Send me a URL to their Facebook page, my friend would love to see how they handle applicant questions. Plus, what do you guys use for post-event applicant polling?
Still waiting on that link to the direct interface UAL has with its applicant pool. I'd seriously love to see what their insight is on it. Seriously.
We fly airplanes. We're not working for some trendy tech company in Silicon Valley. Being "well-rounded" has nothing to do with how well you fly an airplane. You know, the thing they pay us to do. In what industry does more experience make you less marketable? It's just so backwards.
But hey I don't own these companies. They can use whatever hiring process they want, they're writing the checks. It's pretty obvious HR has taken over for the most part and has made it into the circus we see today.
Well, they're looking for a very particular person. Without my friend seeing your application, he has no idea what's really in there or what, if anything, is holding you back. Remember, one can be Buzz Aldrin in real life, but the application may make the applicant look like Jeff Spicoli from "Fast Times at Ridgemont High". He's seen this, a lot.
Apple makes operating systems, Microsoft makes operating systems. Two different companies essentially with two different corporate cultures and expectations of employees but two similar products. They're going to look for different intangible things in people they're looking to recruit and a lot of that is, well, not easy to tell through a quantitative number grid.
Again, like I've said before a number of times, my friend did not create this system. He's more than happy to forward your suggestions up the food chain where they'll be taken seriously.
There's no way to tell if someone flies well or not short of sitting on the jumpseat for a week to see how he communicates, exhibits aircraft control, meets operational challenges, etc. No one flies a Frasca for a living and it'd be idiotic to put a CRJ pilot into a 767 simulator to "see how he flies" because he's not trained. Hence, no simulator check.
Remember, everyone applying is a pilot. Everyone has cross country, some jet time, the FCC restricted radiotelephone license, yadda yadda yadda.
What are your suggestions?
I would REALLY like to see two things:
1)Is my application really in the system? I've heard of apps becoming lost in the electronic ether. True or not, I have no idea. But it sure would be nice to see something indicating Delta has it.
2)Some feedback for the internal scoring/ranking (whatever you call it) when an applicant has their stuff submitted internally to HR by a Delta pilot. Having gone through this last summer, I never heard a thing. Again, my paranoia has me wondering if anybody actually even saw it?
Not hearing a single thing ("fix-it" email or otherwise) after having a continuously updated app on file for a few years is very frustrating.
Good points. The job fair can serve as a personality screen in some cases. You do meet some very "eclectic" people sometimes. Face time is always good because you're able to see if the candidate has the comportment to be an asset to the company. It's assumed that 100% of the people in your applicant pool can fly the hell out of an airplane because there's no simulator check. But only a percentage (large? small?) are going to actually fit your corporate environment.
The heavily weighted internal recommendation thing is a double edged sword. We have a deeper level of social networking and some people crank out letters of recommendation like beads at a Mardi Gras parade. Fifteen years ago, you wouldn't dream of giving a letter of recommendation for a person you either haven't met, but today the average new hire is barraged through Facebook by people they only "electronically" know and that dilutes the pool of genuine letters of recc.
I like the internal recc idea. I think there should be a weighting for the total number of reccs you have in the system at any one period and some feedback to the author about if the candidate was competitive or not and if there was some sort of circumstance which is going to prevent further evaluation.
One way some companies are trying to get around this is saying that all you need is one and additional LOR's aren't necessarily beneficial. If my friend had a quarter for every "Life is unfair, I have 30 LOR's on file and you still haven't called", he'd have his own private Super Tucano. How many of those LOR's are from people the applicant has a deep professional relationship with or has actually flown extensively with? New hires, with their newfound popularity, crank those things out like gangbusters.
On registering, there are people that are really good at the system who are able to pick up the scant amount of available passes. One thing that some companies (not all, unfortunately) are doing is making it so it's only beneficial to meet with the recruitment team once per year. So that way, if you're talking to 1000 per job fair, you technically should be able to get through roughly 4000 individuals if you're running/attending quarterly job fairs. Unfortunately, there are some corners of the internet that say "Go to them all! They want to see that you're motivated! They give points!" which isn't necessarily true. I know one airline who gives points for the number of fairs you attend and I really wish they would stop.
The average traditional job fair attendee drops easily $800 to $1000 just to get there and it's created an industry, of sorts, and it really shouldn't be that way because it's expensive and soul-crushing.
Keep the suggestions coming, my friends airline is certainly listening and wants to make a better system.
I like th @Capt. Chaos approach to internal recs.Having done a little (I mean very little) hiring myself, I agree with you on the internals...to me if the system is set up correctly they are golden. I've read where a notable box-hauler has decided to give their pilots one recommendation every ten years...TEN YEARS! You think they had a problem with too many recs?? That's definitely overboard but I think they were, at least, headed in the right direction. Maybe something along the lines of one recommendation per year of service each year with a max of 5 yearly recs or something along those lines might be more effective....who knows
Keep the suggestions coming, my friends airline is certainly listening and wants to make a better system.
1)Is my application really in the system? I've heard of apps becoming lost in the electronic ether. True or not, I have no idea. But it sure would be nice to see something indicating Delta has it.
Not hearing a single thing ("fix-it" email or otherwise) after having a continuously updated app on file for a few years is very frustrating.
I would REALLY like to see two things:
1)Is my application really in the system? I've heard of apps becoming lost in the electronic ether. True or not, I have no idea. But it sure would be nice to see something indicating Delta has it.
2)Some feedback for the internal scoring/ranking (whatever you call it) when an applicant has their stuff submitted internally to HR by a Delta pilot. Having gone through this last summer, I never heard a thing. Again, my paranoia has me wondering if anybody actually even saw it?
Not hearing a single thing ("fix-it" email or otherwise) after having a continuously updated app on file for a few years is very frustrating.
Having done a little (I mean very little) hiring myself, I agree with you on the internals...to me if the system is set up correctly they are golden. I've read where a notable box-hauler has decided to give their pilots one recommendation every ten years...TEN YEARS! You think they had a problem with too many recs?? That's definitely overboard but I think they were, at least, headed in the right direction. Maybe something along the lines of one recommendation per year of service each year with a max of 5 yearly recs or something along those lines might be more effective....who knows
Like a "thank you for submitting" or something like that?
Or at least a "Your application is on file"?