A Global Airline's Journey with Jobma: Solving Staffing Turbulence with Smarter and 72% Faster Screening

Overview

Operating across 85+ destinations in 27+ countries, this leading global airline connects the world with its expansive flight network. With a global workforce of over 54,000 professionals from cabin crew and pilots to air traffic controllers and engineers, and ground staff, they are committed to delivering exceptional customer service and providing a smooth travel experience.

The Challenge: Sky-High Demand

In the highly regulated and precision-driven world of aviation, even a minor staffing gap can cause major ripple effects, disrupting the entire operation, causing flight delays, canceled routes, and impacting the customer experience.

With the growing pressure to maintain service quality across continents, the airline’s HR and operations teams were under pressure to recruit talent quickly and consistently across a wide range of roles, including air traffic controllers, mechanics, ground staff, engineers, and cabin crew.

Additionally, during peak travel seasons, staffing shortages became especially critical for them. Delays mounted due to understaffed air traffic control teams, while the lack of ground crews and maintenance technicians forced route cancellations and longer turnaround times.

The airline's specific challenges included:

• Staff Shortages Leading to Operational Delays: Insufficient staffing during peak travel time and a shortage in air traffic control staff resulted in delayed or canceled flights.
• High Attrition Among Ground Employees: Frequent turnover among ramp agents, check-in staff, and baggage handlers placed ongoing strain on hiring teams and reduced overall workforce stability.
• Shortage of Certified Aviation Roles: Despite the growing need for licensed engineers, air traffic controllers, and safety personnel, the available talent pool remained limited and highly competitive.
• Manual Interview Scheduling & Poor Tech Infrastructure: Outdated systems and manual coordination slowed down the interview process, creating inefficiencies and delays across recruitment cycles.
• Language & Communication Barriers: Cabin crew needed strong language fluency and customer service skills, but manual screening didn't capture these soft skills effectively.

Faced with these challenges, and a recruitment process that was simply too slow to keep up with the operational demand, the airline needed a scalable, flexible, and modern solution. One that could pre-screen candidates effectively across diverse geographies, roles, and languages before they proceed with their industry-specific psychometric and cognitive testing.

Goals

To meet the operational demand, reduce delay, and improve their recruitment pipeline, the airline's hiring team set out to:

• Reduce Delays by Speeding Up Recruitment: Minimize time-to-hire to ensure operational continuity.
• Improve Language & Communication Screening: Use technology to evaluate fluency, pronunciation, and verbal clarity, especially for front-facing roles.
• Support High-Volume Hiring Across Functions: From engineers and mechanics to cabin crew and ground staff.
• Ensure Fair & Consistent Pre-screening: Reduce time spent on pre-screening candidates before progressing to aviation-specific assessments.
• Create a Scalable, Remote-Friendly Workflow: Eliminate dependency on manual scheduling and location constraints.

Solution

The airline partnered with Jobma to modernize its recruitment process and address hiring bottlenecks across functions. Jobma's video interviewing technology enabled faster and more structured candidate evaluations. Jobma became the first line of screening for the airline’s high- volume hiring efforts, offering a scalable, structured solution that allowed their recruitment team to screen hundreds of applicants without chaos.

Streamlining Pre-Screening Before Specialized Testing

Jobma didn’t replace the more specialised aviation tests, but it helped identify the right candidates faster, so those tests were reserved for serious contenders. Instead of manually reviewing CVs and conducting initial calls, their hiring team could now:

• Review applications and immediately invite shortlisted candidates to complete a Jobma one-way video interview.
• Evaluate communication skills, presence, and clarity before investing time in technical, psychometric, or aviation-specific tests.
• Reduce manual scheduling and back-and-forth, allowing candidates to record interviews at their convenience while still maintaining structured, consistent evaluations.

By moving initial assessments to Jobma, the team compressed what used to be a 4-6 week process into just one week. On average:

• Candidates completed interviews within 2 3 days of receiving the invite.
• Recruiters evaluated submissions within 1.5 days, making it easier to shortlist top candidates efficiently.
• Only qualified candidates advanced to the next stage, whether that was flight simulation tests, safety protocol assessments, or technical interviews for engineering and maintenance roles.

End Results

Since implementing Jobma, the airline has seen measurable results:

Quick Stats

72%

faster screening during peak seasons

88%

interview completion rate

35%

increase in qualified applicants in the initial stages of screening