With the recent additions of both SW and DL having free, in-house recruiting events, it represents a positive change from the previous monopoly of the cartel-like structures of the national job fairs and the huge expenses required.

Only thing is, this new format has understandably led to huge interest, with them selling out in mere hours or even minutes. With no real admissions requirements they've led to a cutthroat, first come/first served format. If you're in the air at the time that it opens, you're out of luck.. If you're at your kid's soccer game when it opens, you're out of luck.

I realize this is pie in the sky, but it'd be great if, to ensure attendance by the most serious applicants, that both airlines (and to those considering this format in the future) set requirements like having an app already on file, PIC time or at least a few years experience at 121/corporate/mil.
Last week I was unable to secure a spot, meanwhile my F/O who's literally only been in the industry for a year got one. He didn't even have a delta app on file and was later asking me questions about getting his logbook started.

Not trying to sound pitiful or whiny in anyway but after 13+ yrs at a regional and finally hiring being substantial enough to offer a chance, now that job fair tickets have started to become more like a lottery, it's become a head-scratcher. In the past it seemed more like merit and experience were stressed for admission to that one last airline, but it seems like the industry is evolving more into an "American Idol" format instead of the previous years of touring and gaining experience, to use a crude music industry metaphor.

Sorry for what seems like a vent, just really am looking forward to having a shot at working where you work......but the "front door" there seems to be no longer the way in. And there's some of us still looking for the side door for that short cut in.

 

I hear ya. Side doors are great, but keep pounding on the front door. Go to as many sanctioned events as you can. Your one year FO almost definitely won't get hired anytime soon because of his attendance at that. But it might help several years down the road.

 

One of the many things they look for is your interest in Delta. Not having an app on file when securing the ticket to this event, IMO, is a huge negative. Could he argue he never expected to have this chance so soon? Sure. If he's not put the leg work to get Delta's attention until now, I don't think going to this thing will help him. Certainly not immediately. Maybe several years now.

I applied to NWA in 2008 and Delta in 2010. Never got so much as a modicum of interest from either. When I interviewed at Delta in the fall of 2014, I was told it looked good upon me that I pursued the job a few times before. It showed persistence and drive to the interviewers.

I know this doesn't necessarily help the OP, but just understand Delta looks at the whole body of work from its applicants. Unless this guy is military just getting some 121 time, or has some other fantastic background I don't think he'll get an interview from this.

 

I have a couple of friends who are in the same position as you. Qualified, aps in, etc. and they missed both sign ups by a few minutes. You had to literally be sitting on Facebook watching for a few days - it's frustrating beyond belief.

Being that its Delta's first time with this format, it will be interesting to see if they are pickier about the next round of attendees (if they do it again in the future). They said they had 1000 slots and if 500 show up with GPAs below their "secret minimum", incomplete job histories etc. maybe they will adjust?

Or maybe they are doing this for long term pipeline reasons, and they don't care that much about whether the attendees are actually immediately hire-able - since they're picking up those guys/gals from their regular invites...

 

Word on the street is Delta is worried about the dwindling pool of applicants it deems qualified. About a year ago they estimated 50% of applications on file with them came from individuals that were unhireable due to various reasons. Combine that with the 50-70% failure rate of the SSP interviews from their regional partners and they're worried they're going to have staffing issues in the long run due to competing with the other legacies for the same qualified applicants that have applied to them all.

 

Maybe they are less concerned about the dwindling pool, and more concerned that they are going to have to compete with a desirable PWA? If negotiations drag on, we'll not be tricked into burning negotiating capital on new hire hotels and uniforms...they'll just have to do the right thing and provide those items like our competitors do.

 

UAL is hosting one for military veterans similar to what JB has done over the past couple years. It's a positive sign, but it really benefits the guys looking for a job right now more than anybody else.

 

My take is that this is all marketing for now…. Priming the pump, getting people really hyped about Delta and maybe provide some motivation for some undecided youngsters to pursue a flying career. Hence the reliance on social media to get the word out.

The message is that Delta is still the place to be amongst rising demand for pilots. And it seems to work. This is akin to demand inelasticity of luxury goods. The more expensive that Ferrari is the more people want it….

Having been to some “for profit” career fairs, I felt that it was all management of expectations – by each and every of the legacy carriers. They know they will need most of us at some point – just not right now. And so they go right into a happy marketing routine about how “everything looks good and keep doing what you are doing”.

I truly hope that those in-house career fairs will continue. And maybe over time the admission criteria/format may change from first come first serve to a more qualification based method. I wouldn’t be surprised if a sizable share of registrants that are duplicates and folks that otherwise do not meet the minimum requirements (college degree, experience etc.).

Regardless, it is nice to see this development.

 

New hire issues are very much current pilot issues because one of the most desperate things the company will truly *need* is a 2 year new hire training freeze. That is a flat out concession for future new hires, and therefore we have an obligation to demand quids in favor of new hires. Hotels and uniforms aren't something we should "spend" a penny on. Management will come begging for increased freezes. When they do, that should be one of many requirements to consider it.

 

Gloopy I'm in the pool right now, expecting a class date in Oct. If a new TA comes out with a 2 year freeze will it apply those already on campus, or new hires after ratification?