airworld22

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.

airworld22

I suggested feedback as a means to follow a path to get back to that level. This idea that I expect anything beyond that is pure conjecture.

airworld22

To everyone piling on top of me here with sarcasm and jokes, if you read the previous posts I made, I stated that feedback is what I’m looking for. That’s all.

I’m looking for productive dialogue here.

I also suggested that I’m willing to go to SIMCOM and pay the 5k out of pocket if I have a cjo. To go another step further I would still sign a 24 month training contract that says if I don’t make it through ioe, I’ll pay back the cost of training.

Is that not a fair suggestion?

groundlooper

suggesting that corporations provide individualized feedback to every applicant they get is at best naive. An individualized training contract is also nonsensical. Welcome to job searching in the 21st century, no one is going to hold your hand and coddle you. It's standard in many industries to apply to 100's of jobs and never hear anything back. It sucks, but that's life

In short, they don't do what you suggest because they don't have to.

airworld22

Show me where I suggested “individualized feedback to every applicant”.

I am an ATP holder. I have 121 experience. Two type ratings. Clean record. Medical.

The only thing I’m missing is recency of experience.

If I was coming with a DUI, no 121 and no ATP than a simple TYNTY generic email would suffice.

I’ll wait wait for your response.

dremaldent

That would still be literally hundreds of responses all to say you don't have enough recent experience.

airworld22

That is a great indicator that a program should be developed to recruit pilots that are not current but have the other requirements.

chrisreedrules

Wby would an airline spend that money when they don’t have to? There are hundreds and hundreds of qualified and current pilots looking for jobs as we speak.

I don’t mean to be rude but you aren’t special or unique. There are pilots with 10,000+ hours of 121 time that aren’t getting calls back from regional airlines right now. Your attitude about all of this is honestly strange and you seem to have low SA about the current state of the industry. Yes things are getting better, but there are still a ton more qualified applicants than there are jobs this very moment in time. And all of them require you to be current.

Flip the script here for a second... From a recruiter’s perspective, why would you give someone the time of day, no matter how much previous experience they have when they applied but don’t meet the basic minimums? If being current is a minimum requirement then why wouldn’t you go out and get current before applying? Do you really want to work here if you aren’t even current? I already have too many questions and I have a stack of resumes from pilots I have no questions about. NEXT.

airworld22

The basic minimums? I do meet the basic minimums.

“Recency of experience will be considered”.

“considered” does not mean required. Change that language and stop wasting my time.

I have no problem going to SIMCOM and paying out of pocket for that.

Clearly this is not about solutions. It’s about poor culture that needs to be corrected.

airworld22

Also, I am special and unique.