Originally Posted by
Mickey
Not sure I subscribe to this. Does the HR interview filter out bad pilots? No. Does it find the best pilots? No. But by and large it filters out people who don’t give a ******* about having the opportunity that is before them. 99% of ATP’s can be taught to fly the airplane the way we want them to fly it. A lower number than 99% of ATP’s can properly integrate into our culture.
Doesn’t filter out the bad & doesn’t find the best but it’s a good system? Does filtering out the people who “don’t GAS” mean “identifying the people who won’t pay $1K-$2K to increase their odds”? Pretty screwed up way to determine who your people are if you ask me.
And I 100% agree with what you’re saying about identifying personalities, but you’re gonna find out a lot more about someone by asking them about their last vacation, the car they’re rebuilding, the soccer team they coach, or their goal to visit every MLB stadium- whatever- than asking them to parrot back a handful of pre-rehearsed TMAAT monologues that may or may not be complete BS.
If you shot the sh— with me for 5 minutes in the cockpit you’d learn more about me than you would in 3 hours of me reciting TMAAT responses that I paid someone $1K to teach me how you like to hear them. It’s a weak way to learn about someone there’s just no incentive structure to change it.