Falcondrivr

Or maybe he just comes across as as much of a dick in person as he does online.

RJCaptin

Don't bet, I don't want your money. They made that remark after I explained my union work. Did you ever have to explain why you got fired from your Base Chief Pilot position because you refused to fly when your Union was on strike? Even though I was reinstated, I still was honest about it, because it still is a disciplinary action. 5 other incredible pilots got the TBNT from your company because they had this same diciplinary action taken against them. If it ever came down to a strike again, we would do the same thing again. This time, we are prepared to with our backups. But, you can call us dicks and anti management, atleast I can land at the right airport after a 5 leg, Max duty day.

Hacker15e

It is impossible to know what the specific reason was for someone not receiving a CJO at a panel interview.

More importantly, I know of numerous people with substantial disciplinary action "black marks" (just as, or more, severe than DUIs or checkride busts) on their records who have been hired at Delta in the last several years.

WhiskeyDelta

Get your cracks in if it helps you sleep at night. You really think Delta would waste their time interviewing all 6 of you if that was an immediate disqualifier? Again, you're projecting your anger at your poor interview performance onto Delta instead of spending time inwardly reflecting on what really went wrong. If even a small percentage of your attitude that you've demonstrated on here came out during your interview, Delta certainly made the right decision.

Sure it sucks you didn't get hired, but nothing will make it better especially bashing the would-be employer anonymously online.

RJCaptin

I agree that drawing conclusions from one interview experience is impossible, but when 6 people with similar background reported the same experience over a 2 year span, then the possibility exist. Maybe the first person that interviewed showed an attitude which marked the other 5 of us negatively. However, this is the interview we prepared for over a decade, bringing an attitude to an interview is the last thing that was on our mind

Hacker15e

I can say from personal experience of having not received a CJO from a shop that I really wanted to work at, that sometimes even when you are trying to not show a particular attitude (and have worked hard specifically to avoid it), you can still exude it despite your best efforts.

Interviewers get to interview every day; they've seen a lot of different people and heard a lot of different stories, and have a good sense of detecting what someone is about during that hour-long conversation. That's even if the candidate has done interview prep and polished themselves into a good "pageant" facade.

We, as interviewees, only get to interview a handful of times over the course of a career. Regardless of how much game we think we have walking into that panel interview room, we are not as good at the game as the interviewers are. Like lambs to the slaughter, usually.

TED74

Let's not forget...sometimes the interviewers get it wrong. That happens in both directions - CJOs and rejections. Delta acknowledges this fact with quick, 6-month return options for people who don't quite make the cut on their first try. We all know that no candidate will change their actual offerings after a 6-month hiatus, but they can sure become better interviewers (a skill unrelated to 121 flying).

Interviewers come to the interview with the same biases, preferences and overconfidence in judgement that we all have. No need to take too much away from an interview result in either direction. The whole process is frankly a farce.

crewdawg

How would you change the process?

N1234

I am not sure that the process is necessarily flawed.

However, the stats appear to be off. In full disclosure, I am at a regional hoping to join the mainline ranks.... But I have been involved in recruiting in another life.

Here is how I see it.

The really hard part seems to be getting the interview. Sure some folks do not make it through the interview but it appears to me that the majority does. And the general notion is that it is your job to lose once you get to the interview.

At the same time, airlines seem to focus on getting that special personality, cultural fit etc. On top of that it is very hard to get rid of a bad apple once on property.

So to me that means that I would try very hard to avoid false positives. How do you do that? With evaluation of paper applications or through interviews?

I would interview way more and probably be way more selective in the interview process instead. Make sure you cast a wide net initially but then make sure there is the right skill, fit etc. in a face to face interview.

FLY6584

I don't know man. There are some really good dudes that just suck at interviewing. The goal here is to get people to be themselves so you can in fact weed out the personalities you speak of. If you make the process that much more selective at the interview you're only going to make people try that much harder to be something they're not. And also make really good dudes that much more nervous and unable to just be themselves.