Over the last year, we’ve received increased support emails from applicants asking why they haven’t heard anything from the companies to which they’ve applied. Those inquiries are often accompanied by the assertion that they are equally qualified as their friends who have been hired, followed by a defensive posture questioning whether or not their applications were successfully published.
On the backside of COVID, the industry witnessed unprecedented hiring metrics. The increased hiring at mainline carriers combating upcoming retirements contributed to regional carriers (a) losing captains and (b) having a shortage of first officers eligible for upgrade (121.436) who were able to replace them. During that time, staffing projections had regionals hiring as fast as possible to stop the bleeding. That created an ease and success in hiring never before seen in the aviation industry. Unfortunately, it also created unrealistic expectations for an upcoming generation unfamiliar with historic norms.
Due to numerous factors, the industry has reverted to once again being competitive; therefore, applicants need to understand the difference between qualifying minimums versus competitive minimums. You are no longer assured a job simply because you meet the minimums.
- Do you barely have 1,500 hours?
- Do you barely have 1,500 hours while having multiple training failures?
- Is your application riddled with spelling mistakes and poorly completed fields?
- Do you have timeline gaps?
You’re no longer guaranteed a job because you can fog a mirror.
Frederico Navarro excellently addressed this very bluntly in a recent LinkedIn post. You can read that here.