Ansett Recruiting
The minimum requirements needed to be considered for selection as an Ansett pilot are posted on the Ansett Website at http://www.ansett.com.au/about/airline_pilot_f.htm
Phase one - Assesment Tests.
Each candidate sits four aptitude of ability tests (known as psychometric tests) that measure the capabilities for the role of First or Second Officer. The criteria by will vary depending on whether First or Second Officers are required.
Additionaly, each candidate completes a personality questionaire which is a standard occupational preference questionaire.
A technical quiz of approximately 40 multi-choice or short answer questions is completed. This test is quite demanding and is designed to create a spread of results. It is not aircraft type specific. Material covered in the ATPL and instrument rating exams is indicative.
Phase two - Assesment activities
Candidates successful in Phase 1 attend a structured, behavioural interview, often referred to as a Targeted Selection Interview. This type of interview asks questions that relate to competencies required for the role. Candidates are asked about specific experiences and what they did in the circumstances.
Two assessors conduct the interview - one line pilot and one human resources specialist. Both have been trained as pilot assessors.
A group exercise is conducted, consisting of 6-8 candidates discussing an airline related task. The assessors observe what the candidates say and do and grade them according to predetermined definitions.
A planning exercise is administered and this takes approximatley an hour. It is not difficult in terms of mathematical calculation, but there is a lot to be considered in a limited time.
At the completion of phase two, the assessors spend the following day integrating the informaiton that was collated.
Phase three - Sim ride
Candidates fly a full motion simulator exercise without autopilot or flight director (usually on the 767). Experienced Check Captains who are trained as pilot recruitment assessors conduct this phase of the assessment. The candidates are provided with the relevant briefing notes about a week prior to the exercise. They may occupy either seat, with the assessor completing basic support duties.
All Cadidates are reference checked which involves talking to recent employers.
Upon completion of this stage the information is presented to the pilot selection committee. A successful candidate will be either be offered immediate employment or a position on the "Hold file".
It is not intended that a large number of pilots be kept on the hold file however, as the selection process takes some time, it is necessary to have a small number of successful applicants on hold to fill courses when approval to recruit is given. Ansett's policy is that successful applicants are taken from the hold list in the order that they went on. (i.e. Unlike some other airlines, it is not possible to be continually by-passed by applicants who achieved higher scores.)
Tips for success
[ 28 August 2001: Message edited by: Checkboard ]
Phase one - Assesment Tests.
Each candidate sits four aptitude of ability tests (known as psychometric tests) that measure the capabilities for the role of First or Second Officer. The criteria by will vary depending on whether First or Second Officers are required.
Additionaly, each candidate completes a personality questionaire which is a standard occupational preference questionaire.
A technical quiz of approximately 40 multi-choice or short answer questions is completed. This test is quite demanding and is designed to create a spread of results. It is not aircraft type specific. Material covered in the ATPL and instrument rating exams is indicative.
Phase two - Assesment activities
Candidates successful in Phase 1 attend a structured, behavioural interview, often referred to as a Targeted Selection Interview. This type of interview asks questions that relate to competencies required for the role. Candidates are asked about specific experiences and what they did in the circumstances.
Two assessors conduct the interview - one line pilot and one human resources specialist. Both have been trained as pilot assessors.
A group exercise is conducted, consisting of 6-8 candidates discussing an airline related task. The assessors observe what the candidates say and do and grade them according to predetermined definitions.
A planning exercise is administered and this takes approximatley an hour. It is not difficult in terms of mathematical calculation, but there is a lot to be considered in a limited time.
At the completion of phase two, the assessors spend the following day integrating the informaiton that was collated.
Phase three - Sim ride
Candidates fly a full motion simulator exercise without autopilot or flight director (usually on the 767). Experienced Check Captains who are trained as pilot recruitment assessors conduct this phase of the assessment. The candidates are provided with the relevant briefing notes about a week prior to the exercise. They may occupy either seat, with the assessor completing basic support duties.
All Cadidates are reference checked which involves talking to recent employers.
Upon completion of this stage the information is presented to the pilot selection committee. A successful candidate will be either be offered immediate employment or a position on the "Hold file".
It is not intended that a large number of pilots be kept on the hold file however, as the selection process takes some time, it is necessary to have a small number of successful applicants on hold to fill courses when approval to recruit is given. Ansett's policy is that successful applicants are taken from the hold list in the order that they went on. (i.e. Unlike some other airlines, it is not possible to be continually by-passed by applicants who achieved higher scores.)
Tips for success
- The applicant should present both themselves and their documentation well.
- The applicant should be well rested and well nourished. It may be wise to travel to Melbourne the day before assessment to minimise stess.
- Ansett does not ask "trivia" questions, but good inductry awareness (technical and commercial) will stand applicants in good stead.
- Applicants should be prepared to talk about specific experiences they have had, you should think back to what has been the most significant experience in your flying.
- The system is designed to be realistic, there are no "tricks" in any of the exercises.
- Applicants should not be scared to be themselves in the interview and group exercise. This may include being honest about percieved negatives.
[ 28 August 2001: Message edited by: Checkboard ]
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THANKS FOR THE GREAT INFO GUYS, WILL BE WELL READ FOR THE HOPEFULLY NOT TOO FAR OFF INTERVEIW.
JUST A COUPLE OF QUICK Q'S. CHECKERBOARD, YOU MADE SOME REFERENCE TO SOME OF THE TECH QUIZ Q'S REFERING TO SOME OF THE ATPL EXAMS. I HAVE A CANADIAN ATPL WHICH I AM CURRENTLY CONVERTING, BY WRITING JUST THE AIR LAW PART, IS THIS A BAD THING? ( CANADA DOESN'T COVER THE FLIGHTPLANNING AND SYSTEMS)OR SHOULD i DO THE FULL NATHAN HIGGINS COURSE?
ALSO WHEN EVERYONE SAYS ANSWER HONESTLY TO ALL THE QUESTIONS, ARE YOU LIKELY TO BE PENALISED FOR TELLING THEM ABOUT ILLEGAL ACTIVITIES (WHICH I ASSUME 99.9% OF THE PILOTS HAVE DONE AT ONE STAGE OR ANOTHER..... LIKE LOW LEVEL FLYING, BUZZES, AND THE GENERAL STUPID STUFF THAT WE TRY TO IMPRESS OTHERS WITH) I KNOW AT THIS STAGE I WOULDN'T WANT TO LET ON THAT I HAVE TAKEN PART IN ANY OF IT, ALTHOUGH THEY WOULD PROBABLY ASSUME THAT ANY TYPE OF BUSH TYPE EXPERIENCE MEANS THAT YOU HAVE DABBLED IN IT???????? CORRECT ME IF I AM BEING STEREOTYPICAL. BUT REST ASSURED, I GOT IT OUT OF MY SYSTEM SOME TIME AGO
JUST A COUPLE OF QUICK Q'S. CHECKERBOARD, YOU MADE SOME REFERENCE TO SOME OF THE TECH QUIZ Q'S REFERING TO SOME OF THE ATPL EXAMS. I HAVE A CANADIAN ATPL WHICH I AM CURRENTLY CONVERTING, BY WRITING JUST THE AIR LAW PART, IS THIS A BAD THING? ( CANADA DOESN'T COVER THE FLIGHTPLANNING AND SYSTEMS)OR SHOULD i DO THE FULL NATHAN HIGGINS COURSE?
ALSO WHEN EVERYONE SAYS ANSWER HONESTLY TO ALL THE QUESTIONS, ARE YOU LIKELY TO BE PENALISED FOR TELLING THEM ABOUT ILLEGAL ACTIVITIES (WHICH I ASSUME 99.9% OF THE PILOTS HAVE DONE AT ONE STAGE OR ANOTHER..... LIKE LOW LEVEL FLYING, BUZZES, AND THE GENERAL STUPID STUFF THAT WE TRY TO IMPRESS OTHERS WITH) I KNOW AT THIS STAGE I WOULDN'T WANT TO LET ON THAT I HAVE TAKEN PART IN ANY OF IT, ALTHOUGH THEY WOULD PROBABLY ASSUME THAT ANY TYPE OF BUSH TYPE EXPERIENCE MEANS THAT YOU HAVE DABBLED IN IT???????? CORRECT ME IF I AM BEING STEREOTYPICAL. BUT REST ASSURED, I GOT IT OUT OF MY SYSTEM SOME TIME AGO
Fella's - just don't go from the frying pan to the fire. There may not be an AN after the 4th. Try asking them about the rigidity of their seniority system, why there is a recent & large efflux of pilots from AN, what firm aircraft orders they have in place or why so many people are now turning down the interview offers. It really should be the pilot candidates interviewing Ansett regarding their suitability as an employer not vice versa. And no, I was successful at the AN interview. Its just that B146 Perth with no career path isn't that appealing anymore, and that there are considerably better jobs around these days. Good luck!
Captain, aploogies for the all negativity towards the young guys, however if they are told the whole story up front it may enable them to make a better decision. The choice between airline jobs is one that can last your whole career. The number of AN pilots now saying " I should have taken the QF/ CX/ EK/ SQ job" when it was offered is testament to the importance of looking before you leap. Look long & hard at the symptoms of a failing organisation. Nothing wrong with taking the job if its offered, however AN is now a stepping stone not the destination in the job hunt!. Cheers.
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The head of recruiting for pilots will be speaking at the Sydney Flight Safety Forum this Saturday if anyone is interested. Very approachable person and it is not very often you can get your hands on (so to speak) someone from recruiting to answer your questions without looking like a dill.
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Perhaps the whole situation could change shortly, with the NZ govn't., changing the foreign ownership levels of AirNZ, which might allow enough dollars across the ditch to commense a re-equipement program.
Those that are condemning AN now, might find that it will rise from the ashes. At least, that would be cricket.
Those that are condemning AN now, might find that it will rise from the ashes. At least, that would be cricket.
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Absolutely
You say that people over 30 are currently doing interviews - I have a couple of queries regarding the same.
1: Are these serious or simply paying lip service to Big Brother ?
2: Over the last 5 years how many over 30's have been employed by An - and if any, were their hours commensurate with age ?
Thanks for your input. I'm not being a smart arse - just have a genuine interest and am interested in the stats.
Thanks
DundeenullAbsolutely
You say that people over 30 are currently doing interviews - I have a couple of queries regarding the same.
1: Are these serious or simply paying lip service to Big Brother ?
2: Over the last 5 years how many over 30's have been employed by An - and if any, were their hours commensurate with age ?
Thanks for your input. I'm not being a smart arse - just have a genuine interest and am interested in the stats.
Thanks
DundeenullAbsolutely
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kenoath,
without giving to much away, what is your age
(ie. over/under 35,) and total hours
Just trying to gauge what sort of criteria they are setting for this intake.
It may well be totally varied, however I just thought I would ask anyway.
without giving to much away, what is your age
(ie. over/under 35,) and total hours
Just trying to gauge what sort of criteria they are setting for this intake.
It may well be totally varied, however I just thought I would ask anyway.
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I am 35, have done all interviews,sims,medicals and am awaiting pilot board approval (and some sanity to be shown at the corporate level).
Age is not an issue which they can discriminate on.
Despite all the c**p flying around I would suggest to anyone to go through the recruitment process, its perhaps the best designed in the industry. All good practice.
cheers
Age is not an issue which they can discriminate on.
Despite all the c**p flying around I would suggest to anyone to go through the recruitment process, its perhaps the best designed in the industry. All good practice.
cheers
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Karunch
"BAE 146 Perth.."
I hope you are not implying you knocked back this postition. No one has yet been offered start dates with Ansett as a result of the recent interview activity.
Your cover is blown my friend.
"BAE 146 Perth.."
I hope you are not implying you knocked back this postition. No one has yet been offered start dates with Ansett as a result of the recent interview activity.
Your cover is blown my friend.
Oicur, Ba146 was mentioned as the AN starting point at the interview. When asked such questions as; how long on the 146, will I be promoted on seniority, will more junior employees get better types, the "well trained" recruiters had blank looks on their faces and no answers. If they do not have jobs to offer, they should not be interviewing. It is akin to false advertising. While AN is still attractive when viewed from GA, from most other airline jobs (and I don't just mean QF/ VB) they offer very average conditions, and vague/ diminishing prospects. As I said earlier, AN has become a stepping stone job on the way to something better (as evidenced by those leaving from all levels).