Employment
Get on board, we're taking off!
On this flight, you will learn more about the selection process in our company.
We are aware that changing jobs or getting a job for the first time is a challenge and getting out of the comfort zone for most people. Changing your work environment and daily habits is not easy. Then there are many questions, from what the selection process looks like, to how to fit into the team and the culture of the organization you come to. The recruitment and selection process in our company aims to provide the most important resource for achieving results and progress, and that is the employees.
We know and believe that only together can we achieve great success and overcome all obstacles along the way.
That is why we invite you to get information about the selection process for different positions in our company. The selection process differs and adjusts according to the position you are applying for. We take every selection process thoroughly and seriously.
Top jobs
Pilots
Our pilots are in charge of getting all passengers to their desired destination with a high level of safety and comfort.
If you have always dreamed of operating a national airline aircraft and being part of a team that flies to various destinations around the world, then this is the ideal position for you.
Hiring steps:
- Application on the site - interested candidates for pilot positions in our company can apply on our site, where it is necessary to submit a basic information and CV (resume).
- Selection of adequate candidates - for the initial selection of registered candidates, colleagues from the fleet management are in charge. Fleet managers evaluate the registered candidates on the basis of defined parameters and set competition conditions. After the initial selection, candidates are invited to the next stage of the selection process.
- Technical test and psychological tests - in order to better evaluate the candidates in that phase, technical and psychological testing of candidates is conducted. The technical and technical knowledge of pilots is assessed through a technical test. Psychological testing assesses the cognitive abilities of the candidate, as well as the ways of thinking, behaving and feeling.
- Simulator test - in order to meet the high requirements of the profession in terms of safety and efficiency, the assessment of future aviation professionals in our company must be shown on the simulator, which is a practical part of assessing the knowledge and skills of candidates.
- HR interview - represents the last step towards employment in our company. Colleagues from Human Resources at the final interview, through the assessment of competencies, assess how much the candidate would fit into the organizational culture, as well as what are the expectations of the candidates regarding the work in our company.
Cabin crew
Cabin crew is responsible for the safety and comfort of passengers during flight. Members of cabin crew are there to ensure passenger safety and to communicate with passengers and crew.
If you are genial, practical, fluent in English, and ready to focus on passenger needs and meeting the standards of the airline for which you work, then this is the perfect position for you.
Read the steps to learn about the selection process in Air Serbia if you want to meet new people and take on a responsible and unusual job that will enable you to travel extensively and see different cultures.
- First impression and getting acquainted – in addition to collecting the required documents from the candidate, this step serves to get to know him/her better by asking them different questions to make them more at their ease and allow them to show themselves in the best light.
- English language test – the job of a flight attendant requires active communication in English, so you will be asked to take a language test to show your knowledge of grammar and reading comprehension in English.
- Role play – as working with people requires specific skills, this step serves to give an indication of how you communicate, react in stressful situations, your attitude and focus on passengers, and your passenger service skills.
- Competency-based interview – the interview, as the final stage of the selection process, involves answering a set of carefully prepared questions about the key aspects of successful cabin crew performance, including team work, client focus, problem resolution, as well as the candidate’s motivation. The closing interview is also another chance to assess your knowledge of spoken English and is therefore conducted in English.
Technical
The Technical department in our company incorporates the following business units: Maintenance, Engineering, Maintenance Planning, and Supply Chain. The primary task of our colleagues from Technical is to make sure our aircraft are ready for flight in compliance with all safety and regulatory requirements.
Many of the positions in our Technical team require specific qualifications. The required level of education depends on the job position concerned. Our colleagues in the Technical team hold a wide range of professional degrees, most often in mechanical engineering – air transport, electrical engineering, transport and traffic engineering – air transport, or aviation. In order to describe the selection process in Air Serbia, below we have listed the standard steps in our selection of candidates:
- Competency-based interview – the interview is a step in the selection process which involves a set of carefully predefined questions and serves to assess your competencies which are vital to successful job performance. Some of them may concern team work, client focus, problem resolution, but also candidate motivation. This interview will also give the candidate a chance to demonstrate their knowledge of English.
- Technical test – for some positions, we have also defined an assessment of technical knowledge through various tests and exercises.
- Competency-based assignments – in order to gain better insight in the candidate’s competencies, our selection process includes different simulations of real workplace situations through exercises, such as: setting priorities, role play, group assignments and case studies.
Corporate
Join one of our teams in Commercial, Finance, Government Affairs and Relations, Ground Services, IT, or Human Resources. If you are interested in becoming part of any of these teams, read on to find out more.
Depending on job position and predefined criteria for the selection of candidates, the selection process in our company usually involves several rounds, because we use various methods and different indicators to make a thorough and reliable assessment of the candidates’ competencies. Our preferred methods are: tests, interview, various exercises/assignments for evaluating competencies.
In order to describe the candidate selection process in Air Serbia, we have listed the standard steps this process involves:
- Competency-based interview – The interview is a step in the selection process and involves answering a set of carefully prepared questions which are used to assess competencies vital to good job performance. These may include team work, client focus, problem resolution, but also candidate motivation. This interview also serves to assess the candidate’s knowledge of English.
- Technical test – For some positions, we have also defined an assessment of technical knowledge through various tests and exercises.
- Competency-based assignments – In order to gain better insight in the candidate’s competencies, our selection process includes different simulations of real situations at work through exercises, such as: setting priorities, role play, group assignments, and case studies.
