American Airlines job fair

Roger Roger said:
plot twist: AAL has recruiters cruising this and other websites. Those of y’all complaining about the job fair are probably not that hard to trace to a resume for “filing”.
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Everybody looks at everything, it's the nature of the internet and "sitting on the toilet bored browsing".

If they're looking for raw feedback, awesome. If they're demanding radio silence of their missteps, not so awesome.

They should always want raw feedback in order to make a better process, I know my friends company absolutely cares about your experience, both positive and negative.
 
Zapphod Beblebrox said:
There is truth to this thread. Why do majors even have job fairs? They have the best pay and benefits why bother? They don't know what the supply looks like. That is my answer. They wonder when the time will come when they can't get the qualifications they want. It has not yet happening and it may not appear at the major level.

They are constantly testing the waters to see what the pool will supply.
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It's not about supply at all. It's really about outreach and to help create a smoother selection process.

Everyone looks awesome on a resume and numerically on an application. Personality-wise, some people are better suited at another carrier. You're not hiring for the Army of the Qin Dynasty, you're kind of hiring for a drum and bugle corps.

Ehh, that analogy probably only makes sense to about three people.
 
Derg said:
It's not about supply at all. It's really about outreach and to help create a smoother selection process.

Everyone looks awesome on a resume and numerically on an application. Personality-wise, some people are better suited at another carrier. You're not hiring for the Army of the Qin Dynasty, you're kind of hiring for a drum and bugle corps.

Ehh, that analogy probably only makes sense to about three people.
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Drum and Bugle Corps?! I actually have experience with that!

*frantically updating my resume because of something I read online*
 
Finny said:
Drum and Bugle Corps?! I actually have experience with that!

*frantically updating my resume because of something I read online*
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Quality versus quantity.

A vast majority of resumes look awesome.

A vast majority of applications look awesome.

A number well south of "vast majority" of applicants are good quality "raw meat" to turn into a Uboat commander.
 
Derg said:
Quality versus quantity.

A vast majority of resumes look awesome.

A vast majority of applications look awesome.

A number well south of "vast majority" of applicants are good quality "raw meat" to turn into a Uboat commander.
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And hiring the wrong person is far more expensive than spending a little extra to vet a little more thoroughly.
 
ATN_Pilot said:
I can think of a lot of better ways. But I guess this is what happened when non-pilots in HR are allowed to decide.
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So, I need to preface this with the fact that I'm not defending any particular method or group. There are poor aviators who make it through in the military (hence why you should really look hard at a guy who has ended his active duty service commitment with less than about 1000 hours or who are light on quals...there's a reason). With that said, I sorta feel like its the other way around. AA has made former military a large slice of their hiring for what seems like generations. It seems that it would be a decision made by the pilots in their hiring departments. Like "most of us are former military and we want more of that even though the HR folks say it's sort of arbitrary". It is brought up often that everybody who applies can fly a plane. It's the other stuff (personality type, background, alcohol tolerance, etc) that really make a candidate a good fit.

What sounds like non-pilots (and even non-HR) reaching into the hiring department is the flows. You have two very different hiring philosophies going on at AA. One is 'let's hire this demographic (#triggered) who is a well known quantity as far as personality and trainability'. The other is 'let's hire this group of dudes who didn't get fired or walk away from the WOs without even finding out who they are. They must be good.' It's the juxtaposition between the two methods that have me scratching my head more than their hard line on either of the two groups.
 
This comes down to networking. I think the biggest factor in standing out or getting noticed is exactly that. EVERY SINGLE friend of mine in this industry that busted their hump to network has moved on to a better job. People want to see that you want to work there. Going to Sky Ball is a real good indication. Keep the faith.
 
Flyinthrew said:
So, I need to preface this with the fact that I'm not defending any particular method or group. There are poor aviators who make it through in the military (hence why you should really look hard at a guy who has ended his active duty service commitment with less than about 1000 hours or who are light on quals...there's a reason). With that said, I sorta feel like its the other way around. AA has made former military a large slice of their hiring for what seems like generations. It seems that it would be a decision made by the pilots in their hiring departments. Like "most of us are former military and we want more of that even though the HR folks say it's sort of arbitrary". It is brought up often that everybody who applies can fly a plane. It's the other stuff (personality type, background, alcohol tolerance, etc) that really make a candidate a good fit.

What sounds like non-pilots (and even non-HR) reaching into the hiring department is the flows. You have two very different hiring philosophies going on at AA. One is 'let's hire this demographic (#triggered) who is a well known quantity as far as personality and trainability'. The other is 'let's hire this group of dudes who didn't get fired or walk away from the WOs without even finding out who they are. They must be good.' It's the juxtaposition between the two methods that have me scratching my head more than their hard line on either of the two groups.
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Personally, I'm a big supporter of flows. But I do agree with you that it's an odd juxtaposition at AA.
 
ATN_Pilot said:
Personally, I'm a big supporter of flows. But I do agree with you that it's an odd juxtaposition at AA.
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Not odd, flows are something they had to do to keep staffing their RJs without having to increase pay substantially to do it, the other is hiring who AA really values. And through that, they end up with a fair mix of 50/50 civil to mil.
 
Kingairer said:
Ehh, don’t know about that, if that’s the case then every regional pilot is an intern.
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Isn’t that basically what the airlines are saying? “Here, fly our passengers, on our aircraft, in our livery, for pennies on the dollar and maybe someday you will have enough experience and qualifications to come work for us.“

Flow simply guarantees that you get that seat one day. Perhaps “residency“ is a better term, though I hesitate to analogize pilots and doctors unnecessarily.
 
Well, if we don't like the way airlines are hiring today; we can set the way back machine to 1960....

To get hired at a "trunk line" you HAD to be military, and oh yea, under 30. If you weren't in that demographic, you could fly charter, corporate (what little there was), flight instruct until the end of time, or work for a "local service carrier" at reduced compensation, which looked an awful lot like today's regionals.

Finding a "good deal", getting into management and then only inviting your buds is as old as human history. Not sure why anyone is surprised at that.
 
FlySooner9 said:
wonder how long AA will be able to sustain that high of a percentage military.
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Nobody specified WHOSE military. Right? ;) There’s all kind of supply.

Lev-Andropov-Armageddon.jpg
 
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