AA Hiring update
09-29-2013, 05:07 AM
#42
Gets Weekends Off
Joined APC: Nov 2012
Position: Retired Mil...ready to start the grind
Posts: 249
Originally Posted by Herk Bubba
VP of flight spoke to the 25 Sep recall class. Announced the app window opening...
When: Window opens 1 Oct.
How: online application (expect PilotCredentials.com)
Mins: I don't know, but expect it to be in line with DAL/UAL....
Hope the bandwidth can withstand the force of 10,000 applications being submitted next week.
When: Window opens 1 Oct.
How: online application (expect PilotCredentials.com)
Mins: I don't know, but expect it to be in line with DAL/UAL....
Hope the bandwidth can withstand the force of 10,000 applications being submitted next week.
09-30-2013, 07:12 PM
#47
Gets Weekends Off
Joined APC: Aug 2006
Position: CRJ FO
Posts: 325
This looks crazy for the hiring process:
http://www.5bears.com/15535.pdf
We are pleased to announce that we will begin recruiting new pilots and will begin accepting pilot applications on Oct. 1, 2013 — the first time in more than 10 years.
We’ve been doing a lot of work behind the scenes to prepare for our newest team members, and we’ve shared some information along the way about the process. But now that we have finalized the details, we want to disclose the hiring process with you, so that you can be aware of the procedure and share this information with future recruits.
Phase I – Selecting the best
As you can imagine, since our last hiring phase, we’ve added some significant technology to our selection process in an effort to manage the anticipated volume of applicants, as well as help us identify those whose background and experience most closely align with our needs.
We will use state-of-the art software designed to evaluate applicants by virtue of the flight-related data they provide in their online application.
Additionally, candidates will complete an online assessment designed specifically for pilot selection. The criteria for this selection were designed using information gathered from dozens of current American Airlines pilots. Through their feedback, we developed a questionnaire that focuses on a candidate’s ability to assimilate well with both the Flight Department and the new American Airlines culture.
Phase II – Determining the best fit
Selected candidates are asked to complete a video interview. Through this interview, we can better determine their interpersonal and communication skills, along with their ability to think on their feet. The strongest candidates are invited to meet with our team in person. During this time, candidates will undergo a two-day assessment that combines technology and personalized interaction with our Flight team, which will give them insight into their potential new company and allow us to realistically gauge their fit within our group.
Day 1, we will conduct a Pilot Skills Test (PST). The PST is a new, computerized evaluation program that measures the critical skills necessary to become an American pilot. Day 2 is dedicated to a two-part, face-to-face interview conducted by Captains and First Officers from all of our crew bases and members of the Pilot Selection Department. The questions are behavioral-based, and our goal is to get an accurate picture of a candidate’s demeanor and decision-making skills by learning about actual situations they’ve encountered through their career.
Ultimately, this two-day assessment allows us the opportunity to learn more about our prospective new team member and for them to learn more about the Flight Department and American Airlines.
Phase III– Waiting for the call
Once we have a complete picture of the candidate, the final step is to have their file evaluated by the Pilot Selection Board — a panel made up of several members of the Flight Department, including Vice President of Flight, Captain John Hale and Chief Pilot Line Operations, Captain Bart Roberts. The approved candidates are then contacted by the Flight Department and given a conditional offer with American Airlines. We then schedule a medical exam and once the results are known, we will make the final call confirming our conditional offer.
We anticipate the entire process — from the point that someone is identified by the automated process until they show up for orientation and training — to be approximately two months.
We think we have a good process in place and we’re excited to be seeking out those individuals who not only possess the ability to do the job for which they interview, but who also possess a passionate desire to do it.
http://www.5bears.com/15535.pdf
We are pleased to announce that we will begin recruiting new pilots and will begin accepting pilot applications on Oct. 1, 2013 — the first time in more than 10 years.
We’ve been doing a lot of work behind the scenes to prepare for our newest team members, and we’ve shared some information along the way about the process. But now that we have finalized the details, we want to disclose the hiring process with you, so that you can be aware of the procedure and share this information with future recruits.
Phase I – Selecting the best
As you can imagine, since our last hiring phase, we’ve added some significant technology to our selection process in an effort to manage the anticipated volume of applicants, as well as help us identify those whose background and experience most closely align with our needs.
We will use state-of-the art software designed to evaluate applicants by virtue of the flight-related data they provide in their online application.
Additionally, candidates will complete an online assessment designed specifically for pilot selection. The criteria for this selection were designed using information gathered from dozens of current American Airlines pilots. Through their feedback, we developed a questionnaire that focuses on a candidate’s ability to assimilate well with both the Flight Department and the new American Airlines culture.
Phase II – Determining the best fit
Selected candidates are asked to complete a video interview. Through this interview, we can better determine their interpersonal and communication skills, along with their ability to think on their feet. The strongest candidates are invited to meet with our team in person. During this time, candidates will undergo a two-day assessment that combines technology and personalized interaction with our Flight team, which will give them insight into their potential new company and allow us to realistically gauge their fit within our group.
Day 1, we will conduct a Pilot Skills Test (PST). The PST is a new, computerized evaluation program that measures the critical skills necessary to become an American pilot. Day 2 is dedicated to a two-part, face-to-face interview conducted by Captains and First Officers from all of our crew bases and members of the Pilot Selection Department. The questions are behavioral-based, and our goal is to get an accurate picture of a candidate’s demeanor and decision-making skills by learning about actual situations they’ve encountered through their career.
Ultimately, this two-day assessment allows us the opportunity to learn more about our prospective new team member and for them to learn more about the Flight Department and American Airlines.
Phase III– Waiting for the call
Once we have a complete picture of the candidate, the final step is to have their file evaluated by the Pilot Selection Board — a panel made up of several members of the Flight Department, including Vice President of Flight, Captain John Hale and Chief Pilot Line Operations, Captain Bart Roberts. The approved candidates are then contacted by the Flight Department and given a conditional offer with American Airlines. We then schedule a medical exam and once the results are known, we will make the final call confirming our conditional offer.
We anticipate the entire process — from the point that someone is identified by the automated process until they show up for orientation and training — to be approximately two months.
We think we have a good process in place and we’re excited to be seeking out those individuals who not only possess the ability to do the job for which they interview, but who also possess a passionate desire to do it.
09-30-2013, 07:14 PM
#48
Gets Weekends Off
Joined APC: Aug 2006
Position: CRJ FO
Posts: 325
American Airlines is going to begin hiring pilots! I think I could probably end the message there and everyone would be satisfied, but perhaps a bit more detail is appropriate.
The application window will open tomorrow, Oct. 1 at 1200 CT, and we expect our first class of new hires to start on Dec. 3. That’s a pretty short window, so the recruitment team, headed by our own Patty Taylor, is going to be moving extremely quickly to get everything done in time.
We want to make sure we hire not only the most technically skilled pilots, but also pilots that “fit” with and within the American Airlines culture, so a lot of time and energy has gone into the development of our pilot recruitment process. You’ll see that technology plays a big role in the initial stages; however, since you are the ones that will fly with these people, we have a group of AA pilots that will interview the applicants that make it to the final stages of the hiring process, and they will have a major voice in the hiring decision.
I’m sure that many of you have friends or family that will be interested in applying, so we’re also adding a Recruitment page to AAPilots that will include the specifics on the interview process, a Pilot Selection Process Guide, instructions on how you can submit references/recommendation letters, and answer a few common questions.
Speaking of recommendations, please be selective about those you recommend. Your feedback will be given serious consideration, so make sure you’re only recommending someone you’re willing to work with for years to come.
This is extremely exciting news. It means movement and more opportunity – things we’ve all been looking forward to. So, when you see that person in the dark suit wandering the halls of the Flight Academy, stop them, shake their hand, and let them know how happy we are that they want to be a part of our great airline.
Pilot selection process Q&As:
Q: How many pilots do we plan to hire in 2014?
A: For now, it looks like we’ll be hiring approximately 1,500 new pilots over the course of five years. The plan is to hold two classes a month with 25 new hires in each class beginning Dec. 2013. The new hire classes are currently scheduled through the summer of 2014.
Q: How does someone apply?
A: We will accept pilot applications through AACareers.com.
Q: What should I tell friends/family who are eager to get an interview?
Alease tell them to be patient. If they are competitive, their name will surface and they will be contacted by American Airlines. You should also encourage them to update their online application often as they gain experience. This will allow them to remain as competitive as possible during any evaluations of online applicant data.
Q: Does it help to write a letter of recommendation?
A:Since we anticipate a large number of applicants, we have developed an online automated system of accepting employee recommendations via AACareers. Remember that when you submit a LOR, you’re essentially putting your reputation on the line on behalf of the candidate you recommend. We expect that if you are recommending a pilot, you personally believe that s/he would be a solid addition to the American Airlines pilot corp.
Q: So, what is the bottom line on helping someone get an interview with American?
A:First, tell them to be patient. We plan to review thousands of applicants, for approximately 30 interview slots held no more than 24 times per year. Second, encourage them to update their online application often. The best thing about our automated system is that a pilot applicant can update his/her information as often as they like and that information will continue to be an important factor in one’s ability to rise to the top in the competitive evaluation process.
Q: I have a friend that is coming in for an interview, what should I tell him/her?
A:Tell them to relax, and be themselves! The selection team is fully committed to making sure each candidate is able to show us their best qualities. The questions are designed to allow candidates to share real experiences and help us get to know them better. Tell them to be prepared to share stories that demonstrate their own values and then, if they’re right for this role, it will be obvious.
Q: How are we able to hire new pilots while we’re in restructuring?
A:A number of factors are driving the need to grow our pilot workforce, including our broad fleet renewal efforts that include taking delivery of new Airbus and Boeing aircraft, the addition of new routes to our global network, projected pilot retirements and the FAA’s new rest and duty time rules that come into effect in 2014. Having sufficient, qualified pilots to operate our fleet is critical to the success of the new American.
Q: Do you expect these pilot hiring projections to change as a result of the merger with US Airways?
A: No. The factors driving our need for new pilots will still be in effect if the merger closes, including our fleet renewal plan, which is one of the foundational strengths of the merger. If our proposed merger is approved, we’ll continue routinely evaluating our staffing and making adjustments as needed, and are hopeful that a merged new American would provide even greater career progression and growth opportunities.
Q: What is American doing to attract pilots from diverse backgrounds?
A: As always, American seeks to hire the most qualified employees. We have a strong relationship with Women in Aviation (WIA), the Organization of Black Aerospace Professionals (OBAP) and many other organizations that can tap into a pool of qualified pilots. We plan to work closely with these groups to support our goals in hiring the most qualified pilots.
Q: Where will the new hire pilots be based and what type of aircraft will they fly?
A: Base and aircraft are assigned by seniority, so our new hire pilots will be assigned to the most junior base(s) and aircraft. Currently, the most junior crew bases are LGA and MIA, and the junior aircraft is the MD80 and the 737.
Q: How will the American Eagle flow-through pilots be handled?
A:With two new hire classes being held monthly, we anticipate that half of each class will have flow-through pilots from American Eagle and the balance will be external hire candidates.
Q: How does the new flight background selection software work?
A:The system allows “filters” to be set and honed according to parameters that we feel can help ensure success for the candidate and American Airlines. The automation can sort through hundreds of applications in just a few short minutes, which allows us to effectively select the most qualified candidates.
Q: How can I participate in the new hire pilot process?
A:As we need experienced pilots to assist with new hire pilot recruitment, selection and hiring, we will communicate those needs through our regular communication vehicles – AAPilots, CCI and company email.
The application window will open tomorrow, Oct. 1 at 1200 CT, and we expect our first class of new hires to start on Dec. 3. That’s a pretty short window, so the recruitment team, headed by our own Patty Taylor, is going to be moving extremely quickly to get everything done in time.
We want to make sure we hire not only the most technically skilled pilots, but also pilots that “fit” with and within the American Airlines culture, so a lot of time and energy has gone into the development of our pilot recruitment process. You’ll see that technology plays a big role in the initial stages; however, since you are the ones that will fly with these people, we have a group of AA pilots that will interview the applicants that make it to the final stages of the hiring process, and they will have a major voice in the hiring decision.
I’m sure that many of you have friends or family that will be interested in applying, so we’re also adding a Recruitment page to AAPilots that will include the specifics on the interview process, a Pilot Selection Process Guide, instructions on how you can submit references/recommendation letters, and answer a few common questions.
Speaking of recommendations, please be selective about those you recommend. Your feedback will be given serious consideration, so make sure you’re only recommending someone you’re willing to work with for years to come.
This is extremely exciting news. It means movement and more opportunity – things we’ve all been looking forward to. So, when you see that person in the dark suit wandering the halls of the Flight Academy, stop them, shake their hand, and let them know how happy we are that they want to be a part of our great airline.
Pilot selection process Q&As:
Q: How many pilots do we plan to hire in 2014?
A: For now, it looks like we’ll be hiring approximately 1,500 new pilots over the course of five years. The plan is to hold two classes a month with 25 new hires in each class beginning Dec. 2013. The new hire classes are currently scheduled through the summer of 2014.
Q: How does someone apply?
A: We will accept pilot applications through AACareers.com.
Q: What should I tell friends/family who are eager to get an interview?
Alease tell them to be patient. If they are competitive, their name will surface and they will be contacted by American Airlines. You should also encourage them to update their online application often as they gain experience. This will allow them to remain as competitive as possible during any evaluations of online applicant data.
Q: Does it help to write a letter of recommendation?
A:Since we anticipate a large number of applicants, we have developed an online automated system of accepting employee recommendations via AACareers. Remember that when you submit a LOR, you’re essentially putting your reputation on the line on behalf of the candidate you recommend. We expect that if you are recommending a pilot, you personally believe that s/he would be a solid addition to the American Airlines pilot corp.
Q: So, what is the bottom line on helping someone get an interview with American?
A:First, tell them to be patient. We plan to review thousands of applicants, for approximately 30 interview slots held no more than 24 times per year. Second, encourage them to update their online application often. The best thing about our automated system is that a pilot applicant can update his/her information as often as they like and that information will continue to be an important factor in one’s ability to rise to the top in the competitive evaluation process.
Q: I have a friend that is coming in for an interview, what should I tell him/her?
A:Tell them to relax, and be themselves! The selection team is fully committed to making sure each candidate is able to show us their best qualities. The questions are designed to allow candidates to share real experiences and help us get to know them better. Tell them to be prepared to share stories that demonstrate their own values and then, if they’re right for this role, it will be obvious.
Q: How are we able to hire new pilots while we’re in restructuring?
A:A number of factors are driving the need to grow our pilot workforce, including our broad fleet renewal efforts that include taking delivery of new Airbus and Boeing aircraft, the addition of new routes to our global network, projected pilot retirements and the FAA’s new rest and duty time rules that come into effect in 2014. Having sufficient, qualified pilots to operate our fleet is critical to the success of the new American.
Q: Do you expect these pilot hiring projections to change as a result of the merger with US Airways?
A: No. The factors driving our need for new pilots will still be in effect if the merger closes, including our fleet renewal plan, which is one of the foundational strengths of the merger. If our proposed merger is approved, we’ll continue routinely evaluating our staffing and making adjustments as needed, and are hopeful that a merged new American would provide even greater career progression and growth opportunities.
Q: What is American doing to attract pilots from diverse backgrounds?
A: As always, American seeks to hire the most qualified employees. We have a strong relationship with Women in Aviation (WIA), the Organization of Black Aerospace Professionals (OBAP) and many other organizations that can tap into a pool of qualified pilots. We plan to work closely with these groups to support our goals in hiring the most qualified pilots.
Q: Where will the new hire pilots be based and what type of aircraft will they fly?
A: Base and aircraft are assigned by seniority, so our new hire pilots will be assigned to the most junior base(s) and aircraft. Currently, the most junior crew bases are LGA and MIA, and the junior aircraft is the MD80 and the 737.
Q: How will the American Eagle flow-through pilots be handled?
A:With two new hire classes being held monthly, we anticipate that half of each class will have flow-through pilots from American Eagle and the balance will be external hire candidates.
Q: How does the new flight background selection software work?
A:The system allows “filters” to be set and honed according to parameters that we feel can help ensure success for the candidate and American Airlines. The automation can sort through hundreds of applications in just a few short minutes, which allows us to effectively select the most qualified candidates.
Q: How can I participate in the new hire pilot process?
A:As we need experienced pilots to assist with new hire pilot recruitment, selection and hiring, we will communicate those needs through our regular communication vehicles – AAPilots, CCI and company email.
10-01-2013, 02:03 AM
#49
Gets Weekends Off
Joined APC: Aug 2009
Posts: 578
This is fantastic news!!! One, for the guys looking for work, two for the Eagle guys sitting in the right seat and senior on the left, and of course for me as I'm very actively seeking a return to the USA. Did anyone notice something about the hiring process that differs from almost every other airline? No mention of HR interviews! I might even have a chance now!
10-01-2013, 04:49 AM
#50
Line Holder
Joined APC: Feb 2013
Position: T-38 IP
Posts: 70
Originally Posted by 4runner
This is fantastic news!!! One, for the guys looking for work, two for the Eagle guys sitting in the right seat and senior on the left, and of course for me as I'm very actively seeking a return to the USA. Did anyone notice something about the hiring process that differs from almost every other airline? No mention of HR interviews! I might even have a chance now!
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