Troll game getting kind of weak here, dude.

"The industry" is apparently so complex that the airmanship that military guys get during their careers is apparently not sufficient to skip years of experience-building at a regional....but the 121 gig is also simultaneously so simple that a move to the left seat barely requires more knowledge or experience than the right seat.

Riiiiiight.

 

Like I said, there's such a thing as "good enough" pilots.

Mil people bring more to the table than basic pilot skills, and it's a known predictable quantity. This is how HR looks at it.

Also to "graduate" from the military requires a lot of work ethic. But there's nothing that forces such graduates to keep up the pace once they get to the airlines. Some of them certainly slack off.

Not so much. I grew up in civil aviation, I've flown with all of them. Most wanted to fly in the mil. The ones who didn't were typically on the wealthier side.


Without getting into the details, I did the full civilian track up to RJ's. Seen both worlds.

The "average" military guy jumped through a lot more hurdles and filters than the "average" civilian. Some of that is because they were forced to, I certainly benefited from military structure when I was young. It's a combination of screening/filtering, and the experience gained.

But again, it's as much about "good employee" as "good pilot". According to HR, which is the left seat on hiring.

You could make the same argument about industry, nuclear power plants, etc. They all like to hire ex-military officers too. Many big companies have custom fast-track management programs for ex-mil. Why should THEY hire mil?

Bottom line, this is pee-ing into the wind.

 

Was this at NAI?

 

Want some in the mean time?

 

^^^this^^^

https://www.youtube.com/watch?v=iI9Hfqbuz

So amusing. Couldn't resist.

After years spent on a hiring committee, I can assure you HR doesn't care "who the best pilot is"; the application process itself ensures the minimum experience, training, licensing and skill sets are met. As with any labor group, HR looks for the best fit with the fewest potential problems. No headaches, no liabilities, plain and simple. FWIW, I've spent a career flying with both Mil and Civ, trained both, and seen equally great--and horrible, with both. The mil guys justifiably take a bit more time to spool up to -121, but generally at a rate few accountants would quibble over, given the end product is delivered.

HR teams use proven, straightforward methods in their screening process to find their 'lowest risk' candidate': flush out potential training liabilities ("...Any training failures, accidents, incidents"?) followed by what kind of employee you will be?: happy 'company pilot' who spreads the cheer to customers and fellow employees, rarely calls out sick, average joe, or 'disgruntled, sick call abuser, union thug, blah, blah. Ain't rocket surgery...

Notice the -121 folks getting called first are generally the ones who've filled the leadership/management boxes on their application: College? What level? GPA? Instructor, Check airman, Chief Pilot, Ass. Chief pilot, etc.

Why? Documented evidence aligning priorities listed above (liability, good fit, etc)

A) Proven abilities to handle challenges associated with trainees
B) Selected among peers to represent the company
C) Inclined to align with 'company values'
D) Generally positive attitude

All other things being equal, makes sense.

As for the Mil guys, same logic: most were officers, which by definition are management material (at least on paper). Fully documented management, leadership and flight training, disciplined, from reputable schools, successfully competed for limited OTS, ROTC, or Service Academy slots. In management's eyes, cutting one's teeth in such highly structured environments causes one to be more conformist, conservative, and management-minded than civilian counterparts. In other words, 'company-men', less likely to follow the dreaded union mindset. That may change later (often does), but to HR, that's the product. Throw in a secondary income and medical and the picture should become clearer.

Bottom line: "It's not your flying, Maverick..."

To the OP: be patient; barring a catastrophe, you'll get your call eventually. The stunning numbers of retirements will ensure those who meet the mins and can fog a mirror will get the call.

 

Accurate.


Sent from my iPhone using Tapatalk

 

Cool. And you could also start by closing it as well.

Sincerely,

Everyone

 

On the maintenance side, military kids make the best worker bees. They will go farther, faster, and ask for less than most civilians that tend to look out for themselves. Airlines are structured so that kids with military backgrounds are right at home. They usually do poorly in GA where a mechanic has to be crafty.

 

https://www.reddit.com/r/reactiongif...other_tide_ad/

 

Looking at the Fedex Milennial oddity thread, it doesn’t seem to be military guys having problems...