The AA Flow-Thru Agreements MUST END
11-19-2019, 07:00 AM
#111
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Joined APC: May 2017
Position: 175 CA
Posts: 1,285
Originally Posted by AverageCoffee
I don’t think it would hurt to have a barrier or two added to the flow. Like a training record review or a look at a personnel file. Probably way past time to go back and change that process...
Anyway, toward the end of my stint on the 190 a captain told me the following story: He had been hired by Airways from Mesaba. When he was at Mesaba a captain there had been, allegedly, drugging and sexually assaulting flight attendants. Crazy story today, back then he was allowed to resign. Fast forward to this 190 CA showing up at the CLT training center for an R9 and guess who’s strolling around... the guy now works for PSA and gets to walk in the door at AA.
The flow serves its purpose in many ways. It alleviates the pressure on HR to interview and hire an enormous amount of pilots and acts as a recruiting tool for the wholly owned regionals. If it was causing a giant headache for AA they would change it.
Anyway, toward the end of my stint on the 190 a captain told me the following story: He had been hired by Airways from Mesaba. When he was at Mesaba a captain there had been, allegedly, drugging and sexually assaulting flight attendants. Crazy story today, back then he was allowed to resign. Fast forward to this 190 CA showing up at the CLT training center for an R9 and guess who’s strolling around... the guy now works for PSA and gets to walk in the door at AA.
The flow serves its purpose in many ways. It alleviates the pressure on HR to interview and hire an enormous amount of pilots and acts as a recruiting tool for the wholly owned regionals. If it was causing a giant headache for AA they would change it.
There were people hired at Airways in the 80's/90's who would not get hired under Envoy's standards today. One current 777 F/O I know of specifically with an egregious accident/incident record.
It's also important to remember this isn't yesterdays AMR. Even off the street AA's interview is by far the easiest amongst the Big 3, and easier than Southwest/Fedex. It's like a 90% acceptance rate. Higher than Envoy/PSA/PDT if we're being honest.
11-19-2019, 08:17 AM
#112
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Joined APC: Nov 2013
Posts: 854
Originally Posted by AverageCoffee
I don’t think it would hurt to have a barrier or two added to the flow. Like a training record review or a look at a personnel file. Probably way past time to go back and change that process...
11-19-2019, 09:22 AM
#113
Banned
Joined APC: Jan 2015
Posts: 177
Originally Posted by Excargodog
Sounds like a few people are trying desperately to pretend that raw milk put through a cream separator will yield half and half from both spigots.
That isn’t my experience.
That isn’t my experience.
11-19-2019, 09:25 AM
#114
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Joined APC: Jan 2015
Posts: 177
Originally Posted by Varsity
It's also important to remember this isn't yesterdays AMR. Even off the street AA's interview is by far the easiest amongst the Big 3, and easier than Southwest/Fedex. It's like a 90% acceptance rate. Higher than Envoy/PSA/PDT if we're being honest.
11-19-2019, 10:20 AM
#115
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Joined APC: May 2017
Position: 175 CA
Posts: 1,285
Originally Posted by Bluetaildragger
It’s very hard just to get an interview at AA. That’s the big hurdle here, compared to UAL and DAL. They only call you in if they believe they want you to be a pilot here. The high acceptance rate doesn’t make it comparable to a regional by any means whatsoever. That’s an absurd analogy.
11-19-2019, 11:56 AM
#116
Line Holder
Joined APC: Feb 2018
Posts: 35
Originally Posted by Varsity
AA is interviewing the same candidates as DL/UA/FX and has by far the highest acceptance rate. What's absurd about that?
I'd say AA has a pretty good feel of a candidate before they step foot into the interview, more so than some other carriers.
If they had both of those processes in place, and had a high interview failure rate, that would indicate a problem with the process, not the candidates.
The whole point of pre-screening these days in all different industries is to not waste your time interviewing someone who you're going to just end up turning down.
If you have a high pass rate and the person being hired ends up being who you're looking for, what's the problem with the process?
11-19-2019, 12:14 PM
#117
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Joined APC: Jun 2019
Posts: 303
Originally Posted by Varsity
AA is interviewing the same candidates as DL/UA/FX and has by far the highest acceptance rate. What's absurd about that?
11-19-2019, 12:39 PM
#118
Line Holder
Joined APC: Sep 2019
Position: 737
Posts: 78
Originally Posted by Varsity
Again, Can't speak for PSA or PDT, but Envoy has some of the strictest hiring standards amongst regionals right now.
And I believe it. The 1500 hour rule hit the regional airlines hard and qualified candidates were hard to come by. FOs were taking 80 hours to complete OE and even then the regular line captains were left to teach... A LOT.
Anyway. Happy to hear it has gotten better (at least at Envoy)
Jumping back... if AA had a problem, they would change it. If the rumor of 10+ probationary pilots being fired last year is true, then the bad apples make themselves known and the current system works just fine.
11-19-2019, 01:13 PM
#119
Banned
Joined APC: Jan 2015
Posts: 177
Originally Posted by Varsity
AA is interviewing the same candidates as DL/UA/FX and has by far the highest acceptance rate. What's absurd about that?
11-19-2019, 01:26 PM
#120
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Joined APC: Dec 2007
Position: Hot tub for now
Posts: 1,203
Originally Posted by ZeroTT
I don’t think the knock is against their stats. It’s the “I can’t make it to the majors the normal way” enriched hiring pool and “i can make it to the majors the normal way” depleted flow stream that people object to
Your Daddy at mainline finances your college/flight training. He walks your resume into the CP office and at 2000 hours your “hired”. (And by YOU I mean a Son/daughter of an Airline Pilot)
Vs
A regular guy off the street. Flys 10,000 hours all over the northeast. Doesn’t have the golden ladder available to him. Waits his 10-14 years to flow. Now he gets to fly all over the northeast. But at a Mainline pay scale.
People are people. I’d like to think once you get to the mainline level everyone has the equal amount of talent to fly a jet from A to B.
There were people hired outside the flow that were, well let’s say, on thin ice before.
The flow allows people to be put into a group. Then the group analyzed. Then segregation. Then Generalizations. Just as this thread has become.
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