APC225

Job fairs are always a good idea. You make contacts, you practice your professional interaction, you learn some things about yourself. Sometimes, they directly result in an interview. It did for me.

Airlines don’t choose the "safest" pilots, never have. Just ask hundreds (thousands?) who have failed the Hogan test. They’ve hired their own child, child of a friend, friend of a friend, someone who has the Steve Canyon look (passengers like that), no one over 30 years old, someone who doesn’t wear glasses (until sued under ADA), scabs (to keep the money flowing at all costs, regardless of safety). And, yes, minorities and women. Hopefully though, they always hire "safe" pilots, pilots that are trainable, and pilots whose personalities create the best environment possible for a safe crew operation.

bifff15

Just so I understand, exactly what is it that gives a white middle class or above male a distinct advantage?

Cheers,
Biff

rickair7777

White middle class+ has an advantage in getting the early education (and staying out of trouble) which is the necessary foundation to progress to many "higher end" careers, including aviation.

I'm all for helping disadvantaged kids build the foundation


But the problem with affirmative action in airline hiring is that it's ONLY available to people who have already acquired the foundation...

A non-white/non-male junior regional CA or senior regional FO with a college degree and 5000 hours is not at any sort of disadvantage whatsoever, even though he have may climbed out of a pretty deep hole to get where he is. At the point where you are even remotely competitive for a major, the disadvantage is all behind you.

At that point it's just a very cynical effort on the part of the majors to put numbers on the board and have faces they can put on posters.

With women it's even worse... there's only a "shortage" in aviation because most young girls are not interested in airplanes, and many that are might not be interested in the lifestyle (most of the ones I started out with dropped out over the years to be home for their kids, either left completely or delayed career progression to retain seniority in seat). If there really is some sort of shortage crisis of women (maybe just because they need every new pilot they can get), they need to do outreach in JH, HS, and college. As it is now it's just all the bigs scrambling to scoop up the limited number available. Even a legit early outreach program may be pounding a square peg into a round hole, but I'll leave that choice up to the pegs in question.

John Carr

^^^^^^this,

^^^^this,

^^^^^and this

okawner

I think some of the people posting here are confused. NGPA, OBAP, WAI, etc. do not hold job fairs to get "their" people jobs. They hold them to make money. UAL, DAL, AA etc. do not go to hire GPs, BAPs, Ws etc. They go to look inclusive. That's it. So the money you spend attending one of these will go towards aviation outreach (cool) and score you whatever points with the hiring folks (also cool). Again, these events are not for the purpose of hiring aviation minorities - all you have to do is look at the crowd at any one of these to see that truth.

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baseball

Do you mean it costs money to attend one of these "work shops", or "out reach" or "job fairs."???

How much???

NUTS!

baseball

[QUOTE=ReadyRsv;2745860

More data points allow UAL to choose better.

.[/QUOTE]

I will double down instead.

I just had my 4th cup of Vietnamese high octane coffee.

We don't need any "data points" to help us chose better. That's retarded.

Here are the data points you need.


1. ATP (YES)
2. Total time
3. Total PIC time
4. Total Turbine and Total PIC Turbine Time
5. 4 year degree
6. Ratings and certificates
7. No accidents/Incidents
8. Education
9. Work history
10. First Class Medical
11. Military ?
12. Type Ratings
13. Service Academy or College


That should about cover it.

Who cares if anyone paid money to go to a silly job fair and you got to collect a data point.

Gee Applicant A has 10,000 hours and 3 type ratings and a 4 year degree with 2000 PIC

Applicant B has minimal flight time but went to 12 job fairs.


Take applicant A.

BMEP100

Do you all really care that much if the company sends representatives to, or hosts, “job fairs”?

You do realize this is a result of the litigious nature of our society.

Until the costs get much into my profit sharing, I don’t.

For hiring practice, I don’t care how they find pilots so long as they prove to be capable and willing in that right seat. THAT is the “right stuff”, as far as I’m concerned.

What concerns me is when they don’t meet one of those standards.

All you social justice warriors can prime your flame throwers...

Unfortunately, in rare cases when I’ve flow or trained with a pilot who falls short, that person has disproportionately been a member of a “protected class” - though certainly not in every case.

The first time was an attractive and savy young woman who could not physically handle a V1 cut in a DC-7C, no matter how many times she trained and tried. She was retained because in 1979, “we have to have women pilots and it’s a two pilot plane”....

Maybe these fairs are a good thing.

Hopefully, since the reality of “quotas” exists, maybe these special fairs will encourage enough (I’ll call them special) applicants so Flight Ops and HR have enough choices to sort through instead of hiring the first to apply that meets the legal protected profile.

Flame �� on.

ItnStln

It isn’t “reverse discrimination,” but “discrimination.” I too am tired of this discrimination and it is something I saw as a hiring manager for at&t where applicants were graded on how they answered the demographics questions. In that role there was a push to hire no qualified minorities in the interest of diversity.

ItnStln

I’m successful and I’ve never been given a break and I started on the bottom.