Regional Hiring

[Bruin-Flyer]

Hey everyone

First off, as you can see this is my first post here, but have been viewing the boards for a little while now. Just wanted to thank everyone for all of their good inputs.

I have a question regarding regional hiring for any current regional pilots or others who just might know for that matter.

Obviously, with respect to regional hiring, TT and multi-time are paramount in getting the interview when a company is hiring. Not to mention the "who you know" factor. But my question is do the regionals considers (or do they place any emphasis) on the "non-flying" as aspects of a resume? For example, do things such as a masters degree, military experience (non-flying), community service, etc., count much in getting an interview? Just how important is being the "all-around person" on a resume compared to someone with a just a $hitload of flight time?

Thanks in advance....much appreciated

 

[rbowen]

I think that having the well rounded personal and lifestyle goes a long ways.

However, flight time,multi time, 121 or 135 experience goes much farther. Take the 4 year degree. most companies do not care what it is in. just have one. Based on this I would have to say that they don't really care a lot about all that. Just that you are working on inproving life in general. And about that flight time. Get as much as possible.

 

[chperplt]

At the regional level, it's all about flight time. No one gives your masters degree a second look.

Once you start applying to the big boys, then your Masters will be looked at to differentiate you from the rest.

 

[marqmarq]

Experience

A student of mine, a 20+ year engineer with a defense contractor, was given an interview with a regional about a year ago. He had the minimum listed flight time and professional flight experience limited to part time flight instructing and flying skydivers. His letter of invitation (a form letter) stated that it was his 'combination of background and experience' that made him an impressive candidate. I truly believe that his background in the aerospace industry was his "in" and had he performed to minimum standards he would have been offered a job. Unfortunately, it didn't work out for him.

 

[Torey15]

For me, it was knowing about 10-12 people already on the property who badgered the gal in crew hiring, plus having an awesome ex-roomie who wrote at least two letters of recommendation while she was flying for the company. With 8000 or so heavy iron drivers on furlough, you need all the help you can get just to get someone from throwing your resume in good ole file 13. Keep the faith-You have to wake up every day and think this is the day I will get my opportunity to move up professionally. Degrees and that stuff obviously don't hurt your cause, especially when comparing you to another applicant of equal flying experience.

However, the most important thing that matters, and is completely out of your control, is your timing upon entering the market.....

 

[SpocksBeard]

Timing and who you know!!! Also, when I was involved in hiring flight instructors at my old job, the extra curriculars made us invite a candidate to an interview after the deadline had passed for resumes. This person had an impressive resume and was working on an aviation masters degree, etc. That list of qualifications alone made us take a second look and postpone a deadline. Too bad this person turned out to be a complete moron and interviewed horribly! Also, part of the reason I was hired where I am is because I used to work on the ramp for the company.

 

[Ty Webb]

I entered the Aviation market during the last "Great Aviation Depression" . . . . in 1990. The year before, all of the guys I knew got hired at regionals (called "commuters," then). One or two even got hired at Pan Am as F/E's. One year later, and with the same whopping 600tt/50ME that they all had, I sent out over 100 resumes . . . and the silence was deafening. It was so bad, some companies were looking for 2500TT to fly cancelled checks in a C210!

It turned around about 1995-6 . . . but I still couldn't get an interview at Eagle with 1500/500ME. By mid-1997, though, they were running ads in the newspaper that screamed, "PILOTS! If you have 1000TT and 100 ME, American Eagle wants to talk to you!" so when it turns around, it turns around in the opposite direction. I think that by 2000, a lot of regionals were picking the bottom of the barrel. guys with 600 hours or so . . . Me, I got a corporate jet job and never looked back until I got on with AirTran.

Anyway, to answer your question, I think that they look at Total time, then the Quality of the time, then other things that some regionals may value over others. One might like a 4 year degree, while another may just think that you'll be more likely to run off to bigger and better things. One might think a CFI is important, while another may like to see 135 experience. It's hard to tell, that is why boards like this are a big help.

When you are ready to start applying, I would target 10-15 companies and work them regularly, and shotgun the rest.

I would suggest using a contact-management software program like ACT! that will allow you to send them customized form letters and will tell you when to send the next one (every 30 days when they are hiring, is what I would do).

Anyway, as someone once said to me "We were all where you are now, and you will be where we are someday . . . but not today".