United Hiring Brief (2/9/18)
02-12-2018, 09:44 AM
#72
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Joined APC: Feb 2012
Position: 787
Posts: 3,202
I'm not really disagreeing with you, but it's not like we flip a switch and "poof!" these CFI/college kids (relatively speaking) start filling every newhire class. This process will take more than a few years to even start kicking in and we (United that is) control the flow and can tweak the quals and volume down the road also. If it produces serious problem children, that half wing has meaning that goes beyond free beer.
I don't think it takes poring over spreadsheets of the next decade of available regional pilots (from companies with their own real troubles attracting candidates), the expected numbers of available military pilots and the needs additionally of DL, AA, SWA, FDX, UPS, and, oh, Asia with their offers of $300k+/yr jobs that most of us get by email every week, to realize that what the available pool looks like now may be nothing at all like what it will be in 2028. Most of our competitors have a somewhat reliable stream of pilots via their wholly owned carriers and we're setting in place a few processes of our own. In the CFI/College case, that could have the potential to be a unique and fairly quick source of pilots once the program is up and running well which may save our bacon when and if that supply/demand curve fails. If it becomes redundant, I would think (hope) ALPA would have some influence in shutting it down or keeping it to a trickle.
Again, not specifically a cheerleader for the process but I can see where they're coming from.
I don't think it takes poring over spreadsheets of the next decade of available regional pilots (from companies with their own real troubles attracting candidates), the expected numbers of available military pilots and the needs additionally of DL, AA, SWA, FDX, UPS, and, oh, Asia with their offers of $300k+/yr jobs that most of us get by email every week, to realize that what the available pool looks like now may be nothing at all like what it will be in 2028. Most of our competitors have a somewhat reliable stream of pilots via their wholly owned carriers and we're setting in place a few processes of our own. In the CFI/College case, that could have the potential to be a unique and fairly quick source of pilots once the program is up and running well which may save our bacon when and if that supply/demand curve fails. If it becomes redundant, I would think (hope) ALPA would have some influence in shutting it down or keeping it to a trickle.
Again, not specifically a cheerleader for the process but I can see where they're coming from.
02-12-2018, 09:45 AM
#73
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Joined APC: Feb 2012
Position: 787
Posts: 3,202
02-12-2018, 10:04 AM
#74
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Joined APC: Mar 2017
Posts: 705
I'm not really disagreeing with you, but it's not like we flip a switch and "poof!" these CFI/college kids (relatively speaking) start filling every newhire class. This process will take more than a few years to even start kicking in and we (United that is) control the flow and can tweak the quals and volume down the road also. If it produces serious problem children, that half wing has meaning that goes beyond free beer.........
02-12-2018, 10:18 AM
#75
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Joined APC: Feb 2012
Position: 787
Posts: 3,202
A good point by aquaticus saying we don’t know the person we are hiring because we have no background to look at, is very true.
02-12-2018, 10:23 AM
#76
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Joined APC: Apr 2010
Posts: 696
Yes to rigorous vetting in this new program, yes to making sure their basic skills and knowledge are fully up to speed all along the way (not that it's a substitute for experience) and yes to a process that makes sure these "kids" are pushing hard from the get-go and meeting expectations.
02-12-2018, 11:26 AM
#77
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Joined APC: Jul 2013
Posts: 4,785
And as mentioned, the mid-late 20’s RJ FO’s that her hired make up a small, small number of new hires. But a much bigger number than in previous hiring era’s.
And many I flew with lacked a lot of overall life experience/maturity as well.
02-12-2018, 12:17 PM
#78
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Joined APC: Dec 2006
Position: 737 FO
Posts: 2,370
The DAL panel is 2 pilots and an HR person. There is absolutely no pilot involvement a UAL though?
02-12-2018, 01:32 PM
#79
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Joined APC: Aug 2012
Posts: 456
02-12-2018, 01:52 PM
#80
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Joined APC: Jan 2012
Position: B737
Posts: 141
I made my statement after someone posted that CFI's are getting hired from Bonanzas to the 737.
If you cannot understand the point I was making, then there's very little I can do to help your reading comprehension.
I remember the late 90's when friend who was a PI at TK on the 747 told me about one of the Presidential pilots getting turned down by United. Having worked with him on his recurrent training, he was astounded that Hiring couldn't see how this guy was top-tier.
You're right: not everyone gets hired. But I'd argue that maybe... just maybe... the hiring process could be improved.
If you cannot understand the point I was making, then there's very little I can do to help your reading comprehension.
I remember the late 90's when friend who was a PI at TK on the 747 told me about one of the Presidential pilots getting turned down by United. Having worked with him on his recurrent training, he was astounded that Hiring couldn't see how this guy was top-tier.
You're right: not everyone gets hired. But I'd argue that maybe... just maybe... the hiring process could be improved.
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