My hiring process?

Take, say...six check airman and put them in six rooms. Call in 36 applicants for an interview. Give each check airman six candidates to interview in the morning. Give each check airman 30 minutes with the applicant. Then, each check airman takes his/her six applicants to lunch. After lunch, the check airman invites as many of the six back to a sim ride in the afternoon. Those that get a thumbs up by 5PM are hired.

I don't believe in accruing points for being a member of a club/association, and I certainly don't think 20 job fair appearances is worth anything. Have a good interview with a trusted check airman, have a good lunch, then take a hop in a sim. No HR required/needed.

We don't have HR in the room when we do our simulator briefs, pre-departure briefs, sim checks, long haul trips, and they certainly aren't invited to the bar for debrief after a long day, so why exactly do we need/value their input? The only time HR is around is when something's wrong. Someone getting disciplined... I think HR should handle benefits and that's about it. But, if there is a lesbian pilots association is it possible to join that as an honorary member or as a supporter?