There are many examples of folks getting hired (Male and Female) with substantially less qualifications then their peers who where interviewing with them.


Back in the Late 80's/early 90's UAL had a problem with "Preferrential" hiring because of an EEOC lawsuit. The difference there was (and I am not sure it changed) UAL's advertised minimum hiring qualifications were 300hrs and a commercial instrument. We all know that 98% of the Non-preferrential people hired had well in excess of those mins.

The problem we have seen at FedEx too (actually it is not really a big problem, but it has happend more than a few times and maybe at your airline too), is that a few Pilot candidates with either BIG connections or a Preferred EEOC candidate got hired with less than the stated minimums.... There is the real Rub. Fedex use to publish the list of new hires with where they came from and what they flew............they stopped doing that because of a few C-172 and piper seminole pilots. FedEx has always had pretty high miniums. That 1000 Turbine PIC requirement got many folks excluded, even if they had 10,000 as a Legacy widebody FO or Heavy Military time.

The point I think others were trying to make is....The Airlines HR folks should set their mins and stick to them. If they need to change those mins based on the availablity of Pilot applicants so be it but stick within the mins. If you really think 300 hours with a commercial is enough, then Great, hire a bunch of folks with those Mins, not just EEOC affirmative action folks. If the Hiring mins are higher (like we all think they should be) then hire folks that fit those mins.................We aren't allowed to "Bust mins", why should the Company HR folks be allowed to. Always be above board and there is never a problem.