Purpose of the course:

A management development programme designed to equip hiring managers across a metropolitan airport system covering three major airports with the skills and knowledge to attract, select, and retain the right people for a high-pressure, shift-based environment. Addresses the specific issue of high staff turnover by building managers' capability to hire not just for immediate vacancy-filling, but for long-term fit and commitment

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My approach:

Developed using Storyline 360 using graphics, interactions, and elements specifically aimed at the airport environment. The Storyline module centres on a series of realistic hiring scenarios drawn from common airport management challenges: screening for resilience, providing accurate information about the role, identifying red flags in interview responses, and making defensible hiring decisions under time pressure.  Video content produced in Camtasia and used in sections that directly reflect the module objectives. Provided real manager perspectives on what makes a successful long-term hire in an airport environment, grounding the course in authentic operational experience rather than generic HR theory.

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Measuring success:

Success measured at two levels. Immediately following training, managers complete a structured hiring simulation scored against a best-practice rubric — assessing the quality of their candidate evaluation and decision-making rather than simply whether they completed the course. Longer-term impact tracked through a set of operational retention metrics agreed with HR with the goal of measuring retention rates for new hires, reduction in early attrition within the first six months, and manager confidence scores from a pre- and post-training survey.