What are Typical Aviation Recruiting Fees?

With aviation recruiting fees, typically, expect to spend 15% – 30% depending on the nature of your engagement with the recruiting firm and the volume of your hiring needs.


Understanding Aviation Recruiting Fees

  1. Look at the recruiting services and fee as an investment
  2. To understand the value, spread the cost out over the employee’s career (or five years)
  3. Subtract $9,000, the average in-house cost to recruit
  4. Factor in vacancy costs for the critical, hard-to-fill positions, and the cost impact of hiring the wrong person

Fees are only part of the equation when deciding if recruitment services are right for your company; the services of the recruitment firm also need to be considered. A skilled recruitment firm, adept at sourcing and headhunting passive candidates (who are typically the top-drawer, A-player candidates that employers generally do not have access to) is worth its weight in gold.  Choose the firm based on who they are, not fees.  It is critical that both you and the recruiting firm are comfortable, honest and upfront with one another.


How Much is the Cost of In-House Recruiting?

“In terms of time and effort, not to mention extended vacancies and crippling bad-hire decisions, the short and long term costs of keeping recruiting in-house are precisely why so many employers today are hiring recruiters who can and will get the job done, on time and in most cases, cost-effectively.

The average in-house recruitment cost of filling a vacancy, using internal or external recruitment methods, is reported by Monster.com to be around $9000.

Compare that to the fees versus vacancy costs for the critical, hard-to-fill vacancies. It’s not hard to see why more and more employers are seeing the value of using trained and highly experienced external resources to source critical, hard-to-find, skilled candidates.”

Source: Barbara Ashton


Disadvantages to Contingent Recruiting:

“A 15%-20% fee probably amounts to a database search and a job posting, not a search in the true sense of the word. If you are seeking to put warm butts in cold chairs, you may accomplish that with a 20% contingency search; but, if you are seeking someone to knock the skin off the ball, you are probably not going to find that individual using a contingency approach moving forward.

Statistically, the average recruiter invests between $9000-$12000 of their time and money in what amounts to a race to see which resume gets into the company first. Because speed is the issue, quality suffers. Over the past several years, 80% of the people that were hired failed to meet the goals and expectations laid out in the interviewing process, contributing to turnover costs of $5 trillion.

If you enter an exclusive contingency agreement, the probability of success is only 50% at best. The probability of making a straight contingency agreement work is 10% and diminishes with each additional firm that a company uses. When you add in website posting, job board posting and social media, the statistical chances decrease even more.”

Source: HR Capitalist


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