Quote:
Originally Posted by nancy33
The bonus is for new hire recruitment
Pilot retention- "We are looking into it" if we paid everyone somthing that would make them not want to leave it would break the bank. AKA Your here and we shal abuse you till you leave
All referrals should go to the referring pilot. Let's say that you know of 10 pilots that have the hours to get hired. You walk their resume in and all 10 are hired and make it through training. Your paycheck should reflect a $60,000 bonus on top of your salary. Said bonus should be paid out in monthly increments beginning immediately. The pilots being hired, although they will not see any bonus, will have the opportunity to refer people they know and get in on the action. This example demonstrates a company that cares about hiring and retaining. But they are not going to do this because they know some new hire pilots aren't going to be on the property for a year.
In order for airlines like Silver to survive, something is going to need to change.
Student Pilot dropouts are at an all-time high. These last few years, Student Pilot starts were at an all-time low. This year, I'm hearing the number of Student Pilot starts might be higher than last year, but when you dig into the data, the age of the pilots starting is 40 and over, people with more discretionary income.
So, what can change or who can flinch? Here are some possibilities.
-FAA adds a ticket tax to fund programs for pilot development, levels the competitive playing field.
-Silver charges a higher fare to cover employee salaries
-Major Airlines acquire regional airlines in a TRUE fashion and place regional aircraft on the property
-Soft changes that improve quality of life
-Regional/commuter airlines go out of business allowing for pilots to be absorbed by others
-Regional/commuter airlines merging with other regional airlines and axing aircraft and overlapping routes
others?