Amen!!!!!!

 

Apparently, the test was given to a selected group/cross sectioin of UAL pilots before the hiring process began. Then the overall/general personality traits were garnered from that, making it the "measuring stick" so to speak going forward.

As well as at DAL, they've had mil guys NOT get through the MMPI and/or psych eval on day 2. However, this hiring round the amount people they've let RETAKE the MMPI on day 2 is pretty high. Versus the past where if the MMPI was out of bounds, they'd get the TBNT/FOAD.

One key difference is that AT LEAST DAL will do the face to face interview with the pilot FIRST, before administering the psych stuff. In other words, they AT LEAST meet the pilot face to face as opposed to screening the pilot out over the interwebz.....

Sadly, in EVERY round of hiring they've ALWAYS been there. Not in large numbers at all, and actually a minority of the new hires in just about ANY airline's new hire class. However, THIS hiring round seems to see the MOST of them on average relatives to hiring waves past.

Donning my flame suit now...........

......although there's A LOT of great people in the 10,000+ applicant stack, I'd agree with your point. There are TONS of VERY experienced pilots NOT getting called. I run into many, I know many, and this board as well as others are full of them. For RIGHT HERE, and RIGHT NOW, there's PLENTY of guys with PIC/AC/LCA/IP/EP/STANDEVAL/NATOPS and whatever time that are ALSO saving kittens on their time off when their not attending job fairs, AND STILL NOT GETTING A CALL.

 

Well, I think I get what you're saying.... BUT, I am for less diversity, and more quality. I seem to be noticing that the standards get lower if someone can fit neatly into some sort of "category" or "class". Donning my flame suit as well, but I really don't care what color someone is, or if they are a damn (darn) yankee, or Puerto Rican, yada, yada, yada. But, I get a sense that people are getting a "leg up" on the competition if they are in a minority group or a perceived minority group. This profession, and frankly all professions need to garner "get what you earn" and "earn what you get" . I think it waters down the champagne for those that work really hard to get somewhere when some folks are given a leg up just because they fit into a neat little HR category on some silly HR form in some silly HR office filled out by some silly HR person, who went to some silly HR classes and who has no perspective on the profession other than what he learned from his/her HR associate professor. This is our profession, our career. The HR people come and go, they aren't married to this airline like we are. It's a pilot's profession first and last. As I said, my flame suit is donned and I wore insulated asbestos drawers.

 

I AGREED WITH YOU 100%.

I was simply saying, they've ALWAYS been there. And for people that may think like you and I, it's "always been that way, ALWAYS GONNA BE THAT WAY".

And the other part was simply observation, this hiring round seems to have more of the people lacking in flight experience than EVER. Yet they are still a pretty small group in amy new hire class.

That's all...............

 

How exactly do you think non-white, AKA minorities, are getting a leg up? It's an algorithm that pulls you out of the stack with no weight on anything else. The current UAL model is very sensitive to that.

People often don't discose the X-factor that may have got them hired. Ironically, (as evidenced by this thread) they want you to believe they deserved it. The race/gender card is lazy. Dig deeper and I'll bet you'll find an uncle in management or an internship under a now VP. Or, heaven forbid, a really well rounded resume ;-)

 

From the Feb 3rd class..

1 Female - 7,000 TT with international experience
1 Black - 8,000 TT with 6,000 turbine PIC
1 South American - 11,000 TT

The remaining 18 were white males.

Quality didn't seem to be an issue.

 

Naaw, If I see a low time person with a well rounded resume I really feel good about that. I feel down right giddy if someone really did make it happen and did it all the right way. Just need the experience in my opinion. Youth is a good thing and I think it is great to get hired young on a major's seniority list. However, I see some strange stuff in some of the younger pilots and I wonder what the hell is HR thinking? If this were a pure pilot driven process no way do some of these folks make it through the door, much less the interview process.

I don't really look at Race (non white) at all. I don't look at females either. There are some other strange categories that I sort of scratch my head on that I never even knew were a consideration or a reason to lower the standards.

That's my beef. I don't think the standards should be lowered at all. I just think folks should work hard and pay their dues and all that HR crap should be left off the application. I think HR should go and play in the HR romper room and let the pilots run pilot land.

 

That all sounds really good. Maybe things are looking up. I am assuming the 18 white males had good time/qualifications too.?

 

Most of them could quote all of the good lines from either Airplane or Top Gun, so ya they are highly qualified.

 

I get what u mean in the traditional sense of the word "minority." But, recently I've learned HR has other categories I wasn't aware of. I guess I am "behind in the times".