ESY Recruitment Roadshows
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ESY Recruitment Roadshows
Anyone able to confirm how successful the ESY roadshows were in terms of recuiting new guys ?
I understand the Manchester roadshow was well attended particularly by MYT pilots and was wondering how many have jumped or are in the process of jumping ship.
I understand the Manchester roadshow was well attended particularly by MYT pilots and was wondering how many have jumped or are in the process of jumping ship.
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DO NOT GO FOR THE TYPE RATING SPONSORSHIP SCHEME!!!!
IT IS PAYING FOR YOUR OWN RATING, THEY ARE TRYING THEIR LUCK. SOME POOR SUCKERS HAVE AGREED TO IT AND ARE NOT HAPPY TO FIND OTHERS WITH SIMILAR EXPERIENCE HAVE NOT!
IT'S OUT IN THE OPEN NOW!
IT IS PAYING FOR YOUR OWN RATING, THEY ARE TRYING THEIR LUCK. SOME POOR SUCKERS HAVE AGREED TO IT AND ARE NOT HAPPY TO FIND OTHERS WITH SIMILAR EXPERIENCE HAVE NOT!
IT'S OUT IN THE OPEN NOW!
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Dogma,
What's the matter - came for the interview and didn't get selected for the TRSS scheme?
I and many others think that it is actually quite a revolutionary scheme - and watch this space for other companies following our lead (national flag carriers included).
For turboprop guys and girls it is the best chance they will have for getting onto a 65 tonne jet. The scheme saves the company lots of money and the candidates pay it back from their salaries pre-tax (not post).
As for the training - it is second to none and well worth every penny.
And going back to the original point about the roadshows - yes they have been very much a success. All the recent roadshows received lots of interest and there have been many additions to the company as a result (direct entry and TRSS).
Cheer up Dogma (6 months and you could be re-assessed).
What's the matter - came for the interview and didn't get selected for the TRSS scheme?
I and many others think that it is actually quite a revolutionary scheme - and watch this space for other companies following our lead (national flag carriers included).
For turboprop guys and girls it is the best chance they will have for getting onto a 65 tonne jet. The scheme saves the company lots of money and the candidates pay it back from their salaries pre-tax (not post).
As for the training - it is second to none and well worth every penny.
And going back to the original point about the roadshows - yes they have been very much a success. All the recent roadshows received lots of interest and there have been many additions to the company as a result (direct entry and TRSS).
Cheer up Dogma (6 months and you could be re-assessed).
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Boby Guzzler,
Hmmm.TRSS scheme.
Before you jump and defend the scheme, why don’t you share your experience at Ej.
Why are trying to say to potential desperate wanabies that this is the holy grail for them. In theory it is. Explain the burden that these hopefuls will be lumbered with.
The scheme theoretically sounds perfect, however in real life; you bond yourself for five years because it is the best way for crew retention.
*Talk about crew resignations in the last 3 months alone.
*Why not talk about the 10 hours duty days with 3 hours actual flying.
The roster system, again theoretically 6 on 3 of, reality 7 on 2 off. Every 7th day is the rostered day off however in most cases it is a flexi day meaning that you can be worked until 3am on your supposed to be day off. Your first day on starts with the earliest possible flight and your last day on finish as late as possible.
*Why not reveal the crewing department in competencies, their motto; crew utilisation.
E.g.: a pilot is offloaded in Athens and crewing put another crew member on a Learjet to replace this ill stricken individual, only to find out on arrival that the aircraft that he is supposed to return is a 700 series and he only holds a 300 series rating. And I can give you millions of examples. A very competent crewing department, to say the least.
*Why not find pilot recruitment manager that can:
a)speak English PROPERLY,
b)Have aircraft type knowledge i.e.: her interpretation of aircraft types flown by a particular candidate (victim) ‘’ he has a lot of jet time’’, what is the type in queation?’’J41, J means jet doesn’t it’’. Her own words.
c)Why so many candidates with 1500-3000 hours have not been contacted?
Because the recruitment manger has no clue about type abbreviations, apart from the obvious ones i.e. B737, SD-360, etc. If its an IL -76 or similar, forget it you will never be called.
After all the scheme is not aimed at the low hour market, instead only people with multi-crew experience. The same candidates that have done the hard yards on turboprops, only to find themselves tied for five years with an organisation that has no respect for its workforce.
In which company do you have to check for changes to your roster once issued, after every flight? Maybe in all airlines only after extraordinary circumstances. i.e. September 11. (Every day is September 11 at Ej because crewing is done on a daily basis, hence their name’’ day to day crewing’’)
Tell us about the 5 on 3 off proposal. Only if approved by the CAA, you will have 5 early starts. And that will turn into a 5 on 1 off having established their crew utilisation motto already.
Please, state the facts in real life, as you work for them, and don’t encourage people to pay for work. The likes of you are turning the industry on its head. After all you don’t need to go through a vigorous recruitment procedure compared to the airlines that will follow suit. eJ is only interested in impressing its share holders and is not doing a particularly good job at it either.
Lots of points stated of real life at eJ and not hearsay, and please I do not want to get into a heated debate either.
Just plain truth, as the truth always prevails.
Hmmm.TRSS scheme.
Before you jump and defend the scheme, why don’t you share your experience at Ej.
Why are trying to say to potential desperate wanabies that this is the holy grail for them. In theory it is. Explain the burden that these hopefuls will be lumbered with.
The scheme theoretically sounds perfect, however in real life; you bond yourself for five years because it is the best way for crew retention.
*Talk about crew resignations in the last 3 months alone.
*Why not talk about the 10 hours duty days with 3 hours actual flying.
The roster system, again theoretically 6 on 3 of, reality 7 on 2 off. Every 7th day is the rostered day off however in most cases it is a flexi day meaning that you can be worked until 3am on your supposed to be day off. Your first day on starts with the earliest possible flight and your last day on finish as late as possible.
*Why not reveal the crewing department in competencies, their motto; crew utilisation.
E.g.: a pilot is offloaded in Athens and crewing put another crew member on a Learjet to replace this ill stricken individual, only to find out on arrival that the aircraft that he is supposed to return is a 700 series and he only holds a 300 series rating. And I can give you millions of examples. A very competent crewing department, to say the least.
*Why not find pilot recruitment manager that can:
a)speak English PROPERLY,
b)Have aircraft type knowledge i.e.: her interpretation of aircraft types flown by a particular candidate (victim) ‘’ he has a lot of jet time’’, what is the type in queation?’’J41, J means jet doesn’t it’’. Her own words.
c)Why so many candidates with 1500-3000 hours have not been contacted?
Because the recruitment manger has no clue about type abbreviations, apart from the obvious ones i.e. B737, SD-360, etc. If its an IL -76 or similar, forget it you will never be called.
After all the scheme is not aimed at the low hour market, instead only people with multi-crew experience. The same candidates that have done the hard yards on turboprops, only to find themselves tied for five years with an organisation that has no respect for its workforce.
In which company do you have to check for changes to your roster once issued, after every flight? Maybe in all airlines only after extraordinary circumstances. i.e. September 11. (Every day is September 11 at Ej because crewing is done on a daily basis, hence their name’’ day to day crewing’’)
Tell us about the 5 on 3 off proposal. Only if approved by the CAA, you will have 5 early starts. And that will turn into a 5 on 1 off having established their crew utilisation motto already.
Please, state the facts in real life, as you work for them, and don’t encourage people to pay for work. The likes of you are turning the industry on its head. After all you don’t need to go through a vigorous recruitment procedure compared to the airlines that will follow suit. eJ is only interested in impressing its share holders and is not doing a particularly good job at it either.
Lots of points stated of real life at eJ and not hearsay, and please I do not want to get into a heated debate either.
Just plain truth, as the truth always prevails.
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Crikey, Sir Donald!
Doesn't sound a whole heap of fun, does it?
Are you a current/former EJ employee? Or do you know all this stuff from some other source?
Cheerio!
CC
Doesn't sound a whole heap of fun, does it?
Are you a current/former EJ employee? Or do you know all this stuff from some other source?
Cheerio!
CC
TRSS
Don't forget the total cost of the TRSS. You are not paid until you've finished your training (no expenses either).
23000 Payment to eJ at start of training
2500 All your fixed costs (rent etc) while you're not paid
1200 Interest on loan while you're not paid
1000 Travel while you're not paid (no expenses for first 3 months)
2500 Relocation to some random base hundreds of miles from home, possibly in a different country
300 Uniform
That's more than Ł30,000. Some TRSS guys also had bonds they were paying off in addition! You will train beside others who may be weaker pilots than you, but who will be paid from the word go and get the rating for free.
Having paid all of this, you will be on the same salary as everyone else.
Also, your salary is docked 10% for the first 6 months and you can't get staff travel just when you need it!
BUT eJ is the only quick way onto the LHS of a jet, so it is worth it IF and ONLY IF you have a spare Ł30K you're willing to write off.
The rostering is exactly as Sir Donald describes it. I had one day changed 4 times before I flew it!! But I would disagree about the recruitment people - I found them to be pretty thorough and professional throughout.
23000 Payment to eJ at start of training
2500 All your fixed costs (rent etc) while you're not paid
1200 Interest on loan while you're not paid
1000 Travel while you're not paid (no expenses for first 3 months)
2500 Relocation to some random base hundreds of miles from home, possibly in a different country
300 Uniform
That's more than Ł30,000. Some TRSS guys also had bonds they were paying off in addition! You will train beside others who may be weaker pilots than you, but who will be paid from the word go and get the rating for free.
Having paid all of this, you will be on the same salary as everyone else.
Also, your salary is docked 10% for the first 6 months and you can't get staff travel just when you need it!
BUT eJ is the only quick way onto the LHS of a jet, so it is worth it IF and ONLY IF you have a spare Ł30K you're willing to write off.
The rostering is exactly as Sir Donald describes it. I had one day changed 4 times before I flew it!! But I would disagree about the recruitment people - I found them to be pretty thorough and professional throughout.
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Sir Donald,
Did I offend you in this life or a previous life...? I don't appreciate being personally attacked on a public forum by someone you doesn't even sign his accusation using his real name.
I don't normally feel the need to post replies, but to put the record straight and state the facts:
a) speak English PROPERLY:
English is not my first language but I have never had any negative feedback from any of my employers (past or present) about my level of English.
b) Have aircraft type knowledge:
This was my first job in aviation and like everybody else who starts a new job I had to learn, but I now know my a/c and when I encounter a new type I am not afraid to ask or search the internet. (you can easily ask anybody from the pilot management or the Captains I interview with.)
‘’ he has a lot of jet time’’, what is the type in question?’’J41, J means jet doesn’t it’’. Her own words... No it isn't. I can honestly say that these words are not mine (do you think because I am a women I am some brainless bimbo who got her job thanks to her cleavage!). I'll be glad to discuss it with the person who was at the other end of that conversation and find out exactly when I allegedly said that.
c)Why so many candidates with 1500-3000 hours have not been contacted? Because the recruitment manager has no clue about type abbreviations.
Once again no. The reason is that far more people with 1500-3000 hours have applied than we have space for selection. Furthermore we did receive in excess of 3,000 applications last year so you can understand that we can only contact people we want to invite (after all we are only humans!).
You said: "please I do not want to get into a heated debate either" if you do not want a debate then don't go around attacking people...
Quote: "Just plain truth, as the truth always prevails". I agree with you the truth will prevail and I am confident that the people who know me will see nothing more in your accusations than the words of a bitter person.
Laure Van Rensburg (I am not afraid to sign my real name)
Did I offend you in this life or a previous life...? I don't appreciate being personally attacked on a public forum by someone you doesn't even sign his accusation using his real name.
I don't normally feel the need to post replies, but to put the record straight and state the facts:
a) speak English PROPERLY:
English is not my first language but I have never had any negative feedback from any of my employers (past or present) about my level of English.
b) Have aircraft type knowledge:
This was my first job in aviation and like everybody else who starts a new job I had to learn, but I now know my a/c and when I encounter a new type I am not afraid to ask or search the internet. (you can easily ask anybody from the pilot management or the Captains I interview with.)
‘’ he has a lot of jet time’’, what is the type in question?’’J41, J means jet doesn’t it’’. Her own words... No it isn't. I can honestly say that these words are not mine (do you think because I am a women I am some brainless bimbo who got her job thanks to her cleavage!). I'll be glad to discuss it with the person who was at the other end of that conversation and find out exactly when I allegedly said that.
c)Why so many candidates with 1500-3000 hours have not been contacted? Because the recruitment manager has no clue about type abbreviations.
Once again no. The reason is that far more people with 1500-3000 hours have applied than we have space for selection. Furthermore we did receive in excess of 3,000 applications last year so you can understand that we can only contact people we want to invite (after all we are only humans!).
You said: "please I do not want to get into a heated debate either" if you do not want a debate then don't go around attacking people...
Quote: "Just plain truth, as the truth always prevails". I agree with you the truth will prevail and I am confident that the people who know me will see nothing more in your accusations than the words of a bitter person.
Laure Van Rensburg (I am not afraid to sign my real name)
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Dear Laure,
Is your recruitment process still the same sham it was when I was interviewed?
Scrabbling around the floor making names out of bendy tubes....answering a 466 question long babble test....an interview conducted by a new (read orange overzealous ) Captain and HR "girl" in a freezing portakabin in a car park at Luton?
Sounds great? Well, that was before easy started this trss nonsense as well.
The Captain I was interviewed by was the most obnoxious fool I have met. Just after Sept11 he was GLOATING about easy, and commenting on my employer's perceived difficulties with glee.
Well, let me tell you that easy are NOT really that good at all. Noweher near as good as my employer then or now in fact.
Your salaries are crap and work patterns are awful. Your pension sucks and your life expectancy will be short as a result of these and more things.
So, do me a favour. Rather than reply on here, just pull your finger out and get my name off your database. If I get another SPAM email from you I will scream.
Yours in total hatred of all things orange,
Mr X
DHL.
Is your recruitment process still the same sham it was when I was interviewed?
Scrabbling around the floor making names out of bendy tubes....answering a 466 question long babble test....an interview conducted by a new (read orange overzealous ) Captain and HR "girl" in a freezing portakabin in a car park at Luton?
Sounds great? Well, that was before easy started this trss nonsense as well.
The Captain I was interviewed by was the most obnoxious fool I have met. Just after Sept11 he was GLOATING about easy, and commenting on my employer's perceived difficulties with glee.
Well, let me tell you that easy are NOT really that good at all. Noweher near as good as my employer then or now in fact.
Your salaries are crap and work patterns are awful. Your pension sucks and your life expectancy will be short as a result of these and more things.
So, do me a favour. Rather than reply on here, just pull your finger out and get my name off your database. If I get another SPAM email from you I will scream.
Yours in total hatred of all things orange,
Mr X
DHL.
Last edited by tailscrape; 6th Nov 2003 at 21:56.
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Thanks guys.
Have been studying this thread with interest. Have over 3,000 hours jet time and don't think i'll be applying. All airlines have inherrent problems and imperfections but bad morale and a non-transparent recruitment process will put me off.
If i've learnt one thing in this business, when the grass is greener, people vote with their feet. The grass does not seem greener it appears at ESY.
I do thank Miss Kitty for taking the time to address issues here and suggest, despite the overwhelming number of applications ESY recieves, that the airline prioritises applications that meet their criteria and extend the courtesy of a reply as I have heard from many sources that this is not the case.
Have been studying this thread with interest. Have over 3,000 hours jet time and don't think i'll be applying. All airlines have inherrent problems and imperfections but bad morale and a non-transparent recruitment process will put me off.
If i've learnt one thing in this business, when the grass is greener, people vote with their feet. The grass does not seem greener it appears at ESY.
I do thank Miss Kitty for taking the time to address issues here and suggest, despite the overwhelming number of applications ESY recieves, that the airline prioritises applications that meet their criteria and extend the courtesy of a reply as I have heard from many sources that this is not the case.
Last edited by LIMA OR ALPHA JUNK; 6th Nov 2003 at 18:10.
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Bobby Gutlez,
I fly heavy metal already; for much better terms and conditions.
I just object strongly to people that have been coerced into paying for their own rating.
Particularly, if you have good turboprop experience, by rights you should have a shot and the RHS of a 737. Dress it up how you like TRSS is paying for your rating!
Miss Van Rensburg,
Thanks for your candid post.....but... If you can't take the heat..
You have been handed a poison chalice (cup) by Easyjet. All other airlines use pilots to vet candidates. It ensures that combined with HR input you get the right people first time.
I fly heavy metal already; for much better terms and conditions.
I just object strongly to people that have been coerced into paying for their own rating.
Particularly, if you have good turboprop experience, by rights you should have a shot and the RHS of a 737. Dress it up how you like TRSS is paying for your rating!
Miss Van Rensburg,
Thanks for your candid post.....but... If you can't take the heat..
You have been handed a poison chalice (cup) by Easyjet. All other airlines use pilots to vet candidates. It ensures that combined with HR input you get the right people first time.
Last edited by Dogma; 6th Nov 2003 at 17:53.
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Why can't HR departments understand the word "respect"? HR people are typically people with no functional skills - HR is the only department left besides janitorial for them...
I agree that a simple, efficient structure is the best structure. It should be formulaic... Prioritize hiring based on hours and experience (heavy jet experience weighted differently than turboprop experience). For those who qualify (have minimum hours required) but are not "competitive" - send a response as soon as possible and ask people to continually reapply - every 6 months or whatever... Nobody likes to be "in the dark" about their prospects - that is very disrespectful. I suppose Miss Kitty wouldn't mind being treated that way - right? It is clear Easy's HR department is very disorganized - perhaps it requires an OVERHAUL! The process could be so much easier (no pun intended)...
It comes down to respect - Easy clearly does not respect its pilots. Ironic that Easy models itself after Southwest, and yet, Southwest enjoys very good relations with its pilot group...
I agree that a simple, efficient structure is the best structure. It should be formulaic... Prioritize hiring based on hours and experience (heavy jet experience weighted differently than turboprop experience). For those who qualify (have minimum hours required) but are not "competitive" - send a response as soon as possible and ask people to continually reapply - every 6 months or whatever... Nobody likes to be "in the dark" about their prospects - that is very disrespectful. I suppose Miss Kitty wouldn't mind being treated that way - right? It is clear Easy's HR department is very disorganized - perhaps it requires an OVERHAUL! The process could be so much easier (no pun intended)...
It comes down to respect - Easy clearly does not respect its pilots. Ironic that Easy models itself after Southwest, and yet, Southwest enjoys very good relations with its pilot group...
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WRT to easy, we had a student who was a friend of someone quite high in the HR department. He was told on completion of CPL / IR, to get some experience, commercial etc, in fact anything but instructing?
Any one care to comment?
Any one care to comment?
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RTO,
I hope the information below will help:
1. What is the typical pilot recruited?
Our decision is based on availability, market conditions and the numbers of applications. At present all the candidates we are inviting have at least commercial flying experience (minimum flying turboprop a/c). However, this is not set in stone (depending on the job market).
2. As there are several claims that the recruitment process is without logic, could you perhaps clear that up for us? How does it work? Who is priority 1 for selection?
Basically it depends on 2 things: how close your experience is to our style of operation (the closer the more desirable you become) and what we need. (if you are a jet captain there is no point in inviting you for selection if we our requirement is for FOs)
3. Are your open days still conducted the way I described them in my previous post? In that case, why?
The open days are still conducted the same way. The reason is that, as you said, there are a lot of rumours in the industry and we like to meet people face to face and tell them how it really is. Furthermore, there are also people who would like the opportunity to speak to us in order to decide if they want to apply. We try to give them the information they need to make their choice.
4. What is the current recruitment situation? How many pilots will be hired and from what experience segment, and when?
We are recruiting on an ongoing basis. As we announced at the BALPA conference we will be recruiting in excess of 300 pilots in 2004 (for the Boeing and Airbus fleet). We will be recruiting a mix of commercial jets pilots (A320 & B737 rated and non-rated) as well as turboprop pilots (of course these requirements are subject to market changes and business needs).
5. Personally it seems like I've in the wrong group of pilots, With a couple of thousand hours and multicrew turboprop experience I'm not in a position to join the 190hr guys at CTC and I do not have a B737 or A320 type rating. Am I in the least desirable groups of these three?
Unfortunately I cannot give you personal feedback because our decision whether or not to invite applicants for assessment is not based on a/c type and hours alone. We also take in consideration your work history (employers, how long you stayed with each one of them, gaps, anything that doesn’t make sense…), your interest (has the application form been completed correctly and how much thought has been put into it?). Commercial jet pilots, however, will always be top of the list for us (rated or non-rated) with CTC cadets representing only a small percentage of our recruitment (less than 10%).
All I can add is that candidates do get an interview after their 2nd or 3rd applications (with previous applications not matching business requirements) but clearly if someone last applied in 1999, it is unlikely they will be picked up (my first question would be what has be doing since then?) That’s why we need updates.
6. As Easyjet is an international airline, do you hire international pilots?
We have a multi-cultural pilot population. All we ask is for people to have the right to live and work in the UK, have a JAR licence and a good level of English. However we also make sure that we balance the number of each nationality in each base. At the present time, the pilot population is made up of British, French, Belgian, Scandinavian, Canadian, Australian, Dutch, Swiss, Spanish……to name just a few.
7. Can you please comment on the claims that several pilots have resigned recently? How successful is your recruitment process when a lot of pilots fail to adapt to the LCC lifestyle?
I cannot comment about the number of pilots resigning because I am not directly involved in that part of the business, all I can say is that there has been no requirement for recruitment numbers to increase as a result of attrition.
Regarding the second part of your question. The first day of the selection process assesses a candidate’s suitability easyJet in terms of adapting to the LCC lifestyle and our company in particular (there is no point employing someone if you don’t believe that they have the right frame of mind for easyJet)
Dogma – all candidate applications who we wish to invite are vetted by our Pilot Management team and our selection involves the use of HR personnel, external assessors and Line Pilots with specific selection training (so we are like all other airlines).
If anyone is interested in our selection process it is described on the pilot recruitment page of our website. It is a 2 day selection and everybody, regardless of their experience or background, goes through the same process (so it is fair and consistent – everybody get the same chance)
Finally it is not uncommon for a company that deals with volume recruitment to only contact successful applicants (we are not the only one doing it). Furthermore it is not like we are promising something we are not delivering: it is clearly stated on our website that only successful candidates will be contacted (and I have applied to jobs in the past where I didn’t get a response – it wasn’t an issue because they (like us) stated that only successful applicants will be contacted).
Tailscrape – I would love to delete your details from our database but for that I would need to know who you are. So if you want to email your name I will make sure that your file is removed without delay.
I hope the information below will help:
1. What is the typical pilot recruited?
Our decision is based on availability, market conditions and the numbers of applications. At present all the candidates we are inviting have at least commercial flying experience (minimum flying turboprop a/c). However, this is not set in stone (depending on the job market).
2. As there are several claims that the recruitment process is without logic, could you perhaps clear that up for us? How does it work? Who is priority 1 for selection?
Basically it depends on 2 things: how close your experience is to our style of operation (the closer the more desirable you become) and what we need. (if you are a jet captain there is no point in inviting you for selection if we our requirement is for FOs)
3. Are your open days still conducted the way I described them in my previous post? In that case, why?
The open days are still conducted the same way. The reason is that, as you said, there are a lot of rumours in the industry and we like to meet people face to face and tell them how it really is. Furthermore, there are also people who would like the opportunity to speak to us in order to decide if they want to apply. We try to give them the information they need to make their choice.
4. What is the current recruitment situation? How many pilots will be hired and from what experience segment, and when?
We are recruiting on an ongoing basis. As we announced at the BALPA conference we will be recruiting in excess of 300 pilots in 2004 (for the Boeing and Airbus fleet). We will be recruiting a mix of commercial jets pilots (A320 & B737 rated and non-rated) as well as turboprop pilots (of course these requirements are subject to market changes and business needs).
5. Personally it seems like I've in the wrong group of pilots, With a couple of thousand hours and multicrew turboprop experience I'm not in a position to join the 190hr guys at CTC and I do not have a B737 or A320 type rating. Am I in the least desirable groups of these three?
Unfortunately I cannot give you personal feedback because our decision whether or not to invite applicants for assessment is not based on a/c type and hours alone. We also take in consideration your work history (employers, how long you stayed with each one of them, gaps, anything that doesn’t make sense…), your interest (has the application form been completed correctly and how much thought has been put into it?). Commercial jet pilots, however, will always be top of the list for us (rated or non-rated) with CTC cadets representing only a small percentage of our recruitment (less than 10%).
All I can add is that candidates do get an interview after their 2nd or 3rd applications (with previous applications not matching business requirements) but clearly if someone last applied in 1999, it is unlikely they will be picked up (my first question would be what has be doing since then?) That’s why we need updates.
6. As Easyjet is an international airline, do you hire international pilots?
We have a multi-cultural pilot population. All we ask is for people to have the right to live and work in the UK, have a JAR licence and a good level of English. However we also make sure that we balance the number of each nationality in each base. At the present time, the pilot population is made up of British, French, Belgian, Scandinavian, Canadian, Australian, Dutch, Swiss, Spanish……to name just a few.
7. Can you please comment on the claims that several pilots have resigned recently? How successful is your recruitment process when a lot of pilots fail to adapt to the LCC lifestyle?
I cannot comment about the number of pilots resigning because I am not directly involved in that part of the business, all I can say is that there has been no requirement for recruitment numbers to increase as a result of attrition.
Regarding the second part of your question. The first day of the selection process assesses a candidate’s suitability easyJet in terms of adapting to the LCC lifestyle and our company in particular (there is no point employing someone if you don’t believe that they have the right frame of mind for easyJet)
Dogma – all candidate applications who we wish to invite are vetted by our Pilot Management team and our selection involves the use of HR personnel, external assessors and Line Pilots with specific selection training (so we are like all other airlines).
If anyone is interested in our selection process it is described on the pilot recruitment page of our website. It is a 2 day selection and everybody, regardless of their experience or background, goes through the same process (so it is fair and consistent – everybody get the same chance)
Finally it is not uncommon for a company that deals with volume recruitment to only contact successful applicants (we are not the only one doing it). Furthermore it is not like we are promising something we are not delivering: it is clearly stated on our website that only successful candidates will be contacted (and I have applied to jobs in the past where I didn’t get a response – it wasn’t an issue because they (like us) stated that only successful applicants will be contacted).
Tailscrape – I would love to delete your details from our database but for that I would need to know who you are. So if you want to email your name I will make sure that your file is removed without delay.
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Laure (Miss Kitty)
I think you are quite brave for putting your head above the parapet and posting on this forum. As a personal observation, having been through your selection procedure, I would comment that the company's inability to reveal information about the introduction of the Airbus has put a lot of people off.
I would also question the wisdom of using an external agency (CTC) to assess your candidates. I believe the CAA is taking some interest in Ezy's reliance on a training contractor for recurrent training (an area outside your field)
I would also question the validity of using the 737-300 simulator as an assessment tool for selecting current airbus pilots (who may not have flown conventional types) for an airbus position. What are you expecting to see and how valid do you think the results are?
As an observation to those interested in applying to EZY, I would say that the working patterns will eventually grind you into the ground. To anyone contemplating 5 early starts in a row, I would say think carefully; the reality of this can be exhausting.
Whilst at EZY-land I had a chat with one of their training captains who was working his notice to leave the company. His advice to me was: do not join this lot, they will say one thing and do another. If there was an airbus plan, he said, no-one seems to know what it is.
PS: The psychometric testing is an interesting exercise and the feedback provided is very valuable. The assessor described me exactly down to a 'T'
PPS: the barbecue was enjoyable so at least I had a free drink out of EZY, more than you get on their flights!
I think you are quite brave for putting your head above the parapet and posting on this forum. As a personal observation, having been through your selection procedure, I would comment that the company's inability to reveal information about the introduction of the Airbus has put a lot of people off.
I would also question the wisdom of using an external agency (CTC) to assess your candidates. I believe the CAA is taking some interest in Ezy's reliance on a training contractor for recurrent training (an area outside your field)
I would also question the validity of using the 737-300 simulator as an assessment tool for selecting current airbus pilots (who may not have flown conventional types) for an airbus position. What are you expecting to see and how valid do you think the results are?
As an observation to those interested in applying to EZY, I would say that the working patterns will eventually grind you into the ground. To anyone contemplating 5 early starts in a row, I would say think carefully; the reality of this can be exhausting.
Whilst at EZY-land I had a chat with one of their training captains who was working his notice to leave the company. His advice to me was: do not join this lot, they will say one thing and do another. If there was an airbus plan, he said, no-one seems to know what it is.
PS: The psychometric testing is an interesting exercise and the feedback provided is very valuable. The assessor described me exactly down to a 'T'
PPS: the barbecue was enjoyable so at least I had a free drink out of EZY, more than you get on their flights!
Join Date: Sep 2003
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Having read this poast, I feel i must defend Laura, and the easy jet team. Ok, they gave me my first break, so i will see them naturaly with rose tinted glases, but having worked there for almost a year now, that has not changed.
Yes they work you hard, but it a low cost Airline, and we all know what we are leting ourselves in for. Any lowcost operation will do the same. it is a buisness plan that works!
Selection day is well ran and makes a nervous day fun.Making cardboard models etc, is a simple way of picking out the non team players that will just sit on the fence and moan at how this is not what i should be doing, it works.
There is not one person at the company i have come across, that i dislike, Laura and the team are doing a difficult job extremley well.
easyjet is growing so fast there is sure to be changes, and indeed mistakes made, thats life.
The support and level of training is high, very high. The door at Luton is always open, and floods of advice and support is always there from the training staff.
A good company.
Yes they work you hard, but it a low cost Airline, and we all know what we are leting ourselves in for. Any lowcost operation will do the same. it is a buisness plan that works!
Selection day is well ran and makes a nervous day fun.Making cardboard models etc, is a simple way of picking out the non team players that will just sit on the fence and moan at how this is not what i should be doing, it works.
There is not one person at the company i have come across, that i dislike, Laura and the team are doing a difficult job extremley well.
easyjet is growing so fast there is sure to be changes, and indeed mistakes made, thats life.
The support and level of training is high, very high. The door at Luton is always open, and floods of advice and support is always there from the training staff.
A good company.
Join Date: Sep 2003
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Dogma.
No to your question, however i do feel strongly enough to defend what i believe in.
The only bad thing about this industry, are people who are so bitter for one reason or another, all they can do is bitch about how they are so hard done to and how the industry owes them a living!. Time to spend that energy in a more constructive way!
Crack on, and stop looking for people to blame.
No to your question, however i do feel strongly enough to defend what i believe in.
The only bad thing about this industry, are people who are so bitter for one reason or another, all they can do is bitch about how they are so hard done to and how the industry owes them a living!. Time to spend that energy in a more constructive way!
Crack on, and stop looking for people to blame.
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For the wannabees and recently qualified you are presently able to view a couple of significant threads.
People who haven't bothered to speak to you for a couple of years are visiting your forums and setting out their wares - pitching themselves as the good guys.
There is a very significant shortage of experienced people - the charm offensive (at varying levels of success - not much practice needed in recent years ) is well underway.
easy had to buy back leave from pilots this summer just to function. The pilot agencies are cold calling in a vain attempt to fulfill worldwide contracts. There are people out there utterly depending on signifcant airlines going bust just to get them a breather over the winter.
The tide isn't turning - it has turned. You must consider this carefully before going further into debt. My personal opinion is that if you've got drive, ambition and a decent personality you don't need to.
Regards
Rob Lloyd
People who haven't bothered to speak to you for a couple of years are visiting your forums and setting out their wares - pitching themselves as the good guys.
There is a very significant shortage of experienced people - the charm offensive (at varying levels of success - not much practice needed in recent years
) is well underway. easy had to buy back leave from pilots this summer just to function. The pilot agencies are cold calling in a vain attempt to fulfill worldwide contracts. There are people out there utterly depending on signifcant airlines going bust just to get them a breather over the winter.
The tide isn't turning - it has turned. You must consider this carefully before going further into debt. My personal opinion is that if you've got drive, ambition and a decent personality you don't need to.
Regards
Rob Lloyd