Airlines Only Hire an Economical Number of Cabin Crew Needed

I have often mentioned in my previous articles that airlines do not hire as many cabin crew members based on the number of all who are qualified. It doesn’t happen that way. Airlines are businesses, and hiring too much staff can lead to losses and under utilization, both of which are undesirable. It’s important to remember that airlines hire cabin crew based on operational requirements and forecasts. Regardless of how many qualified applicants there are, hiring decisions are driven by the operational needs of the airline.

So, how do airlines determine the number of cabin crew to hire?

Firstly, each airline has its own criteria and formulas for deciding how many cabin crew members to employ. Therefore, I will speak in general terms without referencing the specific strategies of any particular airline.

Secondly, it’s essential to understand that the FAA requires a minimum of one flight attendant for every 50 passengers. While some airlines may choose to have two flight attendants for every 50 passengers, at least one must always be present. For instance, if an Airbus A321neo can carry a maximum of 236 passengers, then a minimum of five flight attendants is required on board. Additionally, longer-haul and ultra-long-haul flights typically require more cabin crew due to the maximum number of hours a crew can work without rest. This is determined not only by aviation regulations but also by the airlines’ efforts to prevent crew fatigue. Consequently, ultra-long-haul flights usually include a second set of cabin crew for operational shifts.

However, the need for cabin crew is not solely based on the number of flights. Other factors are also considered when determining whether to hire more cabin crew and, if so, how many. The process begins with network and fleet planners.

Determining the Number of Cabin Crew Needed Is an Intricate Process

This process is intricate, as all factors are thoroughly discussed and analyzed. Forecasts are made to assess whether additional cabin crew will be necessary. Hiring too many cabin crew members can lead to decreased flight hours for those who become underutilized, resulting in financial losses. Conversely, hiring too few cabin crew members can lead to overworked staff, which may cause health issues and result in higher rates of sick leave, potentially leading to canceled flights. Thus, it is crucial to find an optimal balance between flight operations and the manpower needed to support those flights.

Airlines are required to maintain a certain number of reserve crew members for each flight. This is essential in case a crew member goes on sick leave, takes emergency leave, is deemed unfit to fly, or fails to report for duty for any reason. Thus, the number of reserves needed is an important consideration alongside the working crew on each flight.

Network and fleet planners collaborate with operations to strategize for the upcoming month and year. They discuss potential route expansions, the addition of new aircraft to the fleet, and increased capacity. This planning relies heavily on economic factors such as air travel demand forecasts, the operational goals of the airline, target markets, desired destinations and routes, market conditions, and potential crises like outbreaks or civil unrest. Therefore, a forecasted growth in air travel demand does not automatically mean that an airline will expand; it largely depends on its specific target market. For example, a boutique airline typically operates on niche routes and caters to a specialized market. Consequently, growth in the travel sector for such airlines may remain stagnant, and they may not need to hire more cabin crew.

Initial and Recurrent Training

An important consideration is whether an airline’s operations can effectively manage the manpower required based on its network and fleet planning. When hiring cabin crew, it’s essential to understand that they need initial training as well as ongoing recurrent training. However, an airline’s training facilities might be limited, which can lead to long waiting times for some applicants. Airlines prefer not to keep applicants on lengthy waitlists, as they have their own career aspirations to consider.

In addition to training new cabin crew members, there are also current employees who must undergo mandatory recurrent training to maintain their licenses, as required by aviation regulations. Consequently, timing is critical when hiring cabin crew. Airlines typically avoid hiring large numbers of crew members simultaneously, as this would result in many being placed on a long waitlist. While there are specific annual targets for hiring cabin crew, the timing of each hiring event and the number of recruits brought in during each interval are meticulously planned.

Another factor that airlines consider when determining the number of cabin crew to hire is the attrition rate—specifically, those who will resign or retire. While retirements can be tracked easily by the cabin services department, predicting resignations is more challenging, as airlines often rely on historical data and trends to make approximations. This is why airlines require a 30-day notice from any cabin crew member intending to resign. Such notice provides airlines with the time needed to adjust rostering and find replacements if necessary. A 30-day resignation notice is legal, while immediate resignations are only permissible under specific circumstances, such as harassment in the workplace or labor code violations by the employer. Therefore, airlines must replace any cabin crew who have resigned or retired to maintain an optimal staffing level and avoid undermanned flights.

Proper and Long-Term Forecasting

Upcoming routes and aircraft deliveries also play a major role in determining the number of cabin crew to hire. Airlines plan months or even years in advance for route and fleet expansions, which allows them additional time to prepare for operational requirements. This proactive approach enables airlines to hire and train the necessary number of cabin crew ahead of new routes, destinations, and additional capacity, such as larger aircraft.

Airlines study various factors to determine their staffing needs, particularly focusing on seasonal trends in air travel. They analyze peak and low travel seasons throughout the year as well as special events and celebrations that may lead to an increase in tourist arrivals. During occasions such as the holiday season, festivals, and events like Christmas and Thanksgiving, there is typically a surge in travelers requiring more flights and increased capacity.

However, airlines can only hire an optimal number of crew members because, once these busy periods end, demand usually decreases. Therefore, they aim to hire a number of flight attendants that balances operational needs with fluctuating demand.

Several factors influence the number of cabin crew an airline will hire, including work schedules, a country’s labor laws, civil aviation regulations, service requirements (such as the higher ratio of crew to passengers in first and business class for more personalized service), and budget constraints, including salaries and benefits.

All These Factors Are Considered

Ultimately, airlines carefully assess all these factors to determine the optimal number of cabin crew needed and plan the timing for their recruitment. This is why I often mention in my previous posts that airlines do not hire every qualified cabin crew applicant. They hire based on the specific operational needs of the airline.

For instance, even if there are 10,000 applicants, if the airline only requires 500 flight attendants, they will only hire 500 individuals. This means that even if there are 1,000 qualified candidates among the 10,000, the airline will still only choose 500, selecting the best from the pool of applicants.

I want to emphasize that while it may seem that airline standards are exceptionally high, this perception often arises because there are many applicants competing for a limited number of flight attendant positions. As a result, airlines are compelled to select the best candidates for the available slots.