Originally Posted by drywhitetoast

First, UA doesn't owe you any explanation. I bombed the first interview and didn't get an explanation. Second. The folks saying they have no idea why they go dropped out off the cpp during the final review. I guarantee there is a good reason. Some are embarrassed to admit. Some ticked off. It's easier when you know you have something in your background and hoping they won't catch it to tell everyone you don't know why you got dropped out of the program. But whether they admit it or not there was something in their background.

Originally Posted by Itsajob

I get that, but many people seemed shocked or even betrayed if they didn’t get a job offer. I have flown with several of the captains who have been very involved in the interview process. They said that the majority of those who were turned down was due to how they conducted themselves at the interviews, not some skeleton in their closet. For those who treated the interview as one of the biggest days of their lives and prepared accordingly, they did well. Those who didn’t do well came across as acting like the interview as a formality or that they were already flying for United.

Originally Posted by PhantomHawk

It should be ONE interview, not two. The final review should be a training/attendance/legal review. That’s it. Once you pass the interview, you should be in the pool, and it’s essentially yours to lose. The final review should be transparent, and limited to the items as claimed. Nobody should have to THINK they are in the pool and stick around for 2 more years.....only to be told NO at the review, with no actual explanation that matches what was stated as disqualifying items. (Yes, it has happened)

Originally Posted by Itsajob

One way around that is to require an applicant to have something like 2,000 PIC jet and a degree before they can enter the program.

Originally Posted by Itsajob

At that point they would be ready to not only do well on their interview, but do well in training also.

Originally Posted by SeeYa

We will now move our attention to the ERJ145 Captain open slots. Bid 19-06 should be out within a couple of weeks and in a preliminary look we could see pilots with a 2018 hire date being awarded an ERJ145 Captain slot. This concerns me that we will rapidly burn through First Officers in subsequent bids that have 1,000 hours of part 121 flight time needed to upgrade. My request to current First Officers is to fly as much as you can to get the hours. We may run out of 1,000 hour 121 First Officers to upgrade in late 2020. We are currently evaluating our First Officer flight time qualifications to determine the actual point. We do not want to be forced into hiring Captains “off the street” to meet our Captain needs.

Originally Posted by piloto2

Why does XJT use flight attendants as pilot recruiters instead of using pilots? Is it less expensive that way? How in the world is a FA going to be able to answer any of the technical and QOL inquiries that a potential hire would have? A “quality” candidate is going to be very put off by this. On a related note, who actually conducts the technical portion of the interview, or have those been dropped from the recruiting process? If so, there must be a correlation between that and the higher number of failures. As far as the new one week course goes, maybe they can teach some English as a second language along with the other topics. It’s starting to sound a lot more like Mesa on the radio these days.

Originally Posted by DoSomePilotStuf

I don’t think we will get a flow. What is the primary purpose of the CPP from United’s perspective?

1. To keep the regional feed staffed. This is the primary goal. The carrot on the stick. It will still be a gimmick to some degree. At the end of the day the primary purpose of the program is marketing the regionals to potential new hires.

2. To assist them in meeting their hiring needs. In the hiring environment of the next 2-3 years it is likely that United will have to become a little less selective. For the next year or two they are likely to continue to require a degree but as the pool of applicants without one grows they will have to back off of that.

What United has to do is a better job of marrying the 2 goals. The previous CPP became nothing but a marketing tool because they hired so few from the CPP and continued to hire primarily off the street. It got so bad that it lost all of its credibility as a recruiting tool. Thus the current need to revamp. It’s not meeting goal #1.

Will United find the right balance this time? We will see. I have my sincere doubts. It will sound good at first but as things play out it will become apparent that goal #2 isn’t really a goal at all. United will not show any preference whatsoever to CPP applicants vs. OTS applicants. The value as a recruiting tool will be good at first then lose credibility again as it becomes apparent it is just another facade. Then it will be time for a new revamp.

I hope I am wrong.