That's not how I understood it. The CP I met with meets with 15 per month (on average) and can only pick 2 (on average) to come out to 24/yr. And the two he chooses get call to HR for the added points. At least, that's what the CP told me when I met with him. FWIW.

 

Anyone take this recently that can provide some tricks or strategy?

 

Does anyone know if Becoming United is pass or fail like the Hogan or just a way to get to know the candidate better?

 

So they just rolled out the “DISC” assessment to instructors and Line Check Airman. We were also told that this would be rolled out to the whole pilot group.

It’s essentially a glorified personality test. No pass or fail. It tells you your personality type and how you communicate with others and how they perceive you.

I wouldn’t be surprised if it was part of the interview process. Just my 2˘ from TK world.

 

Don't overthink it.

Don't hurry to take it immediately when you first receive the invite. Find time when you are distraction free, relaxed, and can open a favorite beverage.

Go through it methodically, read the questions carefully, and then go with your initial honest answer.

Watch for key works like ALWAYS or SOMETIMES and answer appropriately for yourself.

Do not change answers to what your **think** is a the **correct** answer unless you made an obvious mistake.

Gaming the test is one of the most surefire ways to fail it. And yes, a few have succeeded but far, far more have failed.

UAL understands that people are not perfect, but they do desire honest employees.

 

The chief pilots should do all as in 100% of the choosing and picking. We could do away with the entire HR department and let pilots select pilots....Let's try it for a year and see how we do.

If we trust them to pick 24 a year than surely we can measure how those picks are doing and if they are doing well, then lets open it up.

I keep hearing about people that get 80 hours plus of OE and never figure it out. Maybe if the chiefs did all the picking we could eliminate that problem.

 

Negative! Consider those who aspire to and wind up in flight-office positions. Think of all the good guys. Now think of the not so good guys.

Poss, Walt, and Chuck have left the building.

 

We took the DISC assessment in BI. Nothing earth shattering, I took the Myers/Briggs decades ago.

 

I do hear you.

I like the actual Chiefs doing the interviewing. I like pilots talking to pilots. I recall a 135 interview, a commuter interview, and a major interview. All 3 were run by pilots. Great conversations, great interactions, great experience. We could all relate on the same level and we all understood each other. The respect was mutual and the experiences all made me better.

I think we need to be selective as to who gets in the office. The staff that works in the office I would consider not a player. The assistants and the flight managers should be running the office while the Chief does the interviews.

In my world (and I am ok with being in the minority), the Chiefs job should look like this:

1. hand out atta boys
2. only handle severe discipline
3. supervise assistant chiefs and staff
4. Interviews
5. Avoid all staff meetings and admin queep that you can't fix anyway.
6. buy coffee and donuts for staff
7. Go out and shake hands with the base pilots in the crew lounge 3 to 5 times a day.


Ok, that may be altruistic, but that' ok.

 

Imagine any Tom,Dick and Larry in control of who we fly with.