Airservices Australia Global Search for ATCs
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A Recipe for Optimal Selection?
Personal referral is a useful component of staff selection by merit. Where or if this becomes the only factor, nepotism or organisational incest, the whole organisation has failed and many tangibles and intangible degradations will prevail. This is as useful to lateral or independent thought and input that prostitution-encouraged performance bonuses create.
But from top to bottom (work that out for yourselves) value-preference should be managed with care and consideration in relation to organisation values, where selection is based upon either a previous inability or failure to prevent or a previous ability to encourage, the demise of another ATS provider. At what point does comparative advantage over-ride the probity, decency and timing of an arms-length relationship?
For any organisation that has a long history of restructure based instability, change management, poor staff relations and morale; an organisational (read Executive or Board) based effort to comply, regulate and even enforce espoused practices and values would go a long way to improving effectiveness. A great organisation this could make but greatness demands interested and capable leadership. A challenge indeed.
Personal referral is a useful component of staff selection by merit. Where or if this becomes the only factor, nepotism or organisational incest, the whole organisation has failed and many tangibles and intangible degradations will prevail. This is as useful to lateral or independent thought and input that prostitution-encouraged performance bonuses create.
But from top to bottom (work that out for yourselves) value-preference should be managed with care and consideration in relation to organisation values, where selection is based upon either a previous inability or failure to prevent or a previous ability to encourage, the demise of another ATS provider. At what point does comparative advantage over-ride the probity, decency and timing of an arms-length relationship?
For any organisation that has a long history of restructure based instability, change management, poor staff relations and morale; an organisational (read Executive or Board) based effort to comply, regulate and even enforce espoused practices and values would go a long way to improving effectiveness. A great organisation this could make but greatness demands interested and capable leadership. A challenge indeed.
Last edited by Judicium Dei; 11th Feb 2007 at 01:50. Reason: grammatical error
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Well said JD!! It is interesting to note that nepotism (favouritism in business shown to relatives and friends) plays a role in many appointments within many organisations. Whilst this goes on; fair, equitable and transparent recruitment processes cannot be maintained and to that end the employer does not necessarily get the best candidate but the best connected candidate.
Take heed in your dealings; as a recruiter can (and will) contact previous or current employers to ascertain suitability without your consent or knowledge. Such vetting is used unscrupulously to position a candidate with the "right contacts" as opposed to suitability. Do not be so naiive to believe that this does not go on - IT DOES and IS!!!
Take heed in your dealings; as a recruiter can (and will) contact previous or current employers to ascertain suitability without your consent or knowledge. Such vetting is used unscrupulously to position a candidate with the "right contacts" as opposed to suitability. Do not be so naiive to believe that this does not go on - IT DOES and IS!!!
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ASA global
well all
have information to hand from others that they have received update from ASA, indicating that any potential jobs are only available in Enroute and one has to nominate either Brisbane or Melbourne centres in preference.
they have also indicated that one has to send specific documentation by a set date (end of the month) and then psychometric type online tests will be undertaken (over the next couple of months), followed by structured behavourial interviews then reference checks.
Is this the same infomation others have received to date?
you can either PM me of just post!
cheers
have information to hand from others that they have received update from ASA, indicating that any potential jobs are only available in Enroute and one has to nominate either Brisbane or Melbourne centres in preference.
they have also indicated that one has to send specific documentation by a set date (end of the month) and then psychometric type online tests will be undertaken (over the next couple of months), followed by structured behavourial interviews then reference checks.
Is this the same infomation others have received to date?
you can either PM me of just post!
cheers
Join Date: Apr 2000
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Well, I'm one cheesed-off bunny!
I've just had an e-mail telling me I'm out of the race.
Just heard from ASA again - disregard the above; I'm in again!
Hurrah!
I've just had an e-mail telling me I'm out of the race.
Just heard from ASA again - disregard the above; I'm in again!
Hurrah!
Last edited by aluminium persuader; 19th Feb 2007 at 22:31.
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Interviews are been done at FAJS on the 19th March,there are slots of 1hour each not sure what will be done at the interview?You got to take all your documentation with.
Join Date: Nov 2006
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In Cape Town on the 21st. Looks like 4 of us cracked the nod down here for the interview. How many in Joburg and around other centers have made the interview? Enroute only unfortunately.
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Probably one of our famous behavioural interviews: tell me about a time when you had 15 in the stack, one engine fire, and the trainee complained about your gender-specific questioning assumptions?
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There we were...
Gee Knackers, I didn't know you worked here in the sandpit?
That sounds just like my last night shift!!
Only it wasn't a trainee that was having his gender questioned
That sounds just like my last night shift!!
Only it wasn't a trainee that was having his gender questioned
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Not that sandpit, Duck, but I have played in a sandpit with you circa 1990. Reminds me of an ad on tv back then about the Milky Bar Kid. Got your photo in my album, mate.
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Global Search
Does anyone know why the HR people at AsA are taking so long with whole Global Search recruiting process.
Is it case of too many replies to sort out or
poor admin and org?
Is it case of too many replies to sort out or
poor admin and org?
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"Does anyone know why the HR people at AsA are taking so long with whole Global Search recruiting process.
Is it case of too many replies to sort out or
poor admin and org?"
All of the above. Have heard recently that after initially telling prospective applicants that vacancies were available in Tower, Enroute and TMA specialties; they are now sending out offers to interview in Enroute specialties only in Brisbane or Melbourne!! Too bad if you had applied based on your ATC experience only to be told that you are now being offered something that you may have no experience in. Poor admin, poor organisation and in the end I am sure that it will have been a waste fo time for some!!
Is it case of too many replies to sort out or
poor admin and org?"
All of the above. Have heard recently that after initially telling prospective applicants that vacancies were available in Tower, Enroute and TMA specialties; they are now sending out offers to interview in Enroute specialties only in Brisbane or Melbourne!! Too bad if you had applied based on your ATC experience only to be told that you are now being offered something that you may have no experience in. Poor admin, poor organisation and in the end I am sure that it will have been a waste fo time for some!!
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Could it be an elegant way to cut the list, as we've said few pages back? It sounds like a sort riorganisation... maybe tryin' to fill the holes of enroute with previous trained controllers in order to employ the new ab initio generation in twr and app
. I've read that the main problem of enroute is the complexity of the traffic, and that their policy is the one I've said before.
. I've read that the main problem of enroute is the complexity of the traffic, and that their policy is the one I've said before. Join Date: Aug 2002
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There is a concept of leaving vacancies in TWRs and TMA/TCUs to be filled by current enroute controllers. Thus experienced people come into enroute and those who have been 'unable to be released' will have a better chance of moving to the job they 'won' five years ago.
That said, they have no training plan, no agreement with the government about visa management/sponsorship and are getting lots of pressure from the RAAF about the 'handshake deal' to stop RAAFies being directly recruited (why pick imigrants instead of Aussies); no budget to manage the relocations and are generally stating that despite all the evidence they (corporate goons) believe ASA is still 75 controllers "over" right now.
There is also a concept of only taking recruits 35 years and under 'to repay our investment'; although this will never be said...
There is a significant reorganisation going on; our ATC level 3 managers will be announced on Monday (I think); then 100+ ATC Level 4 managers will need to be picked (meaning almost all supervisors will lose there current job and some will get a new one); that will take 2 months (best guess).
Then in June and November there will be significant changes to the sectorisation structure to allign us into service delivery environments.... The only constant in ATC is change, moreso at ASA.
That said, they have no training plan, no agreement with the government about visa management/sponsorship and are getting lots of pressure from the RAAF about the 'handshake deal' to stop RAAFies being directly recruited (why pick imigrants instead of Aussies); no budget to manage the relocations and are generally stating that despite all the evidence they (corporate goons) believe ASA is still 75 controllers "over" right now.
There is also a concept of only taking recruits 35 years and under 'to repay our investment'; although this will never be said...
There is a significant reorganisation going on; our ATC level 3 managers will be announced on Monday (I think); then 100+ ATC Level 4 managers will need to be picked (meaning almost all supervisors will lose there current job and some will get a new one); that will take 2 months (best guess).
Then in June and November there will be significant changes to the sectorisation structure to allign us into service delivery environments.... The only constant in ATC is change, moreso at ASA.
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But up to now they've not once asked for age so have no idea. The interview is the first time I'm being asked to produce my birth certificate.
I'm not quite sure why they want to stream me enroute seeing as I've been a terminal controller for 12 years. Go figure.
I'm not quite sure why they want to stream me enroute seeing as I've been a terminal controller for 12 years. Go figure.