Hiring Good Low Time Pilots

I_Money

I_Money

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Like any profession - there are some young pilots who are exceptional and others who aren't. What do you guys think is the trick to hiring 1000TT pilots that have sound aviation decision making, are capable of handling aircraft and are just professional in their approach to the career. Do you think not hiring anyone who has failed a check ride is a good method? Or............
 
I'd say extended breakin period. Requirements to fly with old crusty captains for first 500 hours. Make it clear we'll toss you for poor attitude.

I have no idea. I'm just saying the most rude things I can come up with.
 
I think a failure on a checkride is a little harsh. There are some FSDO examiners that go out of their way to fail qualified applicants on CFI rides. Someone who failed their private pilot exam 10 years ago on a short field landing shouldn't be disqualified from a job that they are now qualified for.

Training and evaluation needs to be improved, obviously. I have heard of some places using some POS PC-Sim to do new hire evals. It should be done in a real simulator representative of the airplane, at least showing they have BAI skills and can shoot an approach.
 
I'd say a thorough interview process and evaluation should give you a good idea if somone is competent enough to work for your company, doesn't matter how many hours. I believe any flying job interview should include HR, technical and scenario based/ADM questions, as well as a sim or flight check. There are low time pilots who are good sticks, have great Decision making skills and know how to deal with people and different situations.
 
Aviation is a tough racket to start with in the beginning unless you know the right people so I would wonder why anyone would make it even harder. I'd like to see, instead of looking into a failed checkride, the company just spend some time with the applicants just like any other interview.

Should a pilot be handed a license if he/she does not make good decisions or not capable of handling the aircraft? Professionalism is a bit different though.

Pass or fail a checkride doesn't matter IMHO.
 
Come on, it can't be that hard, just start a thread on JetCareers that you have a job opening, and then just pick any of those resumes. Everyone here is an extra pilot right? I don't see why you shouldn't just hire everyone with a JC account.
 
N18040 said:
Come on, it can't be that hard, just start a thread on JetCareers that you have a job opening, and then just pick any of those resumes. Everyone here is an extra pilot right? I don't see why you shouldn't just hire everyone with a JC account.
Click to expand...


:yeahthat:

Not one failed checkride here!!! :D
 
Definitely fly during the interview. Also have an extensive face to face interview to judge the persons body language and attitude when you put them in a stressful situation. Always a good barrier to see how the candidate acts in a stressful flying situation.

Failed checkride isn't always a given, you can have a pilot that squeaks by on checkrides and passes them all that's a terrible pilot, and some really good pilots have failed a CFI checkride.
 
I'll agree with the attitude thoughts. The best thing you can do is have a good attitude. I can show you how to fly the plane (within reason). I can't teach you to be tolerable for a 10 day trip or open to learning the stuff I'm trying to teach you.

-mini
 
From listening to pilots more experienced than I, a lot of it is ATTITUDE. I'd say the majority of pilots have failed checkrides. Is that a big deal? I don't think so. It's not something to brush under the rug, but there are many more factors that are much more important.

I could go either way on sim rides. I think they are great screening tools. But if you have 1000 TT with a pretty good mix of flying and a good amount of instrument time, I would assume that wouldn't be an issue. Maybe just go through an approach plate or enroute chart during the interview. I think having a good work history and good references who will vouch for you is very important. Be able to talk clearly and professionally during the interview is a must. Also have a sense of humor(and know when and when not to use it) and a laid back/easy to get along with personality. All that combined with positive/optimistic attitude and a healthy dose of confidence should help to screen a good candidate. No, I don't interview people or really have any experience doing that. No, I don't think attitude is the ONLY thing that's important. I'm just saying I believe all these things should carry some weight going into an interview.
 
My method may not be the best, but here's what I'd do. Go fly with them and see if they've got any skills at all. If so, then go drinking with them. Get them good and liquored up and then get them telling war stories. If there's any bats lurking in the belfry, they'll make an appearance before the night is over 9 times out of 10. Not very scientific I know, but I've had serveral experiences where I knew the guy would be a good stick or a loose nut by the time the first night of drinkin' was over.
 
How long have they had their CFI, how much cross country do they have, and how many students can they handle?
 
Don't trust people who don't drink. Good low time pilots is a contradiction in terms. Failed checkrides are ok because I have and I'm God's gift to aviation. There. I win jynxy.
 
Mr Low Time Pilot needs some life experience. Say, around 50 yrs of age transitioning from another career.

When do I start?
 
I'll echo the attitude idea, that can go a long way. As for the checkride thing, I wouldn't even bother asking it except to find out how they handled a fail, not IF they ever failed. I'd rather know what kind of a pilot they are now, and not so much the pilot they were in training.
As for interview questions, I'd ask them WWYD situational questions, preferably from a time you've had. The thing that sucks about interviews is so many people try to say what they think the person wants to hear.
 
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