American Eagle to hire
03-05-2010, 06:09 PM
#1092
Gets Weekends Off
Joined APC: Jul 2006
Position: 737
Posts: 1,136
I too just got a rejection email today. Interviewed Jan. 26th. I'm really bummed out. Have no idea why. It's weird because one of the recruiters called me this morning and verified that he'd gotten all my paperwork I had faxed over earlier this morning. Then he said the FOIA paper was taking up to 3 weeks to get back from the FAA, so it could possibly be that long before my stuff goes to the board, but hopefully not that long. So I'm thinking another week or two. Well at 3:30 I get the rejection email. I called him back asking if this was correct. He said yes, my packet had been sent to the board anyway.
I really don't get it. I have prior 121, and was a former intern at AA/AE with several letters of rec. from various AMR employees. My interview went well. The only thing I can think of was I busted a checkride at my former airline once and maybe they didn't like that.
Really sucks because I'm native to Dallas and would've liked to work for my hometown airline.
I really don't get it. I have prior 121, and was a former intern at AA/AE with several letters of rec. from various AMR employees. My interview went well. The only thing I can think of was I busted a checkride at my former airline once and maybe they didn't like that.
Really sucks because I'm native to Dallas and would've liked to work for my hometown airline.
03-05-2010, 06:13 PM
#1093
Gets Weekends Off
Joined APC: Dec 2008
Position: EMB-145
Posts: 427
Without knowing the particulars of each case, it is hard to know why some were hired and some were not, but I do know some generalities.
1. Unless they are very desperate for pilots, employers don't like hiring furloughees because they don't want to spend money training someone just to see them disappear six months later. It takes about a year to recoup training costs at Eagle and probably the same at other airlines.
2. Unless the airline has their head up their ass (so do, but I doubt Eagle is one of them) every pilot who shows up for an interview is qualified for the job. Interviews usually do two things; they verify that the pilot accurately told their qualifications on their application and they want to see if the applicant would make a good employee. From a pilot perspective, the person is evaluated as someone they'd want to spend four days in a cockpit and from a manager perspective, they want to see if the person has a good attitude as an employee.
The tough thing about interviews is it's a one shot deal. If you or any of the interviewers is having a bad day, has a slight personality conflict/misunderstanding, that could be enough for them to reject the applicant. My brother is in the financial management business when he's interviewed for jobs it takes 3-5 visits before he finds out if he got the job or not. With us, it's one visit.
Sometimes there is a personality difference between the applicant and the company. It doesn't mean that the applicant is a bad person or wrong, just that their personality isn't as good a fit with company culture as another applicant's personality.
1. Unless they are very desperate for pilots, employers don't like hiring furloughees because they don't want to spend money training someone just to see them disappear six months later. It takes about a year to recoup training costs at Eagle and probably the same at other airlines.
2. Unless the airline has their head up their ass (so do, but I doubt Eagle is one of them) every pilot who shows up for an interview is qualified for the job. Interviews usually do two things; they verify that the pilot accurately told their qualifications on their application and they want to see if the applicant would make a good employee. From a pilot perspective, the person is evaluated as someone they'd want to spend four days in a cockpit and from a manager perspective, they want to see if the person has a good attitude as an employee.
The tough thing about interviews is it's a one shot deal. If you or any of the interviewers is having a bad day, has a slight personality conflict/misunderstanding, that could be enough for them to reject the applicant. My brother is in the financial management business when he's interviewed for jobs it takes 3-5 visits before he finds out if he got the job or not. With us, it's one visit.
Sometimes there is a personality difference between the applicant and the company. It doesn't mean that the applicant is a bad person or wrong, just that their personality isn't as good a fit with company culture as another applicant's personality.
03-05-2010, 06:23 PM
#1095
Gets Weekends Off
Joined APC: Feb 2010
Position: 190 FO
Posts: 151
Wow well said. Beagle, I'm not trying to start a forum war with you, but really? Chicken? I'd bet a few thousand PIC in your logbook would have opened doors for you on Airline Apps over the past 5 years. Delta, Southwest, JetBlue, CAL etc. have hired thousands of pilots, so yes, you have had the chance. Chicken? hypocrite.
03-05-2010, 06:34 PM
#1096
Line Holder
Joined APC: Mar 2009
Posts: 27
Without knowing the particulars of each case, it is hard to know why some were hired and some were not, but I do know some generalities.
1. Unless they are very desperate for pilots, employers don't like hiring furloughees because they don't want to spend money training someone just to see them disappear six months later. It takes about a year to recoup training costs at Eagle and probably the same at other airlines.
2. Unless the airline has their head up their ass (so do, but I doubt Eagle is one of them) every pilot who shows up for an interview is qualified for the job. Interviews usually do two things; they verify that the pilot accurately told their qualifications on their application and they want to see if the applicant would make a good employee. From a pilot perspective, the person is evaluated as someone they'd want to spend four days in a cockpit and from a manager perspective, they want to see if the person has a good attitude as an employee.
The tough thing about interviews is it's a one shot deal. If you or any of the interviewers is having a bad day, has a slight personality conflict/misunderstanding, that could be enough for them to reject the applicant. My brother is in the financial management business when he's interviewed for jobs it takes 3-5 visits before he finds out if he got the job or not. With us, it's one visit.
Sometimes there is a personality difference between the applicant and the company. It doesn't mean that the applicant is a bad person or wrong, just that their personality isn't as good a fit with company culture as another applicant's personality.
1. Unless they are very desperate for pilots, employers don't like hiring furloughees because they don't want to spend money training someone just to see them disappear six months later. It takes about a year to recoup training costs at Eagle and probably the same at other airlines.
2. Unless the airline has their head up their ass (so do, but I doubt Eagle is one of them) every pilot who shows up for an interview is qualified for the job. Interviews usually do two things; they verify that the pilot accurately told their qualifications on their application and they want to see if the applicant would make a good employee. From a pilot perspective, the person is evaluated as someone they'd want to spend four days in a cockpit and from a manager perspective, they want to see if the person has a good attitude as an employee.
The tough thing about interviews is it's a one shot deal. If you or any of the interviewers is having a bad day, has a slight personality conflict/misunderstanding, that could be enough for them to reject the applicant. My brother is in the financial management business when he's interviewed for jobs it takes 3-5 visits before he finds out if he got the job or not. With us, it's one visit.
Sometimes there is a personality difference between the applicant and the company. It doesn't mean that the applicant is a bad person or wrong, just that their personality isn't as good a fit with company culture as another applicant's personality.
2) I totally agree with your outlook on the interview process, however we were given conditional job offers AFTER making it all the way through the interview. That means that we were given the go-ahead from HR.
The ONLY logical reason I can see for these rejection e-mails to be going out is a discrepancy between what was put on the application/stated in the interview and what came back in the background check....but with the number of people who have gotten these nice little presents in their in-boxes, it's clear that something else is up. In my case, I can 100.00 percent assure you that any negatives were clearly spelled out on my airlineapps application...and after reviewing that they invited me to the interview and then offered me a job only to rescind it after a faceless captains review board decided that HR was wrong.
I understand why they don't tell you the nature of the rejection (that way you can't protest their selection criteria) but it's so frustrating having no clue what led to it...if it was something on my application then why waste Eagle's resources interviewing the applicant in the first place? Ugh. Back to launching job applications into the void! :-D
03-05-2010, 06:42 PM
#1097
Gets Weekends Off
Joined APC: Dec 2008
Position: EMB-145
Posts: 427
Agreed about the Part 121 time but you will find that what should be and what is sometimes have a great deal of distance between them in the business world.
03-05-2010, 06:58 PM
#1098
Gets Weekends Off
Joined APC: Jul 2006
Position: 737
Posts: 1,136
Not sure what you mean by signing away seniority. If you mean that the hiring company will require you to resign from your old airline, AFAIK, that has never been held up in court. It seems to be more of a scare tactic than a legally feasible idea for ensuring furloughed pilots don't bail on them.
Agreed about the Part 121 time but you will find that what should be and what is sometimes have a great deal of distance between them in the business world.
Agreed about the Part 121 time but you will find that what should be and what is sometimes have a great deal of distance between them in the business world.
Obviously they have to be picky right now. Hundreds of applicants and I'm sure the board is looking at various criteria to weed people out. My record was clean and I was upfront about my bust so don't think there was a discrepancy between interview and paperwork.
I know some companies when searching through resumes, they'll look for certain key words for the ones they want. I'm sure the board does something similar.
03-05-2010, 07:24 PM
#1099
Line Holder
Joined APC: Mar 2009
Posts: 27
As for signing away your seniority, they simply have you resign from your former airline. You can refuse of course, as they can't force you, but you would no longer have a job offer.
03-05-2010, 07:47 PM
#1100
Gets Weekends Off
Joined APC: Dec 2008
Position: EMB-145
Posts: 427
They do. Sometimes the methods seem arbitrary, such as a four-year degree or 2000 hours instead of 1500, but HR does weed out the apps typically to a 10-1 ratio; ten applicants per job available. If the number of applicants exceeds the ratio, the requirements are altered to bring the number down. If the number of applicants is insufficient, then the requirements are reduced. Some years a pilot may need 1000 hours of multi, other years only 200 hours are required for the same airline.
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