Flybe - Photo Needed on Application-unPC?
Join Date: Oct 2005
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Absolutely nothing wrong in asking for a photograph. It happens with many employers in many industrys. Not a big issue!
You are the face of that company, you represent it. therefore they want to employ people who look presentable. This can be found out at interview, but my guess is that it will also be part of the selection process. Also as a previous poster said it also helps identify people.
Law suits!!!!!!!! Get real!!!
You are the face of that company, you represent it. therefore they want to employ people who look presentable. This can be found out at interview, but my guess is that it will also be part of the selection process. Also as a previous poster said it also helps identify people.
Law suits!!!!!!!! Get real!!!
Join Date: Dec 1999
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I wish people would check their facts before posting definitive statements...photographs are clearly not part of a valid application form, as detailed here after a brief google search.
http://www.cre.gov.uk/gdpract/employ.../partfour.html
Application forms
It is recommended that, where practicable, all employers should use a standard application form [see Appendix 4]. This has the following advantages.
It reduces the time spent in sifting through a great deal of information that is not relevant to the job, which is usually the case with CVs and application letters.
It helps employers obtain the information they need, and in the form in which they need it, to make an objective assessment of the applicant's ability to do the job.
It makes it easier to obtain information about applicants' racial groups; this is mandatory for public authorities under their legal duty to monitor various aspects of employment, by racial group [more...].
It provides employers with evidence that they have tried to meet their legal obligations, should they face legal proceedings under the RRA.
It gives all applicants the opportunity to compete on equal terms.
To reduce the risk of unlawful racial discrimination, employers should follow the guidelines below; smaller organisations may adapt these to their particular circumstances.
The section of the application form requesting personal information (including information about racial group) should be detachable from the rest of the form, and not made known to members of the selection panel before the interview.
The question about an applicant's racial group should include a clear explanation as to why this information is needed, and an assurance that the information will be treated in strictest confidence, and will not be used to assess suitability for the job, or in the selection decision.
Information about eligibility to work in the UK, which employers are required to obtain under the Asylum and Immigration Act 1996, should preferably be verified in the final stages of the selection process, to make sure the appointment is based on merit alone, and is not influenced by other factors. Employers can apply for work permits and should not exclude potentially suitable candidates from the selection process. Depending on the employer's recruitment process, and the type of job being filled, candidates might be asked for the relevant documents when they are invited to an interview, or when an offer of employment is made. It is important to carry out these checks before the person's employment begins. The Home Office [see Appendix 5] has published a code of practice for employers on how to avoid unlawful racial discrimination when complying with this requirement.
Only information that is relevant to the job, and to the skills and qualifications listed in the person specification, should be requested in the application form (apart from the questions in the personal details section of the form).
Applicants should not be asked to provide photographs, unless a genuine occupational requirement or qualification applies [see Appendix 1].
http://www.cre.gov.uk/gdpract/employ.../partfour.html
Application forms
It is recommended that, where practicable, all employers should use a standard application form [see Appendix 4]. This has the following advantages.
It reduces the time spent in sifting through a great deal of information that is not relevant to the job, which is usually the case with CVs and application letters.
It helps employers obtain the information they need, and in the form in which they need it, to make an objective assessment of the applicant's ability to do the job.
It makes it easier to obtain information about applicants' racial groups; this is mandatory for public authorities under their legal duty to monitor various aspects of employment, by racial group [more...].
It provides employers with evidence that they have tried to meet their legal obligations, should they face legal proceedings under the RRA.
It gives all applicants the opportunity to compete on equal terms.
To reduce the risk of unlawful racial discrimination, employers should follow the guidelines below; smaller organisations may adapt these to their particular circumstances.
The section of the application form requesting personal information (including information about racial group) should be detachable from the rest of the form, and not made known to members of the selection panel before the interview.
The question about an applicant's racial group should include a clear explanation as to why this information is needed, and an assurance that the information will be treated in strictest confidence, and will not be used to assess suitability for the job, or in the selection decision.
Information about eligibility to work in the UK, which employers are required to obtain under the Asylum and Immigration Act 1996, should preferably be verified in the final stages of the selection process, to make sure the appointment is based on merit alone, and is not influenced by other factors. Employers can apply for work permits and should not exclude potentially suitable candidates from the selection process. Depending on the employer's recruitment process, and the type of job being filled, candidates might be asked for the relevant documents when they are invited to an interview, or when an offer of employment is made. It is important to carry out these checks before the person's employment begins. The Home Office [see Appendix 5] has published a code of practice for employers on how to avoid unlawful racial discrimination when complying with this requirement.
Only information that is relevant to the job, and to the skills and qualifications listed in the person specification, should be requested in the application form (apart from the questions in the personal details section of the form).
Applicants should not be asked to provide photographs, unless a genuine occupational requirement or qualification applies [see Appendix 1].
Join Date: Jul 2007
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In my experience, Cabair always require a recent photo when submitting an application for any position. Check the back pages of Flight & you regularly see it in their advertising.
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"If you'd of sent a picture of you on the beach in barbados it might of got you straight to stage 4 
"
I wouldn't fancy having to take my blouse off in front of everyone in the airline selection stage of Phase 4!! Basically, that particular picture wasn't concentrating on my face if you know what i mean!
"I wouldn't fancy having to take my blouse off in front of everyone in the airline selection stage of Phase 4!! Basically, that particular picture wasn't concentrating on my face
if you know what i mean!
Join Date: May 1999
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REheat
I wish you would read your own quotes before getting all high and mighty. The document you quote only mentions "should" and not "must" when talking about photos. Quite a differance in law.
Anyway it's their interview process and i gues it will take a pretty brave candidate to question the legality of the application form...
I wish you would read your own quotes before getting all high and mighty. The document you quote only mentions "should" and not "must" when talking about photos. Quite a differance in law.
Anyway it's their interview process and i gues it will take a pretty brave candidate to question the legality of the application form...
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Not that it seems to matter now...
Is on their website..
Horgy
The pilot recruitment system is currently closed. It will re-open during November 2007.
Thank you for your interest in Flybe.
Thank you for your interest in Flybe.
Horgy
Join Date: Dec 1999
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I wish you would read your own quotes before getting all high and mighty. The document you quote only mentions "should" and not "must" when talking about photos. Quite a differance in law.
Anyway it's their interview process and i gues it will take a pretty brave candidate to question the legality of the application form...
Anyway it's their interview process and i gues it will take a pretty brave candidate to question the legality of the application form...
Moderator
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Having been involved at interview, the addition of a photogragh ensures that the person you are interviewing - and the person you may subsequently wish to employ - are the same person. It is of course an excellent aide-de-memoire when discussing the candidates later.
Nowadays the vast majority of the interviews have HR personnel present to ensure that the UK law is strictly adhered to - if only to ensure that there is no subsequent come-back on the airline or the interviewers.
When you get into large volume recruitment - with interviews being conducted by several interviewers - the risk of impersonation increases. Interviewers need to know that they are all interviewing the same person.
The application forms are duplicated by admin staff so that each interviewer knows that they have the right person in front of them.
In the days of Yore, the ATPL and the CPL had a passport photograph in them and allowed the holder of a British licence access to the United Kingdom.
ReHeat
I think you are jumping the gun a bit
You are originally quoting from the Council for Racial Equality Best Practice which is just that - 'best practice' in their view. To the best of my knowledge it is not UK law.
HWB
Nowadays the vast majority of the interviews have HR personnel present to ensure that the UK law is strictly adhered to - if only to ensure that there is no subsequent come-back on the airline or the interviewers.
When you get into large volume recruitment - with interviews being conducted by several interviewers - the risk of impersonation increases. Interviewers need to know that they are all interviewing the same person.
The application forms are duplicated by admin staff so that each interviewer knows that they have the right person in front of them.
In the days of Yore, the ATPL and the CPL had a passport photograph in them and allowed the holder of a British licence access to the United Kingdom.
ReHeat
I think you are jumping the gun a bit
then it is clear to me that it is unlawful to ask for a photo without that valid reason.
HWB
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Perhaps "lawful" and "illegal" are the wrong words - what would be better is "actions that would permit grounds for a claim against x company if improperly administered".
I too have been involved in recruiting, however, production of government-issued photographic ID at each stage permits the identification where required without resulting in potential for discriminatory actions.
I too have been involved in recruiting, however, production of government-issued photographic ID at each stage permits the identification where required without resulting in potential for discriminatory actions.
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Photo for Flybe - advice for Mach086
i Hope yur speling on yur apliccation forrm and CV are beter than in yur CV and pproon poste! Yur gramar and speelling are the wurst i've seen in pproon for 15 yearz! It wo'nt be the foto tht screwz your jobb apliccation!
Cheerz. bm. ex 737 depputy cheef pilot and recrootment manager
Cheerz. bm. ex 737 depputy cheef pilot and recrootment manager
