AA Hiring

From a reliable source.
Tomorrow the powers at be are goin to discuss class size, number of classes, and internal/external mix. Probably smaller classes (7 or so). We do hire in pools so we will probably interview a bunch of folks again, and if they make it to your number, you get a call.
 
dxcopy62 said:
What is the hiring process like at AA? Video interview? Dispatch knowledge tests? Personality tests? Group interview? Individual interview? Each major seems to have their own formula.

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Testing? Well, this is Texas, so an obstacle course, shooting range, basic conversational Spanish, and a defensive driving test that consists of driving along an interstate with literally no straight parts in it at 80 miles an hour while people mindlessly change lanes into you and drive either 30 mph slower or 20 mph faster than you.

Or it could be just the typical interview questions...
 
pljenkins said:
Testing? Well, this is Texas, so an obstacle course, shooting range, basic conversational Spanish, and a defensive driving test that consists of driving along an interstate with literally no straight parts in it at 80 miles an hour while people mindlessly change lanes into you and drive either 30 mph slower or 20 mph faster than you.

Or it could be just the typical interview questions...
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No conduzco el límite de velocidad.
 
bbmikej said:
I know it was up at 1245am central so I am guessing midnight.
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Thanks for the intel.
Last time, they had over 2,000 applicants and invited the first 200 applicants and the last 200 applicants.
So if they're using that process again this year, it's unlikely I'll get an invite this year if my application was submitted by 0820L (Dallas).

Maybe next year.
 
SoftSkills said:
Thanks for the intel.
Last time, they had over 2,000 applicants and invited the first 200 applicants and the last 200 applicants.
So if they're using that process again this year, it's unlikely I'll get an invite this year if my application was submitted by 0820L (Dallas).

Maybe next year.
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This sounds like fake news.
 
SoftSkills said:
Thanks for the intel.
Last time, they had over 2,000 applicants and invited the first 200 applicants and the last 200 applicants.
So if they're using that process again this year, it's unlikely I'll get an invite this year if my application was submitted by 0820L (Dallas).

Maybe next year.
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Yeah, this looks more like a SWA “race against the clock to get a spot” then American. But what do I know, I was the genius who was questioning not getting an e-mail when their e-mail was correct lol.
 
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SoftSkills said:
Thanks for the intel.
Last time, they had over 2,000 applicants and invited the first 200 applicants and the last 200 applicants.
So if they're using that process again this year, it's unlikely I'll get an invite this year if my application was submitted by 0820L (Dallas).


Where does "info" like this even come from? Im sure those numbers are hyper-bogus. But you know now that I think about it...they probably let Porky the Pig root through the middle 1,600 and then select based on his Divine Porcine Purview. That's solid science.
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757Geek said:
Yeah, this looks more like a SWA “race against the clock to get a spot” then American. But what do I know, I was the genius who was questioning not getting an e-mail when their e-mail was correct lol.
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I've heard SWA uses a similar technique with their interview invitations: the first some-odd number who apply get an invite. But I don't work there or at AAL, so I couldn't say for sure.
My only hope is that folks who truly enjoy the profession of Dispatching will get the open job slots. It seems as though the jobs have been going to folks who are only in it for the pay scale, recently, and it shows by the product being put out there. I jumpseat as a commuter and hear a lot of crews complain about how the quality of the dispatch releases and/or flight following is nowhere near what it was even a few years ago. And while I can't fault folks for being attracted to the pay scales at AAL & SWA, it would be nice if the hiring managers would figure out a way to sort out the folks who are truly interested in a long-term career as a Dispatcher who takes pride in putting out a high-quality product and not one of those folks who has a reputation of turning over a shift full of "jack-in-the-box" moments for the next Dx'er to clean up.
 
SoftSkills said:
I've heard SWA uses a similar technique with their interview invitations: the first some-odd number who apply get an invite. But I don't work there or at AAL, so I couldn't say for sure.
My only hope is that folks who truly enjoy the profession of Dispatching will get the open job slots. It seems as though the jobs have been going to folks who are only in it for the pay scale, recently, and it shows by the product being put out there. I jumpseat as a commuter and hear a lot of crews complain about how the quality of the dispatch releases and/or flight following is nowhere near what it was even a few years ago. And while I can't fault folks for being attracted to the pay scales at AAL & SWA, it would be nice if the hiring managers would figure out a way to sort out the folks who are truly interested in a long-term career as a Dispatcher who takes pride in putting out a high-quality product and not one of those folks who has a reputation of turning over a shift full of "jack-in-the-box" moments for the next Dx'er to clean up.
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What do you mean by "jack in the box" moments?
 
A1TAPE said:
What do you mean by "jack in the box" moments?
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Those surprise moments left by the Dx'er who passed down to you that are the unpleasant surprise that you get to clean up. EVERYONE hands down one of these every now and then but that's the exception, not the rule. I'm talking about folks who don't take pride in their work and they hand down sloppy work that hides an "easter egg" of a surprise that needs to be cleaned up by the next Dx'er.
And it isn't limited to Dx'ers...any job that has shift work passed down to someone else has these moments.
To be clear, I'm not saying that everyone does this. What I'm saying is that folks who merely do a job for the pay scale are typically known for doing marginally good work.
 
SoftSkills said:
Those surprise moments left by the Dx'er who passed down to you that are the unpleasant surprise that you get to clean up. EVERYONE hands down one of these every now and then but that's the exception, not the rule. I'm talking about folks who don't take pride in their work and they hand down sloppy work that hides an "easter egg" of a surprise that needs to be cleaned up by the next Dx'er.
And it isn't limited to Dx'ers...any job that has shift work passed down to someone else has these moments.
To be clear, I'm not saying that everyone does this. What I'm saying is that folks who merely do a job for the pay scale are typically known for doing marginally good work.
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LOL youll get that even at regionals...
 
Heliman81 said:
LOL youll get that even at regionals...
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To echo off this -- I'll add, nobody's perfect. What might be a 'gotcha' or three on your shift, you might be leaving the next guy something neither YOU nor those flight crews will realize until an hour or later into the flight. I've definitely had a fair share of oh-shi---'s.
 
SoftSkills said:
I've heard SWA uses a similar technique with their interview invitations: the first some-odd number who apply get an invite. But I don't work there or at AAL, so I couldn't say for sure.
My only hope is that folks who truly enjoy the profession of Dispatching will get the open job slots. It seems as though the jobs have been going to folks who are only in it for the pay scale, recently, and it shows by the product being put out there. I jumpseat as a commuter and hear a lot of crews complain about how the quality of the dispatch releases and/or flight following is nowhere near what it was even a few years ago. And while I can't fault folks for being attracted to the pay scales at AAL & SWA, it would be nice if the hiring managers would figure out a way to sort out the folks who are truly interested in a long-term career as a Dispatcher who takes pride in putting out a high-quality product and not one of those folks who has a reputation of turning over a shift full of "jack-in-the-box" moments for the next Dx'er to clean up.
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That might be true for a very small minority but not for all. The people doing our hiring have done a pretty good job overall. When you have so many people hired in a short time, there are bound to be growing pains. Pilots were complaining at AA about dispatchers when dispatchers hadn't been hired for over a decade. Pilots are the worst people to ask about the dispatch product. Especially now that things are merged there are bound to be complaints from pilots as L-US and L-AA had different ways of dispatching. The two sides still largely do things the way they were done before the merger. Imagine being a pilot in this dynamic and suddenly seeing two completely different types of flight plans and approaches to flight following. There will be complaints but it says nothing about the quality of dispatcher or their passion for the job.
 
SoftSkills said:
Those surprise moments left by the Dx'er who passed down to you that are the unpleasant surprise that you get to clean up. EVERYONE hands down one of these every now and then but that's the exception, not the rule. I'm talking about folks who don't take pride in their work and they hand down sloppy work that hides an "easter egg" of a surprise that needs to be cleaned up by the next Dx'er.
And it isn't limited to Dx'ers...any job that has shift work passed down to someone else has these moments.
To be clear, I'm not saying that everyone does this. What I'm saying is that folks who merely do a job for the pay scale are typically known for doing marginally good work.
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Any examples? are most of them surprise moments due to either unforeseen wx or bad forecasting, or due to other factors?
 
I remember when I went down for an interview, maybe back in 2014ish. Crazy interview process back then. Group interview, MC test, then a timed hand written essay. The essay was what really caught me off guard.
 
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