You finally post that long-awaited opening for an Aviation Quality Assurance Executive — someone with 5+ years of regulatory experience, ideally someone who knows DGCA guidelines like the back of their hand.
Within 24 hours, your inbox is overflowing.
But instead of seasoned QA pros, you’re getting resumes from fresh grads, cabin crew, ground staff, and — no joke — a chef.
It’s not that these applicants are unskilled. They’re just wildly unfit for this role. And if you’re in HR, you know this headache all too well.
Let’s break it down:
· One-click apply features on job boards make mass applying effortless
· Desperate candidates send resumes to anything that sounds close
· Vague job descriptions leave too much room for misinterpretation
· No filters or screening tools = Your inbox becomes a free-for-all
Every irrelevant CV is more than just digital clutter — it’s slowing your hiring process and putting pressure on your team.
· Time wasted screening mismatched candidates
· Delays in hiring for business-critical roles
· Frustrated managers waiting for that elusive shortlist
· Qualified candidates lost in the noise
Here’s what smart HR teams are doing to solve this:
Be brutally clear about must-haves vs nice-to-haves. Vague = invites the wrong crowd.
Let your ATS ask pre-screening questions that instantly disqualify poor fits.
Adopt intelligent applicant tracking systems that highlight top matches so you don’t miss gems.
Work with specialists who understand the aviation world — not generalists who treat every role the same.
In recruitment, volume doesn’t win — relevance does.
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