Analysis of the Recruitment Process and Basis of Recruitment of Srilankan Airlines

Srilankan airlines operations require recruiting employees with extremely varied talents and capabilities with diverse skill sets. This process is mainly handling by the HR department which align with corporate strategies and achievement of organization goals. As this function playing a vital part in strategy formulation and implementation business partners were assigned to each department to play a facilitator role across all HR related activities such as communication, employee engagement, redefining job roles and key result areas, identifying training and development needs etc.

The main challenge faced by srilankan airlines under recruitment is attracting the right talent and retaining them especially because of the salary offered by Middle Eastern carriers which offer impressive rewards. Recruitment is basically done through interviews by selecting candidates according to the required qualifications. Also they have set talent pipelines from state universities through means of internships and also through career fair mediums, Aviation College which offers entry level school leavers and to take them through a leadership development and mentoring to create a long term process for managing the talent across the organization. According to the latest information out of the total employees working 61% are males and 39% are females under different age categories and the total staff includes 7021 employees. Recruitment age analysis is as follows,

20-28 years – 79. 1%

29-37 – 13. 9%

38-46 – 5. 7%

47-55 – 0. 9%

56-64 – 0. 4%

To maintain a transparent recruitment process always should build trust and credibility with other parties and should be open and clear with candidates helps to set proper expectations, avoid disappointments, and shape a positive candidate experience. By being transparent you’ll not only have an easier time recruiting top talent, you will also have higher rates of retention because expectations have been clear from the beginning. Following points can be considered to maintain a transparent recruitment process, we suggest if srilankan airlines can follow these kinds of things the recruitment process will be more fair and transparent

• Setting the right expectations from the start
• Share and adhere to a timeline
• Brief candidates before the interview about the process
• Be fair during the interview
• Give feedback after each interview
• Setting probation goals