Next up, Cactiboss gives credit to the invention of pre-packaged hotdogs.

 

Rearranging decks chairs on the Titanic.

The regional pool is the pool of available candidates. Hire away from Delta n Delta will hire away from you. Set up your own flow n you must replenish that group.

Zero sum game.

 

Bingo. As a regional puke, I've been having this same thought as I have heard from several involved with hiring at mainline (UAL) that the only real source of qualified applicants they have right now is the express carriers. That got me thinking: If I was American, why not be hiring every United Express and Delta Connection guy I could get my hands on just to make life harder on United and Delta? And vice versa around the circle of the 'Big Four'? I guess if it is a zero sum game, it doesn't matter if you hire your brand's express carriers or the other guy's: everyone ends up short of pilots at the regional level? Maybe that's too 'long game' for most managements to consider? Was an interesting thought experiment at the very least.

 

The former VP of flight ops at Airways stated that qualified newhires a few years fown the road is a huge concern.

 

Or he may be going into that role to start looking at the next evolutionary step in the US airline business -- direct responsibility for regional partners by the major that is selling the seats... The DoT already applied the delay/cancellation rules to both parties in a code-sharing arrangement. The FAA is also finally preparing to act on the 2010 Airline Safety Act. The OIG found that they had not fully complied with its three-year deadline, specifically in the mentoring, leadership, and professional development programs.

Looking at the big picture -- our own staffing needs, the new FAA training requirements (you can count on them being short-sighted and worthless but required immediately), and the impending shortage of candidates for the regional carriers -- it sure looks like AA is trying to develop our own solution and stay ahead of the curve. Maybe this is simply putting the guy with the most experience developing training programs into the position that will redesign the regionals' training programs. By redesigning their programs, he can ensure that they will have the right skills, attitudes, and abilities to succeed in our training. From first-hand conversations, I know Skinner has had some ideas ranging from Ab Initio programs to Collegiate partnerships to flow-throughs in how to stay ahead of the hiring curve and ensure we continue to get the best candidates (except for guys like EMB that slip through the cracks... ).

 

Love you, too, Andy!

 

So I have a question the fact that I never flew an RJ makes me unqualified to fly at a Major? I have almost 8000 hours TT with 5000 TPIC and have been flying all over the world In a wide body. I have had my application In at AA since day one and no call. I know a lot of guys in my same position. It seems everyone wants to go the way of the flow.

 

Do you have a college degree? Instructor? What else separates you from the pack?

BTW, your first sentence is kinda strange. Sorry dude, watching Fox News, just put my August bids in, and was bored.

 

There are many highly skilled pilots who never get an interview. One reason is HR does most of the hiring. HR has there own agenda which has very little to do with operating an airliner. HR loves college degrees, because they have college degrees. Younger pilots cost less to insure for benefits. RJ pilots seem to due very well in training.
Best of luck with your career.

 

AA (and other legacies) have no shortage of qualified applicants and won't for years to come. It's the regionals they need to staff and the carrot is the legacy.