That said, the solution starts with making some decisions the upper management echelons. I’d imagine share holders are well aware a shortage is imminent (globally at least) and can probably understand the requirement to invest in pilot training
The board rooms will be creating strategy to navigate through the next decade or so of pilot shortages but that doesn’t necessarily mean they will be approaching it from the point of being a training provider. That is a fairly obvious solution and no doubt one that many airlines will opt for but.....is it cheaper than being an employer of choice? It may well be better for the bottom line to position an individual airline as a desireable place to work by offering individuals choice around their schedules combined with moderate remuneration.
There is a lot of value ( carrot) locked up by rigid rostering systems. Given the choice, pilot A might choose to work 2 weeks on 2 weeks off, while pilot B might work flat out chasing money, pilot C might opt for 3 weeks on, 1 week off. As it stands at most Airlines all three pilots have to work a full roster if they want a job, as a result, only one is content and not open to the idea of changing companies if a better lifestyle option comes along.
At first glance building roster options like this into a company looks expensive but it can and has been done to the benefit of both pilots and the company.
The company doesn’t necessarily have to pay the world to attract and hold pilots, they have yet to tap into the other side of the pay/lifestyle equation and I’d be surprised if some don’t head down this road.