3, 2016
To: Calin Rovinescu, Vice-President, Air Canada
From: Weiwen Lin, HR Manager, Air Canada
Subject: Improving Company Recruitment with Innovative Benefits
The Human Resources department is now facing the biggest challenge of all-time in terms of recruiting pilots. The labor market of commercial airplane pilots is gradually shrinking, while our company is looking to hire more pilots to operate new airline routes and newly purchased aircraft. As per your request, I have considered a few possible methods to cope with the pilot shortage by maintaining top performance and acquiring new candidates. I recommend the most feasible solution, which is starting to employ three creative employee benefits: Scholarship program, Family vacation bonus and “Sauna with mentors”. This memo will contain a short analysis of current recruitment situation in the airline industry; a description of our existing employee
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As is stated on our website, we currently offer competitive salary and vacation policy, flexible group insurance plan, growth potential and employee travel programs (“AirCanada,” 2016). These basic benefits are very similar to what other airline companies provide to their employees. Although the competitive salary in Air Canada is above the pilot income average in Canada, the pay difference won’t last long. Some competitors are now aggressively recruiting pilots by increasing income levels significantly. Besides, our available employee benefits couldn’t show our value to the employees. Since these benefits are similar to others in the market, it might give candidates a feeling that we only provide what is required by the labor market. Indeed, we want to demonstrate that we care about employee’s well-being, and we will take care of employee’s concerns so that they can focus better on their