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From the other PoV, the interviewing process for a legacy pilot is really quite straightforward when you consider it’s easily a 200-500k job. You aren’t competing with anybody, if they bring in 15 to interview, they’ll have no qualms hiring 15 if everybody makes the grade. My friends in the white collar world making equivalent paychecks to us go through many more rounds of hiring (screening, interview with recruiter, maybe another with hiring manager, then possibly a final with a C-level or other executive), and hours worked is way more than us. When I go on trips with them, I’m typically the only one who doesn’t field a single work call, text, or email the whole time.
Not saying we do it perfectly in the airlines, but when you compare with similar paying jobs, ours is relatively shorter and more cut and dry. |
Originally Posted by Funk
(Post 3281392)
This would be the way that an HR and recruiting department justify their existence and cost to the higher ups - by quoting a "scientific" process for how they go about hiring, they paint the picture that they are the sentinels on the wall, defending the brand from unwashed barbarians that would destroy all that the company holds dear. The more involved the process, the more they feel they hold the power to tweak and control it, but . . . I am of the opinion that it really is a charade meant to grow the HR/Recruiting kingdom and wrest influence or control away from pilots (that cannot be trusted because some engage in douchetastic behavior with non-pilots).
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Originally Posted by Guppydriver95
(Post 3281507)
Spot on. So much control has been handed to a department loaded with gen Z types who don’t know the first thing about our job. They have a place, but they have been given FAR too great of a role in the hiring process, IMO.
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Originally Posted by OOfff
(Post 3281512)
how many genZ people do you think are in the delta flight ops hiring department?
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Originally Posted by Margaritaville
(Post 3281326)
I feel sorry for the young folks trying to get flying jobs these days who have to jump through all these hoops. It used to be a logbook review, HR, and some operational questions. Now it's all these asinine computer games and in depth TMAAT situational questions that test everything but flying and leadership skills. All to get a job babysitting an Airbus or Boeing that people flew 30+ years ago without a degree or all this mumbo jumbo. We are going to DSM, not the moon here. What's up with the NASA interviews? Why do they feel compelled to make things so much more difficult than they really are? Just proof that there isn't nor will ever be a true pilot shortage. Otherwise, they'd be hiring pilots, not HR darlings with advanced degrees who build houses for the homeless on all their days off.
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Originally Posted by Margaritaville
(Post 3281326)
I feel sorry for the young folks trying to get flying jobs these days who have to jump through all these hoops. It used to be a logbook review, HR, and some operational questions. Now it's all these asinine computer games and in depth TMAAT situational questions that test everything but flying and leadership skills. All to get a job babysitting an Airbus or Boeing that people flew 30+ years ago without a degree or all this mumbo jumbo. We are going to DSM, not the moon here. What's up with the NASA interviews? Why do they feel compelled to make things so much more difficult than they really are? Just proof that there isn't nor will ever be a true pilot shortage. Otherwise, they'd be hiring pilots, not HR darlings with advanced degrees who build houses for the homeless on all their days off.
Edit: maybe it’s just me, but I was willing to put in the work and jump through whatever hoops necessary to get a job that pays this much for having 1/2 the month off. Didn’t expect it to just get handed to me. |
Originally Posted by Bert Sampson
(Post 3282305)
Thats a really cool story thanks for sharing it
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Originally Posted by Funk
(Post 3281392)
This would be the way that an HR and recruiting department justify their existence and cost to the higher ups…they paint the picture that they are the sentinels on the wall, defending the brand from unwashed barbarians that would destroy all that the company holds dear.
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Originally Posted by Bergman
(Post 3282346)
Well hell, can we get these people to start screening management hiring?!?! One idiot there can undo the buffoonery of thousands of pilots in half the time.
But wait..... |
Originally Posted by Guppydriver95
(Post 3282343)
how dismissively woke of you. Now, how about focusing on the topic of the post, which is how much is too much HR “feel good” stuff in our current interview process. Go ahead, you can do it...
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