Wk 4 – Apply: Signature Assignment: Recruitment [due Mon]

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This internship is turning into a great hands-on learning opportunity for you. Your manager has tasked you with proposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan.

Develop a 3- to 4-page proposal that include the following:

  1. A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider the quantity of resumes generated, the percentage of resumes likely to result in accepted offers, the time to fill a position, and the cost to fill a position.
  2. An evaluation of common methods used to select a candidate
  3. Recommend 3 methods for selecting new pilots. In your evaluation, consider reliability, validity, utility, and legality.
  4. An evaluation of common methods used to train and develop employees
  5. Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, effectiveness of training and development, and risks.
  6. An evaluation of common performance management systems
  7. Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity.
  8. An evaluation of common methods to minimize voluntary turnover
  9. Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost.

Cite all sources.

Format your citations according to APA guidelines.

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Signature Assignment: Recruitment

Signature Assignment: Recruitment

            The pilot shortage is increasing, making it hard to hire and attract qualified and experienced pilots. The three recommended recruiting sources consist of; traditional sources, internet sources, and person to person sources. These sources can generate a pool of resumes that contain a poll of applicants to choose from. However, the larger the pool of applicants, the lower the quality of potential pilots. With traditional recruitment, external sources such as job fairs, newspapers, recruitment agencies are used. Traditional sources attract the highest number of applicants. Since it is time-consuming, it is very expensive for the hiring company. Internet/web sources are convenient. They can also attract a huge pool of applicants because they offer an unlimited reach. With social media and company websites, pilots can access job opening at the comfort of their homes. The process is less costly and saves the company money. Person to person sources is the least common because they depend on referrals and walk-ins.  The method will draw little traffic and resumes.  Person-to-person recruiting is inexpensive because the company depends on its employees or partners refer potential applicants.

            The common methods used to select candidates include structured interview tests, simulator tests, ability tests, understanding the job test, realist job previews, preliminary screening, and general aptitude testing. Structured interview tests are used to determine whether a candidate can perform a certain task. Generic questions are used to determine employee capability.   The employer can draw standardized results because the interviewee answers the questions in a structured manner. Ability tests are used to learn more about the applicant.

Ability tests are direct with multiple-choice questions because the applicant should tell how well s/he will perform a particular task. Understanding the test is rigorous because the application must exhibit a dipper comprehension of the position. Realistic job previews rely on employer judgments from the pool of applicants who have presented their resume. Preliminary screenings and shortlisting are conducted internally to pick the best from the available employees. Preliminary screenings focus on perfection and exquisite.  Simulator tests are carried out to measure employee handling, problem-solving skills, and communication. General aptitude tests focus on aviation-related ability tests to measure their skills and understanding of the job. The most suitable methods for selecting new pilots are general aptitude tests, ability tests, and structured interview tests (Svenmarck, 2020). A mix of the three methods would help the company hire skilled, reliable, and devoted pilots who would ensure the company achieves its desired goals. Aviation regulation bodies authorize the use of the three methods for safety and professionalism.

           Companies employ various approaches to train and develop employees. They include hands-on training, coaching or mentoring, role-playing, interactive training, on-the-job training, and instructor lead training. Hand-on training embraces the needs of the employee.  Training is conducted on the job to sharpen employees’ skills or prepare them for an upcoming position. Coaching is different from hands on training because the coach must build a relationship with the employee. With mentoring, the mentee can ask questions for clarification and get more experience. During interactive training, the employees are allowed to create their learning experience. Simulations and questions are employed in interactive training. On-the-job training is somewhat different from hands-on training because employees can participate in real activities that complement a definite job. The three suitable training methods that southwest should apply are interactive training, coaching, and hands-on training. Piloting does not need amateurs. Experience is paramount to ensure the safety of passengers or freight. The cost of training and developing pilots through interactive training, mentoring, and hands-on training is reasonable because employees get to know they are appreciated in the company.

           To consistently measure the performance of employees, the following management systems are used Trakstar, 15Five. With Trakstar, an employer generates appraisal forms, monitor employees (Sibilová et al., 2019). The system is available at a reasonable price. The performance system is usually customized for clients. 15Five system is based on the idea of ensuring that employees write a report to their supervisor detailing their accomplishments and what they desire to achieve. 15five centers on continuous performance assessment. Though 15five, an organization maintains high levels of collaboration and productivity from its employees. However, southwest airlines should select Trakstar because it can be customized to help the company achieve its mission. The system will warrant accountability, dedication, and professionalism in-flight services.

           The common methods of minimizing voluntary turnover include recruiting the right people, lay off trivial employees, good remuneration, recognize and reward employees, promote inclusive vision, prepare an environment that supports growth and development and prioritize employee happiness (Ivanova, 2019). Hiring passionate people is beneficial for the employer and the employee. Both parties work towards achieving their goals without conflicts. If a company hires the wrong employees, it will be forced to fire them for productivity and cut the wage bill. A job well-done desires goods pay. Good paychecks help companies retain their talented employees.

            Moreover, when employees are rewarded for their accomplishments, they feel recognized and motivated to do better. Employee happiness is vital for productivity. Employers who keep their employees happy get the most out of their inputs for long .loyalty is built through the close ties built. Organizations that limit employee growth and development do not retain employees for long. Workers want jobs that will improve their careers. Flexible jobs help employees to achieve their goals. For southwest airlines to retain pilots, it should build an environment that supports pilots’ growth and development.  This strategy is best because pilots want to develop their careers, explore, and try challenging tasks. A clear plan with an inclusive vision would develop pilots to become the best in the market.


Ivanova, M. A. (2019). Main Factors of Turnover and Minimization of Turnover Rate within Business Organization. Open Journal for Research in Economics2(2).

James, D. (n.d.) Common Recruiting Sources & Where to Find the Best Employees. Furstperson.com. https://www.furstperson.com/blog/3-tiers-of-talent-acquisition-recruiting-sources.

Sibilová, M., Putovná, S., Michalková, T., Mičiak, M., & Kucharčíková, A. (2019). Information Systems for the Support of Human Capital Management. Research Papers Faculty of Materials Science and Technology Slovak University of Technology27(s1), 8-14.

Svenmarck, P. (2020). –Recruitment, Selection and Training Of It/Cyber Personnel. Human Systems Integration Approach to Cyber Security, 25.