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A Pi lots Guide to the Successfu l In terview
Author: Glen Solly
3rd Revision
A Pilots Guideto the
SuccessfulInterview
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A Pi lots Guide to the Successfu l In terview
Dear Colleague,
Welcome to the 3rd revision of The Guide, which contains information from my interview with
Captain Moses Padagaga F100 Fleet Manager, Air Niugini.
I cannot over emphasise the importance of being able to gain access to senior management
within the aviation industry and how relevant this access is with regard the content of the Guide.
A Pilots Guide to the Successful Interview is the result of my twenty-two years in a very
competitive industry. I wrote The Guide as I call it, after discovering that the company I worked
for back in 2006 had interviewed 11 pilot applicants and not one had been successful in
obtaining a position.
A lot of what you may think of, as basic stuff is often the reason the pilot candidate fails to
impress the interview panel in the first place, regardless of their experience. I would be the last
person to tell you that if this is typical of your main competition then your interview will be a
cinch, however, you dont have to be a rocket scientist to figure out that if you follow even a few
of the rules as outlined in A Pilots Guide to the Successful Interview then you will be streets
ahead of those that dont.
The concept of the USP is not new. However, when properly developed, it is a powerful
interview tool. Indeed I resisted the use of the word sell until it was used by the companys that
I interviewed. The pilot is being given an opportunity to sell him/herself was often stated by
the people I interviewed. If your on-line application and Resume/Curriculum Vitae is the tool
with which you pre-sell yourself, then your USPs are the tools that you use to close the sale.
By using this guide as a platform to build on your current skills and abilities, you are taking the
first steps down the road of becoming a walking, talking interview success by strengthening what
you alreadyhave as against what you believe other people think you shouldhave.
Sitting at the pointy end of an airliner may seem sexy and a great way to earn a living howevernever forget that the Captain leads a highly specialised and trained crew, they demand good
leadership. This is what the interview is all about your potential command-ability.
Lastly, some values which were highlighted to me by Captain Padagaga, during my interview
with Air Niugini. Be honest and true to your-self, they are admirable attributes (USPs) for any
pilot to have.
Thank you for your purchase. I sincerely hope The Guide will be of assistance to you.
Glen Solly Monday 4thApril 2011
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A Pilo ts Guide to the Successful In terview The Concept
Table of Contents
1. Aviation as a Career ......................................................................11.1. Part 1................................................................................................. 1
1.2. Part 2................................................................................................. 4
2. The Concept ..................................................................................83. Phase One - Realising Your Potential .........................................17
3.1. Understanding your Unique Selling Proposition (USP) ................... 173.2. What can the Company offer me?................................................... 35
4. Phase Two - The Employment process.......................................394.1. Your Covering Letter ....................................................................... 404.2. The Resume.................................................................................... 424.3. The Basic Requirements of the Resume......................................... 424.4. Writing what counts ......................................................................... 46
4.5. Record of Resume and contact details pro forma ........................... 474.6. The Online Application ....................................................................484.7. Ive got an Interview! ....................................................................... 49
5. Phase Three - Preparing for the Interview...................................525.1. 7 Ps of Pre interview Preparation....................................................53
5.1.1. Company knowledge................................................................ 645.1.2. Regulatory and Technical knowledge ...................................... 685.1.3. Your Documentation ................................................................ 705.1.4. Your USPs .............................................................................. 745.1.5. Yourself Grooming and Deportment...................................... 765.1.6. Prepare your interview questions............................................. 795.1.7. Closing the interview................................................................ 82
6. Phase Four - The Mechanics of the Interview .............................856.1. First Impressions............................................................................. 856.2. Body Language ...............................................................................86
6.2.1. The Handshake........................................................................ 886.2.2. The Jacket ............................................................................... 906.2.3. The Mobile ............................................................................... 906.2.4. Time Keeping........................................................................... 91
6.3. Interviewer Types............................................................................ 926.4. Interview etiquette ........................................................................... 95
7. Phase Five - The Interview..........................................................977.1. Types of Interview ........................................................................... 98
7.1.1. Behavioural Interview............................................................... 997.1.2. Traditional Interview............................................................... 1037.1.3. Group Exercise ...................................................................... 110
8. A Positive Attitude (The right stuff) ............................................1128.1. Mental toughening ...................................................................... 1128.2. Visualisation .................................................................................. 113
9. Phase Six Your Checklist .......................................................11710. Quick Revision Quiz...............................................................119
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A Pilo ts Guide to the Successful In terview The Concept
11. Resources..............................................................................12011.1. Manufacturers ............................................................................... 12111.2. Web Resources - Australia............................................................ 12111.3. Web Resources International ..................................................... 12211.4. Web Resources Airlines............................................................. 122
11.5. Online employment agencies........................................................ 12311.6. Other Useful websites ................................................................... 12311.7. Government/Regulatory Aviation Departments - Australia ............ 12311.8. Weather Websites......................................................................... 12311.9. Recommended Book Resources................................................... 124
12. Sample Interview Questions ..................................................12512.1. Traditional ..................................................................................... 12512.2. Behavioural ................................................................................... 12612.3. CRM questions.............................................................................. 12712.4. Company specific.......................................................................... 12812.5.
Aircraft Specific ............................................................................. 128
13. Dealing with rejection.............................................................12914. About the Authors ..................................................................132
Note
Except for the acknowledgements, I do not differentiate between a Captain and First
Officer in this Guide. This means a pilot credited as a Captain at the time of writing may
hold the rank of First Officer.
All of the First Officers interviewed for this guide have previously held Captaincy, however,
seniority being what it is has deemed that they begin again with a new company as a First
Officer. At some point in the future, they will be checked as Captains once again. It is
because of this that I do not differentiate.
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Glen Solly 2006 www.thepilotguides.com Page 1 of 115
Acknowledgements
would like to take this opportunity to acknowledge the assistance given to me
by the following people without which this would have been much less of adocument.
To Air Niugini, Regional Express Pty Limited (Rex) and Eastern Australia Airlines -
I can only offer my thanks. Their desire to assist and proffer insights into the
interview process shows a genuine desire to help new hires and reflects a healthy
management style.
To the flight crew (they know who they are), and in particular Captain Mark Buttel,
who put up with my questions and gave answers so readily and honestly, and
without which the quality of information contained in this guide would have been
much less, and
To the staff at the Ansett Flight Simulator Centre in Melbourne for their comments,
assistance and preparedness to help their fellow aviators, a great big
Thank you!
e were all new hires at some stage. We know the pressure, the highs
and the lows that are experienced by all pilots in their search for a
decent, stable, employer who will meet not only our goals and future
aspirations, but also those of the companys in a way which reflects a corporate
image throughout the wider community and compels the pilot to say I am proud to
work for this Airline.
I
W
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Acknowledgements
Air Niugini www.airniugini.com.pg
Rowland Abajaih, Manager Operations - Support Air Niugini
Neville Edwards, Ground School Instructor - Air Niugini
Tom & Dianne Klinge, Proprietors - Klinge & Co
www.klinge.com.au
Captain Peter Fogarty (Retired) - Fogartys Aviation Academy
Captain Jeffery Synk - CRJ
www.flycrj.com
kaptin M
www.pirep.org
Captain Naomi Radke and Captain Craig Baker
Training Captains B737 Virgin Blue
www.howtobeacommercialpilot.com
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1. Aviation as a Career
1.1. Part 1
Flying is extremely competitive only a small number of participants will become
airline captains or co-pilots. Approximately one-third of commercial pilots continue
to maintain their licence, and only a small number of these are employed as pilots.
Over 14,000 commercial pilots are notcurrently employed as pilots.
CASA Pilot Booklet - 2006
used the above quote to introduce the first version of The Guide back in
2006. I went on to state, Im glad I didnt read this when I first began to think
about aviation as a career otherwise I may have decided against pursuing
flying.
By 2006 I had been a pilot for over eighteen years and later that year I decided
that I needed a break. I had become bored with flying and it wasnt giving me the
stimulation that it once had. I no longer went on leave and missed flying. In actual
fact, I dreaded going back. I no longer looked up when a plane flew overhead andwondered who was flying it, where they had come from and where they were
going. I decided to do something about itI went back into the mining industry.
I
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(My last flight with REX - L/R First Officer Glen Solly, Flight Attendant Steven Thelander, Captain
Mark Di Rosso)
Over the next two years I completed a variety of tasks and held different positions.
Mostly they were management positions that required an element of working
hands on again (something I really enjoy and hadnt realised how much I had
missed.)
I started in Gove (Nhulunbuy) in the Northern Territory. I headed up a team of 25
boilermakers and trades assistants in cutting Pre Assembled Modules (PAMs)from the deck of ocean going barges at a bauxite mine. Giant multi tyred trailers
were shepherded underneath and raised up to carry these giant, ungainly
structures off the barge and into an assembly area. The two biggest PAMs
weighed 1800 tonnes each, and were 48 metres (158 feet) high. When all the
PAMs had been removed, the welding which had held the PAMs to the deck for
the voyage from Thailand was ground down and cleaned up before final inspection
and clearance for the return voyage.
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Six months later I changed jobs and mine sites. This time a very good friend and
mentor, Tom Klinge, CEO of Klinge & Co (Total Tyre Control TTC), employed me.
I had first worked for Tom and his wife Dianne in 1979 as a tyre fitter.
(Glen standing next to a CAT 994 loader - each tyre costs AU$40,000 there are four of them -
each one weighs 3,000kg, the chains are to protect the tyre from rock cuts)
I spent the next eighteen months working for Klinge & Co. One of the first things I
had to do was to get myself work fit for the duties involved, no mean feat after
sitting on my bum for the last eighteen years. My time with Klinge & Co wasinvigorating and challenging, especially when I was given the extra challenge of
managing Klinge & Cos tyre bay and the mine sites fleet of earthmoving tyres at
the Handlebar Hill mine site near Mt Isa in Queensland.
I had, however, found myself taking sneaky peeks up to the sky and wondering
where the overflying aircraft was heading to, where it had come from and if I knew
the pilots.
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I managed to ignore these intrusions for some time until, at least here in Australia;
we began to experience a shortage of experienced pilots in late 2008.
I decided to test the waters and send in a couple of resumes with a covering letter
informing the recipients that, not only was I no longer current, I had only seen the
inside of a cockpit once in the past two years. To my surprise, I was given two
interviews and was successful in both. Not wishing to go back to the type of daily
grind that had burned me out in the first place, I chose my current employerAir
Niugini. I had previously interviewed for Air Niugini in 1997 but, although I had
been accepted and placed on a hold file, I joined a regional company in New
South Wales - Hazelton Airlines. (Hazelton merged with Kendell Airlines when
Ansett Airlines collapsed in 2001 and became Regional Express, REX). I always
felt that I had unfinished business with Air Niugini and that I should take the
opportunity the company presented. I joined in January 2009 and, to date (March
2011), it has been one of the most rewarding and stimulating jobs I have ever had.
Of course it has more than its fair share of challenges, as Im sure anybody who
has ever flown in Papua New Guinea will testify (and the scenery is WOW!), its
good for the soul and personally I have found it to be such a challenge that it is
only now, 26 months later, that I am beginning to feel slightly comfortable. I am
sure that I will spend the rest of my time in New Guinea learning many new skills
and increasing my flying knowledge. Its an awe-inspiring country.
Its great to be back flying again!
1.2. Part 2
Aviation, although global, can be a small industry when it comes to pilots. Not
long after I had started with Air Niugini I hopped in the crew bus and one of the
pilots called me by my name and introduced himself as Captain Keith Hopper. I
soon found out why he looked familiar to me. When I was Chief Pilot of Inland
Pacific, I had employed Keith as a casual pilot on our C-404/402 and Piper
Chieftain aircraft. Nowadays, Keith is a Training and Checking Captain on the
Dash 8 fleet with Air Niugini and has a deep interest in all things aviation. In
particular, his knowledge of WWII wrecks in Papua New Guinea is quite extensive
and he has searched for, and located, many wrecks (including Japanese,
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Australian and American) using his own resources and time. The location and
details of the wrecks are recorded and given to relevant authorities. Keith has
adapted to the lifestyle and has a 38-foot Riviera, the MV Wombat, aboard which
I have had the pleasure, on days off, of cruising Port Moresbys harbour on a
couple of occasions with him. Obviously we are intent on catching fish, but
somehow it just seems to get in the way of enjoying a couple of quiet South Pacific
(SP) lagers and the view of Port Moresby. It is, however, a real treat to catch a
fish and, at the end of the day, take it up to the Royal Papua Yacht Club and have
the chef fillet it and cook it, before plating it and presenting it with a fresh salad and
chips (fries). Beautiful!!!
Aviation as a career? Lets just say there are many ways to enjoy the
opportunities that are associated with flying for a living.
(Captain Keith Hopper (right) skipper of the Wombat just off Port Moresby. Standing next to him is
Captain Reece Molony - F100 training Captain.)
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My Interviews and getting back on the pony
When I interviewed for these jobs I used my own tried and true methods as
explained here in The Guide and, while its true that my simulator rides were
rusty, at each interview I felt prepared and ready.
It wasnt easy running the gauntlet of checks and exams but, with a lot of help and
a great ground instructor (Neville Edwards) who conducted my engineering ground
school, and introduced me to my first aircraft with alpha floor protection which the
F100 has through its AFCAS system, I made it through the ground school.
To Captain Matt Crawford, Julie Larseen and Rowland Abaijah who interviewed
me - they were relaxed and interested in what I had to say and, in doing so, made
me interview betterand they employed me - thank you.
To Captain Moses Padagaga F100 Fleet Manager, Check Captains Chris
Mileng, Barry Huff, Jeff Hartnett, as well as my Training Captains, Mike Perry,
Esmonde Yasi and John Aschman - thank you.
To my sim buddy Captain Felipe Sialis. Thanks for your help, and to Captain Ben
Lopa who was my Captain for my initial line check - thank you.
To Captains Andrew Wilder and Richard Underdahl, thanks for taking a quiet
country boy under your wing and showing me the ropes.
Gentlemen one and all
To anyone else I have so erroneously missed, my apologies and thank you as
well.
Footnote
At the time of writing this, there is word that a company is about to reopen the
production line for F100 aircraft with a revamped wing, cockpit and engines. I
certainly hope so. It is a great aircraft to fly and proves itself every day in thetesting environment of Papua New Guinea.
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If youve decided to purchase A Pilots Guide to the Successful Interv iew then,
like me, you are either looking to improve your interview technique, have an
interview pending or, possibly, youre one of the small numberof pilots who are,
in some capacity, employed in the industry and are again looking at changing
companies.
Congratulations!
Your determination, courage and ability are to be admired and not to be takenlightly.
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2. The Concept
o you thought you were prepared for the interview and had all the
answers.
When I first suggested the idea of writing The Guide - some in the industry
expressed the concern that I was trying to show pilots how to cheat at the
interview. I was bemused by this lack of confidence in their interview process. If
theres one thing that Ive learned from having participated in the interview process
from both sides, its that a good interview panel will quickly pick up on any
personality quirks or irregularities, and identify uncertainty and lack of compatibility
(both at the interview and during the probation period). Fooling the panel is a
pointless exercise and a costly one for you - the candidate.
Some thought that I was asking for the actual questions asked in the interview! I
told them the same thing I will tell you, giving away the interview questions is
pointless. That is not whatA Pilots Guide to the Successful Interv iewis about.
It only takes one new question to unearth a falsity and show that you do not have
a good understanding of what the job requires of you, or of the company. Both are
interrelated.
In 1987, when I first began applying for work as a pilot, the norm was to ring the
companies you had targeted and hassle them until they asked you to come in for a
chat, or told you what you could do with your licence - when and why. If you didnt
have any luck with this approach, it was time to jump in your car and visit the
company. You would then hang around doing odd jobs until a position (hopefully)
became available and, if you were considered OK, you were eventually
employed. There was no formal interview, just a brief meeting with the Chief Pilot
or the Manager. This lack of a formal interview relied almost entirely on first
impressions to get you in the door. Throughout this guide Ill draw your attention
(again and again) to the importance of first impressions.
S
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Why?
The reason I wrote this e-book, and continue to update it, is after investing
twenty years of my life in Aviation and knowing first hand the amount of money,
sweat, tears and determination that is required to get into an Airline, I came torealise that we pilots are probably the least informed about how the interview
process works. The reality is the airlines themselves are not the most forthcoming
(although Qantas is an exception with regards information specific to their
employment and interview processes, and have one of the best web sites
regarding their interview process that I have seen).
Think about it -
what stands between you and the job you started out aiming for when you
decided to take up aviation as your chosen professionthe Successful
Interview.
after all your training and studying you now have 30 - 60minutes to sell
yourselftothe panel and convincethem that youare the person they are
looking for.
Unless you have been able to attend a pilot interview preparation course, youve
probably never had any training for the interview. A Pilots Guide to the
Successful Interviewwill explain how to prepare for the interview using a logical
approach, whether you live in Alice Springs, Boise - Idaho, Marykirk - Scotland or
wherever in the world you may be. Aviation is global and knows no boundaries.
A Pi lots Guide to the Successful Interv iew whats the proposi tion?
The proposition is that there is a significant number of pilots who are not
completely aware of what the interview process is about, and the level of
understanding required in order to be successful in the interview. Similarly, for
those who are aware, this guide will assist in the preparation and revision for the
interview. All would understand the relevance of the interview process, but few
would truly understand how little it could take to have them removed from the
employ list. Basic items like suitable attire, a smile and a Thank you for your
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time today. Now more than ever I would like to work for your company, followed
by the statement, I want the job. can have a big impact on the success, or not, of
the interview. Therefore, the cornerstone to the successful interview is that
preparation and knowledge is the key to success.
If you are properly prepared, with a sound working knowledge of the airline and its
requirements as well as an explicit knowledge of your own requirements/goals,
then you will significantly increase your odds of being successful at the interview
stage. This is because you have reinforced your decision to target the company,
and this reinforcement will have significant psychological benefits during the
course of the interview. You will be more confident in the outcome, which in turn,
will make you more relaxed throughout the interview.
You can do this by making a study of the company at nearly all levels of operation,
including company culture.
If you discover during the study process that you have misgivings
about the company then these should be addressed before the
interview takes place.
What A Pilots Guide to the Successful Interview will do
If youre prepared to put as much work into the interview as you have done getting
to this point in your career then I guarantee you that this guide will not only
improve your knowledge of the interview, it will, most importantly, give you an
edge in the interview room.
It will achieve this by
giving you a guiding hand along the way - reinforced by suggestions
provided by the people who sit on interview panels and pilots who
have themselves attended interviews, and of course my own
personal experience.
CAUTION
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giving you a structured approach to the interview covering areas
such as online application, preparation for the interview, resume
layout, the mechanics of the interview, what to wear and closing the
interview.
giving you practical exercises to work with along the way.
Even if you decide not to use all of the strategies contained in this guide, the one
thing you should be aware of by its conclusion is the vital, absolute and
complete necessityto prepare for the interview with a logical plan,and without
compromise.
Youve spent a lot of time, money and energy getting your licence and your
present job, whatever that may be. But thats only the start of your career. Like
your licence, your career is your responsibility. With the advent of low cost
carriers, the up front cost of endorsements and the continuing lure of working
overseas, now more than ever before you are likely to work for several different
airlines in the course of your career. Take responsibility for it and you will berewarded. Preparing for the interview isparamount to achieving those rewards.
What A Pilots Guide to the Successful Interview cant do
It cant help you if you thinkit cant. The tragedy and reality here is if you fall into
this category then youre right, it cant, and its a good bet that nothing will ever
help you in your preparation for the interview.
Shakespeare knew the immense power of our thoughts when he wrote, "There is
nothing either good or bad, but thinking makes it so." Negative thinking habits
can, in fact, have a devastating effect on our lives - simply by believing something,
whether consciously or subconsciously, we can make it come true. Just look at
the accidents involving loss of situation awareness. Pilots genuinely believing that
their position in space and time was something completely different to what was
actually occurring or about to occur.
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A Pilots Guide to the Successful Interview cannot guarantee you the job. I wont
insult your intelligence. Its about following a series of logical steps that will give
you a competitive edge to becoming one of those small numbers of pilots
employed within the extremely competitive aviation arena.
If you believe that it doesnt apply to me, then youre absolutely right, A Pilots
Guide to the Successful Interview is not for you and as long as you hold onto that
thought it never will be.
Contrary to what your mum may have told you, you arent special (unless you can
prove different) and just because you have a pilots licence and some experience
doesnt automatically mean that the job of your dreams will be handed to you on a
platter. Your achievements to date, whatever they are, have been achieved only
after putting in a hell of a lot of effort and study for all those exams and testing and
in return you received a pilots licence.... put the same effort into preparing for the
interview as you did in obtaining your licence and you will succeed at the interview.
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Before you start lets get one thing st raight
Providing you have the minimum requirements set down by the airline - then forget
the hangar view that you need more experience (hours) to succeed! Or that
Your mate didnt get the job because there were others with better flight
qualifications than he had. This is not likely to have been the case.
If the industry only assessed you on your flight qualifications or technical skills, the
company would not bother to interview you. Instead they would receive your
resume, look at your level of skills and say yes or no, and that would be the end
of it.
Obviously your current flight qualifications are the main reason you are being
asked to attend the interview, however, from the moment you start preparing for
the interview - until the day of your interview - the reason you will be successful on
the day (including any pre-employment testing) will be because of proper interview
preparation and subsequent performance during the interview.
What do they want?
Well, aside from your flight skills and knowledge, they want a pilot who has a
strong, positive attitude and is able to lead an effective team to achieve safe flight
in line with the companys goals.
In other words, they want a future Captain who, in the short to medium term, will
prove his or her ability as a professional, competent First Officer (or Captain as thecase maybe).
Airlines look for evidence of command potential in your flight experience to date,
effective leadership and achievements, education, etc. They then seek to back up
the evidence you have presented in your application, through the process of
conducting an interview with you.
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They find further evidence of this during the interview by some or all of the
following;
how you present yourself
how you communicate your skills and knowledge how you communicate your desire to work for the company
how you communicate your goals and ambitions
how you communicate your Command potential
your ability to hold a conversation and show them that you are an
interesting person who has interests outside of aviation
monitoring your choice of words and the clarity of your answers
They want someone who can deal with the day-to-day stress associated with
flying the line.
They want someone who performs under the stress of an emergency situation.
They want someone who can get along with their fellow human kind and spend
long hours together team players.
They want someone who is a professional, and who will become a Captain
and an ambassador for their company.
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ON A PERSONAL NOTE - 2011 UPDATE
Its now five years since I wrote the first edition of The Guide. One of the first
questions I am often asked when I tell a person about The Guide is, What makes
a good interview a successful interview?
Thats not an easy question to answer - and, I wrote a book about it.
Well more than ever, I believe being successful in the interview is an awareness
issue, one of being educated about the interview and the processes involved for all
the stakeholders. Nobody goes to an interview to fail. Its an expensive and time-
consuming process for all concerned and, in particular for the pilot, it can be an
extremely stressful process with a lot riding on the outcome.
The original Guide took 18 months of research and writing, during that time many
questions were asked and many people gave their time in an effort to improve the
lot of the pilot applicant.
Ive now spent a further twelve months working on this revision. Not long after I
started work on the revision I was contacted by Captain Craig Baker and Captain
Naomi Radke who expressed interest in using my book for their soon to be
launched website and business aimed at assisting pilots to achieve their dream job
in aviation. Craig and Naomi are Level One Training Captains with Virgin Blue.
After some discussion, it was decided that aspiring pilots could be better served by
a video that showed some of the good, and not so good, ways of approaching the
interview. It was pleasing to work alongside Craig and Naomi, as we share similar
views on the industry. What is even more pleasing is their genuine desire to assist
new pilots. Weve had some long discussions about the shortcomings and pitfalls
that are part of the career path for any new pilot.
It was also nice to be paid a compliment from Naomi who made the comment that
it would have been great to have access to The Guide at the beginning of her
own career.
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As with the original version of The Guide, this update has personal notes from me
along with the inclusion of the concepts involved with development of the USP.
However, most of it was written from the comments of the people I interviewed.
People that sit on interview panels as well as successful airline pilo ts.
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3. Phase One - Realising Your Potential
Be yourself, accept who you are. If you are naturally funny then that should be
part of your interview if you are serious then dont try to be funny because itwont work. Whatever your persona is, be aware of it and work with it because
that is who you are.
Captain Andrew Wilder
s I mentioned previously, in the early stages of my career there was
often no formal interview, just a brief meeting with the Chief Pilot or the
Manager. Once you got in, the process of demonstrating that you were
worthy of employment began! In effect, you began selling what is known in the
new products industry as your Unique Selling Proposition/Point(USP). Even if
its only being able to drink a six-pack of beer without belching, we all have a USP.
3.1. Understanding your Unique Selling Proposi tion (USP)
Once employed, the process of logging enough hours to be able to meet the
minimum requirements of the airlines began. Finally, when you had loggedenough hours and obtained an Instrument Rating as well as the ATPL subjects,
you started the whole process of contacting the next company you wanted to work
for all over again. We called it the squeaky wheel being the one that got
attention.
The next step was to actually visit the holy grail. This usually meant a trip to the
big smoke to visit one of the major airlines. You fronted up to the reception to
introduce yourself, sweet talk the receptionist and enquire as to how your
application was going, and whether or not they were presently employing.
Today within the airline industry its normal for your application to be vetted first by
an online employment agency that has no other connection with the airline you are
about to apply to other than being the keeper of the database of applicants.
A
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The agency ensures that your application meets the current employment
requirements of the airline. It does this by applying filters to your application. The
filters, parameters identified by the airline, sort your details as they are entered.
The advantage of the online database is that it releases the airline from having to
keep a filing cabinet full of resumes in house, and provides a direct advantage in
the cost of employing someone to look after them. The disadvantage is that it
impersonalises the process.
If a company needs pilots it checks the already vetted applications and picks those
pilots for an interview who meet its current needs. The software that is written into
the database allows the airline to change the parameters depending on their
requirements at the time.
Nowadays, the job application process relies on technology to collate your
personal details, however, the requirement to know as much about the applicant
as possible before employment has not changed. If anything, because of time
and cost restraints (and cost is now a major issue with pilots, particularly if youve
paid for an endorsement) there is more pressure on all the stakeholders in the
interview process to get it right first time, every time!
The introduction of the computer and the Internet has changed the application
process significantly. But, as you are about to see, its still the determined and
prepared applicant who knows how to market their USP that gets the job at the
end of the day.
Our USPs are part of our character. They help us to overcome obstacles and to
approach our work and life in a positive manner. Properly developed, they are an
incredibly powerful asset in our endeavour to succeed in our career and personal
lives.
Important tip #1
Identify your Unique Selling Proposition (USP)
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The trick back in 1987 when I first began cold canvassing aviation companies for
work was, and still is, being able to identifyyour USP and then marketing it at
every opportunity. I suspect it hasnt changed since people began looking for work
of any kind.
The USP is something about you that you take pride in and can communicate
easily to others. It should be as familiar to you as, say, your engine failure brief. It
is important to note that your USPs may or may not be directly related to work.
Just be aware that, in the context of the interview, use work USPs when asked
about work and personal USPs when asked personal questions.
Do
make sure it is relevant to you
make sure it is something you know a lot about
make sure you can communicate it easily
practice it
make sure it is factual -
Chris Hine Chief Pilot of Rex offers the following statement, In
your desire to work for Rex you have to not only soundsincere, but
you have to be sincere. We are always wary of what sounds false.
(Authors bolding)
use the USP to demonstrate your value to the company
have a sense of humour where relevant
Dont
rely on it alone, it shouldnt be the only thing about you
make it over the top or be extreme (as is given later in the case of
the purple suit)
oversell it
Important tip #2
Do and Donts about your USP and you
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go to the interview and tell them that you have a USP (unless they
ask). The USP is a part of you that makes your work and personal
life a success
Your USP is unique because it is about you - You own it. I recommend using a
USP because it steadies you in the interview and allows you to concentrate on
some very positive vibes about you and to concentrate on your good points. I can
guarantee that the people sitting on the panel are waiting to see if you just might
be the one that can put it all together and, therefore, be able to offer you the job.
In doing so, youwill justify theirreasons for choosing to interview you in the first
place.
The USP Challenged
People have said to me that the USP is a load of rubbish. I will continue, as
always, to challenge that comment. Ive come to realise that what they are
challenging is the name itself. Nobody can deny that they have something about
them that is different, something that is unique. Call it a talent if you will, just as
long as you realise that everybody has a reserve of strength of character in them,
and that being able to draw on it, to recall it in moments of pressure/stress, is a
good thing.
Those same people say that a USP is just another name for a strength.
It is true however that they are similar, but by being able to articulate whyit is a
strength, you convert that strength into your USP. This gives you ownership of
your strength and, in doing so, gives impact to what otherwise would be an empty
statement. For example, Im an excellent communicator, is a general (and
shallow) statement that will probably appear on every pilots resume.
Important Tip #3
Why do I need a USP?
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Lets have a look at an example based on a fictional interview scenario;
Interviewer)we all have our strengths and weaknesses. Jeff, if I was to ask yourbest friend what he thought your greatest strength was what do you think hed
say?
Jeffs answer) Oh communication for sure!
Interviewer) Ok so can you tell us why you think you are a good communicator?
Jeffs response to himself) (Boy I should have seen that one coming!)
Er ah sorry my minds just gone blank (Jeff slides down in his chair)well there
was this time once when my Mum told me to tell my Dad that she didnt like the
way he was always going out surfing instead of working. So the next time we wentout surfing together I explained to him what mum had said and he said hed fix it.
Not long after that he went away for two weeks visiting all the coastal towns up to
Brisbane looking for a job he said, yeah he fixed it alright, didnt get any work
though.
Interviewer) Ah thanks for that Jeff I was really looking for an example of how you
have communicated effectively at work.
Jeffs not doing that well is he? Hes just spilled out the first thing that came into
his mind. And hes not alone. Perhaps theyre not as bad as Jeffs but from my
interviews with companies, poorly thought out answers are responsible for a
significant culling of pilot candidates. To help people like Jeff I developed the
concept of the USP. A USP is what is unique about you and although it can be
used to develop strengths and weaknesses it can also be used for just about every
facet of your interview if practiced.
Interestingly, when I ask people what their strengths were they listed all the usual
suspects In fact, I could probably have told them what they were going to list
before they even started. Thats how predictable it is. When I asked them to give
me evidence of that list of impressive strengths they mumbled and fussed and got
angry with me claiming that they werent prepared. I rest my case! If they could
rattle off a list of impressive strengths but fail to back them up, then how could they
possibly claim to have these strengths? To prove my point as to how effective a
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USP was, I then asked them why they felt they could claim these strengths, and
what made them strengths. That stopped them in their tracks and made them
think. All of a sudden they were being forced to look deeper into what made a
strength something more than just a memorised or written list.
Heres what I have learned about so called strengths and weaknesses ,
(besides the fact that everyone has them)
Most people see in themselves what they want to see. Wouldnt you want
to be known as a self-starter, confident go-getter who always succeeds?
Most people (pilots in particular) are self-starters, and to a large part areconfident go-getters who nearly always succeed. (Give yourself a pat on the
back its not easy getting to where you presently are in your career)
Most people know they have strengths and weaknesses.
The problem is that most people - pilots in particular - do not sell those strengths
and weaknesses particularly well during the interview. They choose to believe the
Hangar view that their flight time and level of experience will get them through
the interview. They fail to fully understand that the experience levels are
regulatory requirements (Company and Governing bodies) as well as a very
effective way of culling the market in times of high pilot numbers compared to jobs
available.
Dont get me wrong, there is good reason for pilots to be concerned at the level of
technical skill required but the simple fact is that you are not expected to ace the
sim ride or answer every technical question correctly, BUT, you do need to
demonstrate by communicating effectively, during the Successful Interview, why it
is you should be employed instead of the other candidates.
Hint:The most important thing I have learnt about USPs is that; pilots who are
successful in the interview deal with their strengths and weaknesses not as a list
of things that they should have (because every one has them right?), but as achecklist of things thathave a reason for being In other words that checklist
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(like your aircraft checklist) has a history behind it, and it has been established by
experience, practice and most important of all knowledge - knowledge that it is
part of their character which they understand and continually use to their
advantage.
You dont have to take my word for it. Here is what Todd Chapman, Manager
Operations Support with Eastern Airlines had to say about strengths and
weaknesses when I interviewed him in 2006.
We want to know that you have a good understanding of yourself. One way we
may question how well you know yourself is to use the information gained from
your psyche profile in the pre-testing and then to ask questions from your profile.
An example Todd gave was that he tells the candidate about three areas of the
profile, two areas they performed well in and the third area they performed not as
well. Todd will then ask the candidate which area do you think that might be and
why. Todd went on to say that this type of question allows them to analyse the
individuals self-awareness he put it this way. It allows us to corroborate the
psyche test by giving the candidate the opportunity to demonstrate his/her
knowledge of themselves and if the candidate is aware of his/her weaker areas.
Todd adds, This one question has established the validity of 3 things - the psyche
test, that the candidate knows his/her weaker areas and that the candidate can
build on the weaker areas or at least mitigate the weakness by being aware of it.
Rather than marking them down Todd said that it is seen as a positive for the
candidate his final comment was telling.
Self awareness is integral to knowing your limitations and capabilities.
Ill say it againall of us have strengths and weaknessesby recognizing
them and then using your USPs you add value and elevate your strengths
and weaknesses to a higher, more posit ive level.
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Here is an example of a weakness developed into a USP.
A weakness can be I dont know(the answer)
A weakness elevated to a USP is I dont know but when Im finished here today
Ill put some time and effort into finding the answer and give you a call back.
(Now in effect that response is saying to the interviewer I will go to these lengths
to find the answer, because that is who I am and Im confidant enough to admit I
don't know in the first place.)
The concept of the USP makes pilots feel uncomfortable because they think that
they need to have answers that are made up. Their comment is you should
answer the question truthfully. I agree 100%. That is why I advocate using a
USP. The USP is something that is directly related to you that supports your
values and your ideals. It is about you so therefore it must be true.
I recently talked to Captain Richard Goodman. Captain Goodman is a successful
airline pilot and understands the importance of interview preparation and how he
sells himself during an interview. I told him about USPs and the principle behind
them. He told me that he had used a company, which specialized in preparing
candidates for the interview. One of the comments Richard made was that the
coach had told him that he must have answers prepared and that these answers
must not sound false. At the time Richard thought that sounded false...how could
he have a prepared answer that didnt sound false, and didnt sound like it was
preparedhe went on to say that he thought that the coach was full of himself.
What is really interesting is what Captain Goodman said next ...I realise now that
what the coach had said was right. I guess I didnt relate it back to me at the time
and my own life experiences. Unless you have some sort of response formulated
its too late to think about it during the interview.
I hope you are also beginning to realise the importance of your interview
preparation and understanding your USPs.
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I think this is what has happened to our friend Jeff when he was asked the
question why is it that you think you are a good communicator? He didnt have
anything prepared... in fact he said, my mind has gone blank. When he did come
up with an example it wasnt a very good one.
Lets ask Jeff the same question again. This time Jeff has used the concept of the
USP to help him answer the question.
Interviewer) Jeff, why is it that you think you are a good communicator?
Jeffs response) Im a good communicator because I realise theres a difference
between addressing the cabin crew to be seated for takeoff, which needs to bedirective in tone to when I make a PA to the passengers during the flight which
needs to be informative and authoritative. I mean, its all communication but its
what you say, knowing when to say it, and how you say it that makes all the
difference between good and bad communication. (Succinct)
I believe good communication is an important key to a safe, effective work
environment. Good communication is also about being a good listener.
So when it comes to a USP, understand you are using your USP to establish your
credentials and thus sell your unique set of skills as well as the fact that: I hold an
ATPL and have x amount of hours and my last employer was blah, blah, blah.
Dont forget that all the other applicants will have a similar level of experience
or higherthan you presently hold.
Your USP should be as familiar to you as your favourite song and like your
favourite song it should bring out the best in you.
Important Tip #4
Can I have more than one USP?
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Can you have more than one USP? The answer is yes most people have
several. I would encourage you to seek out as many as you can as it gives you
depth of character.
For example:Not only do I enjoy instructing, I also enjoy being around people, I
get along with people. This example has two USPs within it. Just make sure you
apply the principles of Important Tip #2to both.
USPs can be based on all facets of your life but they should be identifiable as
something that is over and above your requirement to hold that skill for your job.
E.g. I hold an Air Transport Pilots Licence and a Bachelor of Aviation ergo I can
fly a plane as required by my employer and I have a higher level of education in
the business of aviation-which may or may not be important. This does not make
you more employable over any of the other pilots sitting in the waiting room for
their turn to be interviewed. They too hold an ATPL; and they too can fly the
aircraft as required by the employer. (Some may also hold a Bachelor of Aviation)
If you now say I hold an ATPL and in 2003 I completed my Bachelor of Aviation
and - My major was Human Factors which is something that I am interested in
and I have the good fortune to conduct the in-house CRM courses for my present
company, you have turned a boring statement into something which pricks the
interview panels collective interest and demonstrates you not only know the value
of your Bachelor of Aviation but that you are capable of turning your studies into
practice and an advantage for the employing company.
I deliberately bolded the words which describe how you feel. At their deepest
level, a USP is how you view not only your job but also what you get out of the job
in order to make it worthwhile for the employer to say, Congratulations youre
hired!
Note: A USP is how you use what is unique about you to sell your strengths and
weaknesses.
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Exercise 1
Write out a list of your USPs
Dont be too concerned if you dont get many just now. You get to have another go
later in The Guide. (Let The Guide do just thatguide you) e.g. demonstrate apositive attitude because I know it helps me succeed at what I do and by
practicing what I preach I have ended up here today in the interview room.
Self confidant I am able to make this statement because I apply myself to my
studies and knowledge of my current aircraft and read extensively. I also seek
advice if required. (Shows you understand that no matter how hard you try you
will never know everything and that you have the confidence to ask)
Effective communicator Well for a startI am here today in the interview because
I was able to communicate my desire to work for you. Other examples are.
Team orientated Each and everyday I work with a team of great people and
understand the importance of every person involved in the safety of my flight; from
the refueller to Air Traffic Control.
Handles all types of people easily I learnt very early in life that everybody has
different views from my own and because of that I believe it actually makes life
more interesting - not more difficult. (Thats a positive attitude as well)
Now its your turn
Professional approach -
Able to make decisions -
Good sense of humour (Always an asset at the right moment-even better
if you can have a laugh at yourself)
Enjoy meeting people and working with them -
Puts team success before individual recognition -
Hint:Think about what makes a good Captain.
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Hint: Dont just leave it there; try to imagine how you could word them into
responses to some questions you may be asked and how you could use your
USPs to sell your strengths.
Why should we employ you over the other candidates?
A great example of a classic question and good reason why you need to know
your USP.
The reason for conducting interviews is to find not only the most suitable
candidate(s) for the job but also the one that is most likely to be suited to the
company and its culture.
So why is it that a company should employ you? If you havent given this some
serious thought then now is a good time because the airline will certainly want to
know why, either through a direct question or throughout the process of the
interview.
Why should we employ you over the other candidates? is the perfect
opportunity for you to highlight your USP (s).
I am glad you asked me. Ive spent some time looking at xyz airlines and,
because of that I believe I have an insight into your company. Its certainly a
company that I would be proud to work for. One of the things Im interested in is
the fact that you use a simulator to facilitate your crew Training and Checking
requirements. Because I enjoy instructing and get a lot of satisfaction from it,
sometime in the future I would like to become part of the Training and Checking
department should the opportunity arise. In the meantime, I know that your pilots
have a lot of contact with the passengers. Meeting new people and making the
flight a safe and rewarding experience is one part of the job that I really look
forward to and I know I can continue to do that here.
I have spent some time looking at xyz airlines Is a statement to the panel that
you have done your homework.
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that I would be proud to work for. Lets face it everybody likes to think that
they are looked up to and admired. It backs up your research into the company.
Because I get a lot of satisfaction from instructing. Your USP is not that you
are an instructor (it is possible that there are several other candidates who are
also instructors). Your USP is that you get satisfaction from your experiences as
an instructor! You could expect the next question to be, Tell us what the most
satisfying thing about being an instructor is?
Meeting new people. Again your USP is that you enjoy meeting people and
that you are capable of making it a safe and rewarding experience. Expect
another question about your experiences with people and be prepared to
demonstrate with an actual example of how you showed the passenger a
rewarding experience. An example could be a person who had never flown before
and you worked hard to make sure it was special for that passenger.
is one part of the job. This statement within the sentence shows that you
realise that its not all about just flying an aircraft.
a safe and rewarding experience that I really look forward to. This is
telling them why they should employ you.
I know I can continue to do that here. This is an affirmation of your intentions
to bring your USP to the company.
Notes:
The fact that you want to become part of the companys Training and Checking
Department has relevance as to why they should employ you. But at this stage,
having just met you, they have no idea if you would be suitable. However, all of
the other examples highlighted are ones that you have a track record in. You are
using your experience and USPs to communicate the reasons why the company
should employ you.
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Your Resume/Portfolio should be able to back up the claims you made in the
above statement.
Here is Captain Mark Hess way of answering the question, Why should we
employ you over all the other pilots here today?
Because I realise that although I am only a small cog in a larger, more
complicated set of cogs that go into making the company work I know that if I stop
working it can bring the whole flight to a standstill. I know therefore that I have a
place and value within the company. I will bring this value and understanding of
myself to the company and will use it to apply myself professionally at both a work
and personal level.
Captain Mark Hess
Captain Hess has communicated his reason for being chosen above all the other
candidates perfectly and in his own inimitable style.
Now what was that quote aboutIndividual commitment to a group effort, that is
what makes a team work, a society work
Captain Hess also makes the point that when you are being interviewed You
should be confident, but never give the people who are interviewing you the
feeling you are overconfident. You dont want to come across as arrogant.
Note: If I were to make the same statement as Captain Hess in an interview it
wouldnt work for methats because its not meit wouldnt sound right and yet
when Mark says it, it seems completely natural. Hence the importance of knowing
thyself!
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People of all nationalities identify with emotion. Emotion is used universally to sell
goods and services. Emotion plays an important part in how you describe your
USP. It is not always enough to say, As well as being a pilot, I hold a trade
certificate in sheet metal working. While it certainly points out your technical
skills, it says nothing about what you get out of your interaction with your work as a
human being.
A better way of saying it would be, As well as realising a childhood dream of
becoming a pilot, Ive always enjoyed working with my hands so when the
opportunity of an apprenticeship in sheet metal work came along I jumped at the
chance. Doing the apprenticeship had the added bonus of letting me live at home
while I studied and paid for my flying lessons.
This has turned a boring statement of fact into something that your interviewers
can respond to.
Its a positive statement.
Its a goal statement holding a goal since childhood and then achieving
that goal speaks volumes for your ability to not only set, but also realise
your goals.
Hint: Your ambition now is tokick that goal all the way into the left hand seat.
Important tip #5
Emotion and your USP
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Exercise 2
Fill in your response to the question below.
Why should we employ you over the other candidates?(Even if you dont get asked you need to know the answer to this question)
Hints:
try to keep your answer to under one minute
always try to find a USP which you can relate back to the company you are
applying to, or that you believe may be of value to the company
always try to find a personal USP that brings out the best in you
Your response will vary depending on your experience and the airline you
are applying for.
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The Pilots perspective
It is a common mistake for pilots to believe that the airline will employ them based
solely on their skills (i.e. they hold a pilots licence) and personality (i.e. extremely
great person) alone, rather thanhow they present themselves (first impressions,
will they suit the company image), and how well they articulate their skills and what
advantages (USPs) they will bring to the company. The requirement to hold a
pilots licence is a regulatory function and a privilege. In itself it is only the fuel that
allows you, the pilot, to fly the aircraft. What makes the aircraft perform, and how
well it performs, is entirely up to the pilot - i.e. you.
The Airlines perspective
The company has a requirement to carry out certain tasks in order to meet its goal
of making a return on its investment, i.e. fly paying passengers between certain
ports. In doing so, it will be remunerated and earn profits for its shareholders.
So why does the company need flight crew? Safety? - definitely. Expeditious
operation? - certainly. Somebody to fly the planes? absolutely.
Without pilots, none of this could be achieved. However these are functions of the
job. Its main reason for employing you is to get an end result . Transporting
paying passengers from A to B is what they require. The end result is the airline
receives financial reward andso do you. It is vital you recognise that, should you
be employed, you will become an integral part of the organisations efforts to
achieve its goals.
Important tip #6
Be Posit ive and use your USPs to your
advantage!
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Ill leave the final word to kaptin M from the website pirep who puts it better than I
ever could
A pilot is responsible for delivering the final product. The SAFE transportation of
passengers to their destination. Kaptin M (Thanks CR)
Note: Visit the website at www.pirep.org Pirep is an Australian bulletin board and
a source of information for pilots.
Stop worrying about the other Candidates!
Dont compare notes as to who has what experience level. It is pointless and
often sets the seed of gnawing doubt as to your level of experience if it is lower
than the other candidates. As I stated earlier and I will state again later - simply by
being invited to attend the interview you are considered a potential employee.
They would not have wasted their time if they did not think this. The primary
purpose of the interview is to assess your personal qualities this includes howyou answer technical questions and anything else they may throw at you.
Think of it this way - you buy a product to get a result. For example, you buy a
blade for your power saw. However, the blade is not really what you need, what
you really need is to cut a piece of timber with the blade. The blade is the
implement to achieve the goal. How well it achieves the goalis dependant on
the quality of the blade. Quality is what the company looks for. Quality is not
easy to quantify so the company uses the interview to gauge your store of
quality, how great a magnitude of quality you have.
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3.2. What can the Company offer me?
To understand what an airline is looking for, you have to know what youwant from
them because, believe me; they have a very good idea of what they want from
you.
A good way to identify this is to write down what they can offer you. (See example
below).
What can they offer
Ai rl ine Name
Simulator Yes
T & C Yes
Award Wages Yes
Positive workingenvironment (talked tostaff)
Yes
Overnights Yes
Insurance paid
Uniform
supplied/allowance
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Exercise 3
What do I want (does it match with what they can offer)? Ive started the list foryou. Try to identify as many of your wants as you can.
Ai rl ine Name
A job (interview)
Award conditions
Stable roster
Simulator
Opportunity foradvancement
Expansion
Good maintenance
Good equipment
Is this company where Iwant to be in five years
time?Ten years? If notwhere do you want tobe and why?
(Add your own)
Always, always,remember the company is employing you to achieve a goal
Hint: If you can rattle off a list of positive reasons for joining the company during
the interview it shows that you have done your homework and you continue to
demonstrate that you know what you want.
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Realising your potential Summary
Remember: A USP is what you use to sell(or promote) yourself, including your
strengthsand weaknesses in the best possible way.
The most important aspect of your USP, besides your USP, is that you can
communicate it easily and with conviction. This means you can back it up with
examples.
Understand that everyone has his or her good and bad points. Your job is to
make the most of both your good and bad points through your USPs.
Identify what it is that gives you your strengths and weaknesses.
What gives you your strengths may be the ability to cope under pressure, it
may be a positive attitude, and it may be an ability to get along with people,
or good communication. You may have all of these. Or yours may be
different again.
Remember you can have more than one USP.
Understand that a USP is a strength that can used to put the best light on a
weakness.
Use your USP to elevate your strengths.
Use your USP to elevate your weaknesses.
The successful interview will be helped by understanding your USPs and
communicating them during the interview.
Dont worry about the other candidates level of experience. (Id be more
interested in their ability to sell themselves during the interview)
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You must be able to back your USPs. Dont just say I am good at
communicating anyone can make empty statements. Make sure that you
can back it up with examples of your good communicating skills.
Are your goals and the companys the same or at least similar.
Think about what makes a good Captain and then look at your list of USPs
to see if you have some of these qualities.
A USP is how you use what is unique about you to sell your strengths and
weaknesses.
Converting a strength or weakness to a USP during the interview will
always demonstrate to the panel that you have an excellent understanding
of yourself.
1. Know yourself strengths and weaknesses
2. Communicate the USPs practice your ability to communicate your
strengths and weaknesses in a positive way by using your character
3. Evidence of your USPs - ability to demonstrate evidence is crucial to
and effective USP
Before you move onto phase two Please do not grab hold of the
concept of the USP as if you were a used car salesman. The idea
of a USP is a whole lot more subtle and should have way more substance. By all
means use it to your advantage in the interview but do not beat it to death.
Use the USP to flesh out the positive aspects of your life.
Important tip #7
The three items of a successful USP
CAUTION
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4. Phase Two - The Employment process
Usually consists of some, if not all, of the following
1. Resume and covering letter2. Online database application e.g. staff cv
3. Invitation to attend an interview
4. Psychological test, psychometric test or pre interview questionnaire
5. Skills testing
6. Simulator
7. Medical
8. Interview(s)
9. Result of interview (whether or not you were successful it is paramount that
you go over your interview and critique yourself).
At the time of writing I know of no airlines in Australia that will give any information
or feedback about the interview. If you know of any airlines that do, wherever you
are in the world, then email me at [email protected]
Here is Eastern Australia Airlines breakdown of the employment process;
Staff CV application
Initial Selection minimum criteria
Psyche and skills testing
Interview and Simulator on the same day
An important difference with Eastern is that they interview blind to the sim score.
Eastern Australia Airlines Todd Chapman puts it this way, If the candidate got 9
out of 10 (in the sim) you would have rose coloured glasses when you interviewed
them, if the candidate got 5 out of 10 you would deal with them in an entirely
different way which meant the interview was not serving its intended purpose of
being completely subjective. It is not until after the interview we look at the sim
score and add it into the total process which will give us an overall weighting.
Eastern Australia Airlines Insi ht
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One of the most important things about an online application OR the covering
letter and resume is that they are what get you the interview in the first place.
They do this by telling the reviewer that you meet the airlines minimum
requirements and by pre-sellingwho you are.
4.1. Your Covering Letter
Always send a covering letter with your Resume. The covering letter should
include the basics of an introduction, the position you are applying for, your
contact details and availability, as well as your USP(s).
Important tip #8
Covering letters & Resumes
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Charles K Smith25 Cobblestone Parade
Old Sydney Town NSW 8000
Tel: 08 333 000Alan WrightHR ManagerAirlines of the FuturePO Box 23MELBOURNE VIC 3100
13March, 2010
Dear Mr Wright,
I am writing to express my interest in working as a Pilot with your organisation. I enclosemy resume as a first step in exploring the possibilities of employment with Airlines of theFuture.
My qualifications to date are as follows:
ATPL Australian
Command Instrument Rating 3 Renewals
Multi Engine endorsements- PA-31, Baron/Travelair
My most recent experience is flying as a Captain for a small city link operation out of
Sydney (Fly-Me Airways). Because it is a smaller airline there is opportunity forinteraction with our customers, which I enjoy immensely. In addition to my pilot duties, Iam responsible for OHS policies and procedures; I assisted in the implementation of theseprocedures at the two other bases. I also conduct DG training for the company as perCASA Regulations, Subpart 92C.
As a Pilot with your organisation, I would bring my existing knowledge and skills, as wellas continue to develop a professional approach to my flying.
Thank you for your consideration and I look forward to further contact with you andpossible future employment with you.
Sincerely,
Charles K SmithEnc.
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4.2. The Resume
The purpose of the resume is to provide a more detailed summary of your
qualifications and work experience. Your resume should be one to four pages in
length (although if experience warrants it more pages could be added). It should
be clearly set out. Fancy artwork and party balloons dont tell them anything about
you, other than you know how to use the software package you created the
resume with, so leave the fancy stuff at home. Your resume is a document that
contains important information about you! You are the USP. Stop looking
elsewhere. Wouldnt you rather the airline know about yourather than have them
hang your resume on the wall as a piece of artwork or, worse still, place it in the
waste- paper- basket filing system?
Simply by following the example resume (see Appendix 1) included in A Pilots
Guide to the Successful Interview,you will have a killer resume that will help
you sort out what is relevant to both the industry and you.
4.3. The Basic Requirements of the Resume
There is a continuing argument within the industry about what makes a good
resume. In my experience there are two groups of people - one says that the
resume should be kept to one page; the other says that you should have more if
required.
I tend to agree with the second group, however, I would add to this that you should
make your first page a checklist of the most important items as follows;
your personal details name, etc
full contact details if transient then send details of a permanent contact
flight qualifications this is the linchpin to meet the requirements for an
interview so you want it right there in front of them
flight times rounded down to the nearest whole hour
education
availability
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This way if they want more information they can then turn to the other pages as
required.
My own experience was that if I wanted more info then the best way was to divide
the acceptable resumes into two piles; one consisting of the brief one-pager and
the other pile would consist of two or more pages. What I found was that the
resumes which had a good summary of their flight details etc on the first page
followed by other important info was most likely to be read by me and thus most
likely to receive a phone call asking them to come in for an interview.
Sure, I needed to know their technical details but I also needed to know something
about the person. The covering letter and resume are an opportunity to pre-sell
you.
Hint: From British Airways Make first impressions count.
http://www.britishairwaysjobs.com/baweb1/?newms=info45
We can only proceed with your initial application on the basis of the information
you provide us with. The following tips are offered to give you the best possible
chance of succeeding to the next stage:
Ensure your CV is well-organised, logical and easily understandable. Your
experience, education and qualifications should be listed in reverse
chronological order.
Don't pad out your CV unnecessarily. Include everything that is relevant, but
keep it brief.
Keep a clear picture in your mind of the job for which you are applying, and
the skills you have that most closely match the requirements.
Take some time to think about your accomplishments. Include volunteer
activities, jobs, projects, assignments, travel and team activities. Identify the
personal qualities they brought out in you.
Make sure your CV is up to date.
Do a final check of your CV for spelling mistakes and errors.
On a Personal Note
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The basic requirements of a resume are
Personal details -
name
age*
address
telephone/Mobile and e-mail
highest level of education
interests and hobbies
A prcis of -
flight training, hours and aircraft flown
flight qualifications
instructing experience
chief pilot or other directly related information e.g. degree in aviation related
studies
work experience in reverse chronological order
Contact details of the two most recent references should be included.
Your Resume should be a personal brief about yourself and your work career to
date. Within the framework of the resume find out what your USP is and add it in.
It may be that you enjoy instructing. So what you may ask, lots of other pilots are
instructors. Well for a start some do it without enthusiasm because to them it is
simply a way of gaining hours and a wage at the same time before their next stepto the airlines.
Enjoyingwhat you do is not a crime and it showsenthusiasm.
Some airlines like to employ pilots with