PEOPLE matters

Sustainable recruitment

Richard Plenty and Terri Morrissey reflect on the recruitment difficulties facing airports today.

Demand for travel continues to grow. ACI World’s 2024 Annual World Traffic Report (September 19, 2024) points out that recovery of passenger journeys from pre-pandemic levels is now complete, with 2024 traffic at 104% of the 2019 level. There will be a projected 9.5 billion passengers globally in 2024, up from 8.7 billion in 2023.

In such a growing sector it might be expected that there would also be a corresponding growth in attractiveness to potential employees. Yet the report says that labour market shortages are a potential brake on this expansion.

What is driving this shortage? Could it be that having let so many people go during the pandemic, the airport sector is facing a lack of trust as an employer of choice? Is it possible that people do not have faith in the industry to provide secure career opportunities in the way it used to?

While this may indeed be the case, there may be other factors at play. Even where the industry has had success in attracting people, it is often having difficulty in retaining them.

This is particularly the case where ‘traditional’ management practices remain in place, promotion opportunities are limited, there is a need for shift work, and there are less opportunities for working flexibly.

Other sectors can be seen as more ‘up to date’ and attractive.

The immediate challenge is to address the key issues that give rise to these perceptions and encourage people to think of airports once again as a long-term employer of choice.

Firstly, it is important to make sure that the working environment is attractive to the kind of people that an airport wants to recruit and retain. Are the terms and conditions, management practices and ways of working appealing?

Secondly, it is important to ensure that new recruits have a clear path for career progression and development. Otherwise, they may look elsewhere if progress appears blocked.

And thirdly, leadership attention needs to be focused on widening the potential talent pool by paying attention to ‘EDI’ – equality, diversity and inclusiveness – and ensuring that equal opportunities are given to women, minorities and traditionally under-represented groups.

However, addressing these matters may not be enough to attract and retain the most talented, who are often driven by a sense of purpose, a desire to make a difference and to make a personal contribution to the societies in which they live.

They are more likely to join and stay in an organisation where their personal values align with their employers. Is there something deeper to be considered?

One missing ingredient may well be the broader challenge of sustainability. Many high potential employees seek employment in organisations that demonstrate genuine concern for the environment, biodiversity and ethical practices and values.

They will ask: do potential employers put sustainability at the heart of everything they do? Do they value innovation and promote purposeful work? Do they balance growth with environmental and social responsibility?

Do they engage in practices such as waste reduction, recycling, renewable energy sourcing, and promoting the use of public transport to work? Do they engage with local communities where they are based and aim to be a ‘good neighbour’?

Paying attention to the twin challenges of sustainability – creating an attractive working environment and demonstrating a genuine commitment to a sustainability ethos –  provides a solid foundation for long-term sustainable recruitment.

Arrivals and Departures

Cincinnati/Northern Kentucky International Airport has announced that Spokane International Airport’s, Larry Krauter will replace the retiring Candace McGraw, as its CEO in March 2025. McGraw has been at CVG for 15 years and overseen a number of big developments at the airport, including the construction of an Amazon Air Hub there and its broader expansion to the sixth-largest cargo airport in the country.

Susan Margles will take up the role of president and CEO of the Ottawa International Airport in January 2025. She succeeds Mark Laroche who announced his retirement in May after 12 years as head of the airport.

Newcastle Airport in Australia has announced that Andrew Warrender will serve as its interim CEO from next year until a permanent replacement is found for outgoing CEO, Dr Peter Cock, who has completed his decade of service to the airport and region. Warrender will temporarily step up from his current position as the airport’s executive manager for aviation and air freight business development.

Tampa International Airport has decided to recruit from within and appoint Michael Stephens its next chief executive. He will replace the retiring Joe Lopano. Stephens currently serves as TPA’s executive vice president and general counsel and will assume the role sometime after Lopano’s last day in April 2025.

About the authors

Terri Morrissey and Dr Richard Plenty run ACI’s Human Resources training. They received a Presidential Citation from the American Psychological Association in June 2022 for their leadership in advancing global psychology. Contact them at info@thisis.eu