AA Interview Process
 

We are pleased to announce that we will begin recruiting new pilots and will begin accepting pilot applications on Oct. 1, 2013 the first time in more than 10 years.

Weve been doing a lot of work behind the scenes to prepare for our newest team members, and weve shared some information along the way about the process. But now that we have finalized the details, we want to disclose the hiring process with you, so that you can be aware of the procedure and share this information with future recruits.

Phase I Selecting the best

As you can imagine, since our last hiring phase, weve added some significant technology to our selection process in an effort to manage the anticipated volume of applicants, as well as help us identify those whose background and experience most closely align with our needs.

We will use state-of-the art software designed to evaluate applicants by virtue of the flight-related data they provide in their online application.

Additionally, candidates will complete an online assessment designed specifically for pilot selection. The criteria for this selection were designed using information gathered from dozens of current American Airlines pilots. Through their feedback, we developed a questionnaire that focuses on a candidates ability to assimilate well with both the Flight Department and the new American Airlines culture.

Phase II Determining the best fit

Selected candidates are asked to complete a video interview. Through this interview, we can better determine their interpersonal and communication skills, along with their ability to think on their feet. The strongest candidates are invited to meet with our team in person. During this time, candidates will undergo a two-day assessment that combines technology and personalized interaction with our Flight team, which will give them insight into their potential new company and allow us to realistically gauge their fit within our group.

Day 1, we will conduct a Pilot Skills Test (PST). The PST is a new, computerized evaluation program that measures the critical skills necessary to become an American pilot. Day 2 is dedicated to a two-part, face-to-face interview conducted by Captains and First Officers from all of our crew bases and members of the Pilot Selection Department. The questions are behavioral-based, and our goal is to get an accurate picture of a candidates demeanor and decision-making skills by learning about actual situations theyve encountered through their career.

Ultimately, this two-day assessment allows us the opportunity to learn more about our prospective new team member and for them to learn more about the Flight Department and American Airlines.

Phase III Waiting for the call

Once we have a complete picture of the candidate, the final step is to have their file evaluated by the Pilot Selection Board a panel made up of several members of the Flight Department, including Vice President of Flight, Captain John Hale and Chief Pilot Line Operations, Captain Bart Roberts. The approved candidates are then contacted by the Flight Department and given a conditional offer with American Airlines. We then schedule a medical exam and once the results are known, we will make the final call confirming our conditional offer.
We anticipate the entire process from the point that someone is identified by the automated process until they show up for orientation and training to be approximately two months.

We think we have a good process in place and were excited to be seeking out those individuals who not only possess the ability to do the job for which they interview, but who also possess a passionate desire to do it.

Seriously?

S no simulator check? Computer-based skills testing... Like ATP questions? Or Delta's hand-eye coordination stuff?

When the ball is in your court and you have roughly 3000+ well qualified applicants then you get to make the rules.

This will be the new norm for a while so long as there is no lack of candidates.

I heard stage IV is a gladiator fight. Survivor gets to move onto stage V.

That's pretty rough compared to the US process.

where is the astronaut medical bio-sheet, the flow chart, with great grandfather's blood type and your mom's brother's uncle's smoking habits ?

As has been said, AA is doing it this way because they can. In the 80's and 90's the process was even more intense.

Back when most guys had a Commodore 64, if they had a computer at all, it was a multi-day interview, a sim ride, and astronaut physical for all candidates. Expensive and a PITA for all concerned.

This process is probably going to be a lot more efficient. And yes, they get to make the rules. No one HAS to participate at all in the process.

Lets forget the fact that 80% of the applicants are coming from the regionals and those rodents have not proven they can fly our passengers and perform in the 121 environment. The skills test will help us determine if they can fly at all, because once you move over to a main line operations everything changes. Give me a break. In this day and age all the airlines have to do is a meet and greet and request ones training record from the regionals to evaluate an applicant. Seems to me a wast of time. Delta does the same ridiculous thing. As for the other people applying ie... Corporate, flight instructors and military I can see the reason for this process after all it's about customer service , CRM and working as a crew in the airline environment and understanding the airline work ethics. There is a lot of airline experience that has built up at the regional level thanks to 911 and the age 65 rule.

I agree with you. However they've got to do something to narrow that pool down. They can't interview 10,000 applicants.

AA Interview Process
 

If this merger does go through AND the AA guys take over the hiring process I wonder if they will look over any/all of the new hires on probation just because they can?

Isn't Airways mgt basically taking over? That would be redundant to re-evaluate the guys you hired. Don't see that happening.

Jeez. Worry about something else. If you're already in by the time the hiring is combined, you're safe.

I would say you're fine, unless you walk into the office and these two guys are sitting there.

http://blog.securestate.com/wp-conte...13/03/bobs.jpg

Yeah the people are going to be Airways, but I've heard the the way things are being done is "adopt and go" they are basically doing everything the AA way because it's easier to change the smaller airline than the larger.

If they do the newhire classes in dfw in feb like they are saying, I bet it's going to be the AA way.

AA Interview Process
 

When delta took over the flow from compass management went through the files of the newhires on probation there and ended up letting someone go. All I am pointing out is there is a big discrepancy between the hiring process right now.

If US Airways takes over the hiring, who is to say that they wouldn't do the same to American's new hires? US Airways has hired some very competitive pilots in the last year and everyone hired must pass the interview unlike the Eagle flow thrus at American.

Regardless, I highly doubt that will happen.

I think you are comparing apples and oranges. There is a big difference between someone lying about experience/background and being let go and random newhires being let go for a difference in hiring criterias.

I doubt they have the manpower to do even if they wanted to.

AA Interview Process
 

I was not aware that the compass instance was because someone lied on their résumé.

When AA bought TWA's assets, they went through the TWA sen list and didn't "hire" anyone who'd worked at AMR previously and left on bad terms (including no two week notice).

It caught a couple former AE pilots. It NEVER pays to **** off someone in aviation. :eek:

Sorry, there is a KNOWN issue with Eagle flowbees in transition school. I cannot quote hard statistics because I am not part of the schoolhouse staff, but I've talked with enough check airmen who confirm there have been some serious performance problems.

Doesn't mean they can't fly, but some are having trouble adapting. I don't care what the background is, low performance needs to be weeded out, either in the interview process, or in training.

1500 FO hours in an RJ doesn't mean a pilot is automatically good to go.

Uh... Pretty sure the Eagle flows are CAs with a lot of TPIC - not FOs. One of the AA captains I know that flys with a lot of the new flow throughs has said the biggest issue is these guys have been PIC so long that they are having issues adapting to being FOs again.

Also, the guys with issues were from back in 2010-11. Those guys were known as problems on AE property and we all knew they would likely have issues at AA. Over the past year or so, however, the guys have had no problems.

People have been saying that for years but I've also heard it is not true about the former Eagle. But I don't know for sure.

With this sentence

I was referring to a previous implication that somehow any Part 121 experience set a guy up for success, more so than those with a mil background... not to dredge that argument up again.

Valid points on the Eagle guys, and I'm sure the vast majority are doing fine. I think the best success is going to come from anyone willing to adapt to their new position, and not fight it because "this isn't how I did it at carrier X or in the military."

Any recent updates?