AA Hiring Soon

autosave36 said:
So far on this forum you have

  1. Inquired as to whether or not Allegiant would hire someone with ops experience but no dispatch experience.
  2. Inside of a month later, complained that Alaska wouldn't hire you because you were "too old." Called them Pathetic. I asked you then if you had any experience at all, given your earlier post. And If you had no experience, i asked you whether you can blame a major for not hiring you when you're not an internal. You didn't reply. Why is that?
  3. Stated you hung up on Mountain Air Cargo a year prior when they told you what they pay. Given you posted that in 2024 that would mean this happened in 2023, so You.. ya know... could have acquired enough experience to go to AA... But ... putting in actual time in this field for someone willing to give you a chance is seemingly beneath you.
So, my suggestion is to look into a truck driving school.
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Someone's office coffee pot has a DEF sticker on it...

😂😂😂
 
InspectorDX said:
I have to agree with NearestAlternate on this one. It seems like the familial aspect is just, if not more a weight when it comes to hiring at AA at times. I have seen many people cross the line over to AA who couldn't even handle a desk, or if they could only barely. Fresh, not even through a season dispatchers. Maybe things are changing now as the market becomes more competitive, or at least one would hope. It's a shame to see some truly exceptional dispatchers get passed up time and time again.
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I don't like him using names of specific dispatchers in a thread on this forum. One dispatcher he named in particular had prior dispatch experience before coming to AA.

I meant to make this point earlier in the thread but I need to make it now. One of the issues I see is the people who are in charge of hiring have no clue what actually makes a good dispatcher. I get having a test as part of it, but the test is all theory and as anyone who has dispatched knows theoretical is way different than practical and I want dispatchers who are good at the practical way more. My understanding is that there were three people in the actual interview room. One of them is an actual dispatcher from the training department who is in the union. (For some reason the former PAFCA president actually wanted no union involvement in the hiring process). One of the others is some Managing Director who has no dispatch experience whatsoever and believes that the dispatch workload is currently too low at AA despite several ASAPs on the issue. The third has already been mentioned here. And what I have seen in recent years appears to be some good dispatchers getting passed up, and some of the recent new hires washing out in training. I am glad that the training process does weed out these individuals but to me it seems like it cost the company way more money then if they just got the hire right in the first place.

Bottom line is this. When you got people in charge of hiring that don't know what makes a good dispatcher, you will see a lot of people slip through the cracks and good ones not make it. And that is exactly what we have seen. And this didn't just start with this crew. I know people who were hired by former people in charge of hiring who to this day I wonder why they were chosen over people who I know weren't chosen.
 
I Like IKE said:
Nope. Never claimed to. But it must have been decent, because I have no family members in the IOC and it certainly wasn't my stellar personality that got me the job.
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Well, you claimed Nearest Alternate was talking out their APU exhaust pipe for claiming some people didn't pass the test and got hired. Since none of us know our test grade, we can't assume everyone hired passed the test.
 
SF2024 said:
Well, you claimed Nearest Alternate was talking out their APU exhaust pipe for claiming some people didn't pass the test and got hired. Since none of us know our test grade, we can't assume everyone hired passed the test.
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I never claimed everyone hired passed the test. My point was Nearest Alternate was calling people out by name, saying they didn't pass the test and were hired anyway, even though none of us know our test grade. So they were very much talking out their APU exhaust pipe, and it just comes off as sour grapes and like someone making excuses rather than taking a look in the mirror.
And being someone who works at AA, I have had no problem with anyone that was named.
 
Nearest Alternate said:
There's plenty of people up there that got hired that didn't pass the test. Miranda???? GK hires who he wants (like the entire Bodrie family line) and claims it's the test when no one can even see the grades.
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Every manager hires “who they want”, there isn’t a single job out there where it isn’t that way. What’s your gripe where you feel the need to drop names on a public forum? Why don’t you drop yours or an employee number since you want to air stuff out?
 
SF2024 said:
Well, you claimed Nearest Alternate was talking out their APU exhaust pipe for claiming some people didn't pass the test and got hired. Since none of us know our test grade, we can't assume everyone hired passed the test.
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the folk who were offered jobs don’t even know their test score. what the hell makes you think those who didn’t will?
 
BruinsFan said:
I don't like him using names of specific dispatchers in a thread on this forum. One dispatcher he named in particular had prior dispatch experience before coming to AA.

I meant to make this point earlier in the thread but I need to make it now. One of the issues I see is the people who are in charge of hiring have no clue what actually makes a good dispatcher. I get having a test as part of it, but the test is all theory and as anyone who has dispatched knows theoretical is way different than practical and I want dispatchers who are good at the practical way more. My understanding is that there were three people in the actual interview room. One of them is an actual dispatcher from the training department who is in the union. (For some reason the former PAFCA president actually wanted no union involvement in the hiring process). One of the others is some Managing Director who has no dispatch experience whatsoever and believes that the dispatch workload is currently too low at AA despite several ASAPs on the issue. The third has already been mentioned here. And what I have seen in recent years appears to be some good dispatchers getting passed up, and some of the recent new hires washing out in training. I am glad that the training process does weed out these individuals but to me it seems like it cost the company way more money then if they just got the hire right in the first place.

Bottom line is this. When you got people in charge of hiring that don't know what makes a good dispatcher, you will see a lot of people slip through the cracks and good ones not make it. And that is exactly what we have seen. And this didn't just start with this crew. I know people who were hired by former people in charge of hiring who to this day I wonder why they were chosen over people who I know weren't chosen.
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Stop saying things that make sense. Thats not allowed around here. You know that.
 
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