Of the three without TPIC, their total times were 11,000, 7,000, and 4,300. Two of the three had experience flying large transport jets internationally. I don't remember the specific experience of the third.

NO, I disagree.

HR should only provide the sandbox in which to play in. They can give guidance on federal regulatory requirements and corporate policy. Pilots understand pilots and pilots can spot the BS pretty quick. I've been involved in various types of interview scenario's and those in which HR had a speaking part it was rather goofy. They tried to ask serious questions and be taken seriously. It just goes over as a Lead Balloon. One HR guy asked me if I still had a flight instructor certificate. Really. That' s what ya got.

HR should hire gate agents and ticket agents. That's really all they are good for. And, I mean that in a positive way.

This is a good discussion.

No, I disagree. HR people really have no special gift or skill set in this area. I have a Masters in HR management. I got the degree while looking for a job flying airplanes. Basically killing time.... I took some classes, did some mock interviews, read the rules. HR is just a magic word for "gate keeper". They think they are experts, but most of the HR people I've met are nice people, have good intentions, but are in no way qualified to assess the technical acumen of pilots or other technical people. Further, they are very much at a disadvantage in evaluating leadership traits. I haven't met any HR people that have real world experience in doing real world things. Building teams, administering large programs, meeting deadlines, or driving results. Most that I've met have the degree, and have worked in a few HR departments at smaller companies before working their way up to a fortune 500 company.

In my "perfect world" the interview goes like this.

1. evaluate qualifications
2. Invite to interview
3. Give appropriate test
4. ask questions to match the applicant to the resume
5. ask questions to find out if this person is an A hole or not
6. Simulator session to evaluate skills
7. Final interview to determine if he/she is right for the company/culture (good fit).
8. HR can just sit in the corner and observe

As a Line FO I have noticed two kinds of non
'special interest" Captains:

1. Experienced/qualified, and 2. Not ready for prime time

As for the latter, we keep them out of trouble.

I swear I was told on OE, "you are our last line of defense."

Check airman was grilling me on everything as we crossed the Atlantic. After he said that we both started cracking up.

Sad, but true. I seriously felt like I've been giving IOE on 3 of my last 4 trips. Ironically, 2 of those were with former LUAL Captains. Both pilots were extremely nice people, but we're grossly incompetent pilots. Hopefully, it's was just an anomaly.

A couple of comments

First the ego of someone to say any of our new hires are not ready for prime time is amazing.

This group of new hires is by far the most qualified ever in the history of United Airlines and probably any major airline.

Second HR and all their rules prevents CP him or her from hiring their buddies. They provide a structured process and discipline that often prevents the BS artist from getting through the interviews. Notice I did say "often." There will always be those who should not be hired and even one or two of us who post on this blog may be him or her.

Finally I'm amazed the 1500 hour single seat fighter person is still getting through the process. Not that they won't make outstanding pilots for UAL, it's just when considering the depth of experience out there, why would a pilot with basically zero commercial experience be considered?

Oh and there are a large number of pilots with substantial UAL line experience involved in the hiring decisions.


Oh well you all have the answers so rant away.

Mitch

I'll bet you are still under 50?

I don't know who these two or three pilots are, but the truth is we don't get better as we get older.

Life has a way of sucking the wind out of even the finest pilots and many of us should retire earlier than the mandatory age of 65.

Not sure what fleet you are on, but perhaps some of the, "not ready for prime time" is a direct reflection of the exceptionally **** poor 7 THREE 7 training we all have to endure. Nothing like having to teach yourself the jet.

We have a bunch of guys who have spent the last 15-16 years as bunkies. They found out that being a Capt pays more these days.

With that kind of thinking, you will eventually get your butt in a jam. You are actually calling the company's judgment out.