About Airway Services HR Team


Anyone who’s been in the workforce for a long time knows one thing: There’s a job, and then there’s a career.

A job is something you clock into, do what you’re supposed to do, and clock out. You don’t have to be
passionate about it because it’s just a means to an end. It’s designed to put money in your pocket, and nothing Else.

A career…well, a career is something else entirely. A career is something that you study for, something that you prepare for. A career is something that you actually want to pursue. A career not only puts money in your pocket; it puts purpose in your step.

Airway Services is determined to be more than a job for its employees; it’s designed to be a career. And that’s how the company approaches every single hire.

That’s why Airway Services Human Resources and Recruiting team is so vital to the company.

Airway Services began 2022 with just one HR representative and one recruiter. Now, in September, they’ve added an HR Administrator and a remote recruiter. Together, this team works to find exceptional employees who are searching for a career with an exceptional company.

“On July 1st, of 2021, [Airway Services] created an HR department, which was myself and one recruiter,” said Veronica Sanchez, the HR Manager for Airway Services. “I received my SPHR (Senior Professional in Human Resources) certification a month prior to stepping into this role. Starting out with Airway, our headcount was approximately 280 employees, and we were inching our way up to 300. Now, I’m happy to say our current headcount is 525.”

That is exponential growth for the company and, Sanchez says, it’s due in large part to the effort of their two Recruiters.

“They are doing a phenomenal job of getting these employees in, getting them through training, and setting up manager/employee communication prior to sending them out into the field,” Sanchez stated.

It’s a process, to be sure, but this team of four seems to have the process down pat. The team uses a variety of methods to attract new employees, including social media posts and partnering with colleges.

“Right now, we’re utilizing Indeed, Facebook, Zip Recruiters, and various job fairs,” Sanchez revealed. “Our
turnaround is pretty quick. We review the candidate’s resume, utilize Convey IQ and Calendly for virtual
interviews and scheduling, if the candidate meets all requirements an offer letter is prepared, if offer is
accepted, personal information is requested to process a background check and schedule drug
screening/worksteps, lastly on Wednesday prior to the start date the recruiting team lines out all logistics and Itinerary.”

Which may not seem like a big deal, but it is. Everyone knows what it feels like to apply for a job. When you apply for a job and offer your time and energy, only to be ignored for a few weeks, it doesn’t exactly make you feel like you’re an important addition to the team.

Airway Services knows that their employees are the most important aspect of their company, which is why they go to great lengths to ensure they’re aware of their value.

“The transitional phase is subtle and quick,” Sanchez reiterated. “We’re ready to begin onboarding either the following week [after the interview], or two weeks down the road.”

Communication, Sanchez said, is an important component to the process; communication between HR and the recruiters, and communication between the company and prospective employees.

“Itʼs all about coordinating,” Sanchez said. “We have a great system in place. Our two recruiters have their
processes down and communicate well with each other. One of our recruiters is on-site and the other is
remote, so we use Microso Teams a lot. They’re really dedicated to our industry and to promoting a positive experience to our candidates .”

One of the many ways the Airway Services recruiters bring new employees to the company is via college job
Fairs.

“What we’re doing now is reaching out to colleges who have wind technician programs as well as electrical and mechanical programs. Graduates are new talent in the workforce that companies like Airway Services are competing to attract. Adding a personal touch and staying visible in the hopes that our efforts will spark some interest in these graduates is one of our goals,” Sanchez said. “We’re definitely looking for experienced and trained prospects that can mentor and lead our entry-level technicians.”

But hiring employees is only half the battle; the other half, arguably the most important half, is actually
retaining employees.

Airway Services excels in that, as well.

“Our focus right now is retaining talent, employee engagement and development,” Sanchez said. “For the
month of August we had the lowest turnover rate that we’ve had in all of 2022, which means we’re headed in the right direction.”

They are headed in the right direction, and if prospective employees want to follow in that direction, if they want a career instead of just a job, then they should consider working for Airway Services.

“We’ve got an amazing leadership team that believes and supports our efforts.,” Sanchez said. “That drives this HR team to accelerate towards achieving our personal and professional goals.”