Thomson Recruiting
Join Date: Jul 1999
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After a period of silence the Company have now announced that they are holding an assessment day for cadet entry pilots in mid October. This is for internal employees, so presumably they can meet their current cadet entry requirement from the pool of suitably qualified internal candidates.
In addition, they are also opening recruitment for Type Rated Second / First Officers on Monday 23rd September at 0900hrs. The qualification criteria are:
I believe this is for permanent part year contracts. (PPY50) as previously described, but the advert will presumably elaborate. The advert will be on the TUI Travel Jobs web site – the link is:
Welcome to the careers portal of TUI Travel UK & Ireland, a leading international leisure travel group.
The ad will close at 0059 on Sunday 29th September. If you click on this link now it will tell you that the position is no longer available. Please see above...the job advert will become active at 0900 Monday next.
In addition, they are also opening recruitment for Type Rated Second / First Officers on Monday 23rd September at 0900hrs. The qualification criteria are:
- Type rated on B737NG (600, 700, 800, 900,)
- Have a minimum of 300 hours on B737NG (600, 700, 800, 900,)
- Have a minimum of 100 hours B737 300-900 in 12 months prior to application.
I believe this is for permanent part year contracts. (PPY50) as previously described, but the advert will presumably elaborate. The advert will be on the TUI Travel Jobs web site – the link is:
Welcome to the careers portal of TUI Travel UK & Ireland, a leading international leisure travel group.
The ad will close at 0059 on Sunday 29th September. If you click on this link now it will tell you that the position is no longer available. Please see above...the job advert will become active at 0900 Monday next.
Last edited by Matey; 20th Sep 2013 at 13:10.
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Kilo,
It's full time summer and 2 on 2 off in the winter effectively, the 75 and northern bases I said earlier up was a strong possibility but not definite but yes GLA. Sadly nothing ever is ever guaranteed.
It's full time summer and 2 on 2 off in the winter effectively, the 75 and northern bases I said earlier up was a strong possibility but not definite but yes GLA. Sadly nothing ever is ever guaranteed.
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This from the advert:
ASSESSMENT DAYS WILL BE HELD DURING THE MONTH OF NOVEMBER. TRAINING COURSES FOR SUCCESSFUL CANDIDATES WILL COMMENCE IN JANUARY 2014
Positions are likely to be available at our bases at Cardiff, Newcastle and East Midlands
CLOSING DATE: 23.59hrs Sunday 29 September 2013
Find details here at:
Welcome to the careers portal of TUI Travel UK & Ireland, a leading international leisure travel group.
ASSESSMENT DAYS WILL BE HELD DURING THE MONTH OF NOVEMBER. TRAINING COURSES FOR SUCCESSFUL CANDIDATES WILL COMMENCE IN JANUARY 2014
Positions are likely to be available at our bases at Cardiff, Newcastle and East Midlands
CLOSING DATE: 23.59hrs Sunday 29 September 2013
Find details here at:
Welcome to the careers portal of TUI Travel UK & Ireland, a leading international leisure travel group.
Join Date: Jun 2012
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Matey, I'm not sure if you'll know the answer to this - but as a perpetually frustrated Non Type Rated Turboprop First Officer with over 3000 hours of seemingly useless experience to any airline out there, would you happen to know if there were any plans afoot to look at Non T/R guys and girls? Or if it is all going to be T/R from now on...
Join Date: Mar 1999
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Ditto what hobnob said.
Sometimes I think it would be easier to wipe my logbook of all these bloody turboprop hours. Seems like the only way to get a job these days is to be fresh out of flying school.
Thank you CTC.
Sometimes I think it would be easier to wipe my logbook of all these bloody turboprop hours. Seems like the only way to get a job these days is to be fresh out of flying school.
Thank you CTC.
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The current plan is for a small number of cadets sourced from internal candidates, ( of which I have been told there were around 80 for a handful of posts), plus NG type rated pilots. The cadet contract is for a position until the end of summer 14 whilst the type rated posts are permanent positions. Whether future recruitment wil include non type rated but experienced pilots is, I guess, a matter of supply and demand. As long as the Company can source their requirements from Type Rated pilots then why would they incur the additional cost and delay of recruiting non type rated candidates.
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Matey - thanks for your response.
With the army of kids from the airline with a harp on the tail, I guess there'll never be a shortage of type rated. Especially with how many times that ryr100t is seen bashing the circuit.
Still, I'm sure I'm not the only one but I really regret the choices I made out of flight school. My career feels like it is in the doldrums as there's no career progression to be had either here or anywhere else.
Like WXman said - I'd be better to scrub off my 3000 plus hours and start from scratch again.
With the army of kids from the airline with a harp on the tail, I guess there'll never be a shortage of type rated. Especially with how many times that ryr100t is seen bashing the circuit.
Still, I'm sure I'm not the only one but I really regret the choices I made out of flight school. My career feels like it is in the doldrums as there's no career progression to be had either here or anywhere else.
Like WXman said - I'd be better to scrub off my 3000 plus hours and start from scratch again.
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For the guys without NG experience, don't lose hope entirely!
From the BALPA perspective we negotiated the Flight Ops Modernisation Programme to try and remove the bias that favoured the following.
Selection by ability to pay: There are any number of guys out there with the right stuff to train up but only some can afford the likes of CTC.
Selection by relevant hours experience: Ditto, only some have the right Type Rating.
The company states they want the best pilots but in recruiting from the above two pools they implicitly exclude lots of other great potential. If the best candidates come from the pools above then great but we haven't even explored the other areas, self improved, other type operators etc. We set out to try and change that.
We have had some small success and it is still high on the agenda. There is a sizeable internal turnover of refleeting which soaks up training capacity and Thomson is a business so it is not unnatural that any additional training load is looked at in terms of trying to reduce it. As the internal load reduces I would hope, and certainly we (BALPA) are actively pursuing looking at tapping into experienced but non Type Rated pilots.
We thought we might get there this year but it was not to be although the inclusion of Classic hours is a step forward. I'd like to see that expanded to include non 737 hours generally. The start up of our internal Cadet Programme is a leap forward and should see the demise of future Type Rated Fixed Term "Contractor" type arrangements.
Meanwhile, the 8 contract guys from last year are now on Permanent TOM contracts, albeit on a PPY50 basis and the ?27 PPY50 guys we accumulated over the last couple of years have now all been offered Permanent Full Time contracts.
Good luck to all.
From the BALPA perspective we negotiated the Flight Ops Modernisation Programme to try and remove the bias that favoured the following.
Selection by ability to pay: There are any number of guys out there with the right stuff to train up but only some can afford the likes of CTC.
Selection by relevant hours experience: Ditto, only some have the right Type Rating.
The company states they want the best pilots but in recruiting from the above two pools they implicitly exclude lots of other great potential. If the best candidates come from the pools above then great but we haven't even explored the other areas, self improved, other type operators etc. We set out to try and change that.
We have had some small success and it is still high on the agenda. There is a sizeable internal turnover of refleeting which soaks up training capacity and Thomson is a business so it is not unnatural that any additional training load is looked at in terms of trying to reduce it. As the internal load reduces I would hope, and certainly we (BALPA) are actively pursuing looking at tapping into experienced but non Type Rated pilots.
We thought we might get there this year but it was not to be although the inclusion of Classic hours is a step forward. I'd like to see that expanded to include non 737 hours generally. The start up of our internal Cadet Programme is a leap forward and should see the demise of future Type Rated Fixed Term "Contractor" type arrangements.
Meanwhile, the 8 contract guys from last year are now on Permanent TOM contracts, albeit on a PPY50 basis and the ?27 PPY50 guys we accumulated over the last couple of years have now all been offered Permanent Full Time contracts.
Good luck to all.
Last edited by yeoman; 25th Sep 2013 at 10:59.
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Definitely positive moves Yeoman for which you and your colleagues are due hearty congratulations.
However would your argument not also apply to the practice of only accepting cadets from internal applicants?
I appreciate that these people have probably worked long and hard as cabin crew, ops assistants, dispatchers etc and have paid their dues to the company while patiently waiting their chance, but surely by only accepting internal applications for the cadetships the company are alienating a lot of talented low hrs ladies and gents not already working for the company.
I’m sure that any future positions advertised within the group in any department will be swamped with CPL MEIR holders hoping to get a foot in the door and wait for the next opportunity.
However would your argument not also apply to the practice of only accepting cadets from internal applicants?
I appreciate that these people have probably worked long and hard as cabin crew, ops assistants, dispatchers etc and have paid their dues to the company while patiently waiting their chance, but surely by only accepting internal applications for the cadetships the company are alienating a lot of talented low hrs ladies and gents not already working for the company.
I’m sure that any future positions advertised within the group in any department will be swamped with CPL MEIR holders hoping to get a foot in the door and wait for the next opportunity.
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Magicmick, BALPA worked long and hard to give low housed pilots who have gone out of their way by getting a job in our airline, worked hard, gained good reputations and generally put up with 
for in some cases several years and you suggest the application should be open to all.... These guys have earned their shot and quite frankly I wish more recruitment could be done this way...
Here's an idea...... A World of Opportunities. Careers portal of TUI Travel PLC, a leading international leisure travel group.
for in some cases several years and you suggest the application should be open to all.... These guys have earned their shot and quite frankly I wish more recruitment could be done this way...Here's an idea...... A World of Opportunities. Careers portal of TUI Travel PLC, a leading international leisure travel group.
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No offence DC, I absolutely agree that these people have worked hard to get into the position where they can get their shot at the cadetship and as mentioned in my earlier post I applaud the efforts of many to bring about this change in recruitment policy. However if the company was missing out on talented individuals before by exclusively taking CTC grads, they could still be missing out on talented individuals by exclusively taking internal candidates.
Good luck to those that are going through the selection process.
Good luck to those that are going through the selection process.
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No offence taken, you have a point, no doubt about it - but the company is running a business, I suspect they would rather everyone was rated. Its a fair bit cheaper and massively reduces corporate risk. However, we (the TOM pilot group) have pushed it to be more open to other candidates (specifically TOM employees) and this should be viewed as a massive achievement.
My understanding is that CTC will not be used as a recruitment tool this time after some protesting from TOM pilots about the way they conduct their business.
The fact is magic, there are very few jobs out there and IMO TOM is one of the top 3 jobs in the country, they have the pick of the crop. I've heard they are looking at 30-40 positions. I suspect they'll have several thousands of applications. Why would they open it up further to non rated, and get another 10,000 applications? It would be nice if they did, dont get me wrong but alas, we all know there's just no point.
Anyway, seen as I'm such a nice guy, PM me and I might be able to help.
My understanding is that CTC will not be used as a recruitment tool this time after some protesting from TOM pilots about the way they conduct their business.
The fact is magic, there are very few jobs out there and IMO TOM is one of the top 3 jobs in the country, they have the pick of the crop. I've heard they are looking at 30-40 positions. I suspect they'll have several thousands of applications. Why would they open it up further to non rated, and get another 10,000 applications? It would be nice if they did, dont get me wrong but alas, we all know there's just no point.
Anyway, seen as I'm such a nice guy, PM me and I might be able to help.
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Indeed DC, you’re preaching to the converted. The world is far from ideal and I sincerely applaud the hard work that has doubtless gone into wrestling the exclusive cadet deal away from the integrated schools on this occasion and if the company is going to run an exclusive recruitment campaign then far better that it focuses on the hard working individuals who have had the initiative to join the company in other positions and build up a good rep.
Is your personal opinion that this situation might continue for subsequent recruitment campaigns or is it possible that one of the integrated schools could drag the deal back?
If this is going to be a regular thing then I can imagine that Thomson will be swamped with MEIR holder applications for every job opportunity that arises.
Is your personal opinion that this situation might continue for subsequent recruitment campaigns or is it possible that one of the integrated schools could drag the deal back?
If this is going to be a regular thing then I can imagine that Thomson will be swamped with MEIR holder applications for every job opportunity that arises.
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There is an almost identical thread running in Wannabes. I've posted there on this question.
My personal view is that we should be running a 1/3 newbie background irrelevant, 1/3 experienced non TR and 1/3 experienced with TR profile. That way we get a good spread and access to the best. That remains the broad CC aim for me and my colleagues. To be fair, the company are slowly warming to the idea and the FOMP agreement alluded to earlier is specifically designed in this area to break the stranglehold of training providers and give control of cadets and the money to the company whilst binning the ludicrous and frankly usurious training and consultancy fees and diverting some of that cash to the cadets.
The fact remains that this is a business and the business case for taking TR guys is unarguably strong. We are fighting the battle on the basis that cash isn't everything, spending more but getting better value is often better. The fact also remains that this is not strictly an Industrial Relations exercise. In TOM BALPA has collective bargaining that covers those ALREADY EMPLOYED, to a large extent trying to influence WHO and HOW the company selects for FUTURE employment is strictly something we have no remit for and for that reason we have to gently make the argument because aggressively making the demand a) generally gets an equally aggressive rebuttal and b) is outside our remit.
That discussion is far from over and to be fair to the company, they see the merit but ultimately have to justify their costs to others who bluntly couldn't and don't know the nuances of it all and probably don't care either.
They're called shareholders.
My personal view is that we should be running a 1/3 newbie background irrelevant, 1/3 experienced non TR and 1/3 experienced with TR profile. That way we get a good spread and access to the best. That remains the broad CC aim for me and my colleagues. To be fair, the company are slowly warming to the idea and the FOMP agreement alluded to earlier is specifically designed in this area to break the stranglehold of training providers and give control of cadets and the money to the company whilst binning the ludicrous and frankly usurious training and consultancy fees and diverting some of that cash to the cadets.
The fact remains that this is a business and the business case for taking TR guys is unarguably strong. We are fighting the battle on the basis that cash isn't everything, spending more but getting better value is often better. The fact also remains that this is not strictly an Industrial Relations exercise. In TOM BALPA has collective bargaining that covers those ALREADY EMPLOYED, to a large extent trying to influence WHO and HOW the company selects for FUTURE employment is strictly something we have no remit for and for that reason we have to gently make the argument because aggressively making the demand a) generally gets an equally aggressive rebuttal and b) is outside our remit.
That discussion is far from over and to be fair to the company, they see the merit but ultimately have to justify their costs to others who bluntly couldn't and don't know the nuances of it all and probably don't care either.
They're called shareholders.
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Latest person to get a command has been with the company close to 15 years.....
The proverbial 'dead mens shoes', and over the last few years we've shed a lot at the top end!! Plenty of time to hone those skills..
The proverbial 'dead mens shoes', and over the last few years we've shed a lot at the top end!! Plenty of time to hone those skills..