enough so that they can report in a period of a short duration.
Training
On the job training will be provided to the members of a cabin crew and they have to report their immediate senior.

Person specification
Qualification required for a member of a cabin crew-

  1. A person having any degree in any field is acceptable.

The requirements of a cabin crew

  1. A person should be having an age of 21 at the time of joining.

  2. A person should have a height of 165 cm at least.

  3. A person should be fluent in English.

  4. A person should not have any visible tattoos.

  5. A person should be physically fit to be a member of a cabin crew.

  6. A person should have a positive attitude and should be enthusiastic.

  7. A person should be friendly and passionate about work.

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Potential questions asked from a cabin crew candidate.

  1. Tell me something about yourself?

  2. What do you know about aviation industry?

  3. Why do you want to join an aviation industry as a member of a cabin crew?

  4. Why do you choose this field apart from other fields?

  5. Why do you think that you are eligible for this post?

  6. What do you like the most and least about this profile?

  7. How do you overcome with the failure?

  8. How would you deal with an unsatisfied and angry passenger?

  9. Are you capable enough to handle work pressure?

  10. Do you have any doubts or queries before joining this industry?

1.2 The legal, regulatory and ethical considerations with respect to recruitment and selection process

Recruitment and selection procedure includes the searching of a best and qualified candidate and hire them for a particular job opening in a most timely and cost effective manner. While starting a recruitment and selection procedure it is essential to be aware with the legal, regulatory and ethical considerations to minimize risk and cost. The recruitment and selection procedure should be done in such a manner that it meets all the requirement. The following are the steps of recruitment and selection procedure (ETHICS OF RECRUITING AND SELECTION, n.d.)-
1.    Job postings-
A job opening can be advertised through newspapers, job portals, employee referrals, etc. A person should not advertise the job postings for a cabin crew or any other type of job which includes race, color, religion, place of origin, etc. it is very much important that the person’s specification and requirements should not contravene the legal system and should not be against the ethics. During recruitment and selection procedure candidates should be guided with the acts which protects them from any unlawful activity like privacy act, human rights act, etc. HR recruiter should be completely honest about the job during the recruitment and selection procedure. For example, for hiring a member of cabin crew, the recruiter should give all the details like job description, specification, educational qualification and documents required, etc. HR recruiter should provide complete and clear information regarding the job opening.
2.    Interview-
During the time of an interview a person should ask only relevant questions from a candidate just to ensure that the candidate is suitable for a particular job post and a particular industry or not. An interviewer should ask enough questions from a candidate in order to know his/her qualities, capabilities, skills, strengths, weakness, etc. for example, for hiring a member of cabin crew an interview should ask that why we should hire you? Why do you know about aviation industry? An interviewer should give enough time to the candidate. It is ethical for an interviewer to ask questions from a candidate which are related to a job opening only and no personal question should be asked as it unethical code of conduct. An interviewer should not comment on the physical appearance of a candidate and should not disclose his/her information in front of anyone. An interviewer should not use discriminatory language and words. An interviewer should only ask stressful questions if the job require pressure and stress, unnecessarily stressful interview should not be conducted. A candidate should be given appropriate opportunity to explain himself/herself. A candidate should be treated with respect by an interviewer as a part of code of ethics. (Ferris, G. R., Berkson, H. M., & Harris, M. M., 2002)
3.    Medical information-
A candidate should give the medical information to the interviewer so that he/she should not get harmed while performing a task because as a part of cabin crew he/she has to spend most of time in flights. An interviewer can ask the questions related to that and should explain that how much mental strength is required and make sure that the candidate is fit enough to perform a particular task as it is very important while working in an aviation industry and should not comment about the medical condition of a candidate.
4.    Immigration status-
An interviewer can ask the questions from a candidate if he/she is entitled to work in any part of the country as it is a part of their job in an aviation industry. And should not hire a foreign candidate who is not able to work in some parts of a country. An interviewer should take the legal evidence of that entitlement and should keep a copy of that evidence. Immigration status is very essential part of recruitment in case aviation industry.
5.    Checking references-
While gathering information from references, it is very much important that the information is gathered on the basis of what the candidate has told to the interviewer. Referees can be neighbors, college professors, colleagues, etc. no personal question about the candidate is asked from the referees. The questions which are required for a job should only be asked from referees for example the attitude and behavior of a candidate while doing a task, attitude towards colleagues and peers, etc. And the responses from the referees are should be recorded appropriately.
6.    Making the offer-
While making an offer an employer should decide the pay scale completely on the merit basis and the level of experience a candidate is having. The pay scale should not be based on the discrimination or racism otherwise it will be treated as unlawful activity. Pay scale is an important parameter which should be discussed with a candidate while making a job offer as it is a part of ethical code of conduct. In an ethical manner an employee should be placed in a particular job where he/she actually fits in. for example, if an interviewer think that the candidate is not suitable for a member of cabin crew but he/she is suitable for another job vacancy then he/she should not be hired for cabin crew because he/she will not be able to work efficiently and effectively and this will create a problem for the aviation industry. ("Legal Considerations with Recruitment | Paul Diver and Associates", 2016)
Therefore, recruitment and selection procedure is an important aspect of human resource management. And the recruiter should make effective decisions during the procedure of recruitment and selection. An interviewer should not hurt the sentiments of a candidate and should conduct the complete recruitment procedure by keeping legal, ethical and regulatory considerations in mind. A candidate should get enough exposure to explain himself/herself to get a job. The recruiter should make sure that the candidate know the acts for his/her rights like privacy act, human rights act, etc. the interviewer should not ask the questions based on any kind of discrimination as it will be treated as an unlawful act. (Kundu, S., 2015)

1.4 Contribution to the recruitment and selection process

I have shortlisted candidates as they were meeting all the job requirements which we wanted in a cabin crew for an aviation industry. The candidates were having pleasing personality, passionate about their work. They were friendly in nature as it is very important for a member of cabin crew as they have to deal with passengers. The candidates were having positive attitude and approach towards work, they were enthusiastic. The candidates clearly knew that why they wanted to enter into an aviation industry and were passionate about it. Those candidates were completely fulfilling the specifications which we wanted in a cabin crew of Emirates. Some of the candidates knew more than three languages which will help them in interacting with the passengers more to make them comfortable. The candidates were flexible enough as they have to report in a very short duration. The candidates were adaptable to the new environment and situation as they have to fly to different countries without getting an atmosphere like their homes and they have to stay away from their families.
As an interviewee I prepared a list of questions which I asked from the candidates. I prepared myself to remain calm and compose to make the candidate comfortable and this helped them to give the answers without getting nervous. Some of the times I gave rude answers just to check that how they would deal with the angry passengers whether they get nervous or remain calm. I prepared myself to not to ask personal questions or any kind of discriminatory questions which would hurt the sentiments of a candidate during the interview. I made sure that I maintain the ethical code of conduct completely and the questions which I asked like tell me something about yourself? By this question I wanted to see the confidence level of a person and how much he knew about himself/herself. The other question I asked why you want to join aviation industry? By this question I wanted to see that if the candidate is having any knowledge about the field which he is going to enter and similarly, other questions were asked to find the qualities of a candidate. Being an interviewee I wanted to hire the best people for Emirates so I prepared myself that how I am going to ask questions accordingly.

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References

  • Cabin Crew Job Description. (2016). Go Cabin Crew. Retrieved 22 August 2016, from https://www.gocabincrew.com/cabin-crew-job-description/

  • ETHICS OF RECRUITING AND SELECTION (1st ed.). Chicago. Retrieved from http://www.integrepartners.com/Monographs/Ethics%20Of%20Recruiting%20And%20Selection.pdf

  • Ferris, G. R., Berkson, H. M., & Harris, M. M. (2002). The recruitment interview process: Persuasion and organization reputation promotion in competitive labor markets. Human Resource Management Review, 12(3), 359-375.

  • Kundu, S. (2015). Recruitment and Selection Process. International Journal of Research, 2(11), 976-977.

  • Legal Considerations with Recruitment | Paul Diver and Associates. (2016). Pdassociates.co.nz. Retrieved 22 August 2016, from http://www.pdassociates.co.nz/newsletters/legal-considerations-recruitment/

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