Hiring Process Hub Turn Meetings Fedex
08-17-2011, 01:27 PM
#2
Line Holder
Joined APC: Apr 2007
Posts: 47
FedEx Pilot Hiring 16 August 2011
Briefing on new hiring process by Capt OR and Dr. Carl Hoffman (PhD in statistics and industry expert on pilot hiring procedures).
1. New hire projections. Authorization has been given by the company to hire 500 pilots over a 30 month period, commencing in February of 2011. This hiring does not factor in the large number of upcoming retirements.
2. Because of reduced need for SOs, the FE written is not currently a requirement for hiring. If SO positions were needed in a class, candidates would have to complete the test prior to commencing Basic Indoc.
3. Priorities. FOs to ANC MD-11; CGN 757; HKG Airbus; MEM 727; MEM 727 SOs; MEM 757/MD/Airbus.
4. Selection for interview. Previously anyone could apply for a flight position with FedEx, regardless of their qualifications. New application requires that all minimum qualifications be met to complete a valid application. Applications are ranked based on various factors through an automated ranking system. It uses a number of factors that statistically indicate greater success in training. Candidates that score high in these factors have been shown to have a 12% rate of training problems vs. 70% for those that score low. Following are some of the factors used:
a. GPA (less than 2.5 is not good)
b. Years required to complete college (greater than 5 yrs is not good)
c. Type of School (competitive entry vs. general entry; military academy; more competitive scores higher)
d. Type of degree (scientific vs. general studies; math/engineering/science scores higher)
e. Flight hours (apparently there is a statistical “sweet spot” of 1,200 to 6,000 for total time and 500 to 5,000 for PIC; jet time is preferred but lack of will not exclude candidates that score high in other factors)
f. Positions held (Check airman/Stan Eval/NATOPS score points)
g. Failed checkrides (not a positive)
All complete and correct applications go through this automated ranking and when more applicants need to be interviewed, a PASS (Pilot Application Selection and Screening) Board is convened. These are conducted as needed and are composed of four management pilots, trained in the screening process. Results are measured on inter-rater reliability (must be fairly close between raters when independently scored) and must agree on scoring but there is opportunity for review and discussion on score discrepancies. A minimum score is required to be invited for an interview. Once complete, the PASS Board provides a list of names to Pilot Recruitment to set up interview dates.
5. The Interview Process is composed of four phases.
a. Phase I – Testing
b. Phase II – Panel Interview; SBI; Simulator
c. Phase III – Conditional offer is made (Candidates will receive a company administered medical exam to verify his First Class medical. If problems are encountered, the candidate will work with his physician to resolve/document the issue. His offer will be placed on hold until the issue is resolved).
d. Phase IV – Class date is offered
6. Phase I testing focuses on three primary items:
a. Personality traits (NEO-PI-R)
b. Job knowledge (Aeronautical/Engineering/Navigation – the bank of questions is in the thousands and is written by pilots within the company. Dr. Hoffman indicated that it is easier to study the material listed in the Interview Letter than to try and memorize question banks)
c. Ability to multitask (Cog Screen)
It is unlikely that any candidate will score high on all three areas, but a high score in one will compensate for a low score in another area.
Dr. Hoffman indicated information on the NEO test is widely available on the web. Information is also available on the web related to the Cog Screen test.
7. Timeline.
a. Once a decision is made to convene a PASS Board, it may take 2 wks to a month to make it happen.
b. Once the board convenes, it is a 1 to 3 day process, then names are provided to Pilot Recruitment for interview setup. This may take as little as a week or up to a month for candidates to receive a call and schedule an interview.
c. Once the testing is completed, 2 weeks to a month may pass before returning for Phase II and III (completed together).
d. Final approval proceeds through SCP then VP, then Sr VP for Flight Ops, then it may take 2 weeks to a month – depending on the need – before an offer is made for a class date.
8. Odds and ends.
a. Date of availability: Candidates are not screened out of the interview process based on their date of availability, but if their availability is far off in the future, their application may be “tabled” for future review.
b. Candidates need to make sure they carefully review their applications. Take it seriously – a poor/stupid answer as to why you left a job can kill the application. Typos/spelling/incomplete comments or answers/ lack of logic are indicators of a low care factor. Work hard at documenting who you are and why you deserve to work at FedEx. Give specifics/experience and lay out a clear employment history.
c. Recommendations/Sponsors – Not required for someone to get an interview. All “recs” are reviewed by Capt R and help get you to the PASS Board. After that, you are on your own. Anything over 5 rec letters start to lessen the value of the letters.
d. Applicants need to keep updating their online application. It may score higher in the automated ranking process.
e. There is a pool of candidates who have completed the interview process and are waiting for a class date. Capt R indicated that it was enough to fill a few classes (about 40?).
f. There is no notification to the candidate that they have met the PASS Board. If you receive an invitation to interview – that’s your first indication. If your automated ranking keeps you near the top – you will get a call for interview.
Overall a very informative briefing. Glad I had the opportunity to attend.
Enjoy!
Briefing on new hiring process by Capt OR and Dr. Carl Hoffman (PhD in statistics and industry expert on pilot hiring procedures).
1. New hire projections. Authorization has been given by the company to hire 500 pilots over a 30 month period, commencing in February of 2011. This hiring does not factor in the large number of upcoming retirements.
2. Because of reduced need for SOs, the FE written is not currently a requirement for hiring. If SO positions were needed in a class, candidates would have to complete the test prior to commencing Basic Indoc.
3. Priorities. FOs to ANC MD-11; CGN 757; HKG Airbus; MEM 727; MEM 727 SOs; MEM 757/MD/Airbus.
4. Selection for interview. Previously anyone could apply for a flight position with FedEx, regardless of their qualifications. New application requires that all minimum qualifications be met to complete a valid application. Applications are ranked based on various factors through an automated ranking system. It uses a number of factors that statistically indicate greater success in training. Candidates that score high in these factors have been shown to have a 12% rate of training problems vs. 70% for those that score low. Following are some of the factors used:
a. GPA (less than 2.5 is not good)
b. Years required to complete college (greater than 5 yrs is not good)
c. Type of School (competitive entry vs. general entry; military academy; more competitive scores higher)
d. Type of degree (scientific vs. general studies; math/engineering/science scores higher)
e. Flight hours (apparently there is a statistical “sweet spot” of 1,200 to 6,000 for total time and 500 to 5,000 for PIC; jet time is preferred but lack of will not exclude candidates that score high in other factors)
f. Positions held (Check airman/Stan Eval/NATOPS score points)
g. Failed checkrides (not a positive)
All complete and correct applications go through this automated ranking and when more applicants need to be interviewed, a PASS (Pilot Application Selection and Screening) Board is convened. These are conducted as needed and are composed of four management pilots, trained in the screening process. Results are measured on inter-rater reliability (must be fairly close between raters when independently scored) and must agree on scoring but there is opportunity for review and discussion on score discrepancies. A minimum score is required to be invited for an interview. Once complete, the PASS Board provides a list of names to Pilot Recruitment to set up interview dates.
5. The Interview Process is composed of four phases.
a. Phase I – Testing
b. Phase II – Panel Interview; SBI; Simulator
c. Phase III – Conditional offer is made (Candidates will receive a company administered medical exam to verify his First Class medical. If problems are encountered, the candidate will work with his physician to resolve/document the issue. His offer will be placed on hold until the issue is resolved).
d. Phase IV – Class date is offered
6. Phase I testing focuses on three primary items:
a. Personality traits (NEO-PI-R)
b. Job knowledge (Aeronautical/Engineering/Navigation – the bank of questions is in the thousands and is written by pilots within the company. Dr. Hoffman indicated that it is easier to study the material listed in the Interview Letter than to try and memorize question banks)
c. Ability to multitask (Cog Screen)
It is unlikely that any candidate will score high on all three areas, but a high score in one will compensate for a low score in another area.
Dr. Hoffman indicated information on the NEO test is widely available on the web. Information is also available on the web related to the Cog Screen test.
7. Timeline.
a. Once a decision is made to convene a PASS Board, it may take 2 wks to a month to make it happen.
b. Once the board convenes, it is a 1 to 3 day process, then names are provided to Pilot Recruitment for interview setup. This may take as little as a week or up to a month for candidates to receive a call and schedule an interview.
c. Once the testing is completed, 2 weeks to a month may pass before returning for Phase II and III (completed together).
d. Final approval proceeds through SCP then VP, then Sr VP for Flight Ops, then it may take 2 weeks to a month – depending on the need – before an offer is made for a class date.
8. Odds and ends.
a. Date of availability: Candidates are not screened out of the interview process based on their date of availability, but if their availability is far off in the future, their application may be “tabled” for future review.
b. Candidates need to make sure they carefully review their applications. Take it seriously – a poor/stupid answer as to why you left a job can kill the application. Typos/spelling/incomplete comments or answers/ lack of logic are indicators of a low care factor. Work hard at documenting who you are and why you deserve to work at FedEx. Give specifics/experience and lay out a clear employment history.
c. Recommendations/Sponsors – Not required for someone to get an interview. All “recs” are reviewed by Capt R and help get you to the PASS Board. After that, you are on your own. Anything over 5 rec letters start to lessen the value of the letters.
d. Applicants need to keep updating their online application. It may score higher in the automated ranking process.
e. There is a pool of candidates who have completed the interview process and are waiting for a class date. Capt R indicated that it was enough to fill a few classes (about 40?).
f. There is no notification to the candidate that they have met the PASS Board. If you receive an invitation to interview – that’s your first indication. If your automated ranking keeps you near the top – you will get a call for interview.
Overall a very informative briefing. Glad I had the opportunity to attend.
Enjoy!
08-17-2011, 01:45 PM
#4
Gets Weekends Off
Joined APC: Dec 2006
Posts: 2,052
ANGFDX,
Wow, nice report!!!
Thank you so much for taking the time to write it down once for yourself, and then for the rest of us who were not able to make it. I was very interested in hearing what was said, and apparently, you covered it ALL!
Thanks a lot man!
Wow, nice report!!!
Thank you so much for taking the time to write it down once for yourself, and then for the rest of us who were not able to make it. I was very interested in hearing what was said, and apparently, you covered it ALL!
Thanks a lot man!
08-17-2011, 03:48 PM
#10
Nice lookin' tree, there!
Joined APC: Sep 2006
Position: MD-11, old man
Posts: 2,198
Originally Posted by Overnitefr8
We need to hire ANGFDX to go to all hub turn meetings. No one can take that many notes.
Seriously, nice job.fbh
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