American interviews and class dates
#2961
On Reserve
Joined APC: Mar 2015
Posts: 13
Flygirl I second your sentiment. There are hundreds of individuals out there with 8000+ flight time and tons of experience that would love to get on with American that all they want is a wink. Flow through's and furloughs know where they stand, off street hires can only pray and hope Delta or United don't call first and it being somewhere they really don't want to be.
#2962
I don't particular try to predict things too much or try to get into the heads of management, but I've been actively wondering what our HR Department's strategy is going ahead.
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
#2963
Gets Weekends Off
Joined APC: Jan 2007
Posts: 736
I don't particular try to predict things too much or try to get into the heads of management, but I've been actively wondering what our HR Department's strategy is going ahead.
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
#2964
Gets Weekends Off
Joined APC: Oct 2011
Posts: 201
I don't particular try to predict things too much or try to get into the heads of management, but I've been actively wondering what our HR Department's strategy is going ahead.
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
#2965
Gets Weekends Off
Joined APC: May 2006
Posts: 430
I don't particular try to predict things too much or try to get into the heads of management, but I've been actively wondering what our HR Department's strategy is going ahead.
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
We've all heard about this "pilot shortage", and while I don't think it'll be dire straits for the majors, unless something happens to hurt or shrink the economy, I think the majors will be facing competition from each other to hire good candidates in the next 4-5 years.
I think AA's management is pretty good as far as running day-to-day operations. They are numbers people and when it comes to daily ops, they can run a decent airline. But they haven't ever shown much ability to forecast their needs, and things like fuel hedging only worked in their favor because of luck, primarily.
Delta's management has always seemed to be more focused on the future (3-5 years out), and their hiring trends seem to reflect this. I think they are losing around 170ish pilots this year due to retirements, yet they are hiring over 1,000 this year and will probably continue to hire in large numbers (600-700) over the next few years. Even UA is hiring about as many as we are, possibly more. WN, which doesn't have nearly the amount of attrition, is hiring a healthy number of people each year as well. This year, AA is losing nearly 300 combined but I believe they said we're only bringing about 500-600 aboard, including flows.
Delta appears to be attempting to get ahead of the bow wave when the hiring really starts to kick off in a few years. AA will be reliant on a flow from their regionals, which is probably not the best source to tie yourself too considering the regionals will probably face even more severe shortages than the mainline.
Personally, I wonder why we (AA) aren't trying to do the same and get ahead of the curve. I think around 2020, it's possible that DAL will be fairly healthy staffing-wise, and we may be short. One possible silver lining is being short on staff could help give us leverage in the next contract talks.
Thoughts?
#2967
Gets Weekends Off
Joined APC: Jan 2006
Position: Back in the right
Posts: 118
I am wondering the same thing. I think we are really gonna lose a lot of good applicants because they will be hired at UA or DL before we ever get to them. I am scratching my head at why our hiring numbers are so low compared to DL and UA when we have the most combined retirements coming up. I fear this will put is way behind the 8 ball and possibly scraping the bottom of the barrel when we do get our act together and staff the airline as it should be.
I think being short staffed with PBS on the horizon is gonna hurt for us on property currently-we'll all be flying 90 hour months whether we want to or not. And we won't be able to drop anything out of our 90-hour month because we won't have the reserves to cover it. I think someone is really dropping the ball here.
I think being short staffed with PBS on the horizon is gonna hurt for us on property currently-we'll all be flying 90 hour months whether we want to or not. And we won't be able to drop anything out of our 90-hour month because we won't have the reserves to cover it. I think someone is really dropping the ball here.
#2968
#2969
Gets Weekends Off
Joined APC: Jan 2007
Posts: 736
I am wondering the same thing. I think we are really gonna lose a lot of good applicants because they will be hired at UA or DL before we ever get to them. I am scratching my head at why our hiring numbers are so low compared to DL and UA when we have the most combined retirements coming up. I fear this will put is way behind the 8 ball and possibly scraping the bottom of the barrel when we do get our act together and staff the airline as it should be.
I think being short staffed with PBS on the horizon is gonna hurt for us on property currently-we'll all be flying 90 hour months whether we want to or not. And we won't be able to drop anything out of our 90-hour month because we won't have the reserves to cover it. I think someone is really dropping the ball here.
I think being short staffed with PBS on the horizon is gonna hurt for us on property currently-we'll all be flying 90 hour months whether we want to or not. And we won't be able to drop anything out of our 90-hour month because we won't have the reserves to cover it. I think someone is really dropping the ball here.
#2970
Line Holder
Joined APC: Jun 2006
Position: A320 R
Posts: 37
Huey you are right, our mgmt team are numbers guys. And this will be a huge number.
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