Becoming United
04-28-2019, 04:52 AM
#41
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Joined APC: Aug 2013
Posts: 2,159
Originally Posted by terminal
Don’t forget the handful of SWA, Delta, FEDEX AA, UPS guys that leave their airline to go to UA as well
Fed Ex and UPS would both be pretty hot dates if you ask me.
04-28-2019, 08:22 AM
#42
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Joined APC: Feb 2013
Position: CRJ200; FO
Posts: 391
Originally Posted by baseball
I like that. I vote you in charge.
It's pretty easy to go and out get a MBA, or Masters in Human Resource Management. We could get a few pilots to go out and do this, and then we would have all the qualifications we need to do this. Think of all the money we would save. No need to hire a department of people when we could simply give our pilots a few no fly days a month, pay 'em a little bit like FODM's and call it good. An HR Masters degree is the easiest thing you could do (seriously it is).
It's probably going to be pretty important. As the so-called pilot shortage wanes on, fewer qualified applicants to choose from, that translates into the necessity of having a better hiring process on our end.
It's pretty easy to go and out get a MBA, or Masters in Human Resource Management. We could get a few pilots to go out and do this, and then we would have all the qualifications we need to do this. Think of all the money we would save. No need to hire a department of people when we could simply give our pilots a few no fly days a month, pay 'em a little bit like FODM's and call it good. An HR Masters degree is the easiest thing you could do (seriously it is).
It's probably going to be pretty important. As the so-called pilot shortage wanes on, fewer qualified applicants to choose from, that translates into the necessity of having a better hiring process on our end.
And there it is. Admission that stick and rudder are degrading all while the HR at airlines continue to hire the 4.0gpa without any experience other than a little right seat time and a 121 regional. I might only have gotten a 2.95 but I can fly a visual approach into a mountainous airport without FMS guidance and spot land a 35k aircraft on a 4900’ strip. But I can’t seem to get an interview lol.
I made a choice to go to a 135 where I could upgrade faster and get some real challenging flying experience and now it seems as though it’s going to be harder to get to a Major had I stayed at my regional carrier. But hey, c'est la vie. ☺️
04-28-2019, 12:49 PM
#43
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Joined APC: Mar 2017
Position: Shaky.... at best
Posts: 48
I guess I’ll answer my own question.
Just received the Hogan invite and becoming United link the other day after starting this thread so that’s kind of crazy for timing. It appears the “becoming United” portion is meant for all employees applying at United regardless of position. There is a 3-5 minute video and about 30-40 personality type questions. Fairly straightforward I believe and didn’t take more than 20 minutes to go through.
04-28-2019, 01:19 PM
#44
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Joined APC: Mar 2005
Posts: 1,888
Originally Posted by NxNW
Just received the Hogan invite and becoming United link the other day after starting this thread so that’s kind of crazy for timing. It appears the “becoming United” portion is meant for all employees applying at United regardless of position. There is a 3-5 minute video and about 30-40 personality type questions. Fairly straightforward I believe and didn’t take more than 20 minutes to go through.
04-28-2019, 03:37 PM
#45
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Joined APC: Aug 2014
Posts: 386
Originally Posted by NxNW
It appears the “becoming United” portion is meant for all employees applying at United regardless of position. There is a 3-5 minute video and about 30-40 personality type questions. Fairly straightforward I believe and didn’t take more than 20 minutes to go through.
04-28-2019, 05:50 PM
#47
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Joined APC: Jul 2015
Posts: 859
Originally Posted by baseball
I like that. I vote you in charge.
It's pretty easy to go and out get a MBA, or Masters in Human Resource Management. We could get a few pilots to go out and do this, and then we would have all the qualifications we need to do this. Think of all the money we would save. No need to hire a department of people when we could simply give our pilots a few no fly days a month, pay 'em a little bit like FODM's and call it good. An HR Masters degree is the easiest thing you could do (seriously it is).
It's probably going to be pretty important. As the so-called pilot shortage wanes on, fewer qualified applicants to choose from, that translates into the necessity of having a better hiring process on our end.
It's pretty easy to go and out get a MBA, or Masters in Human Resource Management. We could get a few pilots to go out and do this, and then we would have all the qualifications we need to do this. Think of all the money we would save. No need to hire a department of people when we could simply give our pilots a few no fly days a month, pay 'em a little bit like FODM's and call it good. An HR Masters degree is the easiest thing you could do (seriously it is).
It's probably going to be pretty important. As the so-called pilot shortage wanes on, fewer qualified applicants to choose from, that translates into the necessity of having a better hiring process on our end.
Pilots are involved in every aspect of the process from start to finish.
04-28-2019, 06:28 PM
#48
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Joined APC: Dec 2016
Position: Skeptical
Posts: 37
I interviewed recently, and am now a poolie (if that's the correct term). I did the 2 panels that all interviewees are doing these days.
Panel #1 was a senior, active FO and an HR rep that's been with United for a long time. Panel #2 was skills assessment with a LCA.
So, 2/3 of my interviewers were active, uniformed pilots. And the HR rep had been doing her job a long time. I know I'm not on property yet, but I have been flying professionally for well over 20 years, and the interview was very positive and very pilot-centric. Just a humble 2 cents from someone who recently went through the hiring gauntlet.
Panel #1 was a senior, active FO and an HR rep that's been with United for a long time. Panel #2 was skills assessment with a LCA.
So, 2/3 of my interviewers were active, uniformed pilots. And the HR rep had been doing her job a long time. I know I'm not on property yet, but I have been flying professionally for well over 20 years, and the interview was very positive and very pilot-centric. Just a humble 2 cents from someone who recently went through the hiring gauntlet.
04-29-2019, 07:55 AM
#49
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Joined APC: May 2010
Position: Awa(k3rE3
Posts: 213
Originally Posted by ReadyRsv
I was interviewed by a United Captain and an HR person who has worked in hiring at United for 20+ years, as has every other pilot candidate since 2012.
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04-29-2019, 08:34 AM
#50
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Joined APC: Oct 2009
Position: B756 FO
Posts: 1,288
Originally Posted by okawner
Well if that's the case then the HR rep in my interview must have been hired at the age of 8 or 9 because there was no way she was over 30 (hired in 2015).
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