NowCorporate
I'm not sure why pilots think the wall in their way is the rating. Its the largest myth and excuse in our industry. It's the whole package. Good jobs want to hire stable, known people....they dont care about a type rating.
That is solid gold truth. Everyone thinks that a rating is the key, and truth be told, it isn't in the Top 3 requirements.
Top 3, IMO:
First, can he/she fly a plane well and pass the rating course.
Second, can we trust him with our people and do all the elements of the job competently and cheerfully. Yes, being likable is a factor.
Third, can we go out for two weeks, across the globe, and come back friends. A lot of the flying can be difficult, stressful and full of change; one needs to roll with the punches. That doesn't mean ignoring the rules; it means diplomatically getting the job done within them. Sometimes you have to say no and have an alternative plan.
A resume and a little background knowledge (a trusted reference, personal knowledge) answers number one.
The interview does number two and three. The company HR program will vet whether the candidate is honest, trustworthy with company matters and property. Any one hiring for a $50 million plane can do the required background checking in today's world, but personal knowledge and comfort is vital. My current position was the result entirely of personal contacts and references. It's a good one, I ain't leaving.
For the candidate, find out all you can about the department. Inquire, a lot. You need to know what they do, who they are and understand you won't change it. Visits, with an appointment; help, as several casual conversations, where you only express your interest in them and who you are can be far more valuable than the interview. They see you in an unguarded setting and you see them the same. If you don't like international flying and all they talk about their last visit to Beijing, you won't be happy and getting the job maybe a bad idea, however much you want it. If they go to the same two cities 90% of the time and you're itching to see the wild blue yonder, maybe not, unless the experience is too good to pass on.
If the guys are all ex-military, chances are the next hire will be military and vice versa for all civilian. No offense, but it seems that way. It is more a matter of comfort and common experience, than competence. I have seen many departments (a feature, not a bug of my job) and entirely civilian ones run by an airline furloughee can, and are, just as good as one run the 89th Airlift Wing. Two-pilot shops can, and are, every bit as professional as the Fortune 50 department with 6 planes and 30 pilots. It is a matter of department leadership and the relationship with the ultimate Boss.
GF
Not the Gulfstream 100!
