Originally Posted by
Mach E Avelli
I don’t agree with this concept. Is the selection agency uniquely qualified in this field? What do they charge?
In a relatively small company with no HR, the Chief Pilot should be able to speed-read the most relevant applications. Prepare a short list and pass to the CEO, who will sometimes sift them further.
The general idea should be to weed out the wankers (the ones with the full cover page photo in gold bars and another 10 pages of totally irrelevant non aviation waffle) which can be done by allocating one minute per resume at the initial cull. Favour the ones that address the advertised selection criteria in a logical manner; chuck the rest because they demonstrate a lack of comprehension or unwillingness to tailor their resume to address the employer’s needs.
The problem with this old chest nut is nepotism.
People being hired out of their depth or worse being bought in over the top.
Allows people to slip through the back door via the CP often with zero reference checks or balance..
Few pilots make a career jumping from job to job