Originally Posted by
CAirBear
Exactly. It’s pretty ridiculous the number of guys, at my last job, who would get the Hogan and then told to get lost. One got to retake it 1.5 years later (and passed), the others are all at Delta and one is FedEx. So they weren’t good enough for United, but obviously more than capable to fly at your competitors? So so stupid, especially since United was a lot of these guys dream job.
What is the unions take on the Hogan? It sounded like they are not a fan of this at all. They aren’t stupid and they have to know that for every applicant United rejects, with the Hogan, practically all end up at your legacy counterparts/competition.
If they want to use the Hogan, so be it, but I feel United is really doing a disservice by not at least interviewing these guys face-to-face. There are tons of great people who would be terrific that they are missing out on.
I also failed Hogan, but ended up at Southwest a couple months later, so I never bothered reapplying at United. Had several UAL recommendations including 2 chiefs, but apparently, Hogan knows better.
I guess that's not nearly as bad as the guy whose entire family was UAL, he had something like a dozen recommendations from UAL pilots who flew with him earlier, he also had several chiefs' recommendations who tracked his career and still, he got shot down by Hogan. THAT was horrible...
The impersonal nature of outright rejecting a candidate solely based on an unproctored personality index speaks volumes about the underlying corporate culture and attitude towards its employees. The personal recommendations and experiences the current employees had and share with the interview/selection team regarding an applicant do not matter, yet a computer algorithm is all that matters. Cold...
Gotta say I've become a pretty big fan of SWA and FDX's line-oriented-interview (LOI) portion as opposed to something like Hogan. The interview team actually meets with an applicant. They run him/her through the process and score the applicant. They actually get to see what the person would be like on the line under a professionally stressful situation which is where, according to the interviewers I flew with, you learn far more about the individual than you do by a true/false vague question personality index like Hogan.
But when it's all said and done... it's United's choice to use any screening tool they want, and if you want to work for United, yours is to do what they want and hopefully, you'll make it through.