CP Meet & Greet
#51
Gets Weekends Off
Joined: Jul 2007
Posts: 727
Likes: 0
From: It's still a Guppy, just a bit longer.
Should United hire all the 20,000+ hour candidates first? I'm guessing you'll say no, because they are likely at a point in their career where they won't want to move on anyways, and if they do, only have a limited amount of time left. OK, but they are very qualified, right?
How about the 2,000 hr Navy F-16 IP with combat experience vs a 6,000 hr RJ FO with multiple type ratings? Or the 15,000 hr pilot vs the 10,000 hr pilot? Is one really more qualified than the other? Where are you drawing the line?
United already knows from the applications who can probably pass training. The ones with solid training histories and good records are available by the thousands. A 6,000 hr pilot with a solid background will do just as well at United, and be just as safe, as the 15,000 hr pilot, wouldn't you agree? The legacies know that. Once they've got that pile sorted, they're looking for who is going to represent United the best, and be the least pain in the neck over the course of their career.
Meeting individual candidates is the next best thing before an interview to assess that. Let's face it, most people aren't going to go to multiple job fairs and fly half way across the country, (or to Guam) to do a meet and greet unless they are very ambitious about working at the airline. Why should that ambition matter? Because chances are, if the candidate has a solid background, enough time, and willing to jump through that many hoops to get there, that work ethic will very likely continue at United.
#52
Gets Weekends Off
Joined: Nov 2008
Posts: 1,415
Likes: 0
From: B-777 left
If you think they should just hire the most qualified candidates, you're going to have to define qualified. Otherwise, they'd start with the pilots with 30,000 hours, and work their way down.
Should United hire all the 20,000+ hour candidates first? I'm guessing you'll say no, because they are likely at a point in their career where they won't want to move on anyways, and if they do, only have a limited amount of time left. OK, but they are very qualified, right?
How about the 2,000 hr Navy F-16 IP with combat experience vs a 6,000 hr RJ FO with multiple type ratings? Or the 15,000 hr pilot vs the 10,000 hr pilot? Is one really more qualified than the other? Where are you drawing the line?
United already knows from the applications who can probably pass training. The ones with solid training histories and good records are available by the thousands. A 6,000 hr pilot with a solid background will do just as well at United, and be just as safe, as the 15,000 hr pilot, wouldn't you agree? The legacies know that. Once they've got that pile sorted, they're looking for who is going to represent United the best, and be the least pain in the neck over the course of their career.
Meeting individual candidates is the next best thing before an interview to assess that. Let's face it, most people aren't going to go to multiple job fairs and fly half way across the country, (or to Guam) to do a meet and greet unless they are very ambitious about working at the airline. Why should that ambition matter? Because chances are, if the candidate has a solid background, enough time, and willing to jump through that many hoops to get there, that work ethic will very likely continue at United.
Should United hire all the 20,000+ hour candidates first? I'm guessing you'll say no, because they are likely at a point in their career where they won't want to move on anyways, and if they do, only have a limited amount of time left. OK, but they are very qualified, right?
How about the 2,000 hr Navy F-16 IP with combat experience vs a 6,000 hr RJ FO with multiple type ratings? Or the 15,000 hr pilot vs the 10,000 hr pilot? Is one really more qualified than the other? Where are you drawing the line?
United already knows from the applications who can probably pass training. The ones with solid training histories and good records are available by the thousands. A 6,000 hr pilot with a solid background will do just as well at United, and be just as safe, as the 15,000 hr pilot, wouldn't you agree? The legacies know that. Once they've got that pile sorted, they're looking for who is going to represent United the best, and be the least pain in the neck over the course of their career.
Meeting individual candidates is the next best thing before an interview to assess that. Let's face it, most people aren't going to go to multiple job fairs and fly half way across the country, (or to Guam) to do a meet and greet unless they are very ambitious about working at the airline. Why should that ambition matter? Because chances are, if the candidate has a solid background, enough time, and willing to jump through that many hoops to get there, that work ethic will very likely continue at United.
I don't think I have to define anything for you as I think our company has the definition of what they think is the most qualified and yes I agree and understand that it is more than just hours. Having said that I will say again, I don't think they have to do meet and greet and job fairs but hey I don't think they are listening to me.
#53
Gets Weekends Off
Joined: Jan 2011
Posts: 1,559
Likes: 0
From: A Nobody
Syd
"I don't think I have to define anything for you as I think our company has the definition of what they think is the most qualified"
The problem is this qualification over the years has been a moving one. At one time, late 60s, UAL hired private pilots with college degrees and paid for their commercial ticket at "Clinton Aviation" in Denver before S/O training began. It would be easy to think they did this because of a "shortage" of applicants but the reader would be wrong thinking such thoughts. Then in 1985 UAL hired "Fleet Qualified" pilots who could step right into the left and right seats of the airplanes. Problem was a few (or more) of these men and women are and were some of the most disturbing people ever hired.
Qualified simply means this, one got through the hiring process of the day they were hired. So all those who get puffed up please exhale a bit; you got the job so enjoy!
"I don't think I have to define anything for you as I think our company has the definition of what they think is the most qualified"
The problem is this qualification over the years has been a moving one. At one time, late 60s, UAL hired private pilots with college degrees and paid for their commercial ticket at "Clinton Aviation" in Denver before S/O training began. It would be easy to think they did this because of a "shortage" of applicants but the reader would be wrong thinking such thoughts. Then in 1985 UAL hired "Fleet Qualified" pilots who could step right into the left and right seats of the airplanes. Problem was a few (or more) of these men and women are and were some of the most disturbing people ever hired.
Qualified simply means this, one got through the hiring process of the day they were hired. So all those who get puffed up please exhale a bit; you got the job so enjoy!
#54
#55
The Navy used carrier based F-16's at the Battle of Macho Grande'. They came in high and fast out of the sun a complete surprise ambush!
#56
#58
Yes, they've had some ex Pakistani ones since early 2000's that replaced a couple dozen previously grounded f-16N's. Navy f16 is just one of those things that immediately looks funny at first blush.
Last edited by Lerxst; 04-24-2015 at 10:21 AM.
#60
Gets Weekends Off
Joined: Jun 2014
Posts: 303
Likes: 0
However, I knew what you meant and I'm just giving you a hard time. BTW, I heard the Russians now have the Mig-28. At least according to Maverick and Goose that is!
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