Delta Disqualifiers

Trip7 said:
I believe it GPA will be less a factor once Delta drops into Tier 2 and below which I keep hearing is not in the too distant future.

Absolutely those things can offset low GPA by boosting your score. Several Delta Pilots have posted they had a less than stellar GPA and got hired.

Right now nothing is disqualifying but competition is very stiff. A concerning element of this thread is the defeatist frame of mind that several have exhibited just from a rumor. I can guarantee you your competition for an interview slot is not saying Delta must not want me if they hear a rumor that might be negative against them.

Everyone will get a shot, but right now it's a race to get in at the beginning of the wave. If you want a shot sooner rather than a later, it's up to you to prove pool why you are better than your competition.
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You wrote this post while sitting on top of all your Delta gold in the Lonely Mountain, didn't you?
 
ATN_Pilot said:
So far, the only thing I've seen evidence that this fancy algorithm does successfully is pick candidates who will mindlessly defend HR.
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Because the pilots who are actually employed by the airline, experienced the culture, and who have actually flown and interacted with others hired under the same metrics for decades have no clue what they're talking about.
 
Trip7 said:
I believe it GPA will be less a factor once Delta drops into Tier 2 and below which I keep hearing is not in the too distant future.

Absolutely those things can offset low GPA by boosting your score. Several Delta Pilots have posted they had a less than stellar GPA and got hired.

Right now nothing is disqualifying but competition is very stiff. A concerning element of this thread is the defeatist frame of mind that several have exhibited just from a rumor. I can guarantee you your competition for an interview slot is not saying Delta must not want me if they hear a rumor that might be negative against them.

Everyone will get a shot, but right now it's a race to get in at the beginning of the wave. If you want a shot sooner rather than a later, it's up to you to prove why you are better than your competition.
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Good info! I think it's say to say if you're hired in the next 5 years you can call that the beginning of the wave? I don't think the massive 700+ retirement years kick in until the early 20's. Thoughts?
 
USN88 said:
Good info! I think it's say to say if you're hired in the next 5 years you can call that the beginning of the wave? I don't think the massive 700+ retirement years kick in until the early 20's. Thoughts?
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Yes. You'll be in nice position. Delta retires half its pilots in the next 10 years. United has similar numbers and AA has better numbers. Combined with the continued fleet growth at Legacy carriers, everyone likely will get a shot at at least one Legacy within 3 years.
 
Trip7 said:
Because the pilots who are actually employed by the airline, experienced the culture, and who have actually flown and interacted with others hired under the same metrics for decades have no clue what they're talking about.
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Perhaps you can explain why Northwest, United, Continental, American, and USAirways have been able to hire just as safe and professional a group of pilots while not using your fabled algorithm? Did the algorithm creator's head explode when 6,000 NWA pilots joined the company without being subject to his perfect mathematical calculations about what makes a perfect Delta pilot?

Frankly, I don't really care what criteria HR uses. But it does annoy me when pilots look down their noses at other pilots.
 
Also, a 2.9 GPA in a top notch engineering program at a prestigious university is not the same when compared to a 3.9 in basket weaving from a local community college. "I have a 3.9, oh you only have a 2.9?" Makes one shake their head.

I actually got to know a few Asian students (some friends, others just people I met through these friends) and for those that wanted to be doctors, they deliberately did not go to UMich - Ann Arbor even though they got admittance. They went to Wayne State University in Detroit instead in order to keep a high GPA for med schools. That strategy worked for quite a few of them.

Until companies and algorithms start recognizing the vast difference in schools and programs, looking at individual GPA as a qualifier is a flawed system.
 
ATN_Pilot said:
Perhaps you can explain why Northwest, United, Continental, American, and USAirways have been able to hire just as safe and professional a group of pilots while not using your fabled algorithm? Did the algorithm creator's head explode when 6,000 NWA pilots joined the company without being subject to his perfect mathematical calculations about what makes a perfect Delta pilot?

Frankly, I don't really care what criteria HR uses. But it does annoy me when pilots look down their noses at other pilots.
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You're a sharp guy. You know better than this. It's much more than hiring a sharp, proficient and safe pilot. It's also about hiring an individual that is also a cultural fit for that airline.

And it goes both ways. AirTran and SWA are two Airlines that both provide safe A to B transportation in the LCC industry sector. You will proudly work for one and refuse to work for the other. Your reasoning based on your personal metrics is the same reasoning Delta or any HR department uses with their personal metrics.

Calling Delta's metrics absurd is exactly the same thing as calling your metrics for working for AirTran but not SWA absurd.
 
dasleben said:
No, please, expand on it. You seem to have the gouge on how to be Tier 1, so why not share with the class?
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Your post didn't reference about how to be Tier 1. It was your personal opinion about the intent of Delta's metrics.

Reference my post to ATN. The metrics used are not solely for passing training or as you eloquently put it, "meat in the seat".
 
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Cherokee_Cruiser said:
Also, a 2.9 GPA in a top notch engineering program at a prestigious university is not the same when compared to a 3.9 in basket weaving from a local community college. "I have a 3.9, oh you only have a 2.9?" Makes one shake their head.

I actually got to know a few Asian students (some friends, others just people I met through these friends) and for those that wanted to be doctors, they deliberately did not go to UMich - Ann Arbor even though they got admittance. They went to Wayne State University in Detroit instead in order to keep a high GPA for med schools. That strategy worked for quite a few of them.

Until companies and algorithms start recognizing the vast difference in schools and programs, looking at individual GPA as a qualifier is a flawed system.
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I mean this in jest but.... Go home you're Drunk:) :) :)
 
ATN_Pilot said:
Perhaps you can explain why Northwest, United, Continental, American, and USAirways have been able to hire just as safe and professional a group of pilots while not using your fabled algorithm? Did the algorithm creator's head explode when 6,000 NWA pilots joined the company without being subject to his perfect mathematical calculations about what makes a perfect Delta pilot?

Frankly, I don't really care what criteria HR uses. But it does annoy me when pilots look down their noses at other pilots.
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We had a 20-something leave Atlas recently to go to Delta. According to the captains he flew with, he was already going on and on about what it meant to be "Delta material." This thread doesn't surprise me.
 
Trip7 said:
You're a sharp guy. You know better than this. It's much more than hiring a sharp, proficient and safe pilot. It's also about hiring an individual that is also a cultural fit for that airline.
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Oh, how I hate that word. A bigger POS corporate buzzword does not exist.

You've also ignored the fact that nearly half of your pilot group came from a completely different "culture" and the airline is not only doing just as well, but is in fact excelling.

And it goes both ways. AirTran and SWA are two Airlines that both provide safe A to B transportation in the LCC industry sector. You will proudly work for one and refuse to work for the other. Your reasoning based on your personal metrics is the same reasoning Delta or any HR department uses with their personal metrics.

Calling Delta's metrics absurd is exactly the same thing as calling your metrics for working for AirTran but not SWA absurd.
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Apparently you have a significant misunderstanding about why I'm leaving the profession. I planned to stay at Southwest when I was projected to be based in Atlanta. I decided to leave only after they sold the 717s and I was going to be shipped off to the west coast. At this stage in my life and career, I just was no longer interested in commuting or moving. It had nothing to do with the airline itself. Sure, I like Delta's product and dislike SWA's. But I'll work for anyone who pays me a fair pay check and gives me a good QOL. The "culture" stuff is nonsense. It's all artificial BS to con employees into thinking that they're special. Don't buy into it.
 
ATN_Pilot said:
Oh, how I hate that word. A bigger POS corporate buzzword does not exist.

You've also ignored the fact that nearly half of your pilot group came from a completely different "culture" and the airline is not only doing just as well, but is in fact excelling.



Apparently you have a significant misunderstanding about why I'm leaving the profession. I planned to stay at Southwest when I was projected to be based in Atlanta. I decided to leave only after they sold the 717s and I was going to be shipped off to the west coast. At this stage in my life and career, I just was no longer interested in commuting or moving. It had nothing to do with the airline itself. Sure, I like Delta's product and dislike SWA's. But I'll work for anyone who pays me a fair pay check and gives me a good QOL. The "culture" stuff is nonsense. It's all artificial BS to con employees into thinking that they're special. Don't buy into it.
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Whatever your reasons are, it's still an important metric to you. Doesn't matter if others who commute in the airline industry think it's absurd or not.

When you interview others for an opening for your company, you set metrics that you think are important to the success of your company. There's a reason no two Airlines in the entire industry have an identical interview process.
 
z987k said:
The special employees will line up in the bread line like everyone else when the pendulum swings the other way.
"But I'm special"

Not to an accountant you're not. Number 11234643824o5u3y please step forward.
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There's a reason the accounting department is separate from Human Resources.
 
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