NETJETS hiring 2022
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No. You could follow the company on LinkedIn to get notified next time (typical pattern is once a year for recruitment but that could change)
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Join Date: Nov 2021
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Thanks for all the feedback but sadly it is non of them. I finally found out what the problem is: they have received nearly 1000 applicants and they went for the ones that have jet hours. Unfortunately for me but that how it is when you have small demand but huge supply! You can pick! And in my case I have flown only Turbo prop and my age also play a role. And for Kura every candidate they interview is a bill to Netjets!!
I was hired at NJ last year and I also only had turboprop background.
Not that I’m saying you’re not right but it really surprises me if true because NJ really love having a mix of backgrounds; GA, airline, regional, military (all jet/prop mixed). Years ago they even took loads of former heli pilots.
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This system was also applied in some way for the most recent open bidding but without seeing the new policy in writing I am not 100% certain how that part of it was implemented.
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Hi Folks,
just curious as to the gals/guys who went to FAB for stage 3, day 1 and 2 over the past 2 weeks. Anyone able to share some insight on the process. I am in shortly and like everyone on here just preparing accordingly. PM if it's more comfortable to share info. To all who went in or are going in, goodluck and hopefully a pleasant phonecall/answer will be awaiting from Netjets/Kura.
Cheers
just curious as to the gals/guys who went to FAB for stage 3, day 1 and 2 over the past 2 weeks. Anyone able to share some insight on the process. I am in shortly and like everyone on here just preparing accordingly. PM if it's more comfortable to share info. To all who went in or are going in, goodluck and hopefully a pleasant phonecall/answer will be awaiting from Netjets/Kura.
Cheers
Join Date: Jun 2012
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Hey,
I passed Phase 3 a short while ago and will hopefully start soon. Got some questions via PM about the assessment. I'm happy to share some info but I don't want to give too much away for obvious reasons. Furthermore, NJ and Kura did create an excellent selection process. It's long and hard, but they really do make you feel at ease and it is a fair assessment. What I'll share is not much more than what they shared with us before assessments, plus some advice on the sort of skills you'll need. I want the job and so I'm trying to say things that won't get me in trouble.
For those wondering why you got PFO'd after the psychometric, I was told that they leaned quite heavily on the some of the results behind it. I hate to admit it, as someone who hates pyschometrics, but it seemed to work. The candidates all seemed to be people who had personality traits that would be of benefit at NJ.
GENERAL
What they're looking for is essentially CRM, CRM, CRM, and then a little bit more CRM with a sprinkling of CRM on top of that... with a crunchy side of CRM. They want to see how you play with others. Communication, decision-making, etc
If you have been invited to Phase 3, then you will have taken a behavioural test. Every one of the assessments you take during Phase 3 will somehow be customised to you in some shape or form. To prod areas of concern etc.
There's some technical knowledge. Very practical, day-to-day operational knowledge that they will test you on, directly or indirectly. Nothing too arduous, and no niche trick questions. They are also very keen on ensuring that you are aware of what the job would entail. A heavy focus on this.
They make it clear from the moment you get there that it's not a competition. There's a job for everyone being interviewed. So please, don't be a €ockwomble during the group exercise, especially to other candidates. I had one person be like that to me in the group exercise and outof the blue I had to show additional skills in how to deal with unpleasant people within my own team. Not cool.
DAY 1
GROUP EXERCISE
You need to work well together, make sure to clarify what the objective actually is. Resources are scarce, so ensure that everyone is on the same page as to what the team needs before making use of them. I'd reccommend TDODARing things. Make sure to remember that as a NJ crew, your priority is giving the best service possible. In these exercises, this is mostly tested via your ability to make decisions and effectively communicating with the Owners.
I wish I could say more but doing so would give the game away.
ONE ON ONE INTERVIEW
This is a mixed interview, usually done by a pilot who works for Kura, although some non-pilot Kuras also ran some. There are some competency based questions, some questions about your career, and a lot questioning about you specific aspects of your personality. This will be tailored to you based off of your behavioural questionnaire. Have your competency based questions ready, be embarrisingly honest, and show them that you've carefully thought about what working for NJ means. They're looking for career pilots. No tech stuff in these interviews.
DAY 2
PANEL INTERVIEW
Here you will be interviewed by at least 3 people. Someone from Kura, a HR person, and a senior recruitment pilot. Run of the mill competency based questions. Lots of focus on your passion for flying, your understanding of customer service, discretion, CRM. They want to see how you deal with difficult situations. They expect you to have thought through the job, and considered not just the upsides, but also the downsides. I thought I had been foolish in being honest about the downsides I had in mind which were really personal, but it seems like they were happy that I was honest about it. The format seems to be along the lines of "tell me about this particular thing," then you get follow up questions based on your answer, followed eventually by a related competency based question. Some of the questions seemed to be related to what came up in the behavioural assessment.
Some day-to-day operational technical questions, some high-level theory questions. Nothing massively complex. Study your tech stuff well and you'll be fine. They're also not looking for perfection. Sometimes you may make a mistake and they will point it out. Be gracious. It's all about who you are as a person. Can you take criticisim? Can you be patient? etc
SIMULATOR
I personally found it a breeze, so it was to my surprise that some of the others didn't. They're not really testing your hand flying skills. They give you pretty much all the tools you would normally have. They tell you straight up what they're assessing. You just need to be a pilot. They're looking for comms, decision-making, ANC, that sort of thing. Ensure you're doing briefs and TEM properly, that you use a decision-making model, and that you're keeping others in the loop. They want to check that even when things aren't going to plan you can still take into consideration how you can provide a good customer-service.
You get a briefing session with some minor tech questions at the end, before going into the sim.
Again, I refuse to give more than that because I don't want to get into trouble. Honestly with this already you can prepare properly. They also have a variety of profiles so no guarantees even if I told you exactly what the sim is. And you really don't need the profile. It's really not what matters here.
----
The folks are super nice and open. You have loads of opportunity to sit around with a cup of coffee and ask them questions. People from Kura, Pilots at NJ, other candidates, etc. It's an exhausting but overall really positive experience. Even folks who didn't get an offer said the same thing.
Good luck to everyone!
I passed Phase 3 a short while ago and will hopefully start soon. Got some questions via PM about the assessment. I'm happy to share some info but I don't want to give too much away for obvious reasons. Furthermore, NJ and Kura did create an excellent selection process. It's long and hard, but they really do make you feel at ease and it is a fair assessment. What I'll share is not much more than what they shared with us before assessments, plus some advice on the sort of skills you'll need. I want the job and so I'm trying to say things that won't get me in trouble.
For those wondering why you got PFO'd after the psychometric, I was told that they leaned quite heavily on the some of the results behind it. I hate to admit it, as someone who hates pyschometrics, but it seemed to work. The candidates all seemed to be people who had personality traits that would be of benefit at NJ.
GENERAL
What they're looking for is essentially CRM, CRM, CRM, and then a little bit more CRM with a sprinkling of CRM on top of that... with a crunchy side of CRM. They want to see how you play with others. Communication, decision-making, etc
If you have been invited to Phase 3, then you will have taken a behavioural test. Every one of the assessments you take during Phase 3 will somehow be customised to you in some shape or form. To prod areas of concern etc.
There's some technical knowledge. Very practical, day-to-day operational knowledge that they will test you on, directly or indirectly. Nothing too arduous, and no niche trick questions. They are also very keen on ensuring that you are aware of what the job would entail. A heavy focus on this.
They make it clear from the moment you get there that it's not a competition. There's a job for everyone being interviewed. So please, don't be a €ockwomble during the group exercise, especially to other candidates. I had one person be like that to me in the group exercise and outof the blue I had to show additional skills in how to deal with unpleasant people within my own team. Not cool.
DAY 1
GROUP EXERCISE
You need to work well together, make sure to clarify what the objective actually is. Resources are scarce, so ensure that everyone is on the same page as to what the team needs before making use of them. I'd reccommend TDODARing things. Make sure to remember that as a NJ crew, your priority is giving the best service possible. In these exercises, this is mostly tested via your ability to make decisions and effectively communicating with the Owners.
I wish I could say more but doing so would give the game away.
ONE ON ONE INTERVIEW
This is a mixed interview, usually done by a pilot who works for Kura, although some non-pilot Kuras also ran some. There are some competency based questions, some questions about your career, and a lot questioning about you specific aspects of your personality. This will be tailored to you based off of your behavioural questionnaire. Have your competency based questions ready, be embarrisingly honest, and show them that you've carefully thought about what working for NJ means. They're looking for career pilots. No tech stuff in these interviews.
DAY 2
PANEL INTERVIEW
Here you will be interviewed by at least 3 people. Someone from Kura, a HR person, and a senior recruitment pilot. Run of the mill competency based questions. Lots of focus on your passion for flying, your understanding of customer service, discretion, CRM. They want to see how you deal with difficult situations. They expect you to have thought through the job, and considered not just the upsides, but also the downsides. I thought I had been foolish in being honest about the downsides I had in mind which were really personal, but it seems like they were happy that I was honest about it. The format seems to be along the lines of "tell me about this particular thing," then you get follow up questions based on your answer, followed eventually by a related competency based question. Some of the questions seemed to be related to what came up in the behavioural assessment.
Some day-to-day operational technical questions, some high-level theory questions. Nothing massively complex. Study your tech stuff well and you'll be fine. They're also not looking for perfection. Sometimes you may make a mistake and they will point it out. Be gracious. It's all about who you are as a person. Can you take criticisim? Can you be patient? etc
SIMULATOR
I personally found it a breeze, so it was to my surprise that some of the others didn't. They're not really testing your hand flying skills. They give you pretty much all the tools you would normally have. They tell you straight up what they're assessing. You just need to be a pilot. They're looking for comms, decision-making, ANC, that sort of thing. Ensure you're doing briefs and TEM properly, that you use a decision-making model, and that you're keeping others in the loop. They want to check that even when things aren't going to plan you can still take into consideration how you can provide a good customer-service.
You get a briefing session with some minor tech questions at the end, before going into the sim.
Again, I refuse to give more than that because I don't want to get into trouble. Honestly with this already you can prepare properly. They also have a variety of profiles so no guarantees even if I told you exactly what the sim is. And you really don't need the profile. It's really not what matters here.
----
The folks are super nice and open. You have loads of opportunity to sit around with a cup of coffee and ask them questions. People from Kura, Pilots at NJ, other candidates, etc. It's an exhausting but overall really positive experience. Even folks who didn't get an offer said the same thing.
Good luck to everyone!
Last edited by funkydreadlocks; 20th Oct 2022 at 16:08.
Congratulations for passing your selection! CRM is indeed a big thing in this company as we have so many different nationalities flying together, sometimes changing every second day during a tour. With all the differences in personalities we don't just have to get along well, we need to work as a team to be safe and efficient. Our owners will sense immediately when something's off with their crew!
Did the assessors notice this person's behaviour and react accordingly?
So please, don't be a €ockwomble during the group exercise, especially to other candidates. I had one person be like that to me in the group exercise and outof the blue I had to show additional skills in how to deal with unpleasant people within my own team. Not cool.
Join Date: Jun 2012
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Thank you. Absolutely thrilled and cannot wait to get started. I've been out of the flight deck long enough.
I don't know if they noticed, but they didn't react. It was a single respones that happened very quickly and aggresively. I doubt even the other candidates noticed. It was very condescending. I suspect the assessors didn't notice because he did pass to the next day. I don't think he got an offer in the end, although I don't know for sure. Ultimately I just handled it by being extra nice to him and ensuring good teamwork as best I could
Did the assessors notice this person's behaviour and react accordingly?
I hope the company won't disappoint you. Some things are grea at NJE, others not so much and every few years they do something really shocking.
Just don't believe all the hype and you'll likely have a great time on tour with a good bunch of people.
Welcome aboard!
