Can I get hired by FedEx?
11-06-2011, 04:54 AM
#32
Gets Weekends Off
Joined APC: Jul 2011
Position: Pressing On
Posts: 524
11-06-2011, 08:57 AM
#33
Gets Weekends Off
Joined APC: Apr 2008
Position: 11 Left Side
Posts: 100
The old way worked just fine. Who cares where a guy went to college, what community service he performs, if he swears or not...this PhD guy has probably never left his cubicle.
There should be Sponsors and Rec's. There should be alot of wieght put on your personality, definately on an applicant's flying experience and on the DC-10 hand flown Sim at 0300.
Hey Skeptic, too bad you're not part of the 'club'...alot of us weren't part of the YoNited club and all of the other touchy feely airline interview selection systems. That's life.
We need to keep Fedex stocked with good guys who can fly jets and act like normal people who can pull thier wieght on the long hauls as well as the wonderful AM out and backs. So guys, let's keep getting our buds hired out there! What's wrong with that? Tired of the whiners out there, complaining about the 'club' too bad.
This new hiring process sucks. I have one guy I'm sponsoring and three I've recc'd and not a peep. I went to recruiting and we have no input on the process period. The more I hear Skeptic talk, the less I feel like hearing anymore out of him...find a way to join the club, go hit the boat...
There should be Sponsors and Rec's. There should be alot of wieght put on your personality, definately on an applicant's flying experience and on the DC-10 hand flown Sim at 0300.
Hey Skeptic, too bad you're not part of the 'club'...alot of us weren't part of the YoNited club and all of the other touchy feely airline interview selection systems. That's life.
We need to keep Fedex stocked with good guys who can fly jets and act like normal people who can pull thier wieght on the long hauls as well as the wonderful AM out and backs. So guys, let's keep getting our buds hired out there! What's wrong with that? Tired of the whiners out there, complaining about the 'club' too bad.
This new hiring process sucks. I have one guy I'm sponsoring and three I've recc'd and not a peep. I went to recruiting and we have no input on the process period. The more I hear Skeptic talk, the less I feel like hearing anymore out of him...find a way to join the club, go hit the boat...
11-06-2011, 10:21 AM
#34
Line Holder
Joined APC: Mar 2011
Posts: 35
Skypig,
Sorry, this is a public forum.....you do not get to pick who talks.
I never said that I thought that the current criteria involving community service, private colleges, etc. made much sense to me (it doesn't). I'm just glad to see that it might be possible for someone without a sponsor to get hired. I would still expect that well over 90% of future new hires will have sponsors, so it will still carry a LOT of weight. Who you know still matters in this game, as it always has at every airline, not just FedEx.
You do still have an input into the hiring process.....that is why you are able to sponsor and/or recommend your friends. You just do not have exactly the type of input that you may have had in the past. If I was in your position I might feel the same as you. But the fact is that HR has taken full control of the hiring process at every airline, not just FedEx, so get used to it. This is unlikely to change.
BTW, what does "join the club, go hit the boat" mean? Some type of Navy insult?
Sorry, this is a public forum.....you do not get to pick who talks.
I never said that I thought that the current criteria involving community service, private colleges, etc. made much sense to me (it doesn't). I'm just glad to see that it might be possible for someone without a sponsor to get hired. I would still expect that well over 90% of future new hires will have sponsors, so it will still carry a LOT of weight. Who you know still matters in this game, as it always has at every airline, not just FedEx.
You do still have an input into the hiring process.....that is why you are able to sponsor and/or recommend your friends. You just do not have exactly the type of input that you may have had in the past. If I was in your position I might feel the same as you. But the fact is that HR has taken full control of the hiring process at every airline, not just FedEx, so get used to it. This is unlikely to change.
BTW, what does "join the club, go hit the boat" mean? Some type of Navy insult?
11-06-2011, 10:23 AM
#35
Slaving away
Joined APC: Dec 2007
Position: Gear Mover
Posts: 433
Having gone through the process, and knowing quite a few guys that have as well, I don't know of ANYONE that has gotten hired without a sponsor or an endorsement. And I know of around 5 guys who had gotten called, without any internal recs, as they had MD-11 time.
So, in theory, they will hire someone without any internal recs (sponsor or endorsement); it'd be interesting to know if anyone has gotten through.
So, in theory, they will hire someone without any internal recs (sponsor or endorsement); it'd be interesting to know if anyone has gotten through.
11-06-2011, 02:46 PM
#36
Gets Weekends Off
Joined APC: Jan 2006
Posts: 394
The old way worked just fine. Who cares where a guy went to college, what community service he performs, if he swears or not...this PhD guy has probably never left his cubicle.
There should be Sponsors and Rec's. There should be alot of wieght put on your personality, definately on an applicant's flying experience and on the DC-10 hand flown Sim at 0300.
Hey Skeptic, too bad you're not part of the 'club'...alot of us weren't part of the YoNited club and all of the other touchy feely airline interview selection systems. That's life.
We need to keep Fedex stocked with good guys who can fly jets and act like normal people who can pull thier wieght on the long hauls as well as the wonderful AM out and backs. So guys, let's keep getting our buds hired out there! What's wrong with that? Tired of the whiners out there, complaining about the 'club' too bad.
This new hiring process sucks. I have one guy I'm sponsoring and three I've recc'd and not a peep. I went to recruiting and we have no input on the process period. The more I hear Skeptic talk, the less I feel like hearing anymore out of him...find a way to join the club, go hit the boat...
There should be Sponsors and Rec's. There should be alot of wieght put on your personality, definately on an applicant's flying experience and on the DC-10 hand flown Sim at 0300.
Hey Skeptic, too bad you're not part of the 'club'...alot of us weren't part of the YoNited club and all of the other touchy feely airline interview selection systems. That's life.
We need to keep Fedex stocked with good guys who can fly jets and act like normal people who can pull thier wieght on the long hauls as well as the wonderful AM out and backs. So guys, let's keep getting our buds hired out there! What's wrong with that? Tired of the whiners out there, complaining about the 'club' too bad.
This new hiring process sucks. I have one guy I'm sponsoring and three I've recc'd and not a peep. I went to recruiting and we have no input on the process period. The more I hear Skeptic talk, the less I feel like hearing anymore out of him...find a way to join the club, go hit the boat...
11-06-2011, 03:21 PM
#37
Gets Weekend Reserve
Joined APC: Jul 2007
Posts: 3,764
I don't work for Fedex, nor have I applied.
However, I do think that HR has gotten way out of control not just at Fedex, but at other places as well. Quite frankly, pilots should be the ones conducting the selection and interviews, and HR should be secondary support.
Yes... meet and greets... yes, simulator rides... yes, taking someone out for lunch/dinner or a quick bite at 0200 and observe if this guy is someone you'd care to go on the road with. Most of the time, you can ascertain personality just by talking to people.
However, I do think that HR has gotten way out of control not just at Fedex, but at other places as well. Quite frankly, pilots should be the ones conducting the selection and interviews, and HR should be secondary support.
Yes... meet and greets... yes, simulator rides... yes, taking someone out for lunch/dinner or a quick bite at 0200 and observe if this guy is someone you'd care to go on the road with. Most of the time, you can ascertain personality just by talking to people.
11-06-2011, 03:24 PM
#38
trip trading freak
Joined APC: Oct 2010
Position: MD-11
Posts: 673
11-06-2011, 03:26 PM
#39
trip trading freak
Joined APC: Oct 2010
Position: MD-11
Posts: 673
Skeptic,
I checked, I flew with 26 pilots in the last 3 months. Had a get together with 20 more last month. During the hub turn talk to at least 3-4 pilots(min). So lets just give that number 30 a month. That brings the total in 3 months to 136. 5 Recs each, comes to 680 people. That does not include people they know that they don't have recs written for.(for me that would be 5 written recs and 5 more that I couldn’t write recs for) Aviation is a small community overall. Lets say 200 hired, then at least 400 have interviewed. I have not even spoken to someone that knows someone that has interviewed let alone get hired. So the fact that my path since we have started hiring has not crossed one person that even knows someone that has interviewed does seem strange. I agree that the majority will have sponsors based on apps and pilots. However, I also think there are more than a token few that will get hired without it, as it should be.
Basically your argument that the new system is better than the old is flawed due to the fact that under both systems non-sponsored apps have gotten hired.
Where you are wrong is whether my sponsored app gets a call or not the system is flawed so I do have reason to complain. I have two issues with the new system. First, is that they are not using what was put in place. More responsibility of a sponsor and then capitalize on that. Here is another way to look at it, you are told that a new system will be put in place to put more responsibility on you to make a valued sponsorship to a pilot and you are attached to that applicant until either he/she is off probation or doesn't pass the interview. Then, they totally disregard it and just make it a basic point helper for the applicant. If you have an employee that has a great deal of quality service with a company, that employee's word should be worth more than a new hire walking in the door. Second, the quantification of the applicant is IMHO way off base. At a recent instructor/Standards meeting the Dr that devised the new system, briefed the people who validate and standardize our crew force. Word is it was a very hostile crowd when he told them the point system breakdown and he was not met with your happiness for the new system.
You didn’t imply that you were in “the club”. I was just stating that whether you or anyone else is or isn’t, there is still an opportunity to get hired….as was before.
Island,
I had one last month js with us a couple of months ago. md11 previous experience.
I checked, I flew with 26 pilots in the last 3 months. Had a get together with 20 more last month. During the hub turn talk to at least 3-4 pilots(min). So lets just give that number 30 a month. That brings the total in 3 months to 136. 5 Recs each, comes to 680 people. That does not include people they know that they don't have recs written for.(for me that would be 5 written recs and 5 more that I couldn’t write recs for) Aviation is a small community overall. Lets say 200 hired, then at least 400 have interviewed. I have not even spoken to someone that knows someone that has interviewed let alone get hired. So the fact that my path since we have started hiring has not crossed one person that even knows someone that has interviewed does seem strange. I agree that the majority will have sponsors based on apps and pilots. However, I also think there are more than a token few that will get hired without it, as it should be.
Basically your argument that the new system is better than the old is flawed due to the fact that under both systems non-sponsored apps have gotten hired.
Where you are wrong is whether my sponsored app gets a call or not the system is flawed so I do have reason to complain. I have two issues with the new system. First, is that they are not using what was put in place. More responsibility of a sponsor and then capitalize on that. Here is another way to look at it, you are told that a new system will be put in place to put more responsibility on you to make a valued sponsorship to a pilot and you are attached to that applicant until either he/she is off probation or doesn't pass the interview. Then, they totally disregard it and just make it a basic point helper for the applicant. If you have an employee that has a great deal of quality service with a company, that employee's word should be worth more than a new hire walking in the door. Second, the quantification of the applicant is IMHO way off base. At a recent instructor/Standards meeting the Dr that devised the new system, briefed the people who validate and standardize our crew force. Word is it was a very hostile crowd when he told them the point system breakdown and he was not met with your happiness for the new system.
You didn’t imply that you were in “the club”. I was just stating that whether you or anyone else is or isn’t, there is still an opportunity to get hired….as was before.
Island,
I had one last month js with us a couple of months ago. md11 previous experience.
11-06-2011, 04:10 PM
#40
Line Holder
Joined APC: Mar 2011
Posts: 35
Package,
You make some good points. But I never stated that I thought the new hiring system as a whole was better than the old. And I agree that FedEx should give sponsorships and recommendations a lot of weight. Where we disagree is that I do think it is OK that the new hiring methods may give a slightly improved chance to those without sponsors, at least compared to past practice. I would still expect the overwhelming majority of new hire pilots to have sponsors.
The other point I wanted to make was that just because a particular sponsored applicant has not yet been hired yet, it does not mean that the system is necessarily flawed. I have no idea how many FedEx pilots have sponsored an applicant, but it is probably over half the active pilot group, so let's just say 2500+. So if only 200 pilots have been hired this year, that leaves potentially 2300+ pilots who are frustrated that their buddies have not yet received "the call". I have been in a similar situation myself, and I can understand this frustration.
The problem is that hiring at any airline is a lot like the lottery, and this inevitably leads to frustrations with the hiring process. The change in hiring methods at FedEx has already happened at most other carriers. All I am saying is that in my opinion there are both positive and negative aspects to this change.
You make some good points. But I never stated that I thought the new hiring system as a whole was better than the old. And I agree that FedEx should give sponsorships and recommendations a lot of weight. Where we disagree is that I do think it is OK that the new hiring methods may give a slightly improved chance to those without sponsors, at least compared to past practice. I would still expect the overwhelming majority of new hire pilots to have sponsors.
The other point I wanted to make was that just because a particular sponsored applicant has not yet been hired yet, it does not mean that the system is necessarily flawed. I have no idea how many FedEx pilots have sponsored an applicant, but it is probably over half the active pilot group, so let's just say 2500+. So if only 200 pilots have been hired this year, that leaves potentially 2300+ pilots who are frustrated that their buddies have not yet received "the call". I have been in a similar situation myself, and I can understand this frustration.
The problem is that hiring at any airline is a lot like the lottery, and this inevitably leads to frustrations with the hiring process. The change in hiring methods at FedEx has already happened at most other carriers. All I am saying is that in my opinion there are both positive and negative aspects to this change.
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