Aviation Indeed has been alleviating a ton of recruitment and staffing pain from the HR division of our partnering firms, whilst maintaining the quality of deliverables top notch.

Our team goes through a specialised 5 step process to increase the efficiency of hiring which ensures the consistency and compliance in the whole process.

RECRUITMENT PLANNING : Make the hiring process smoother and act as a qualifying guideline for applicants. This helps our team to ensure that they are hiring individuals with the qualifications and skills needed to do the job. With a good recruitment plan in our hand, we are able to find qualified employees in a timely manner preventing lapses in employment, such as having positions that need to be filled and no one able to do the work in the meantime.

STRATEGY DEVELOPMENT : is about connecting the results of the recruitment analysis with the best practices available on the job market. Using the boundaries from the HR Strategy, our team can set the real state-of-the-art recruitment strategy, which can contribute to the organization. The recruitment strategy should always support building the competitive advantage.

SEARCHING : This step involves attracting job seekers to a particular organisation. There are broadly two sources used to attract candidates.

These are Internal Sources and External Sources

SCREENING : Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process.


Given the considerable cost involved in the recruitment process, its evaluation and control is, therefore, imperative.

The costs generally incurred in a recruitment process include:


(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates