Jetstar Crew Selection Process

This assignment analyzes the recruitment and selection process employed by Jetstar for its crew members. It explores the specific requirements, including personality assessments and in-person interviews, that candidates must undergo. The analysis delves into the benefits of this structured process for both Jetstar and its potential employees, emphasizing how it contributes to finding suitable individuals who can effectively fulfill organizational needs.

Running head: PERSONAL MANAGEMENT
Human Manager’s recruitment policy
Name of the student:
Name of the University:
Author note:

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Executive Summary
The purpose of the report is to state how the HR manager of the Jetstar company of Singapore is
going to recruit a Flight attendant for the company. The report is based on the introduction of the
company and later is also justified on the ground about the job of the flight attendant. The report
discusses about the job analysis of a flight attendant and how it is necessary for the working of
the company. Next is the job design which is based on the various principles of the job design
and how it would suit the job in the air lines. After that, comes the process of recruitment. The
HR manager by following the rules and regulations has set down some of the important rules and
regulations which should be taken into the consideration while the process of recruitment
process. Selection process is another important criterion which would select the candidates who
would only pass the process of selection which is stringent in nature. Finally the candidates
would be selected as per the requirements of the organization.

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TABLE OF CONTENTS
Introduction......................................................................................................................................3
Job Analysis of a Flight Attendant..................................................................................................3
Job description.............................................................................................................................3
job specification...........................................................................................................................4
Job design........................................................................................................................................6
Strategies of Recruitment................................................................................................................7
Strategies of selection interview......................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

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Introduction
Jetstar Asia Airways Pvt. Limited is regarded as a Low Cost airline which is based in the
country Singapore. It is also regarded as the offshoots of the Asian Jetstar Airways. It operates its
service in South Asia’s regional destinations such as Myanmar, Philippines, Cambodia, Vietnam
and Thailand (Jetstar.com, 2017) It also has its route in the Eastern Asia such as Taiwan, Honk
Kong and Japan. It is regarded as the airline company for the Airways of Jetstar. Despite facing
the difficult market, it took the responsibility of the aircraft in the year 2005. It flies from
Singapore to the 28 cities in 12 countries throughout the continent Asia. The Jetstar Asia is
leading to the proper development of the functions of the flight from Singapore. Nationalities
from different countries come and avail the flights easily leading to the prosperity of the industry
and the industrial growth (Jetstar.com, 2017).
Job Analysis of a Flight Attendant
Job description
The industry is in a dire need to recruit a Flight attendant and it is the responsibility of the
HR to take care of the strategies of the matter (Jetstar.com, 2017; Shaw, 2016). The main
responsibility of the flight attendant is to take care of the conditions of safety, teach the
passengers about the important procedures of taking the measurement of safety during the
situation of emergency. Most importantly, the attendant of flight must have the responsibility to

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serve the passengers with food, beverages and the items of comfort such as magazines, pillows
and headsets (Roma, 2012).
The work schedules of the Flight attendant are in the set of one month (Bienefeld
& Grote, 2014). The schedule contains times and days of flight, destinations and the position of
the crews. The attendant of flight can call in the reserve contacts and also can assigned a flight or
flights on the next day. The types and extent of the service of food and beverages depend upon
the length of the conditions of flight. The longer flights require the selling or serving of the
beverages and also require servicing of the food for three times (Bienefeld & Grote, 2014).
job specification
(Prior boarding aircraft)
 Packing cloths for up to 8 days a trip
 Checking the mailboxes of the correspondence of the company and check the mailbox.
 Flight briefing is needed to be attended
 Reviewing the service and safety procedures for the positions of crew (Oraldy, 2017;
(Jetstar.com, 2017; Aswathappa, 2013).
(Passenger boarding in the flight)
 Taking the tickets from the passengers either in the terminal or inside the aircraft.
 Assisting the passengers to seats
 Giving assistance to the passengers while carrying the items.
 Making coffee and heating the meals.
 Distribution of the beverages, snacks or serving hot meals to the passengers from the
carts (Oraldy, 2017).

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 Waging communication with the crew in context of headsets and beverages.
 Giving advice to the crew managers regarding any types of problems and sharing
information (Oraldy, 2017).
(After landing of the flight)
 Giving assistance to the passengers while carrying items
 Reports must be given on the computer and entering the gate of the flight
(Emergency situations)
 Giving instruction to the passengers while doing the emergency landings
 Assisting the passengers while using the equipments of emergency and helping the
managers to evacuate the aircraft through the emergency exist
(Standing and walking)
 The flight attendant must walk throughout the flight continuously (Griffiths &
Powell, 2012; Jetstar.com, 2017).
(Others)
 To take care of the inadequate beverages
 To take care of the equipments which are not working properly.
Job design
The Job design is an important function of the HR management and it is related to the contents,
methods and relationships which would satisfy the organizational requirements and technological
set ups for the job (Alfes et al., 2013; Hollamn et al., 2012; Armstrong & Taylor, 2014). The job

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must be done on the psychological state of the understanding of the employees. The important
dimensions are
 Variety of skill/ efficiency: This is referred to a series of skills which a person has in
order to meet the requirements of the flight attendant (Jetstar.com, 2017; Hollman et al.,
2012). The person needs to use a number of skills to prove his/ her efficiency for the job
and giving the reasons why he/ she would be recruited on the basis of the efficiency the
person showed to the organization. If the person is good at communication skills,
speaking in 5 different languages and also efficient enough to complete task in time is
considered to be efficient for the job (Jetstar.com, 2017).
 Identity of Task/job rotation/ Motivation: The airline industry needs the requirement of
the job to be fulfilled with a particular deadline and the piece of work must be identified
for the person. This would rather give motivation to the person while executing his job
properly. Other than this, Job rotation is the method which enhances motivation, develops
the outlook of the workers and also enhances the performance of the worker (Jetstar.com,
2017; Meynet & Maugis, 2012).
 Egronomics: The decision of the control rooms of the air line industry might leave a
huge impact on the performance of the attendant. Designing the tasks properly, the
equipments that are needed to be implemented properly which would reduce the human
errors and ill health of the human (Jetstar.com, 2017; Hendrick & kleiner, 2016). The
technologies that have to be handled by the flight attendant must have the key standards
of egronomics which incorporates EN614. Plants should be designed for the flight
attendant and must not be neglected. The conditions of the operations should be taken
into consideration including emergencies and upsets. The interface in the air line Industry

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must also take into account the interface between the system and the end user or else the
poorly designed egronomic would make a contribution to ill health of the worker.
 Mental Capacity: The mental capacity of the flight attendant includes remembering
modes of communication and how much the flight attendant has the mental capacity to
deal with the passengers more effectively. Therefore, the presence of the sound mental
capacity is needed for the attendant to fulfill the requirements the organization (Cullinane
et al., 2013).
Strategies of Recruitment
In Singapore, Jetstar adopts strict recruitment process. In terms of recruitment process,
they expect from the applicants of the cabin crew to meet many criterion which look forward.
The Jetstar further looks for the recruits who can behave properly with the passengers and they
tend to be friendly and cheerful. Candidates are advised for the post of the flight attendant as
indicated in the notification id SEP
Eligibility criteria
The age must be from 18 – 35
Minimum qualification of Education
The person needs to be complete the graduation or 10+2 along with the three years of diploma in
the Hotel management, technology or the diploma in Travel or Tourism (Jetstar.com, 2017).
Experience needed must be working a s cabin crew member in an airline of scheduled basis
having at least minimum of 1 year of experience. The person must have a valid SEP for the

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Airbus. The incumbents of the candidate must be taken into consideration only when the
requirements of training are for conversion or transition (Jetstar.com, 2017).
The Marital status needs to be unmarried, so that it would not fetch any trouble to the person for
moving from one country to another.
Medical and Physical Standards
The height of the person has to be minimum 160 cms
Body Mass index has to be between 18 to 22.
Vision has to be for the better eye N/5 and for the worst eye N/6
Distant Vision: for one eye 6/6 and in other eye 6.9. Specs are not allowed. ( The candidates
need to go through the surgery name Lasik for the correction of the proper eye sight and this
should be considered that the person has undergone the surgery six months prior to the date of
the recruitment criteria.
Color vision: The color vision of the candidate needs to be normal (Jetstar.com, 2017).
Appearance based on the cosmetic beauty: It needs to be clear without any noticeable spot on the
face. There has to be no birth mark or odd scars. The teeth needs to be even and regular in nature
(Jetstar.com, 2017).
The applicant needs to communicate well in the clear speech, while the communication is taking
place, there shall be no stammering or lisping. The applicant needs to have good command over
the English Language and it should be understandable with the clear accent.

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Language: Three important languages are needed to be properly practices and need to be fluent
and they are Malay, English and Chinese. The candidates who would be having fluency in the
other foreign languages of the destinations of Jetstar must be given the preferences first.
The advertisement needs can be done through the websites and the pamphlets or in the news
papers of the country (Jetstar.com, 2017).
Strategies of selection interview
The applicants need to fulfill the above mentioned requirements and they would be
considered eligible for taking the selection test for the flight attendant in the airline industry
through the process of screening at the ranges of age, on the basis of the academic qualifications
and the cabin attendant needs to take three rounds of the interview, the checking of the uniform
has to be done on the selection process and out of the applicants for example out of 10, 000
applicants, as per the rules and regulations of the aviation industry, 500- 600 applicants would be
recruited (Jetstar.com, 2017; Bartton & Gold, 2012).
For the experienced flight attendant: Walk in Interview has to be considered
The candidates who would fulfill the above mentioned criterion of recruitment, they have to
register themselves online and must obtain date for the interview which would be organized by
the organization and at last if they passed the interview test, they have to apply for the
Preliminary Medical Examination which considers Vision, BMI and height after the personal
interview is being conducted after 4 rounds.

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 For the process of selection, candidates are needed to require for staying back a day or
two expenses if they required. There should be no reimbursement in this regard would be
made.
 In the medical examination, even if it is found that the candidate failed to fulfill the
medical provisions of the Company which incorporates the BMI, vision and height as
being prescribed for the post, they would be rejected immediately without entering the
matter of the correspondence. Candidates who would appear without the support of the
documents in relation to the eligibility criteria which incorporates height, vision or BMI,
the person would not be allowed for the process of selection. For the further, recruitment
process which include medical based examination, formalities of pre – engagement, the
selected candidates will be updated to join the company in a shorter notice of time.
 The strategies used by the airline are the Fuzzy Delphi Method (FDM). Weights can be
measured through this strategy (Jetstar.com, 2017).
 The candidates need to appear for the physical test, on the day when the interview would
be taken. One should arrive professionally, groomed or dressed. The appearance is
needed to be evaluated, the appearances would be evaluated accordingly. After this, one
needs to participate in the conversation to introduce everyone and the flow of
communication would start in the group. This test would be done to judge whether the
crew member has the ability to carry out the test and can take the pressure on the head.
 The candidates who would pass the physical test must take part in the group activities.
After the group activity, it would be assessed that the crew has passed the personality
interviews. The duration of this test will take place in 30 minutes.

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 After passing these tests, in person interview would take place which would determine
the final selection of the candidates (Jetstar.com, 2017; Armstrong & Taylor, 2014).
Conclusion
Therefore, it could be concluded that the strategies of the process of the requirements and
the selection would provide benefit and add value to the company because it would provide
the correct employee to the sector of the company and through the major selection process,
the company would choose better and best employee so that the candidates would be able to
fulfill the organizational requirements and the criterion which are needed for the benefit of
the organization.

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References
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), 839-859.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bienefeld, N., & Grote, G. (2014). Shared leadership in multiteam systems: How cockpit and
cabin crews lead each other to safety. Human factors, 56(2), 270-286.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.
Griffiths, R. F., & Powell, D. (2012). The occupational health and safety of flight
attendants. Aviation, space, and environmental medicine, 83(5), 514-521.
Hendrick, H. W., & Kleiner, B. (Eds.). (2016). Macroergonomics: theory, methods, and
applications. CRC Press.
Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012).
Job design and the employee innovation process: The mediating role of learning
strategies. Journal of Business and Psychology, 27(2), 177-191.
Jetstar.com. (2017). Jetstar Asia - Singapore | Jetstar. [online] Available at:
http://www.jetstar.com/sg/en/home [Accessed 5 Sep. 2017].

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Meynet, C., & Maugis-Rabusseau, C. (2012). A sparse variable selection procedure in model-
based clustering.
Orlady, H. (2017). Human factors in multi-crew flight operations. Routledge.
Roma, P. G., Hursh, S. R., Mead, A. M., & Nesthus, T. E. (2012). Flight attendant work/rest
patterns, alertness, and performance assessment: Field validation of biomathematical
fatigue modeling. FEDERAL AVIATION ADMINISTRATION OKLAHOMA CITY
OK CIVIL AEROSPACE MEDICAL INST.
Shaw, S. (2016). Airline marketing and management. Routledge.