COMPLETIONS T A LENT
LEFT: CONSTANT AVIATION’S
REFERRAL SYSTEM HELPS THE
COMPANY TO FIND PEOPLE WITH
TRANSFERABLE SKILLS FROM
OUTSIDE THE AVIATION INDUSTRY
RIGHT: A WORKER AT FLYING
COLOURS SINGAPORE, HELPING
TO REPAIR AN AIRCRAFT
STAYING POWER
Hiring is only half the story – offering an attractive workplace
is essential to ensure retention. “Creating and maintaining a
good work environment is key while job stability is the other
important factor,” says Ron Soret of Aeria. “Through our opendoor
policy and open communication, our employees feel a great
sense of belonging, contributing to the company’s success and
goals. Hard work and outstanding performance are always
recognised through employee appreciation programmes. There
is also a family-like dynamic among our staff that builds the
loyalty of young talent making their mark in the industry and
veterans who have worked with the team over the years.”
Ian Ross at Flying Colours says the headquarters’ location in
Peterborough is an asset: “The area provides many, many leisure
amenities for the summer and winter months. We’re in cottage
country, so I think in terms of work-life balance, the environment
is a big positive. It’s a great environment to be in, physically.”
Flying Colours also emphasises the importance of competitive
compensation. “It comes down to the leadership team to
keep an eye out on the external influences in terms of benefit
programmes, rates of pay, career progression and those types
of things,” says Ross. “We’re very well-positioned and we have
a good solid platform of benefits and working environment.”
Constant Aviation’s Jack DiCello says workplace culture
makes a difference in staff retention, and the company
recruits to ensure a good fit. “We have a unique culture
in our company that prides itself on its people, and
on treating people the right way,” he says. “We
do a lot to foster a family atmosphere at
work, which makes it more difficult
because it’s not just the skill sets that
we’re looking for but a person that
has the right cultural fit.”
The pay-off is that people tend
to stay on once they’ve been hired
– DiCello says the company’s
attrition rate is very low.
businessjet inter iorsinternat ional . com 037
JULY 2019
Up to 60% of
Constant Aviation’s
new hires are
referred by existing
employees