Flagship_dxer
Penske Material
October class will have 16. A mix of internals and externals. No word yet on classes in November and beyond.
AA Dispatcher June 2023
- Thread starter Bobber
- Start date
October class will have 16. A mix of internals and externals. No word yet on classes in November and beyond.
gullwing93
Well-Known Member
So there's a September, an October, and a November class?
Flagship_dxer
Penske Material
Yes for September and October. Maybe for anything else.
Flagship_dxer
Penske Material
Yes thats correct. Nothing beyond these two classes yet.
gullwing93
Well-Known Member
Have all offers for November been sent out? I know a lot of people got pool emails - even some that didn't interview. Whereas people who interviewed got their statuses updated to "Not Selected", but with no email.
dprestrepo92
Well-Known Member
I’m in that exact boat
ForrestGump
Active Member
Just got a tbnt. Congrats to everyone who moved forward.
MacJohn92
Well-Known Member
Me too. Congrats to those who got offers or are in the pool.
It appears that MQ intentionally withheld key personnel like trainers, comp checkers, and SMEs for the anticipated FlightKeys rollout. This decision to go above and beyond may have inadvertently hindered these candidates, as they became irreplaceable and may now discourage others from stepping up in the future. It seems like a good business strategy but could be detrimental to employee morale and growth.
It's a bold move cotton. We'll see how it plays out.
It's a bold move cotton. We'll see how it plays out.
It would be pointless to hire people with FK experience. Domestic doesn't have it yet at AA.
bbmikej
Well-Known Member
As in, Envoy told AA they couldn't have certain people because their knowledge was too valuable for them to lose. They didn't want AA taking all their trainers and what not. So the people who went the extra mile are being passed over for people who didn't want any extra responsibility.
Bustedcropdusta
Well-Known Member
I've seen that happen to at my shop as well. The word going around was that if someone promoted to Sup or Training and had less than x amount of time in that position then they wouldn't be given the green light by our management to be hired over to mainline. It's crazy to think that's possible considering we're not even a wholly owned regional. I understand why they do it, but it takes away incentive to put in the extra effort when you see that happen. (At least when your goal is to get out of the regional environment.)
As much as I personally wouldn't mind working for a partner carrier in their mainline shop, the likely quickest path would be to hop over to a ULCC or other competitor for however time and then (if for whatever reason I wanted to move again) I could go to whatever carrier that would be.
Same thing happens all the time with CA's at regionals wanting to go mainline. They take the upgrade working for a UX carrier or something wholly owned like Horizon or Envoy just to be denied a job at UA, AA, or AS. Good thing WN is always looking for pilots and Dispatchers lol.
MT
Well-Known Member
I get the flawed logic, but there’s other majors who would snap them right up. Just doesn’t make sense in reality. You’re losing your talent either way, why not keep them “in house”
Some don't have the ability to go to a different major. They have family or ties to DFW so it is either AA or SW.
I believe it's laziness on the part of management. Why train new people when you can just let go some fresh new hires, and replace them with another batch in 3 months.
AA also did away with the old hiring practices so that could be a factor as well.
I believe it's laziness on the part of management. Why train new people when you can just let go some fresh new hires, and replace them with another batch in 3 months.
AA also did away with the old hiring practices so that could be a factor as well.
DeltaVictor
Well-Known Member
ENY holding more qualified employees back is not something that just started happening. Been happening for a few years.
