10-27% attrition in new hire classes
03-19-2022, 07:08 PM
#41
Gets Weekends Off
Joined APC: Mar 2016
Position: Pilot
Posts: 180
I've said it before, but it doesn't matter what our attrition is as long as there are 10x as many applicants as there are available seats. The Bobs at HQ won't get the message and likely don't care anyways. The only byproduct will be a lower bar to get hired here and as long as we're not putting planes into the trees, it's all the same to them.
03-19-2022, 08:52 PM
#42
Gets Weekends Off
Joined APC: Mar 2017
Posts: 459
I've said it before, but it doesn't matter what our attrition is as long as there are 10x as many applicants as there are available seats. The Bobs at HQ won't get the message and likely don't care anyways. The only byproduct will be a lower bar to get hired here and as long as we're not putting planes into the trees, it's all the same to them.
And we will all say there’s going to be a watershed event but it won’t happen.
Seen it all before.
The training machine runs. Regardless of who’s in it. I heard long ago from another line that the training machine is pretty much a fixed cost. Sometimes it’s faster, sometimes slower. But it’s always running regardless.
03-19-2022, 11:11 PM
#43
Line Holder
Joined APC: Mar 2015
Posts: 32
It's always interesting as an outsider looking in on these posts. For myself knowing what I know and have read about Southwest I would give anything just at the chance to interview with the company. I have flown at the regionals (Mesa), I have flow Corporate (Part 91/135) and I'm currently flying the 777 for an ACMI carrier. I truly get that each and every single person has there goal and desire for what is best for each of them. I support the notion that if you don't like it someplace you and only you can make that change to find what drives and fulfills you. For me the goal is becoming a pilot at Southwest, knowing that at my age I may never upgrade, but the personal driver is QOL and ability to be based where I live while working for what "I See" as a leader in the industry.
03-20-2022, 03:46 AM
#44
Gets Weekends Off
Joined APC: Aug 2016
Posts: 252
It's always interesting as an outsider looking in on these posts. For myself knowing what I know and have read about Southwest I would give anything just at the chance to interview with the company. I have flown at the regionals (Mesa), I have flow Corporate (Part 91/135) and I'm currently flying the 777 for an ACMI carrier. I truly get that each and every single person has there goal and desire for what is best for each of them. I support the notion that if you don't like it someplace you and only you can make that change to find what drives and fulfills you. For me the goal is becoming a pilot at Southwest, knowing that at my age I may never upgrade, but the personal driver is QOL and ability to be based where I live while working for what "I See" as a leader in the industry.
03-20-2022, 05:59 AM
#46
Gets Weekends Off
Joined APC: Jun 2010
Position: DOWNGRADE COMPLETE: Thanks Gary. Thanks SWAPA.
Posts: 6,803
03-20-2022, 12:40 PM
#48
Gets Weekends Off
Joined APC: Jan 2016
Position: Left
Posts: 1,260
Maybe some of the new hires do not like to be called Plumbers by the CEO nor do they like being told by the CEO , “if you do not like here , LEAVE “. Just saying
03-20-2022, 12:56 PM
#49
Gets Weekends Off
Joined APC: Jun 2010
Position: DOWNGRADE COMPLETE: Thanks Gary. Thanks SWAPA.
Posts: 6,803
Word from a check airman is that we’re getting a lot of “Tier 2” candidates meaning less qualified applicants/new-hires. Apparently new-hire initials are seeing an elevated amount of busts.
Could we see this degrading to what Spirit is graduating towards which is targeting 1500 hour CFIs that just got their ATP? That’s certainly one way to keep the training pipeline full.
Could we see this degrading to what Spirit is graduating towards which is targeting 1500 hour CFIs that just got their ATP? That’s certainly one way to keep the training pipeline full.
03-20-2022, 01:52 PM
#50
Gets Weekends Off
Joined APC: Feb 2018
Posts: 1,264
Word from a check airman is that we’re getting a lot of “Tier 2” candidates meaning less qualified applicants/new-hires. Apparently new-hire initials are seeing an elevated amount of busts.
Could we see this degrading to what Spirit is graduating towards which is targeting 1500 hour CFIs that just got their ATP? That’s certainly one way to keep the training pipeline full.
Could we see this degrading to what Spirit is graduating towards which is targeting 1500 hour CFIs that just got their ATP? That’s certainly one way to keep the training pipeline full.
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