Buy essay on What Effects the Recruitments Efforts provide on the JetBlue Airways

In the focus of JetBlue Airways HR policy is always observed recruitment of highly experienced staff on the operational and managerial positions. It is generally considered that such a policy enlarges expenses of the company alongside with the providing bonuses and wages which are higher than the typical industry standards: “These benefits combined with Trend Integration’s intense commitment to customer satisfaction result in a powerful solution that I would recommend to any organization that values a best practices recruitment process” (Human Resource Limited, 2007). It would be obvious to note that the results are corresponding to the wishes of the inventors. The same time as it was mentioned earlier the companies provide different additional bonuses such as medical benefits and extended leaves. The same time the pilot training is treated with the more significance and it is essential that company supplies the with so called generous compensation packages as they also actively participate in active recruitment.
The internal methods are also quite effective and with the help of direct agents operating as the representatives of JetBlue Airways successfully hired 2 500 applicants for a job. The reward system is spread within the employees of the JetBlue and it makes the internal method provide effective task performance. It makes the workers feel more integrated within the team and feel more responsibility to their work.
The external method helped the company to hire a number of effective specialists and also significantly contributed to the development of the HR policy within the company (the new specialists bring new fresh ideas to the company). It goes without saying that the both methods the company use for its recruitment practice correspond to the dynamic development of the company, its ideas about highly qualified service and well experienced specialists. Understanding the impacting role and the core significance of the both processes for the dynamic of HR managerial system development, the company places itself on the position of the leader in the hiring process. It goes without saying that the core impact there is planned by the correlation of the HR policy and hiring methods. People who already perform for the JetBlue airlines are intended to share, the wages and bonus systems they have in the company. It goes without saying that personal experience make the company more attractive. The successful correlation between external and internal staff efforts help to provide effective co-operation between them. It helps the HR team of the company select the most effective and highly qualified specialists for the task performance in the corporation.

buy essay

The Personnel Selection: Interview Process for Mechanics and Pilots at JetBlue Airways

As it was mentioned earlier pilots and mechanics took very special place in the recruitment companies of the airline company. That is why, it won’t be surprising that JetBlue Airlines has not become an exception. The typical managerial practice of the company is seeking for the applicants who demonstrate integrity and seems to correlate with the company’s corporate values. The mechanics, who are also quite important members of stuff the HR specialists include in the interview process different ethical and sensitive puzzles and situations dealing with their previous company. Actually the HR managerial team seeks for the specialists who correspond to their ideas of safety and do not make compromises on passengers’ safety or “certify an aircraft”. The recruitment of pilots according to the requirements of CEO Mr. David Barger needs people who are not only well experienced in computer technologies, but also suit to the cultural demands of the whole organizations. It is extremely important as the company provides huge expenses paying for the every pilot certification training (it costs nearly 30 thousand of US dollars for 1 pilot). It should be noted that the other companies does not provide such a service. It goes without saying that the JetBlue Airways’ officials expect the return of these investments in correspondence of the companies’ corporate value and culture. The whole interview process is described further: “Human resources management begins with the internal branding. It starts in the hiring process, which, along with online marketing and sales and the entire online culture the company embraces, happens in large part online. After the initial online application, a one-on-one interview is conducted. The next stage is a group interview that is labeled BlueReview and is designed to check the social interaction skills of the applicant. The JetBlue employee emphasizes that this group interview was much less formal than a comparable one at American Eagle, the company she was employed at before. Each newly hired employee is then invited to a training camp in Orlando, Florida or New York, where she learns more about the ‘five basic values’ of JetBlue (Safety, Caring, Integrity, Fun, and Passion) as well as all technical knowledge and basic information about the company such as history, fleet size, type of planes etc. (JetBlue employee, 2004). As a result, even in the event that the candidate is not hired, the applicant as a potential customer has at least experienced the JetBlue brand and culture” (Leberecht, 2005, pp. 20 -21). The potential employees get familiar to the inner life of the company, learn about their core ideas and customer programs and even they won’t be hired they should be interested to experience themselves the benefits and customer programs JetBlue Airways provides for the clients. It won’t be a secret that a company has developed such a practice to become more popular.