Cypher
30th Jan 2008, 02:51
An interesting email has been sent out by Uncle Koru to just about anyone and everyone that flies anything that burns Jet A1...
Me thinks they are concerned about a possible pilot shortage.... :hmm:
The word was to spread this out into the industry as much as you could... good on em for dispelling some of the myths...:ok:
1
The Air New Zealand Jet Fleet Recruitment
Process
Prepared by: Captain Chris Kriechbaum
Manager Operational Development (manager of pilot recruitment)
December 2007
1. Minimum Entry Requirements
Listed on the pilot recruitment web site;
http://www.airnewzealand.co.nz/aboutus/careers/career_options/position_det
ails/pilots.htm#minimumqualifications
2. Applications:
Available either through an e-mail request via the above web site or from the
Recruitment Coordinator, Margaret Ecroyd [email protected]
Once applications are physically received, as long as all minimum entry
requirements are meet and copies of all supporting documentation are
received, the information is entered into a database.
An individual recruitment file is set up at this time and all paper records are
placed into this.
3. Database:
The data base entry lists all relevant details of the applicant. This includes
name, address, contact details, highest school exam passed, other
educational qualifications attained, licences held, ALTP subjects passed,
additional background, (e.g. military, aviation management experience,
relevant overseas aviation experience) current employer, position held and
hours flown. The hours flown are broken into:
• Total time
• PIC
• Co-pilot
• Multi
• Multi-PIC
• Aircraft above 3000kg
There is the ability to record when the entry was last updated and to record
any relevant details in a ‘comments’ box.
2
The database is constructed to score the qualifications and experience on a
weighted basis. The database awards the applicant a score out of 100. It is
this initial score that is used to draw down files when there is a need to
interview.
4. Weightings:
Periodically, to refine our system, the Flight Operational Management team
reviews the weightings of each score in the database. This review is based
on conditions within the industry, training records of recently hired pilots and
how the team perceive pilots will fit into the Air New Zealand culture.
Tips to Improve Database Scores:
1. Get an ALTP as soon as you can.
2. Gain Multi-PIC time in an aircraft over 3000kg.
3. Stay in a Command position at one of the Air NZ Regional Airlines.
4. Once over a certain amount, total time will not advance your chances
significantly.
5. Jet time will not improve the score, however meaningful overseas
aviation experience will add a few extra points.
6. Having aviation management experience adds a few extra points.
Myths:
“I need a University Degree to get into Air NZ”
Incorrect. The minimum academic qualification for entry is one that gives you
entrance to a university. (U.E., NCEA Level 3, Cambridge, Bacarate Laureate
or Australian State equivalent)
You will get more points if you have any qualification above the minimum.
Candidates with a university degree or a technical qualification (e.g. a Trade
Certificate, NZCE, or LAME) will get more points than someone without one,
as will someone with a Bursary/Scholarship.
“Air NZ won’t hire me if I work for one of the Regional carriers”
We definitely don’t discriminate by employer. In fact we prefer to employ from
Eagle, Air Nelson or Mt Cook, as we generally know you better as a pilot.
“We won’t hire you if you are a trainer at one of the Regionals”
The database doesn’t know if you are a trainer or not, it simply works on
totals as mentioned above. By training, your employer will get to know you
better and thus hopefully give each candidate a better reference check.
3
“I need jet time to be eligible for a job at Air NZ”
Absolutely not, the database doesn’t weight jet vs. turbine time; we have
made a conscious decision on this.
“If I get a CPL with XYZ Training Organization, I will get into Air NZ”
Incorrect; there are no commercial relationships with any Flight Schools or
Training Organizations. There is no bias based on where a pilot may train.
The selection process is sufficiently refined to establish the relative quality of
pilots.
5. Selection process:
When interviewing is required, the Recruitment Coordinator and the Pilot
Assessor Coordinator will do a file pull based on the score generated in the
database. Generally 15 to 20 files are pulled at any one time, depending on
how many pilots are needed. The files with the top scores are pulled.
The physical files of each applicant are checked by a team of Fleet Managers
and placed in a pile to be referenced checked. Once a satisfactory reference
check is received (this check is completed by the Recruitment Coordinator) a
list of candidates to be interviewed is established.
Applicants with unsatisfactory reference checks will not be interviewed and
their database entry is removed.
The Recruitment Coordinator then arranges 3-day selection boards. With Air
NZ being a responsible employer, the Recruitment Coordinator generally
attempts to place applicants onto the boards from a variety of current
employers. This is to ensure no one company is significantly affected
operationally with the removal of a larger than normal number of its pilots for
the 3-day selection board.
6. Selection Board:
Held over 3 days and run by the Pilot Assessor Coordinator, each board has
the following elements:
• Introductions
• Document check
• Technical exam
• Planning exam
• Panel interview with two pilot assessors
• Simulator evaluation, generally in the B744 simulator with two pilot
assessors, one running the simulator, the other acting as a support
pilot.
• Interview with Psychologist
• Group exercise
• Lunch with the Fleet Managers.
4
Criteria:
Our recruitment team is hiring Air New Zealanders and future Captains.
Honesty, integrity, leadership potential, ability to communicate well, decision
making, aviation professionalism and core flying skills are evaluated.
Post Selection Board.
A wrap up meeting comprising the pilot assessors and fleet managers review
each candidate and make a decision on their performance straight after the
selection board lunch with the candidates.
Letters indicating success or not are generally distributed 7 – 10 days after
the interview process.
Me thinks they are concerned about a possible pilot shortage.... :hmm:
The word was to spread this out into the industry as much as you could... good on em for dispelling some of the myths...:ok:
1
The Air New Zealand Jet Fleet Recruitment
Process
Prepared by: Captain Chris Kriechbaum
Manager Operational Development (manager of pilot recruitment)
December 2007
1. Minimum Entry Requirements
Listed on the pilot recruitment web site;
http://www.airnewzealand.co.nz/aboutus/careers/career_options/position_det
ails/pilots.htm#minimumqualifications
2. Applications:
Available either through an e-mail request via the above web site or from the
Recruitment Coordinator, Margaret Ecroyd [email protected]
Once applications are physically received, as long as all minimum entry
requirements are meet and copies of all supporting documentation are
received, the information is entered into a database.
An individual recruitment file is set up at this time and all paper records are
placed into this.
3. Database:
The data base entry lists all relevant details of the applicant. This includes
name, address, contact details, highest school exam passed, other
educational qualifications attained, licences held, ALTP subjects passed,
additional background, (e.g. military, aviation management experience,
relevant overseas aviation experience) current employer, position held and
hours flown. The hours flown are broken into:
• Total time
• PIC
• Co-pilot
• Multi
• Multi-PIC
• Aircraft above 3000kg
There is the ability to record when the entry was last updated and to record
any relevant details in a ‘comments’ box.
2
The database is constructed to score the qualifications and experience on a
weighted basis. The database awards the applicant a score out of 100. It is
this initial score that is used to draw down files when there is a need to
interview.
4. Weightings:
Periodically, to refine our system, the Flight Operational Management team
reviews the weightings of each score in the database. This review is based
on conditions within the industry, training records of recently hired pilots and
how the team perceive pilots will fit into the Air New Zealand culture.
Tips to Improve Database Scores:
1. Get an ALTP as soon as you can.
2. Gain Multi-PIC time in an aircraft over 3000kg.
3. Stay in a Command position at one of the Air NZ Regional Airlines.
4. Once over a certain amount, total time will not advance your chances
significantly.
5. Jet time will not improve the score, however meaningful overseas
aviation experience will add a few extra points.
6. Having aviation management experience adds a few extra points.
Myths:
“I need a University Degree to get into Air NZ”
Incorrect. The minimum academic qualification for entry is one that gives you
entrance to a university. (U.E., NCEA Level 3, Cambridge, Bacarate Laureate
or Australian State equivalent)
You will get more points if you have any qualification above the minimum.
Candidates with a university degree or a technical qualification (e.g. a Trade
Certificate, NZCE, or LAME) will get more points than someone without one,
as will someone with a Bursary/Scholarship.
“Air NZ won’t hire me if I work for one of the Regional carriers”
We definitely don’t discriminate by employer. In fact we prefer to employ from
Eagle, Air Nelson or Mt Cook, as we generally know you better as a pilot.
“We won’t hire you if you are a trainer at one of the Regionals”
The database doesn’t know if you are a trainer or not, it simply works on
totals as mentioned above. By training, your employer will get to know you
better and thus hopefully give each candidate a better reference check.
3
“I need jet time to be eligible for a job at Air NZ”
Absolutely not, the database doesn’t weight jet vs. turbine time; we have
made a conscious decision on this.
“If I get a CPL with XYZ Training Organization, I will get into Air NZ”
Incorrect; there are no commercial relationships with any Flight Schools or
Training Organizations. There is no bias based on where a pilot may train.
The selection process is sufficiently refined to establish the relative quality of
pilots.
5. Selection process:
When interviewing is required, the Recruitment Coordinator and the Pilot
Assessor Coordinator will do a file pull based on the score generated in the
database. Generally 15 to 20 files are pulled at any one time, depending on
how many pilots are needed. The files with the top scores are pulled.
The physical files of each applicant are checked by a team of Fleet Managers
and placed in a pile to be referenced checked. Once a satisfactory reference
check is received (this check is completed by the Recruitment Coordinator) a
list of candidates to be interviewed is established.
Applicants with unsatisfactory reference checks will not be interviewed and
their database entry is removed.
The Recruitment Coordinator then arranges 3-day selection boards. With Air
NZ being a responsible employer, the Recruitment Coordinator generally
attempts to place applicants onto the boards from a variety of current
employers. This is to ensure no one company is significantly affected
operationally with the removal of a larger than normal number of its pilots for
the 3-day selection board.
6. Selection Board:
Held over 3 days and run by the Pilot Assessor Coordinator, each board has
the following elements:
• Introductions
• Document check
• Technical exam
• Planning exam
• Panel interview with two pilot assessors
• Simulator evaluation, generally in the B744 simulator with two pilot
assessors, one running the simulator, the other acting as a support
pilot.
• Interview with Psychologist
• Group exercise
• Lunch with the Fleet Managers.
4
Criteria:
Our recruitment team is hiring Air New Zealanders and future Captains.
Honesty, integrity, leadership potential, ability to communicate well, decision
making, aviation professionalism and core flying skills are evaluated.
Post Selection Board.
A wrap up meeting comprising the pilot assessors and fleet managers review
each candidate and make a decision on their performance straight after the
selection board lunch with the candidates.
Letters indicating success or not are generally distributed 7 – 10 days after
the interview process.