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Old 11-02-2018, 04:06 AM   #61  
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Having watched decades of major airline hiring practices and having had a family member go through the current med school application process (successfully, so this is not about being bitter) -- yea. At some point it should be a lottery.

You have a position that attracts thousands of applications. You work that down via reasonable screening criteria and interviews to a number that is still much higher than you are going to hire. What is left? The final process becomes petty and often results in classes made up of clones selected on the basis of the latest HR fad and those who have the best connections.

Design the hiring system using best practices. And if at the end of that there are excess applicants then yes, lottery. The end result would be much better.
Or you could track how your hired pilots perform going through training and adjust your hiring practices based on that performance. Oh wait, several major airlines do that already!
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Old 11-02-2018, 08:14 AM   #62  
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Age or experience could be used to rank otherwise equal selection results. But HR would not like that, since it is best to hire young when faced with a long term labor shortage.
Except there ISN'T a long term labor shortage - not at the legacies, or really at any of the majors. And the CHEAPEST for the major in total lifetime personnel costs is actually to hire the OLDER guy/gal who will be maxing out his/her pay and pension for the minimum time possible.

If they can hook them with a low-pay wholly owned, keep their pay low with a long upgrade, then a long wait for flow, by the time they get to the major and start anew (at zero seniority) they wil average less overall pay, and you can always replace them with one of the major FOs (with less seniority) and then replace him/her with someone new (with zero seniority) whose been making below regional leading pay at your regional for the last 8-9 years.

American has certainly figured this out. Slow the progression from regional first officer to major retiree as much as possible and you pay out the least in personnel costs over time.

Work out the case yourself. You'll see. The decreased time anyone will ever spend at the highest part of the major payscale far more than offsets the increased training costs. Because every new FO gets their Payscale reset to year one.
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Old 11-02-2018, 01:26 PM   #63  
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Or you could track how your hired pilots perform going through training and adjust your hiring practices based on that performance. Oh wait, several major airlines do that already!
Which falls under the term "best practices".

Nevertheless it is an extremely optimistic, if not delusional, HR Department or VP of Ops who thinks that their hiring system can pick through 5,000 applicants and find the 478 best candidates for their 478 positions.
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Old 11-05-2018, 09:05 AM   #64  
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Which falls under the term "best practices".

Nevertheless it is an extremely optimistic, if not delusional, HR Department or VP of Ops who thinks that their hiring system can pick through 5,000 applicants and find the 478 best candidates for their 478 positions.
Its their company and they should be able to use any system or means they like to pick new employees other than violating discrimination laws. We have become a society of entitled individuals.
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