Delta Hiring News
04-12-2014, 12:15 AM
#3581
Gets Weekends Off
Joined APC: Sep 2008
Position: Kickin’ Back
Posts: 6,971
Originally Posted by shiznit
Was in a meeting where they said 24/week for the foreseeable future. I hope that is true.
Denny
04-12-2014, 03:46 AM
#3582
Line Holder
Joined APC: Sep 2013
Posts: 97
Originally Posted by Denny Crane
Wow. At the base meetings Flt Ops says they can only handle 6/700 a year....When did that change?
Denny
Denny
If they interview 24/week for 40 weeks out of the year, that's 960 interviews.
70-80% CJO rate with 10%-20% attrition in the pool (other airlines, background check issues, etc) would bring you down to about 600-700 newhires/year.
04-12-2014, 04:21 AM
#3583
Gets Weekends Off
Joined APC: Nov 2009
Position: C560XL/XLS/XLS+
Posts: 1,278
Originally Posted by Denny Crane
Wow. At the base meetings Flt Ops says they can only handle 6/700 a year....When did that change?
Denny
Denny
04-12-2014, 06:27 AM
#3584
Gets Weekends Off
Joined APC: Mar 2007
Position: Heavies
Posts: 1,414
If you don't have TPIC think about what you can do to replace this "Captain" time. How can you show your leadership ability to the recruiters?
Many of my clients were leaders in the community. Most pilots had a leadership position at their company. Their GPA was on average a 3.5. Some had a Master's Degree. Some were flying overseas. Most were planning for this opportunity to interview for months. I cannot stress enough about networking. Try to meet as many people as you can in this industry because you never know where your next job lead will come from.
The most important thing is to have a great attitude and never give up. Stay positive because you will have moments of doubt. Keep thinking what can I do to improve myself professionally and personally.
Many of my clients were leaders in the community. Most pilots had a leadership position at their company. Their GPA was on average a 3.5. Some had a Master's Degree. Some were flying overseas. Most were planning for this opportunity to interview for months. I cannot stress enough about networking. Try to meet as many people as you can in this industry because you never know where your next job lead will come from.
The most important thing is to have a great attitude and never give up. Stay positive because you will have moments of doubt. Keep thinking what can I do to improve myself professionally and personally.
All instructor including ground instructor ratings (every box checked helps)
6 types
Masters
Several leadership schools (mil)
Professional organizations
NCAA d1 scholarship athlete
Professional scholarships
Distinguished graduate awards
So make sure to put every and anything on the app. It's not always just about hours
and I updated religiously for 7 years, always going over the app w a fine toothed comb to see how I could improve.
04-12-2014, 06:45 AM
#3585
Can't abide NAI
Joined APC: Jun 2007
Position: Douglas Aerospace post production Flight Test & Work Around Engineering bulletin dissembler
Posts: 11,989
Without the memo in front of me, it seems April was an oddity of timing with 3 classes of 24. Most months have 2 and some only 1 class. Folks extrapolate because 1 month has 3 classes that they all do. It is similar to jobs where you get paid bi-weekly. Sometimes there is a third check in the mail .....
04-12-2014, 06:54 AM
#3586
Otto
Joined APC: Jul 2013
Position: Turkish Pile Driver
Posts: 1,806
Originally Posted by GunshipGuy
I have nothing to back this up other than personal observation, but a possible reason you're seeing a higher number of civilian pilots getting interviews vs mil than you would expect. I think more mil applicants these days are retirees. This is based mostly off of the group of guys I know who are applying; perhaps there are just as many younger pilots coming from the military, but I haven't seen it. So if you're an airline and you have a concern about building a new hire group that consists mostly of 43-45 year olds, maybe you decide to get younger applicants who tend to be non-mil.
That doesn't even consider how a junior FO/CPT will not be able to game the schedule and will have to actually fly to get paid vs. a senior pilot who can often bid to not fly and get paid. The 43 year old hire will spend the majority of his/her career as junior (unless they forego an upgrade) which IMO would make them desirable to hire.
04-12-2014, 07:11 AM
#3587
Gets Weekends Off
Joined APC: Feb 2013
Position: Port Bus
Posts: 725
Originally Posted by MikeF16
I also have zero insight into airline hiring, but I'd think any airline would prefer to hire employees that can only stay for 22 years instead of 42. Lets say a 43 year old shows up and makes captain in 10 years. That only leaves another 12 years prior to mandatory retirement as a high paid captain. Pretty sure the company makes their training money back on you in a couple years, so it would be highly desirable to have you work 12 of 22 years as a captain vs. 32 of 42 (assuming a 23 year old hire, I know, unlikely but mathematically possible).
That doesn't even consider how a junior FO/CPT will not be able to game the schedule and will have to actually fly to get paid vs. a senior pilot who can often bid to not fly and get paid. The 43 year old hire will spend the majority of his/her career as junior (unless they forego an upgrade) which IMO would make them desirable to hire.
That doesn't even consider how a junior FO/CPT will not be able to game the schedule and will have to actually fly to get paid vs. a senior pilot who can often bid to not fly and get paid. The 43 year old hire will spend the majority of his/her career as junior (unless they forego an upgrade) which IMO would make them desirable to hire.
04-12-2014, 07:53 AM
#3588
Gets Weekends Off
Joined APC: Feb 2008
Posts: 19,273
Originally Posted by MikeF16
I also have zero insight into airline hiring, but I'd think any airline would prefer to hire employees that can only stay for 22 years instead of 42. Lets say a 43 year old shows up and makes captain in 10 years. That only leaves another 12 years prior to mandatory retirement as a high paid captain. Pretty sure the company makes their training money back on you in a couple years, so it would be highly desirable to have you work 12 of 22 years as a captain vs. 32 of 42 (assuming a 23 year old hire, I know, unlikely but mathematically possible).
That doesn't even consider how a junior FO/CPT will not be able to game the schedule and will have to actually fly to get paid vs. a senior pilot who can often bid to not fly and get paid. The 43 year old hire will spend the majority of his/her career as junior (unless they forego an upgrade) which IMO would make them desirable to hire.
That doesn't even consider how a junior FO/CPT will not be able to game the schedule and will have to actually fly to get paid vs. a senior pilot who can often bid to not fly and get paid. The 43 year old hire will spend the majority of his/her career as junior (unless they forego an upgrade) which IMO would make them desirable to hire.
04-12-2014, 08:21 AM
#3589
Gets Weekends Off
Joined APC: Sep 2008
Position: Kickin’ Back
Posts: 6,971
Originally Posted by BlindBentBingo
Was that hires or interviews?
If they interview 24/week for 40 weeks out of the year, that's 960 interviews.
70-80% CJO rate with 10%-20% attrition in the pool (other airlines, background check issues, etc) would bring you down to about 600-700 newhires/year.
If they interview 24/week for 40 weeks out of the year, that's 960 interviews.
70-80% CJO rate with 10%-20% attrition in the pool (other airlines, background check issues, etc) would bring you down to about 600-700 newhires/year.
Denny
04-12-2014, 08:24 AM
#3590
Gets Weekends Off
Joined APC: Sep 2008
Position: Kickin’ Back
Posts: 6,971
Originally Posted by dalad
Remember Denny that back in the late 90's we were hiring 100 a month. Almost all were going to 727C and 737B as new hires. We were leasing 727 sims in MIA and DAY. I was a 727B instructor back then, doing mostly seat fillers for practice rating and rating rides for new hires. DH to MIA or DAY on Monday, double bang seat fillers on Tue, Wed and Thurs, then seat fill in the am on Fri,and DH home in the pm. We could handle 100 a month back then because most of the new hires were going to the panel, and upgrades were spread throughout the fleet.
Denny
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