Originally Posted by
Walter White
Pretty much matches what happened to me during my interview. I did not have any letters and have long thought that this is why I did not get called back for Phase 3. Maybe one letter would have put me over that hump. Not sure, of course a LOR ALWAYS helps... I think it helps more for getting the interview, and maybe a bit less for getting you farther??.... All I know is I've never heard a peep from any airline concerning an interview invite. (including JetBlue where I have quite a few buddies, and exceed the quals of most of what they seem to be interviewing/hiring these days.) But at HA I interviewed almost a week after they closed the last window, with only 1 LOR and healthy but nothing special qualifications. And I ended up being one of those success stories, like CATIII, interviewed 1 time, in class very soon after.
I asked earlier on this thread and did not get any replies, so I'll try again. Anyone have any idea how many of us that completed Phase I and II and are still in that "under consideration" bucket? ie, did not get the "thanks but no thanks" email. 40 or 50? 80 or 100? If I had a guess I'd say it may be more around a couple hundred.. But that's just my belief on how they do the hiring without actually telling people "No Thanks". Any idea?
Anything we could do to increase our chances for a Phase III invite? I know several that have since completed A-320 type ratings. With all the airbuses on order, I would think that this would help us out. Anyway to update our files? I'd say definitely won't hurt. But getting the new type in front of the right people and getting your name pushed farther up the list is what I don't know about. Since it's a very small airline, it seems that the people who run the hiring also have a lot of other responsibilities, my guess is that when they aren't ACTIVELY hiring, they are so busy with other things that they don't do too much "recalibrating" of the hiring lists. IMO
Mr. White
I used to have a good idea of how many they interviewed (roughly) vs. how many applied.. And out of those interviewed how many make it to a class... Unfortunately I have since forgotten the percentages...
The best I can rememeber is we figured they interviewed maybe 400-500 people... (seemed like 30-35 interviewees a week for most of summer 2012 plus any random interviews through Fall etc.. ) Out of those I believe they hired 70 , give or take, so far (rough estimate without a seniority list in front of me)
I don't recall hearing about too many "thanks but no thanks" replies here or anywhere else. So I always assumed that NEARLy everyone interviewed is ranked and has a shot, just depends on Hawaiians needs and where you fall on the list. (which is the super secret part we are all curious about!)
As far as increasing the chances for a Phase III, I really have no idea how to go about submitting an update and getting Hawaiian to notice a new type and move you up the list... Where you fall on the "list" seems to be the silver bullet.. If they were to flush the "pool" and re-interview again, I assume a 320 type would be a major plus, but right now, or how to get them to push you forward is anyones guess...
I've never flown with anyone who knew much about the hiring practices or how they decide.. (I've flown with senior Captains who have a son or daughter hoping to fly for Hawaiian and even they just try to introduce them to the CP or DO etc... And then just play the waiting game)
Please remember I am junior here still and don't have all the ins and outs of Hawaiian figured out yet. I'm sure there is somebody here or somewhere that has much more thorough knowledge of how it's done.. (I just haven't met anyone yet who knows.. The usual response I get when the hiring conversation comes up is "Pure F%%ing Magic"
So take this all with a grain of salt... For all I know you could call and tell them you have a 320 type and be in class in 2 weeks..
When I interviewed and before I got lucky, I tried to just tell myself... "If I don't get called it's not anything I did wrong, it's that too many other people just did it a bit better. I prepared extensively for the interview, so if it didn't work out atleast I knew I tried my best (Grandma in my ear). It could be something small like another intervewee having something really in common with a panel person and that may just put them 1 notch ahead. ( I once did a regional interview where the CP was from the same town as a girl I had dated, and still hung out with occasionally. Really broke the ice kinda of thing since I knew all the landmarkss etc..)
From all angles, it appears that as long as those NEO's show up on time, at some point in hopefully 2015/16, there will be a few hundred more new hires added..
Hope it helps a bit, if I ever run across someone who can shed light on the whole process more accurately, or how to increase your chances, I'll be sure to pass on the info.