Originally Posted by
tonsterboy5
I’m sure the training department will thank the recruiting department on this one. He knows he can fly after years away. I don’t think he has done much research on Air Wisconsin’s training program and the success rate of those who have spent years away.
Mitigating investment risks with potential failed recruits isn’t hard. Instead of guessing who can succeed based on recency of experience, create a recruiting strategy that offers multiple opportunities to various backgrounds and experience levels.
As an example, I was hired by eagle with 370 hours. They offered a RJO program and a 24 month training contract. That protected them from loss in training costs. I stayed for 8 years. My buddies also did the program and are all at mainline AA now.
I am familiar with AW training program.
Also, input is extremely important in today’s business world. I own a successful construction company and I listen to my contractors. Culture is everything.