Big 6 Experience Requirements

Mainline_or_bust

Mainline_or_bust

Airplanes fly on PFM, Change my mind
Can anyone confirm requirements/typical experience levels for the B6 (UA,WN, AA, DL, FX, 5X)?

From previous posts I saw that UA prefers 2 years, 5X minimum 3, AA had 5 unless you have a degree, no idea fo FX and I can't remember WN. However, I'm looking for Avg. experience and the point at which you'll get an interview almost for sure because of experience at various carriers.

For example if FX were to post in the next year and they prefer 2 years, that doesn't mean that the avg interviewed, and or hired, applicant doesn't have 5 years. Just looking for some incite from those who may know. Obviously there are many factors, looking for ballparks.
 
Mainline_or_bust said:
Can anyone confirm requirements/typical experience levels for the B6 (UA,WN, AA, DL, FX, 5X)? From previous posts I saw that UA prefers 2 years, 5X minimum 3, AA had 5 unless you have a degree, no idea fo FX and I can't remember WN. However, I'm looking for Avg. experience and the point at which you'll get an interview almost for sure because of experience at various carriers. For example if FX were to post in the next year and they prefer 2 years, that doesn't mean that the avg interviewed, and or hired, applicant doesn't have 5 years. Just looking for some incite from those who may know. Obviously there are many factors, looking for ballparks.
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"Prefers" is the key word here. I think if you're in the ballpark, you've got a shot. Meeting minimum experience requirements alone makes getting an interview a crapshoot. I'll say again...network, network, network. Meeting requirements AND having an internal recommendation will boost your chances at getting at least a phone interview. Then it's on you to sell yourself.
 
womanpilot73 said:
"Prefers" is the key word here. I think if you're in the ballpark, you've got a shot. Meeting minimum experience requirements alone makes getting an interview a crapshoot. I'll say again...network, network, network. Meeting requirements AND having an internal recommendation will boost your chances at getting at least a phone interview. Then it's on you to sell yourself.
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Back to the old referral required game I see. I guess I was hoping there is a point where they're like oh you have X amount of time, here's an interview...
 
I know that WN was hiring people with as little as a year of experience during the last dispatch hiring boom. DL seems to have switched largely to internal hiring since they started their own dispatch school, but I believe when they do hire externally they like in the 3-5 years range, preferably with some supervisory experience (ops manager/coordinator.) Unsure on FX but I think they also largely hire internally. UA does more external hiring but as @womanpilot73 says...network, network, network. They often choose who to interview based off of internal recommendations. Their stated minimum is one year, I believe, but two or more years is preferred. Even for the dispatch support coordinator position, which doesn't officially require a license, they normally like to see some 121 or 121 supplemental dispatch experience. (Most DSC's do move on to regular dispatch positions within a year or so.) I think AA does more external hiring also, but I am sure networking plays a role in getting called to test there as well. For better or worse, dispatch is a small career field so networking will always play a large role in who gets a call and who they choose not to call as well.
 
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Mainline_or_bust said:
Can anyone confirm requirements/typical experience levels for the B6 (UA,WN, AA, DL, FX, 5X)?

From previous posts I saw that UA prefers 2 years, 5X minimum 3, AA had 5 unless you have a degree, no idea fo FX and I can't remember WN. However, I'm looking for Avg. experience and the point at which you'll get an interview almost for sure because of experience at various carriers.

For example if FX were to post in the next year and they prefer 2 years, that doesn't mean that the avg interviewed, and or hired, applicant doesn't have 5 years. Just looking for some incite from those who may know. Obviously there are many factors, looking for ballparks.
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For what it's worth, when I got hired, it was due to the breadth of my experience, not my depth. I had about 9 years or experience. About 5 of that was on the desk; turboprops to RJ's to 727's. The rest of the time was spent as an instructor/ATS and as a dispatch supervisor. I had no internal recommendations though.
 
Flying Saluki said:
For what it's worth, when I got hired, it was due to the breadth of my experience, not my depth. I had about 9 years or experience. About 5 of that was on the desk; turboprops to RJ's to 727's. The rest of the time was spent as an instructor/ATS and as a dispatch supervisor. I had no internal recommendations though.
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While I had no formal recommendations, I did know some people where I was hired - I don't know if they asked them about me or not but it's certainly possible. I think the most important thing is to not be the guy that looks good on paper but is a PITA to work with.
 
Mainline_or_bust said:
Back to the old referral required game I see. I guess I was hoping there is a point where they're like oh you have X amount of time, here's an interview...
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Well in that scenario then you're just another name in a sea of names. What sets you apart? I think any hiring manager would prefer to get a recommendation from a respected employee. If an employee is willing to put their name on the line to recommend someone, that's says a lot.
 
It also depends on the type of experience... 121 regional dispatchers seem to have a leg up even with less experience versus someone that works at a podunk charter outfit.
 
MT said:
Nope. At DL licensed dispatchers need not apply. 6 months on the ramp and $2000 is all you need. They'll take care of that licensing BS afterwards.
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It does make you wonder about why they decided to go that route nearly exclusively.
 
Avgirl said:
It does make you wonder about why they decided to go that route nearly exclusively.
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I think the answer is obvious. They are satisfied with the results they get from growing their own dispatchers.
 
Flying Saluki said:
I think the answer is obvious. They are satisfied with the results they get from growing their own dispatchers.
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Isn't this new? Like this year new? So do they have quantifiable results yet? This recent posting is either the second or third class I believe...
 
Avgirl said:
Isn't this new? Like this year new? So do they have quantifiable results yet? This recent posting is either the second or third class I believe...
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My understanding is that Delta used to send their employees through training at Sheffield, or have Sheffield come there to teach a class. It was kind of a cultural thing, is my understanding...Delta normally wouldn't someone to dispatch school that didn't have several years of experience with the company, including time as a supervisor. Unsure of when that arrangement ended but they started hiring externally some years back. Perhaps there has been a push on the management level to do more internal hiring now. I think they still hire some dispatchers externally but a lot less than they did before the school started.
 
manniax said:
I think they still hire some dispatchers externally but a lot less than they did before the school started.
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Hiring has been 100% academy/internal this year. It's been 83% internal the last 2 years.

Bottom line is if you're not an internal at Delta, start looking elsewhere.
 
I spoke to a FedEx recently about their hiring process... According to him domestic guys are almost entirely internal candidates and international guys and externals... My question to one who may have a little insight on this question... Might be dumb but I'll ask anyway.... Does/Would fedex Feeder experience help or hurt your cause? And would a recommendation from a FedEx DXer help?
 
MT said:
Hiring has been 100% academy/internal this year. It's been 83% internal the last 2 years.

Bottom line is if you're not an internal at Delta, start looking elsewhere.
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Wow. That kind of sucks for their regional folks trying to move up. I guess if your heart is set on DL, sounds like the best course right now would be to get hired on by them in an entry-level position and start applying as soon as you're eligible, six months or a year or whatever. That adds a ton of uncertainty into the mix though - no guarantee you'll get a job offer even as an internal, and if you're not currently dispatching you are a less attractive candidate to the other major airlines who are still hiring a lot externally.
 
Wow this thread is certainly making me rethink about leaving ground ops with WN to pursue a regional dx gig.
 
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