Felony convictions and airline pilot interviews

Recently, I've received quite a few letters regarding past felony convictions and how they might effect a future career as a commercial pilot.
There are two things to remember here:

1. To be hired as an airline pilot you must be able to hold a SIDA badge which provides the pilot unescorted access to the airport property, including any safety sensitive area.
2. How a previous police record is viewed by an interview board.

The first point is pretty clear. The Code of Federal Regulations cites 28 automatic disqualifiers for obtaining a SIDA badge. Below you will find that list. If an applicant has any of these disqualifiers on their record within the last 10 years they will be denied the badge.

The second point, how these convictions are viewed, can become a little more fuzzy. The interviewers will be looking for any trend which might elude to the person's character. Therefore, it is vital that the candidate be as open and honest as possible with regard to the infraction(s). He/she must be prepared to talk about each instance in full detail while taking personal responsibility for his/her actions. The time period between the infraction and the interview is also important. The conviction is a negative mark on the person's record already, so it is critical that they have absolutely nothing negative between the original infraction and the interview.

I hope this helps to answer some questions about convictions - please feel free to leave your comments/questions below.

Regards,
Lori Clark

www.flytheline.com

Below is the excerpt from the Code of Federal Regulations that pertains to obtaining a SIDA badge for unescorted access to airports.
A direct link to the CFR is:
http://www.access.gpo.gov/nara/cfr/waisidx_08/49cfr1542_08.html

§ 1542.209 Fingerprint-based criminal history records checks (CHRC).

(a) Scope. The following persons are within the scope of this section—

(1) Each airport operator and airport user.
(2) Each individual currently having unescorted access to a SIDA, and each individual with authority to authorize others to have unescorted access to a SIDA (referred to as unescorted access authority).
(3) Each individual seeking unescorted access authority.
(4) Each airport user and aircraft operator making a certification to an airport operator pursuant to paragraph (n) of this section, or 14 CFR 108.31(n) in effect prior to November 14, 2001 (see 14 CFR Parts 60 to 139 revised as of January 1, 2001). An airport user, for the purposes of this section only, is any person other than an aircraft operator subject to § 1544.229 of this chapter making a certification under this section.

(b) Individuals seeking unescorted access authority. Except as provided in VerDate Aug<31>2005 09:15 Oct 28, 2008 Jkt 214217 PO 00000 Frm 00331 Fmt 8010 Sfmt 8010 Y:\SGML\214217.XXX 214217 erowe on PROD1PC63 with CFR 322 § 1542.209 49 CFR Ch. XII (10–1–08 Edition) paragraph (m) of this section, each airport operator must ensure that no individual is granted unescorted access authority unless the individual has undergone a fingerprint-based CHRC that does not disclose that he or she has a disqualifying criminal offense, as described in paragraph (d) of this section.

(c) Individuals who have not had a CHRC.

(1) Except as provided in paragraph (m) of this section, each airport operator must ensure that after December 6, 2002, no individual retains unescorted access authority, unless the airport operator has obtained and submitted a fingerprint under this part.
(2) When a CHRC discloses a disqualifying criminal offense for which the conviction or finding of not guilty by reason of insanity was on or after December 6, 1991, the airport operator must immediately suspend that individual’s authority.

(d) Disqualifying criminal offenses. An individual has a disqualifying criminal offense if the individual has been convicted, or found not guilty of by reason of insanity, of any of the disqualifying crimes listed in this paragraph (d) in any jurisdiction during the 10 years before the date of the individual’s application for unescorted access authority, or while the individual has unescorted access authority.

The disqualifying criminal offenses are as follows—
(1) Forgery of certificates, false marking of aircraft, and other aircraft registration violation; 49 U.S.C. 46306.
(2) Interference with air navigation; 49 U.S.C. 46308.
(3) Improper transportation of a hazardous material; 49 U.S.C. 46312.
(4) Aircraft piracy; 49 U.S.C. 46502.
(5) Interference with flight crew members or flight attendants; 49 U.S.C. 46504.
(6) Commission of certain crimes aboard aircraft in flight; 49 U.S.C. 46506.
(7) Carrying a weapon or explosive aboard aircraft; 49 U.S.C. 46505.
(8) Conveying false information and threats; 49 U.S.C. 46507.
(9) Aircraft piracy outside the special aircraft jurisdiction of the United States; 49 U.S.C. 46502(b).
(10) Lighting violations involving transporting controlled substances; 49 U.S.C. 46315.
(11) Unlawful entry into an aircraft or airport area that serves air carriers or foreign air carriers contrary to established security requirements; 49 U.S.C. 46314.
(12) Destruction of an aircraft or aircraft facility; 18 U.S.C. 32.
(13) Murder.
(14) Assault with intent to murder.
(15) Espionage.
(16) Sedition.
(17) Kidnapping or hostage taking.
(18) Treason.
(19) Rape or aggravated sexual abuse.
(20) Unlawful possession, use, sale, distribution, or manufacture of an explosive or weapon.
(21) Extortion.
(22) Armed or felony unarmed robbery.
(23) Distribution of, or intent to distribute, a controlled substance.
(24) Felony arson.
(25) Felony involving a threat.
(26) Felony involving—
(i) Willful destruction of property;
(ii) Importation or manufacture of a controlled substance;
(iii) Burglary;
(iv) Theft;
(v) Dishonesty, fraud, or misrepresentation;
(vi) Possession or distribution of stolen property;
(vii) Aggravated assault;
(viii) Bribery; or
(ix) Illegal possession of a controlled substance punishable by a maximum term of imprisonment of more than 1 year.
(27) Violence at international airports; 18 U.S.C. 37.
(28) Conspiracy or attempt to commit any of the criminal acts listed in this paragraph (d).

Pilot Resume

Question:

Hi Lori,
Since I am still currently in college, the only jobs I have had have all been part time. I have been flight instructing over the last year and that is the only work experience I put on my resume. Should I include the other jobs?
Thanks for any input!


Answer:

Yes, absolutely you want to list the other jobs. While the flight instructing job is valuable - at this point probably the most valuable - the other jobs also have merit.
Listing your other positions will show a future employer that you are employable and responsible.
You don't need to venture into any jobs you held in high school, unless you feel those jobs will promote your strengths.

Hope that helps!
Lori

Regards,
Lori Clark

Should I rent a sim for an interview?

Question:
I have a 121 interview in a few weeks, but I haven't flown in two years. Should I rent a motion simulator and do some airwork and approaches so I can say I've at least done that?

Answer:
In recent past the regionals have struggled with hiring enough pilots to fill their rosters so if you have the minimums they may bring you in for the interview to evaluate "where the land lies"... if you will.
It is tough, if not impossible to gauge the quality of the applicant on paper alone. One of the rules of thumb that many regionals used to screen candidates was 100 hours logged in the last six months.

Having said that, if you haven't flown in two years then currency is of utmost importance, but proficiency is equally as important.
The airline will want you to be current, at the very least. But it's not just about the interview alone. You may be very sharp technically, but demonstrating it could be a different animal.

My advice is an emphatic "yes" you want to get some time in a sim - bring yourself back into currency at the very least. If the airline has a sim evaluation section of the interview then you will want to be ready.

The other side of the coin, which often times is not considered in advance, is that you will also want to be ready for training. Keep in mind that the interviewers are not just evaluating whether you would be a good fit for the company, but whether or not they feel you will pass their training program. Here's where proficiency enters. You might pass the interview, but how will you fare in training? If you haven't flown in two years I recommend an Instrument Proficiency Check or an IFR Refresher course. Knock off some of the dust that has been collecting over the past two years and get yourself ready - Failing training is much worse than failing the interview.

Good Luck with your interview!!

Regards,
Lori Clark

Family invited to pilot husband's interview

Question:
I am just wondering how common it is for the wife and kids to be asked to an interview. I have been with my husband to one of his interviews. They paid both our expenses too. It was a very nice experience.

My husband is now interviewing for a new job and they asked for the whole family to come. I am worried about one of my boys and what the CP will think when he meets him. My son is special needs. I just don't want the impression that my husband cannot handle the job because he has a disabled child.

Do you think there is a way we can bow out graciously and my husband still get the job? Or is this one of those we should do for my husband to show we are supportive of his career?
I just don't want to cost him a job because of our presence or our absence.

Answer:
Well, I have thought long and hard about your “situation,” and there are a couple of ways you can approach this. Both ways are perfectly valid, but maybe I can provide a little different perspective.

First, you can approach it from the “legal” standpoint and be suspect of the motivation of the company. However, along with this approach comes an air of superficiality from you. This includes coming across as the “Beaver Cleaver” family, complete with the picket fence, football captains, cheerleaders, Olympic athletes and rocket scientists. The legality of actually “interviewing” you and your family could come under question. After all, it’s your husband who is actually going to be performing the work – Why would they have to know what makes his family tick? But honestly, is it worth the worry?

A different approach, and one I encourage you to take, is one of welcoming the rare opportunity that you are being invited to participate in. Thirty years ago it was commonplace for airlines and aviation companies to invite the family to the headquarters for as much as a week in order to experience where the pilot of the family would be working. It ended up being a win-win situation, whereby the company was given the opportunity to “win over” the family, creating a situation where the family was completely on board with the employment opportunity being offered. Simultaneously, the company was able to gain real insight about the family dynamic that exists within applicant.

With changing economic times, a lot of the focus on the pilot being part of a bigger family (not just the pilot’s spouse and children) has gone by the wayside, and the phenomenon of the “aviation widow” has become more and more prevalent. I have to wonder if this company is trying to change that trend.

The opportunity you have to show off what a caring and warm family you have is a rare one, an opportunity that should be maximized. This appears to be a company that definitely goes above and beyond – imagine the expense and time involved in flying every applicant’s family out for a familiarization process! What a fantastic opportunity to let the “real you” shine. Your son with special needs is absolutely, unequivocally something to be proud of, and your absolute patience and support for your entire family is something you should hold your head high about, and make sure they see the authentic, caring and compassionate parents that you are. Nobody is perfect, and this company, like so many others, is looking to see the whole candidate. The difference between them and so many other companies is they appear to take an interest in the candidate’s family as well. That is unique.

Remember – you and your husband are interviewing the company, just as much as the company is interviewing you and your husband. They want to see exactly what you already offer.

It is truly anybody’s guess as to the motivation of the invitation. But, knowing that the ultimate objective of any company is to obtain a solid return on investment from each employee they hire, I would embrace the invitation to show them your family’s devotion to your husband’s career and in the end the company’s success. Have fun with it, don’t be suspicious about it, and let them see all that you are.

Regards,
Lori Clark

Explaining the lack of longevity with an employer

Question:

I have been with my current airline for 11 months. I have a chance to make some good money overseas with another airline. In the interview (overseas) how do you answer the question "why are you leaving your present company only after such a short time"? And not sound like your a gypsy and like to change jobs and more importantly sound greedy because really deep down the money is the answer? Thanks for your input. This is the only question I fear.

Answer:

While I completely understand the temptation of making a lot of money in a very short amount of time, you need to weigh everything before making a decision. Please bear in mind that the question you are concerned about with this overseas airline will come up again in future interviews.

Airlines are concerned with patterns. And they are no different than every single other company on the face of this Earth - they want to know you want to work for them. It's really very simple, they want a good return on their investment.

My best advice is to be honest. If you try to fabricate some excuse it will come across that way. Does this new company have any other good points?

Hope this helps
Regards,
Lori Clark

Most "memorable" pilot interview

Question:
Hi Lori-

What's your most "memorable" interview? Good or bad...

Thanks-

Answer:
Your question made me smile - thanks!

Wow - I've done so many interviews that they really seem to run together. I would have to say that when I reflect back over the years that I tend to generalize, or compartmentalize if you will, instead of remembering individuals.

Having said that, there are a couple of things that stick out. I do remember key "things" about individuals such as those "off the wall" felony convictions (they always astound me) or the fun interviews. Usually the fun interviews are because we, the interviewers, made them fun. [I do not advise that the candidate try to interject fun into an interview.]

For example, we had a candy dish sitting on the table full of colored candies. I loved to "mess" with people and line up three different colored candies on the table and then ask the candidate to choose one....before we began the interview. The reactions were priceless. The candidate would get wide-eyes and study the colors and our faces before picking one. They would choose, hand it to one of us with the most puzzled look. We would say thank you and then move right into the interview. Most people would ask at a later date what that was all about and which color meant what. Of course it meant absolutely nothing except to give us a chuckle.

Thanks for the smile... and the memory reflection. :)

Regards,
Lori Clark

How do I prepare early?

Question:
I may have an interview coming up in the future, how should I start preparing early?

Answer:
There are several books which can be quite helpful -
Look to the right --->
in "My Study Picks."

I recommend using the gouge too. BUT…. As you read the gouge do not pay attention to what they write as “the answer.” do yourself that favor – it will only hurt you in the long run.

Read up on your airlines of choice. Get to know who they are and what direction they are headed in the future. Also do your due diligence on your own background. Order your airman record from OK city, get your training records from your current airline, driving records, NDR, etc. know what is in your own background.


Regards,
Lori Clark

Why do I need to prepare if nobody is hiring?

Question:
Without trying to sound cynical here, is anyone interviewing now and in the near future? From what I read on these boards (so it must be true), the hiring wave seems to be over. Honest question.

Answer:
Actually, that is a good question.

The airlines are cyclical with regard to pilot hiring, this is nothing new. Time of year certainly plays a part in the ebb and flow of hiring. And with the current economic state and fuel prices soaring, I personally hope they are streamlining their processes and therefore expenditure for conducting interviews. Frankly, this means a more competitive market in the near term. Yes, there are still airlines hiring – perhaps not the ones that pop into your head immediately – but foreign carriers such as Emirates are not suffering the same economic pinch as US carriers. Other carriers outside the 121 realm, like NetJets, are continuing to hire as well.

Why do people wait for the airlines to open the hiring flood-gates before they begin preparing? This doesn’t necessarily mean to visit a consultant right away, but rather to get your ducks in a row. If you are ready to make a career move then take advantage of the slow time and start getting prepared. Order your airman record from OK City, order your NDR, update your logbook, review your logbook (for possible stories, etc), start making notes about the airlines that interest you. Be ready for that phone call.


Regards,
Lori Clark

What is the biggest weakness of a candidate?

Question:
Lori, what's the biggest weakness you see in a typical applicant's interviewing style in terms of things they say or perhaps fail to mention during an interview. Do they tell too much about themselves? Or do they generally not tell enough? Is there a particular quality that interviewers want to see that tends to be missing in some people? We hear that even UPS will occasionally hire someone they feel good about, despite that person's lack of large airliner experience. This would seem to indicate the interview is critical.

Answer:
Weaknesses are as varied as personalities. Let me take your question one piece at a time…

Style indicates repetitiveness…let’s hope this isn’t the case with an applicant. :)
It is really more about delivery. People are so wrapped up in being well received that they forget to communicate. So what happens is that although you know what you are trying to say it isn’t always interpreted the way you mean. The expression “that’s not what I meant” comes to mind.

Generally there are two types of delivery from a candidate:

1. The person so relaxed that he/she shares too much.
2. The person so nervous, guarded or self-critical that he/she doesn’t share enough.

Both are commonplace, with emphasis however on the latter. Most people don’t share enough detail for clear communication. Interviewers are trying to determine what kind of person you are and how you resolve situations. Effective communication becomes vital.

A particular quality that tends to be missing. Hmmm. Well, it’s not about one particular quality so much as it is about who you are as a whole. Interviewers must feel like they have really gotten to know you. They need to feel as if they have a solid understanding of how you think and what type of team player you are. That can be a tall order in a 20-minute interview. Keep in mind that the interview is about YOU, not them. As we prepare for interviews we tend to lose sight of that fact. We become so concerned with “what the interviewers want to hear” that we forget they NEED to see the real person.

One characteristic that will shoot you down every time is attitude. If you are perceived with a bad-attitude then the interviewers will pass…they don’t want to expose their entire labor group to a bad-seed. Keep in mind the old adage: “I can teach you to fly my airplane, but I can’t teach you a personality.”


In recent years airlines have, to their credit, zeroed in on the “core person” and their flying experience in relation to the job function. So, yes several airlines have hired folks who have requisite experience, not necessarily from a large airline, that is in alignment with the job they are hiring for. Majors have hired directly from turbo-prop operators and also those with no Turbine PIC.
We have long since forgotten, but airlines used to hire based on the core personality of the candidate only – regardless if they already knew how to fly. They would then teach them the skills for the job and a career was born.

Yes, interviews are critical, for both the airline and the candidate. Interviews are a big deal – they don’t come around every day, and the dream job is once in a blue moon. Effective communication is the number one element for a successful interview.




Regards,
Lori Clark

Is weight an issue?

Question:

Hi Lori,

Sorry for the intrusion, but I wondered if you might share your perspective on overweight applicants for pilot jobs you may have encountered in the past. How likely is a substantially overweight applicant to be rejected for this? What has crossed your mind in the past when you've interviewed such applicants?

I appreciate your viewpoint.



Answer:

Certainly no intrusion.
It is important to note that an interviewer can recommend not hiring you simply because they don’t like the color of your eyes. Thankfully, most interviewers are more savvy than that and set aside their own personal opinions when evaluating a possible employee. They are simply more concerned with two things:

1. Will you represent the company with a professional, positive image?
2. Will you fly their airplane competently and safely?

Beyond that, the only concern would be regarding egress from the aircraft. You must be able to egress from all emergency exits (including the cockpit if there is an exit located there) and be able to hold a first class medical.

I am not a doctor and medical opinion regarding “overweight” is best left to the medical professionals. Denying someone employment solely based on perceived weight issues is not typical of the interview evaluation process. Although many airlines conduct independent medicals by a licensed medical practitioner as part of their process, during which your medical health may come into question.

I wish you the very best.

Regards,
Lori Clark

Question:
I was recently "terminated" from a training program as a street captain with a regional airline. Due to, "lack of progression in pilot training". My background is all Part 91/135 co-pilot experience. I also recieved an "unsat" on the oral and what was otherwise a perfect training record. (I was told this will be on a PRIA report.) As of today I recieved an interview opportunity with [another airline] and a Part 135 company. (great news)

My question is...how do I present this to a potential employer? I have no violations or suspensions. My driving record is clear.

This regional airline made it sound like my career is over. Is it? Looking forward to hearing from you

Answer:
Of course your career is not over! If I had a nickel for every pilot I know that has failed training and continued on with a successful career I would be a rich woman!
You aren’t the first to fail training, nor will you be the last. Sure, it’s a blow to the ego…but certainly not a career buster.

Having said that, there is an appropriate way to approach the issue with your interviewers. Take responsibility and be accountable – it is after all YOUR bust. That bust resulted in termination of employment. The term “lack of progression” is a common catch-phrase for the cause of termination. It can also be an indicator that the employee poses a potential problem with skill level (particularly if it is associated with sim training.) In your case it appears – from what you have illustrated – that your bust occurred at the oral stage. Therefore my inclination is that the term was used as the typical “catch-all.”

So, when explaining the situation to an interviewer stick to the facts of what happened. You will want to illustrate what you have learned and most importantly - what you are doing to be sure this doesn’t repeat in the future. Quite simply, the interviewers want to know they aren't going to waste their training dollars on you for repeating the same mistakes. Be prepared – they are going to ask if you were afforded the opportunity of a re-take.

Yes, it will appear on your PRIA (Pilot Records Improvement Act.) If you were employed by an airline you must disclose where you worked. The new airline is required by law to request your training record from all places where you were employed as a pilot (PRIA.) You are also entitled to a copy of your training records - so at the same time you sign the release of those records to the new company also request a copy be sent directly to you. If you want to see your records before signing a release form and waiting for someone else to submit it you can visit the company and ask to review your training file. Your record is your record and you are entitled to view it. You may also call and request a copy be sent to you. They may charge you for this request, but it is worth it to know what exactly was written about you in your training file.

Good luck with your interviews!

Regards,
Lori Clark

Felony convictions regarding professional pilots

Question:
Lori,
I read your reply to the wife who's husband had a burglary record three years ago. My case is different. When I was 19 back in 1976 I was convicted of delivery of cannabis ( 2 counts). I plead guilty to one count and they dropped the other. It was like 2 ten ounce bags, (was getting it for a friend, STUPID) back then it was anything over seven ounces was a felony. Today it would be a misdemeanor. My record has been clean since and I think I am of good character. I don't think I fall under CFR 14. What do you think? Should I just be straightforward with them up front and see what they say, or hope that the record is so old (32 years) that they won't pay any attention to it. This is a stupid thing I did as a kid and I hope it won't kill my dream. Hope you answer. Thank you!!!!

Answer:
Your conviction may show up on your record, in which case I would recommend ordering your own background check to see what is there. If it is listed you must disclose it to the airline and of course be prepared to discuss it in your interview.

BUT, with regard to your specific question about disqualification it doesn’t appear to be a disqualifier. Note* My determination is based on the date of the conviction, not the charge. The charge you stated “delivery of cannabis” doesn’t appear to be the actual charge – perhaps drug trafficking or distribution?

It appears to me that this conviction is not a factor with regard to the 28 disqualifying offenses. In paragraph two of 14 CFR 107.31 it specifically states the conviction must be on or after 12/6/1991 AND subparagraph (d) further illustrates it must be within 10 years of your SIDA application to be a disqualifier.

Long and short: in my opinion it is not a disqualifier for obtaining unescorted access authority for a SIDA badge. That doesn’t mean that you won’t have to disclose the event as it still may appear on your FBI background check, just that it isn’t a show stopper for you.


14CFR107.31 excerpt
2) When a CHRC discloses a disqualifying criminal offense for which the conviction or finding of not guilty by reason of insanity was on or after December 6, 1991, the airport operator must immediately suspend that individual's authority.

(d) Disqualifying criminal offenses. An individual has a disqualifying criminal offense if the individual has been convicted, or found not guilty of by reason of insanity, of any of the disqualifying crimes listed in this paragraph in any jurisdiction during the 10 years before the date of the individual's application for unescorted access authority, or while the individual has unescorted access authority.

Visit:www.access.gpo.gov for more information and the complete CFR.



Regards,
Lori Clark

Driving records

Question:
Hi Lori,

I am in the process of applying to airlines on airline apps. The question that comes up is about my driving record. I am more than willing to be completely honest about my record but I really can't because I don't have any recollection about when I received speeding tickets and one for failure to yield. I don't remember dates or even years for that matter.

So my question is what record will the employers receive and how do I get my hands on that report and is there some organization that I can pay to research the same stuff that the airlines will research and just see what comes up. Can I just pay the same company for the same data that the airlines will receive?

Again I am more that willing to be honest but exact dates! I can't remember what I had for breakfast this morning.

Thank you

Answer:
Not remembering dates, believe it or not, is not an excuse. So, request your driving record from the Dept. of Motor Vehicles from each state where you lived and/or were licensed. If nothing appears then make an educated guess as to when the ticket was issued.

The airlines cannot request a copy of your state driving record on their own - this is why they ask you to bring it with to the interview. So what an airline sees on your state driving record is what you provide. Not all airlines will request to see your driving record.

Although the rule of thumb is that the driving record shows five years of history, each state has a different set of rules. Some will "drop" violations from your record in a given amount of time and others do not. It is completely up to the state's chief driving official.

However, airlines are required by the PRIA to request the NDR (National Driver Register) and will do so via a release signed by you.

Reporting to the NDR is voluntary by the state and not all states report. What is reported to the NDR is egregious behavior - not your simple speeding ticket.
According to the NDR what is reported is: "...information about drivers who have had their licenses revoked or suspended, or who have been convicted of serious traffic violations such as driving while impaired by alcohol or drugs. State motor vehicle agencies provide NDR with the names of individuals who have lost their privilege or who have been convicted of a serious traffic violation."
For more information on the NDR visit: The National Highway Traffic Safety Administration.


Hope this helps!

Regards,
Lori Clark

Presentation Vs Job Performance In An Interview

Recently Michael Homula, of Bearing Fruit Consulting, read my article "In An Interview, What Message Is Your Body Language Sending?" and responded with an insightful post on his blog regarding common practice, and common mistakes, performed by interviewers far and wide. Here is the link if you are interested in reading his post. In his post, he asserts that the best employees are more focused on result oriented job performance, therefore often do not perform well in an interview and that interviewers are more concerned with interview performance than actual job competence.

I completely agree with Michael’s assessment of many human resource departments and their representatives who conduct interviews. It is unfortunate that interviewers fall back on a primal perception of a candidate rather than to evaluate actual job performance and the ability to perform in a new workplace.
Why does this happen? We can formulate as many assumptions are there are people in this world, but the sad fact of the matter is interviewers relying on perception is actually commonplace.

My opinion as to why this occurs in an interview is twofold.
First, it has been only in recent years that the Human Resources department is becoming recognized and valued as a viable contributing entity to an organization. Historically, HR has been the department where employees were dispensed when employers had no idea where else to assign them. Many HR departments were, and in many cases still are, comprised of “friends” of top executives. Some of these folks may very well be qualified for the position they hold, but in many cases, they may not be qualified. If the unqualified superior possesses any insecurities regarding their own position they are subject to hiring people into the department who will not “show them up” and thus not hold the requisite skills or training for the department. This unfortunately results with a trickle down of under qualified subordinates who lack proper insight to a behavioral based interview evaluation. Again, historically the Human Resources department was considered an inconsequential entity to the entire organization and a relatively safe department to employ friends. Thankfully, the notion of unimportance for this department, and vocational field, is changing.
Second, I believe there is a lack of training for the people conducting interviews. Particularly in aviation, I have witnessed a widespread lack of training for those HR representatives (and pilot interviewers) on proper interviewing methods, techniques and evaluation.

Not all interviews are unsuccessful at evaluating a candidate’s job performance and it is worth noting that it seems, albeit ever so slowly, recognizing the need for behavioral interview training for interviewers is on the rise in Corporate America.
In the aviation world, some airlines have implemented evaluation procedures that I believe are more in line with evaluating the pilot candidate’s viability accurately. FedEx, Southwest, Frontier and SkyWest airlines implement a section of their interview that physically places the candidate in a situation for them to resolve utilizing their piloting skills. Each airline has a different name for this section of the interview, often termed “SBI” (Situational Based Interview) or” LOI” (Line Oriented Interview.) This portion of the interview places the candidate in a paper mock-up of the airplane’s flight deck, complete with a First Officer and sometimes a jump-seater. The idea is to simulate an actual flight. Then a particular occurrence, or emergency, ensues and the candidate, acting as Captain of this mock flight, responds to the emergency. This is a role-play where each person acts out the scenario. In essence, the resolution process that the candidate executes shows the interviewers a piece of their potential job performance.

Personally, I believe this is one of the best forms of evaluation for an airline pilot candidate as it allows the candidate to demonstrate performance capability and gives the interviewer a more accurate picture of the candidate. It illustrates one of the most important factors of the skill of an airline pilot, which is how they handle an emergency or high-pressure situation in the air. Of course, this is not a complete picture of the candidate and a face-to-face interview is still necessary to determine company “fit.” This is where Michael and I agree – interviewers need training.

Although Michael and I agree with regard to interviewer training, it does not negate the fact that these instinctual fallbacks of evaluation still exist. Hence, I took to writing an article on how to recognize and conquer your own physical demeanor in an interview. Sadly, with current times and the slowly evolving HR world, we, as job candidates, are saddled with the responsibility of ensuring that the interviewers are not distracted with knee-jerk reactions to our personal presentation so that they may see our skills and performance capabilities.

Another important fact to remember is that some candidates have trouble communicating appropriate answers. People are human and rely on effective communication for better understanding of a candidate’s skill and potential job performance so without proper behavioral interview training of the interviewer and communication training for the candidate; the interview could be a bust for no good reason.


Regards,
Lori Clark

Common interview questions

Click Herefor a great list of common, generic interview questions.

Let's look at these questions and how they pertain to airline pilot interviews.
I would love your comments and questions - please post your comments below!

1. Tell me about yourself:
Their suggestion:
The most often asked question in interviews. You need to have a short
statement prepared in your mind. Be careful that it does not sound
rehearsed. Limit it to work-related items unless instructed otherwise.
Talk about things you have done and jobs you have held that relate to
the position you are interviewing for. Start with the item farthest
back and work up to the present.

My thoughts:
I do not agree with this suggestion regarding pilot interviews. However, in a pinch it would suffice. Is it wrong? NO, absolutely not. But I believe there is a better way to approach this question in an airline pilot interview.

Unlike the "rest of the world" pilot interviews are different. The HR portion of the interview is extremely short, relatively speaking. It is typically 30 minutes or less and very often right around the 15-20 minute mark. Pilot interviews are unlike the other 99% of the world's interviews where the interviewer has a much longer period of time to talk and get to know the candidate.

With this in mind it is my suggestion that you answer this question much more personally. They already have your work history in front of them so give them something more to chew on. Tell them about YOU - let them get to know you. I prefer to hear about the intangibles like how you got into flying and why today (interview day) is so important to you.

If the question were posed "tell me about your career" then I would wholeheartedly agree with what they illustrate. My stance is to take it to the personal level unless instructed otherwise.

All in all this is usually an ice-breaker question, but why not use it to your advantage and let them see the person behind the suit?

What do you think? Do you agree? Disagree?

I was asked to resign from an airline job...

Question:
I was asked to resign from an airline job,because they say I had enough time to complete the IOE and there has to be a limit and I reached. I say, it happened because they fragmented my IOE training, they changed too many instructors (6)in total. When I was ready to get it, they changed to another instructor and so on.

They told me that I could apply to other airline because this is not going to be on my records and I could say that I resigned for personal reasons. Now I am
applying and have been asking why
I leave my last job? mi question is: What I should say? What do you recomend?


Answer:
I'm sorry that you had trouble in training and I'm also sorry that "they" told you that you could or should be elusive to future interviewers. This is simply not the case - the more elusive you are the larger the question mark in the interviewer's mind. You don't want them to have any question marks about you or your past. In short, don't let them use their imaginations.

If you received a paycheck from this airline, then yes it will appear on your record as past employment. Furthermore, because of the PRIA (Pilot Records Improvement Act) any future employer is required to obtain your previous training records.

Without knowing the specifics of what happened it is difficult to talk details. The best advice is to be honest. The interviewers will see that you were employed for a relatively short amount of time and suspect there was trouble in training. Take responsibility for your mistakes and be accountable. Everyone makes mistakes but not everyone owns them. If you own your mistake then future employers are more inclined to believe that you have learned from it.

Good Luck!
Lori Clark