dspilot

We’re here dude. Just keep trying. There are quite a few us of corporate background types working here. We just represent a much smaller cross section of the group, so you don’t hear from/about us as much. It’s not impossible, if purple is your goal just stay after it. Get some stuff on your resume that makes you stand out. Research what kind of things the hiring matrix looks for (masters degree, leadership positions etc.) and start working on those.

iHateAMR

Nothing is a negative point. Everything is a positive point, the trick is to get as many points as it takes to get an interview. Not getting a call, do something more/different. Hang in there, because sometimes, they reduce the number of points they need, and suddenly you’re invited. Do you want to wait until then, or get more points now to get a better seniority number, that is the question.

Tbpilot06

I do have an MBA, and I have been a Chief Pilot, Director of Ops and now current Safety Manager. I’ll keep updating and hopeful I can get the random call. Thanks

Michael Honcho

Does anyone know the percentage of interviewees that have a PE? What exactly does the PE do for you (i.e. move you to a different stack, add additional points)?

Boeingornotgoin

Timberdux - As a former ECIC counselor, I have spoken directly to hundreds of FedEx candidates over the last 6 years. The ideal scenario you describe used to happen where all the interview invites were passed out and interviews complete before an availability date and the candidate gets to choose his future on equal footing prior to having to commit. That scenario is WAY, WAY old news now. Through 2016 and 2017, I have have directly spoken to some 50+ candidates. How many have you personally spoken to? Not one person in this sample, not one, experienced the ideal timeline you describe. The candidates all were invited to interview at AA, DAL, UA, SWA, UPS, or several of them, they completed and passed their interviews, they were offered CJOs, they were given training dates, and were on property in training, if not completely checked out, flying trips when FedEx finally entered the game. These people, nearly every single one, opened their FedEx e-mail offering an interview while wearing a Delta or American uniform. They are trying to deconflict the FedEx interview from Delta / AA training or actual trips. Sometimes they can deconflict, sometimes they cannot. The eventual reality of a bird-in-hand vs a possibility of a chance of a more desirable bird takes hold. FedEx begins to look at the candidates 30 days out. That in NO WAY means they are offered an interview the next day, 29 days prior. It takes time. FedEx is hiring an average of 36 / month. The interviews are offered often well after the availability date. Agree, I have a small sample size, but I would guess it's a larger sample than you have spoke to directly. I am not trying to be offensive, I am trying to do actual math and add actual numbers to the discussion to prove or disprove this issue. Still TBD. So far, I have flown with nothing but professionals with both mil and civilian backgrounds. It has worked so far, but my point: In a dwindling pool of candidates, this is not a sustainable course of action to getting access to the best candidates first...Allowing them get on property at DAL or AA before we e-mail them...Do you really support that method? Really? This situation is the new reality. Sorry if reality offends you. Don't know how to help you with that.

Boeingornotgoin

Sliceback, favor to ask...What is the source of the numbers you present here? My desire is to add real numbers to this discussion to attempt to prove or disprove the issue. Note: I think the core issue is not, in any way, a civ vs mil issue. My personal experience...We're all professionals here. I think it is primarily a timing issue, with FedEx offering interviews significantly later than the other majors, and thus potentially missing some talent (both mil and civ). However, while ECIC continues to crunch numbers, I would like to look at your source as well. Where did you get these stats?

Boeingornotgoin

Gene pools are strongest when multiple blood lines are combined. When just one bloodline is used, things get funky. Military aviators add value to our team. Civilian aviators add value to our team. That's not the issue. When doing a BC LOC to a non-tower field, that civilian guy who has done it before adds measurable strength to the cockpit team. When a section of the left wing falls off over downtown Shanghai, I think Fred would not mind having a Hornet driver at the controls who has spent half his life upside down. Will probably never happen, agreed, but you never know. Let's focus: This is not a military vs civilian thing - just stop it. It is a timing thing. Why are we voting last in the selection process? Why are no pilots involved in the selection process, prior to the actual interview? Is that PE thing just a button to push that is not really connected to anything? Why were ALL other rec letters expunged when the PE system came into play? I want the best of civilian and military pilots in the cockpit with me. How do we do that?

Busboy

Military, civilian? What...are we on a quota system? We have to have a certain percentage of one or the other to make people think the system is fair? We all know people that are highly qualified, but didn't fill the correct boxes to get an interview. That doesn't mean the people that are getting hired now at FDX are lowering the bar. They're all very qualified.

Having said that...Why hasn't anyone even mentioned female pilots? I mean, they're fine if former military, right? But, a civilian female pilot...C'mon! (Those are sarcasm emojis)

urinmyseat

What about Honda Pilots? Sure I see Honda generators on the stairs, but how many Honda Pilots do you see on the ramp, or in OPS? Be honest. I see very few. Where is the outrage?

Fdxlag2

Excellent now google thinks I want a Honda Pilot. I think we should hire Hot Asian Women. Take that google bots.