lets not forget the 50% quick upgrades in the same equipment busting before they gave them an additional 2 days sim training. the same equipment, go figure. I know things happen, but these are the same f/o's who wanted the quick upgrade program to be implemented because they did not want to do long term training again.

 

I don't think people with 250 hours should be hired at all if that is what you are concerned with. In that regard Eagle is actually on the lower end of Regionals that have hired pilots with less than 500 hours.

I don't think this applicant was discriminated against. Two people in the hiring department, including the hiring manager had doubts about his ability and they were proved correct. It is their job to screen applicants to the best of their ability.

I'm sure he was not the first or the last applicant they evaluated in that way.

 

You just described over half the pilots here at AA before beginning the 121 career.

Are you really this naive? If your HR dept actually did that, they are grinding an ax, nothing more.

 

If he crashed, he crashed. How do you explain that?

In any case, as I mentioned before there are plenty of military pilots who can handle asymmetrical thrust just fine. Some can't. Period. You don't think any ex-military pilots wash out of AA's interview or training? Now who is being naive?

In any case, many ex-military pilots at mainline flew aircraft that are considered multi-engine with adverse yaw. They didn't all fly single seat fighers like the F-16. Most who I know anyway flew everything from P-3s, C-130s, C-5s, and even the F-111 which is borderline but technically not centerline thrust given the distance between the engines.

 

Nothing against our hiring manager, but really what business a 4yr FO has being hiring manager?

 

Not my place to say. You might want to ask him about it.

He is a great guy and a fine pilot. I'm not sure if you are serious about him only being here for 4 years or if that is hyperbole. If I remember correctly he is a 2006 or 2007 hire. Most in the hiring department have been here longer.

 

the point is he passed the sim eval and then put him back in for another sim eval. have they given all applicants a single engine failue with a single engine ils, i dont think so.

 

As opposed to the typical HR professional who knows nothing about an airplane? If you ask me, a pilot doing hiring is a very positive step forward in recruitment. I've been saying for years that pilots should be in charge of hiring.

 

No dog in this fight, but what's wrong with that? Who would you rather see in charge, and why?

 

I don't know the whole story here but it might have just been the Sim itself that got them; it happens. Additionally, sometimes applicants are given a second Sim session. It could be they want to give someone a second chance for some reason or that they want to confirm some marginal, or worse performance for washout purposes. It is done for both reasons. As far as a SE approach, I have a personal story. This happened during my first 135 PIC checkride. I nailed the SE approach; though was just hoping to get through it, doing a respectable job. It turned out so good that I, of course, remarked to the Check Airman. He responded with, don't get cocky, most folks fly the SE approach better the the all engine approach. He went on to say the simple reason being that you are more focused and also due to the possible ramifications of not performing it correctly...