Pilots Guide to the successful interview

A Pilots Guide to the Successful Interview

A Pilot’s Guide to the Successful Interview Author: Glen Solly 3rd Revision


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 Pilot’s 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 don’t have to be a rocket scientist to figure out that if you follow even a few of the rules as outlined in ‘A Pilot’s Guide to the Successful Interview’ then you will be streets ahead of those that don’t.

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 company’s 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 USP’s 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 already have – as against what you believe other people think you should have.

Sitting at the pointy end of an airliner may seem sexy and a great way to earn a living however never 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 4th April 2011


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Table of Contents 1.

Aviation as a Career ......................................................................1 1.1. 1.2.

2. 3.

The Concept ..................................................................................8 Phase One - Realising Your Potential .........................................17 3.1. 3.2.

4.

Understanding your Unique Selling Proposition (USP) ................... 17 What can the Company offer me?................................................... 35

Phase Two - The Employment process.......................................39 4.1. 4.2. 4.3. 4.4. 4.5. 4.6. 4.7.

5.

Part 1................................................................................................. 1 Part 2................................................................................................. 4

Your Covering Letter ....................................................................... 40 The Resume.................................................................................... 42 The Basic Requirements of the Resume......................................... 42 Writing what counts ......................................................................... 46 Record of Resume and contact details pro forma ........................... 47 The Online Application .................................................................... 48 I’ve got an Interview! ....................................................................... 49

Phase Three - Preparing for the Interview...................................52 5.1. 7 Ps of Pre interview Preparation .................................................... 53 5.1.1. Company knowledge................................................................ 64 5.1.2. Regulatory and Technical knowledge ...................................... 68 5.1.3. Your Documentation ................................................................ 70 5.1.4. Your USP’s .............................................................................. 74 5.1.5. Yourself – Grooming and Deportment...................................... 76 5.1.6. Prepare your interview questions ............................................. 79 5.1.7. Closing the interview ................................................................ 82

6.

Phase Four - The Mechanics of the Interview .............................85 6.1. First Impressions ............................................................................. 85 6.2. Body Language ............................................................................... 86 6.2.1. The Handshake........................................................................ 88 6.2.2. The Jacket ............................................................................... 90 6.2.3. The Mobile ............................................................................... 90 6.2.4. Time Keeping ........................................................................... 91 6.3. Interviewer Types ............................................................................ 92 6.4. Interview etiquette ........................................................................... 95

7.

Phase Five - The Interview ..........................................................97 7.1. Types of Interview ........................................................................... 98 7.1.1. Behavioural Interview............................................................... 99 7.1.2. Traditional Interview ............................................................... 103 7.1.3. Group Exercise ...................................................................... 110

8.

A Positive Attitude (The right stuff) ............................................112 8.1. 8.2.

Mental “toughening” ...................................................................... 112 Visualisation .................................................................................. 113

9. Phase Six – Your Checklist .......................................................117 10. Quick Revision Quiz...............................................................119


11.

Resources ..............................................................................120 11.1. 11.2. 11.3. 11.4. 11.5. 11.6. 11.7. 11.8. 11.9.

12.

Manufacturers ............................................................................... 121 Web Resources - Australia............................................................ 121 Web Resources – International ..................................................... 122 Web Resources – Airlines ............................................................. 122 Online employment agencies ........................................................ 123 Other Useful websites ................................................................... 123 Government/Regulatory Aviation Departments - Australia ............ 123 Weather Websites ......................................................................... 123 Recommended Book Resources................................................... 124

Sample Interview Questions ..................................................125 12.1. 12.2. 12.3. 12.4. 12.5.

13. 14.

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Traditional ..................................................................................... 125 Behavioural ................................................................................... 126 CRM questions.............................................................................. 127 Company specific .......................................................................... 128 Aircraft Specific ............................................................................. 128

Dealing with rejection .............................................................129 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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Acknowledgements

I

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 a document.

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!

W

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 company’s 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.”

Glen Solly © 2006

www.thepilotguides.com

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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

Glen Solly © 2006


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1.

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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 not currently employed as pilots.” CASA Pilot Booklet - 2006

I

used the above quote to introduce the first version of ‘The Guide’ back in 2006. I went on to state, “I’m glad I didn’t 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 wasn’t 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 and wondered who was flying it, where they had come from and where they were going. I decided to do something about it…I went back into the mining industry.

Glen Solly © 2006


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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 hadn’t 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.

Glen Solly © 2006


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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 was invigorating and challenging, especially when I was given the extra challenge of managing Klinge & Co’s 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.

Glen Solly © 2006


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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 employer…Air 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 it’s fair share of challenges, as I’m sure anybody who has ever flown in Papua New Guinea will testify (and the scenery is … WOW!), it’s 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. It’s an awe-inspiring country.

It’s 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,

Glen Solly © 2006


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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 Moresby’s 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?

Let’s 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.)

Glen Solly © 2006


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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 it’s true that my simulator rides were rusty, at each interview I felt prepared and ready.

It wasn’t 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 better…and 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 the testing environment of Papua New Guinea. Glen Solly © 2006


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If you’ve decided to purchase A Pilots Guide to the Successful Interview then, like me, you are either looking to improve your interview technique, have an interview pending or, possibly, you’re one of the “small number” of 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 taken lightly.

Glen Solly © 2006


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2.

S

The Concept

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 there’s one thing that I’ve learned from having participated in the interview process from both sides, it’s 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 what A Pilots Guide to the Successful Interview is 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 didn’t 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 I’ll draw your attention (again and again) to the importance of first impressions.

Glen Solly © 2006


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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 to realise 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 profession…the Successful Interview.

•

after all your training and studying you now have 30 - 60 minutes to sell yourself to the panel and convince them that you are the person they are looking for.

Unless you have been able to attend a pilot interview preparation course, you’ve probably never had any training for the interview.

A Pilot’s Guide to the

Successful Interview will 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 Pilots Guide to the Successful Interview – what’s the proposition? 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

Glen Solly © 2006


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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

CAUTION

about the company then these should be addressed before the interview takes place.

What ‘A Pilots Guide to the Successful Interview’ will do If you’re 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.

Glen Solly © 2006


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•

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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 necessity to prepare for the interview with a logical plan, and without compromise.

You’ve spent a lot of time, money and energy getting your licence and your present job, whatever that may be. But that’s 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 be rewarded. Preparing for the interview is paramount to achieving those rewards.

What ‘A Pilot’s Guide to the Successful Interview’ can’t do It can’t help you if you think it can’t. The tragedy and reality here is if you fall into this category then you’re right, it can’t, and it’s 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.

Glen Solly © 2006


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‘A Pilots Guide to the Successful Interview’ cannot guarantee you the job. I won’t insult your intelligence. It’s 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 doesn’t apply to me”, then you’re 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 aren’t special (unless you can prove different) and just because you have a pilots licence and some experience doesn’t 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.

Glen Solly © 2006


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Before you start lets get one thing straight 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 didn’t 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 company’s 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 the case 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.

Glen Solly © 2006


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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.

Glen Solly © 2006


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ON A PERSONAL NOTE - 2011 UPDATE It’s 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’?”

That’s 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. It’s an expensive and timeconsuming 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.

I’ve 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. We’ve 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.

Glen Solly © 2006


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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 pilots.

Glen Solly © 2006


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3.

The Employment Process

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 don’t try to be funny because it won’t work. Whatever your persona is, be aware of it and work with it because that is who you are.” Captain Andrew Wilder

A

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 it’s only being able to drink a six-pack of beer without belching, we all have a USP.

3.1. Understanding your Unique Selling Proposition (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 logged

enough 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 it’s 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.

Glen Solly © 2006


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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 you’ve paid for an endorsement) there is more pressure on all the stakeholders in the interview process to get it right first time, every time! Important tip #1 Identify your Unique Selling Proposition (USP)

The introduction of the computer and the Internet has changed the application process significantly. But, as you are about to see, it’s still the determined and prepared applicant who knows how to market their USP that gets the job at the end of the day.

Our USP’s 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.

Glen Solly © 2006


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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 identify your USP and then marketing it at every opportunity. I suspect it hasn’t changed since people began looking for work of any kind.

Important tip #2 Do and Don’ts about your USP and you

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 USP’s may or may not be directly related to work. Just be aware that, in the context of the interview, use work USP’s when asked about work and personal USP’s 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 sound sincere, 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

•

rely on it alone, it shouldn’t be the only thing about you

•

make it over the top or be extreme (as is given later in the case of

Don’t

the purple suit) •

oversell it

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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

Important Tip #3 Why do I need a USP?

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, you will justify their reasons 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.

I’ve 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 why it 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, “I’m an excellent communicator,” is a general (and

shallow) statement that will probably appear on every pilot’s resume.

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Let’s 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 your best friend what he thought your greatest strength was what do you think he’d 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 didn’t like the way he was always going out surfing instead of working. So the next time we went out surfing together I explained to him what mum had said and he said he’d 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, didn’t 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.”

Jeff’s not doing that well is he? He’s just spilled out the first thing that came into his mind. And he’s not alone. Perhaps they’re not as bad as Jeff’s 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. That’s 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 weren’t 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 Glen Solly © 2006


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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.

Here’s 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. Wouldn’t 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 are confident go-getters who nearly always succeed. (Give yourself a pat on the back it’s 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.

Don’t 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 USP’s 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 a “checklist of things that have a reason for being” – In other words that checklist Glen Solly © 2006


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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 don’t 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.”

I’ll say it again…all of us have strengths and weaknesses…by recognizing them and then using your USP’s you add value and elevate your strengths and weaknesses to a higher, more positive level.

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Here is an example of a weakness developed into a USP.

A weakness can be “I don’t know” (the answer) A weakness elevated to a USP is… ”I don’t know but when I’m finished here today I’ll 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 I’m 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 USP’s 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 didn’t sound false, and didn’t sound like it was prepared…he 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 didn’t relate it back to me at the time and my own life experiences. Unless you have some sort of response formulated it’s 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 USP’s’.

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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 didn’t have anything prepared... in fact he said, “my mind has gone blank.” When he did come up with an example it wasn’t a very good one. Let’s 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?” Jeff’s response) “I’m a good communicator because I realise there’s a difference between addressing the cabin crew to be seated for takeoff, which needs to be directive in tone to when I make a PA to the passengers during the flight which needs to be informative and authoritative. I mean, it’s all communication but it’s 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.” Don’t forget that all the other applicants will have a similar level of experience or higher than 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 USP’s within it. Just make sure you apply the principles of Important Tip #2 to both.

USP’s 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 you’re 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 USP’s Don’t be too concerned if you don’t get many just now. You get to have another go later in ‘The Guide’. (Let ‘The Guide’ do just that…’guide you’) e.g. demonstrate a positive 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 start I 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.” (That’s a positive attitude as well)

Now it’s 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: Don’t 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 USP’s 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 haven’t 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.

I’ve spent some time looking at xyz airlines and,

because of that I believe I have an insight into your company. It’s certainly a company that I would be proud to work for. One of the things I’m 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.” Let’s 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 it’s 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 company’s 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 USP’s 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 about…”Individual 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 don’t want to come across as arrogant.”

Note: If I were to make the same statement as Captain Hess in an interview it wouldn’t work for me…that’s because it’s not me…it wouldn’t sound right and yet when Mark says it, it seems completely natural. Hence the importance of knowing thyself!

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Important tip #5 Emotion and your USP

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, I’ve 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. •

It’s a positive statement.

•

It’s 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 to kick that goal all the way into the left hand seat.

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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 don’t 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 Pilot’s 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 than how they present themselves (first impressions, will they suit the company image), and how well they articulate their skills and what advantages (USP’s) 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 Airline’s perspective

Important tip #6 Be Positive and use your USP’s to your advantage!

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 and so 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.

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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 goal is 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.

I’ll 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! Don’t 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 how you answer technical questions and anything else they may throw at you.

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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 you want 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

Airline Name

Simulator

Yes

T&C

Yes

Award Wages

Yes

Positive working environment (talked to staff)

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)? I’ve started the list for you. Try to identify as many of your ‘wants’ as you can. Airline Name A job (interview) Award conditions Stable roster Simulator Opportunity advancement Expansion

for

Good maintenance Good equipment Is this company where I want to be in five years time? Ten years? If not where do you want to be 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 strengths and 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 USP’s.

•

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 USP’s and communicating them during the interview.

•

Don’t worry about the other candidate’s level of experience. (I’d be more interested in their ability to sell themselves during the interview)

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•

You must be able to back your USP’s.


Don’t 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 company’s the same or at least similar.

•

Think about what makes a good Captain and then look at your list of USP’s 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. Important tip #7 The three items of a successful USP

1. Know yourself – strengths and weaknesses 2. Communicate the USP’s – practice your ability to communicate your strengths and weaknesses in a positive way by using your character 3. Evidence of your USP’s - ability to demonstrate evidence is crucial to and effective USP

CAUTION

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.

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4.


Phase Two - The Employment process

Usually consists of some, if not all, of the following – 1. Resume and covering letter 2. 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] Eastern Australia Airlines Insight 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 5½ 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.”

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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-selling who you are.

Important tip #8 Covering letters & Resumes

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).

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Charles K Smith 25 Cobblestone Parade Old Sydney Town NSW 8000 Tel: 08 333 000 Alan Wright HR Manager Airlines of the Future PO Box 23 MELBOURNE VIC 3100

13 March, 2010

Dear Mr Wright, I am writing to express my interest in working as a Pilot with your organisation. I enclose my resume as a first step in exploring the possibilities of employment with Airlines of the Future. 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 for interaction with our customers, which I enjoy immensely. In addition to my pilot duties, I am responsible for OHS policies and procedures; I assisted in the implementation of these procedures at the two other bases. I also conduct DG training for the company as per CASA Regulations, Subpart 92C. As a Pilot with your organisation, I would bring my existing knowledge and skills, as well as continue to develop a professional approach to my flying. Thank you for your consideration and I look forward to further contact with you and possible future employment with you. Sincerely,

Charles K Smith Enc.

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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 don’t 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. Wouldn’t you rather the airline know about you rather 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.

On a Personal Note 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.”

Glen Solly © 2006


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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 précis 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 step to the airlines.

Enjoying what you do is not a crime and it shows enthusiasm.

Some airlines like to employ pilots with instructing experience because they believe it gives them a good grounding in the theory and, more importantly, may make them ready candidates for a future training role within the Airline. Other airlines see it as ‘just part of your general experience’ and do not give it much Glen Solly © 2006


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regard believing that, when the time comes, they will choose their Check and Training pilots from those that show an aptitude and a good understanding of company procedures, as well as being effective role models and ambassadors of the company.

Similarly your USP may be that you enjoy being around people. ‘Big deal, so what?’ you ask. Well being people orientated is a big deal. Usually it means you get along with other members of the human race and getting along, although not essential, makes for a pleasant and (in my opinion) more effective multi crew operation.

“We are looking at a pilot not only from the technical aspect but the human aspect i.e. how well you get along with people. Cockpits can become very small places with nowhere to hide if you don’t get along with each other. We need to know that the person behind the resume will fit with our requirements and our culture and if you can get along.” Chris Hine - Chief Pilot, Rex Airlines

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4.4. Writing what counts To write successfully you must –

1. write sufficient volume of document - the volume, or quantity, should exceed what is required (so that you have plenty to choose from) 2. write it as you would say it 3. format the document into headings, paragraphs and tables 4. critique the document for readability 5. rewrite as required 6. reread and ensure what is written on one page affirms what is written on all the others 7. add references/bibliography and ensure they are up to date 8. print the document and read it aloud 9. edit as required and read it aloud again

Hint: There are plenty of templates and information about resume writing on the net, or through books, and there is no end to businesses willing to write you a resume for a fee.

Hint: Spell check your documents and have somebody else read them. They will often read it differently and pick up any ambiguity or mistakes.

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4.5. Record of Resume and contact details pro forma Airline: Contact Name: Contact Details:

Online Application completed: Resume sent: Application form:

Received Returned

Resume Update: Online Application updated: Interview: Result:

Follow Up:

Critique:

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4.6. The Online Application Does the online application mean the end of having a resume? Definitely not! In fact it places an even more important emphasis on the value of having a well written, concise and to-the-point resume.

Your resume provides important

information for the prospective employee that may not be covered in the online application. It’s another opportunity to Pre-sell you and, because it’s part of you, it’s easy to do!

Having all the necessary information at your fingertips is the key here. This is where a current and up to date resume is of value.

Online applications usually incur a fee. Be careful when filling in

CAUTION

drop down boxes as information can change if you do not first come out of the highlighted section.

For example “Do you have an ATPL?”,

‘Yes/No’ if you answer ‘Yes’ and then move on without clicking out of the box and use your mouse to scroll down the page it may inadvertently change the ‘Yes’ to a ‘No’. This has happened!

Example of what may be required: •

personal details

•

military experience

•

e-mail address

•

Education level

•

password

•

aircraft type(s) and experience

•

lost password question

•

log Book

•

employer details

•

licence

•

reason for leaving your last

•

medical details (current)

•

passport – to confirm validity

•

total flight time

believe may be important to

•

instructing experience

your application? (USP)

Glen Solly © 2006

on type

employer? •


any other details which you

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As you can see the online data required is similar to that of a resume, which is all the more reason to keep your resume up to date, and an accurate reflection of you.

4.7. I’ve got an Interview! What does this say about me? What type of person is the Airline looking for? The simple answer is quite possibly you! By being invited for an interview indicates that you are already considered suitable. It is now up to the interview process to sort out the person from the pilot and the pilot from the person. (I.e. level of experience, does he/she suit the company image/culture etc).

Significantly, you are being given the opportunity to show the company that what you have written in the resume is: 1. About you - (i.e. not some fictional character you would like to be, leave him/her at home).

This means the panel gets an opportunity to ask

questions about you - “Tell us a bit about yourself….” They will expect responses along the lines of what you have written in your resume. 2. Factual - By producing your logbook, licence and medical along with original copies of references etc. 3. Knowledgeable - You are able to underpin your licence with theoretical and practical knowledge - e.g. when can you descend below your LSALT? Can you give us an example of when you have been under pressure and how you dealt with it? 4. Relevant - Your USP is matched with enthusiasm, sincerity and examples of how you have applied your USP.

Where possible,

demonstrate how it matches those of the company.

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What does it say about the Airline? Essentially, it says the airline is satisfied that your application meets their immediate requirements. It says they are in the market for suitable pilots, and that they will have certain parameters in mind for the new hires to meet.

These

parameters are usually established to meet the minimum requirements of organisations such as the Aviation Regulatory Authority (CASA, FAA, JAR etc) and insurance company premiums; to meet in-house preferences and to assist the function of supply and demand of flight crew availability (hold files).

The company will also have a good idea of the parameters and characteristics that they believe the ideal employee should have in order to fill the position. You want to exceed these parameters and the best way is through the use of some well thought out USP’s.

Whatever the requirements, the value of your experience has been accepted by the company and they believe you have the necessary experience relevant to their operation.

Importantly, this is also an opportunity for the airline to show you what they have to offer you. Ensuring they will meet your needs, as well as their own. They can establish this in the interview process by the following –

•

Putting a face to the name (first impression) and establishing your character

•

Asking questions to establish your knowledge base

•

Testing.

Personality,

psychometric,

hand-eye

skills

and

technical

knowledge •

Giving you the opportunity to ask questions

•

Finding out what your USP is and how it will benefit the company

•

Simulator

The next step is to test your compatibility via the interview process.

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The Employment Process – Summary •

A covering letter should always be sent with a resume

•

The covering letter should be addressed to a specific person if possible

•

The Resume should be 1-4 pages in length

•

The first page of the Resume should contain the critical points required to confirm your eligibility to meet the airlines requirements

•

By ensuring your covering letter and resume are first class and relevant you elevate your chances of an interview

•

What you put in the covering letter and resume must be 1) Factual & 2) able to be proven (evidence)

•

An up to date resume compliments your online application

•

Take care when using the online application forms. Although tedious they are just another way of vetting - or weeding out unsuitable applicants

•

Always keep a record of resume and contact data base

•

Understand that the initial employment process should be viewed as a prime opportunity to pre-sell yourself

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5.

T

Preparing for the Interview

Phase Three - Preparing for the Interview hink back to all your training - your first solo, earning your wings, the long hours spent studying, never ending exams and countless numbers of tests. How much practice did you put in before each test, exam and each

step forward towards your eventual goal of flying for a living?

As a current airline pilot I know exactly how much effort, and money, goes into building a career in aviation, but when I think back to my early attempts at being interviewed I cringe. At best they were mediocre. I relied almost entirely on the panel recognising what a great person I was. I achieved this, or so I thought, by smiling a lot and by telling them what a great person I was.

In general, interview panels were good to me.

They realised that I was

unprepared, and so they let me down graciously. Eventually, after yet another mediocre interview, one of the panel members asked me how much preparation I had done for the interview. I twigged that something was wrong, and the penny dropped.

OK, so how much preparation do you do for an interview? How much time and effort have you have put into studying, practicing and preparing for the interview?

The answer is probably no-where near as much as you have put into getting your pilot’s licence. Yet providing you’ve passed the battery of other tests, this (the interview) is the only thing that stands between you and the job of your dreams.

When I learnt to fly one of my favourite mnemonics was one about flight planning. In those days you took your flight plan down to the briefing office and submitted it to the Flight Service Officer for approval and stamping. If he or she gave it the OK you were free to go. Some Officers pointed out your mistakes quietly, while others saw it as an opportunity to have a joke at your expense, and point out to all and sundry that you were new to the industry and that you didn’t flight plan properly. Needless to say, it was an uncomfortable feeling being singled out in front of your Glen Solly © 2006


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colleagues and peers. And so it became a mantra as I walked down to the briefing office, with my flight plan clutched in my hand, to recite the 7 Ps of flight planning ‘Proper Pre-flight Planning Prevents Poor Performance’!

I soon learned that showing up to interviews poorly prepared was even more embarrassing and costly so I invented the –

7 Ps of Pre interview Preparation (CReDUSEC™) Proper Pre-interview Preparation Prevents Poor Performance and ensures a Positive review!

5.1. 7 Ps of Pre interview Preparation Prepare your 1. Company knowledge 2. Regulatory and technical knowledge 3. Documentation (Log book, copies of resume, licence, references, portfolio) 4. USP’s 5. Self (clothes, hair, smile, grooming and deportment) 6. End of interview questions and statement of interest 7. Closing for the interview - thank the panel and smile! CREDuSECTM Remember: Even if you think you performed poorly - there have been cases where a successful candidate declined the job offer and thus left an opening for one of the unsuccessful candidates - YOU! (It ain’t over till its over.) Keep fighting until the very last moment. They will let you know when enough is enough.

“The Dictionary is the only place that success comes before work. Hard work is the price we must pay for success. I think you can accomplish anything if you're willing to pay the price”

Glen Solly © 2006

Vince Lombardi


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Lets start interview preparation by looking at the two questions you should ask yourself before any interview •

Why is the interview important; and

•

What can I do to improve my performance and in doing so increase my chances of a successful interview?

It is important to state here there are no right or wrong answers to questions, there are simply answers and better answers – better answers are the ones that make the difference. Better answers rely on research and understanding yourself, and your USP’s. Let’s start by having a closer look at the first question 1.

Why is the interview important?

This can be broken down into 2 parts: (i) What does the company want from you, and (ii) What do you want from the company?

By answering these two questions you will see that the interview is important because it helps both parties validate each other’s requirements and credentials, level of interest, and credibility.

Here’s an example of a question that is often asked by companies to find out your level of interest and what they may expect from you. In effect this one question covers both parts.

In this scenario the interview has been going for several minutes

Interviewers Question) “Mark, when we were talking earlier you mentioned that you had been applying to us for some time now. Obviously you are interested in working for us... can you tell me why it is that you want to work for SkyBlue Airlines?”

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Mark’s Answer) “Well, I had a mate who worked here and he said you were a great company to get experience with, and I just want to get out of GA. You know?”

Interviewers Response)..(laughing) “Yes, we’ve all been there with regards GA Mark and we also realize that we are seen as a step up to the major airlines. Who was your friend who worked here?”

Mark‘s Answer) “Greg Smith.”

Interviewers Response) “Oh! (looks down at his notes before continuing) I noticed on your resume that you’re a training captain on the Metro with your present company. Is that something you would like to pursue further?”

Mark’s Answer) “Yes, but the present company I work for know that I am applying to other airlines, so I don’t think they will ask me to become a Check Captain.”

Interviewers response) “That’s unfortunate. Besides us, what other airlines do you have applications in with?”

Mark‘s Answer) …names a couple of other companies

Interviewers response) “Yes it’s a good idea to have a few irons in the fire. What if you were successful with us and xyz who would you choose?”

Mark‘s Answer) “You of course!”

Interviewers Response) (Laughing) “Good answer…why?”

I think the interviewer is handling Mark’s responses in a professional manner. Mark is fortunate in that he has a good interviewer who understood that the ill thought out response of “I just want to get out of GA” was probably just nerves (and it was an honest answer). It’s worth noting that this response has actually been given to an interview panel. Glen Solly © 2006


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Mark has made a mention of his mate that used to work at SkyBlue. Be conscious of the fact that this can sometimes be a negative thing, as you can gauge by the interviewer’s response – he may be the one staff member they were happy to see leave. Make sure you do your research before name-dropping.

The Interviewer is working hard to get a satisfactory response from Mark’s initial answer, so he continues with his questions and is given an opportunity to again ask Mark why it is he wanted to work for SkyBlue more than he would like to work for the other airline. This time Mark will have to come up with the goods. If Mark had answered the question more fully in the first place he wouldn’t be in this situation of having to prove that he really wanted to work for this company.

Lets give Mark an opportunity to answer the question again, this time, I think you will agree he gives a much better response.

Interviewers Question) “When we were talking earlier you mentioned that you had been applying to us for some time now. Obviously you are interested in working for us... can you tell me why it is that you want to work for SkyBlue Airlines?”

Mark‘s answer) “Sure.

I see working for SkyBlue as an opportunity to join a

Regional Airline that is expanding and will allow me to grow with it. I also like the idea of serving the rural areas, coming from a farming background myself. I’m currently a training captain, which I find very rewarding. If I’m successful today and the opportunity presents itself, I’d like to continue in a similar role here…even become involved more with Checking. Also SkyBlue is based back in my hometown and it would be great to come back.“

Interviewers response) “Ok. Well that’s certainly answered my question. Naomi that sounds like a cue to hand over to you now. As you know Mark, Naomi is a Training Captain and has a few technical questions for you.”

What a difference a well thought out, researched and prepared response makes. Instead of having to pursue the question further the interviewer has his answer. The response Mark gave shows that Mark has done his research into why he Glen Solly © 2006


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wants to work for SkyBlue and his reasons are valid and he is offering to take on an extra role within the company should the opportunity become available.. It proves an axiom… “A good interview panel deserves good answers.” & “A good applicant deserves the opportunity to answer good questions.”

You might take a moment to ponder this statement. It takes a lot of preparation and effort to put together an interview. Below are some of the issues the panel have to consider •

Content of questions to be asked - this has to be driven by the companies’ requirements, e.g. are their needs driven by the fact that they are shortly to lose some Captains to other airlines, in which case they may need to consider pilots who are available at short notice. Employing a pilot who has to give 2 months notice will be of no value to them in this case.

•

Which person on the panel will ask what questions

•

Will the questions be behavioural, traditional, group or a combination

•

How many people will be on the panel and from which division of the company will they come from, flight operations, HR, senior management

•

Where will interviews be conducted

•

Will the interviews take place before or after the sim ride

•

How long will the interview be And so it goes on…

How many pilots do we need? Should we be interviewing some for a hold file for expected vacancies in the future? What experience level do we want?

“I just want to get out of GA.” is not a good enough answer to give as a response. Especially when you consider the amount of time, money and effort that the company puts in to preparing and conducting an interview.

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The Real Pressure behind the Interview An interview is not unlike public speaking, and public speaking can sure be a stressful experience.

It seems that we become very self conscious when we have to speak in front of a group of people we do not know…we are outside our comfort zone.

This is the scenario when we present for an interview. However, in the case of an interview not only do we have to speak in front of an interview panel, but we also have to answer questions posed by people who are experts in many different areas of aviation. Man, I can feel the pressure starting to rise already!

Let’s have a look at what the company can do to do lower the stress level for the candidate. It begins with the way the interview is structured.

In my view the best interviews have the following four points; •

conversational in nature

•

follow a predetermined series of questions

•

contained within a predetermined time frame (with a nominal overrun allowance)

•

environmentally professional (by this I mean the interview room is clean, comfortable and safe) it also means that the room it is held in is quiet with no interruptions, the chairs don’t squeak each time you move, glass of water available, etc

It follows from this that the best interviewers are able to engage the pilot candidate in a conversational manner.

One of the reasons for engaging the pilot candidate conversationally is to take the ‘edge’ out of the interview factor. We are all social animals... we ‘like to be liked’ and we perform better when we are confident. This is not to say that the interview panels’ function is to be liked, they have a job to do and finding the right pilots for

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their airline is that job, but if they can put the candidate at ease as much as possible then both parties will benefit.

Here’s an interesting experiment to try. Start by measuring your resting heart rate. Now count backwards from 500 to 0 in increments of 13. You must complete the exercise in 2 minutes. When you’ve completed the exercise, measure your heart rate again.

Now, unless counting backwards is your thing, you will most likely find your heart rate has increased. My point here is if this simple exercise is enough to raise your stress level, have a think about the effects a 30 – 60 minute interview will have.

If you wrote the numbers down and memorised them (like you did with your times tables at school), the fact you know what the answers are would ensure lower levels of stress and, most importantly, allow you to focus on controlling your emotions during the test.

The same will happen in the interview.

By preparing and researching for the

interview, you will lower your apprehension and, in doing so, will perform better.

So what can we do to lower our stress levels and, by doing so, increase our chances of a successful interview?

Well… there are two things I always ask people …”What do you do to prepare for the interview?” and “How much effort do you put into your interview preparation?” This leads us into the second question.

2. What can I do to improve my performance and in doing so increase my chances of a successful interview?

Let’s take a look at a concept that I use before any interview and one, which I believe, will help you with your interviewing technique. It was developed from the 7 Ps of flight planning…. as in, Proper Preflight Planning Prevents Poor Performance. Glen Solly © 2006


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The concept I am talking about is called CReDUSEC™. CReDUSEC™ is an acronym based on the 7 Ps of Successful Interview Preparation. Prepare your; (i)

Company information

(ii)

Regulatory and technical information

(iii)

Documentation

(iv)

USP’s’

(v)

Self. Deportment, grooming and body language

(vi)

End of interview questions

(vii)

Closing of the interview

The first 3 parts of CReDUSEC™ is CReD as in credibility. Credibility plays a significant role in the successful interview and is one of the key items that both parties are trying to establish during the interview.

Part 1 - prepare your Company information.

By doing your research of the

Company you establish the reasons why you want to work for the company.

Part 2 - prepare your Regulatory and technical knowledge. Your knowledge and study of the regulations and aircraft technical data is often queried during the interview. In some cases you may be asked to complete a 20 to 30 question paper prior to the interview which will then be used as a basis for further questions asked during the interview. A sound knowledge here shows the interviewer that you have the goods when it comes to this area. (It takes the pressure off.)

Part 3 - prepare your Documentation. This includes your logbooks, licences, references, and education certificates. These provide evidentiary proof of your qualifications.

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These first three items of the 7 Ps’ of Successful Interview Preparation Company

knowledge,

Regulatory

and

Technical

knowledge

and

Documentation establish your ‘on paper’ credibility.

Part 4 – develop/identify your Unique Selling Proposition(s). Part 5 – think about your Self. Self as in ‘you’ means deportment (how you carry your self, your body language and dress sense) and grooming, hair neat and tidy, nails trimmed, shaved, etc.

Part 6 – prepare your End of interview questions. At the end of almost every interview I have attended I have been asked the question, “Do you have any questions for us?” Your questions should be time relative and specific.

Part 7 – prepare for Closing the interview. Remember that it ain’t over till it’s over. Have a think about how you will prepare for that…I suggest standing tall, with a smile, a firm handshake thanking them for the opportunity and telling them that you want the job.

Let’s hear what Captain Naomi Radke (B737 Training Captain) had to say when I asked her the question “What do you do to prepare for an interview?”

Captain Radke: “I like to start with a snapshot of my career up until now. The good bits and the not so good, and what I have learned from both. This reminds me of what I have achieved and that there was a reason for this - my personal pep talk and confidence booster. Once you're feeling confident then the rest will flow. For me I work through systematically general knowledge on the airline (history, current issues, fleet info), review my current aircraft to prove at any stage I will continue to learn and general aviation knowledge. I also try to imagine some of the general type questions that they may ask and have thought about some scenarios that demonstrate my professionalism and values. This helps get me into the right mindset. I know when the right amount of effort has been put in when I feel confident and ready. I also just run through in my mind the first few

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minutes to help reduce the effects of nerves. You are better to accept that there will be some nerves and use them to your advantage to get you focussed.”

Company knowledge. Preparation. Thinking up responses to answers that may be asked. Understanding her USP’s’ - Captain Radke has her bases covered.

I asked the same question of Captain Craig Baker (B737 Training Captain). Here is what he had to say.

Captain Baker: “For airline interviews I have always prepared in a positive manner. I have a good general knowledge of the airline, history, fleet and key people. I believe the process is a "snap shot" of you so you need to present well. Irrespective of what the dress code of the airline is, you should be well groomed/dressed, have all the required documentation to provide the interviewers on request. All log books and licences should be up to date for presentation.

I have never been one to get into the nuts and bolts of the process. I remember many years ago, for Cathay there was a book that "had" to be read. I managed to purchase a copy of this book and whilst it was a good read, had absolutely no relevance to the interview proceedings or questions. Even when in HKG it was being touted as the gospel for Cathay interviews. Another was “Handling the Big Jets” which some of the theory came up in a test, but this would be known from aerodynamics.

I also believe that mindset has a major part in success of any particular interview. So that said, mindset and visualisation of the situation has been a major key to my success in the aviation interviews I have completed over the years.” Company knowledge. Documentation. Self – deportment and grooming (first impressions). Visualisation. Captain Baker spends time in preparing for his interviews.

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Company knowledge, Regulatory and technical knowledge, Documentation, USP’s’, Self – deportment and grooming, End of interview questions, Closing the interview…CReDUSECTM.

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5.1.1.


Company knowledge

This will mean a bit of investigation on your part – •

The most obvious place to start is the World Wide Web where you can get instant information, and therefore instant knowledge, in your preparation for the interview. The background information you collect will help you phrase relevant questions for your initial telephone contact with the airline.

•

Another great place to get information is straight from the company’s staff, even if that means waiting outside the office to ask them - what it’s like to work for the organisation, etc.

•

Try looking at the Stock Exchange (if the company is listed) for any company announcements. A copy of the company’s prospectus will also contain vital information.

•

There may even be books about the company, as is the case with Virgin Blue - Richard Branson’s story. Or Southwests Herb Kelleher

•

Ring the person responsible for media releases and ask them if they would mind answering some questions about the company.

Knowledge gained should include •

General company information - size of company, location of head office…

•

Technical information such as aircraft type(s) and quantity.

•

Services such as route structure, timetables. Passenger numbers.

•

Number and location of bases. This is important, as sometimes it’s harder for the company to attract crew to work in their remote bases. If you like the

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idea of a country/regional base then let them know during the interview, but make sure you stipulate which one otherwise you may end up with an offer that will put you in a position of having to refuse. •

Company structure such as who heads up the company (CEO), who is the Chief Pilot, who is the Training and Checking manager, Flight Attendant manager, Fleet manager, etc?

These are important people within the

structure of the company and be aware that if you are armed with this knowledge and they are on your interview panel they are likely to ask you questions based on their area of expertise. •

Try to gain an understanding of the company culture; will it suit you? Believe it or not but some companies just aren’t going to work/be compatible with you. When I think back to the companies I enjoyed working for the most they were the ones who had a family connection and were run by the person who owned the company. That is just my idea of the ideal company yours may be the hallowed halls of an international airline. Whatever it is, don’t spend all your time getting into a company you’re going to hate working for.

I believe if this were given more consideration by both parties, the end result would be a much more satisfied workforce.

Nearly all surveys show that active participation, benefits earned or awarded (USP’s), and a feeling of being valued by your company rate higher than actual rates of pay. See the exercise and the table on the next page – it’ll get you started.

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Exercise 4 Background information to your company knowledge Airline Name Company Information (add as much as you can) Size of Company Head Office Base Location(s) Public/Private Co Chairman’s name CEO Chief Pilot Training & Check Manager Fleet Manager Flight Attendant Manager HR Manager Airports Manager Route Structure Aircraft Type(s) Aircraft No’s Award Conditions

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Company Information

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Airline Name


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5.1.2.


Regulatory and Technical knowledge

This is an opportunity to revise what you already know, and if you already know it how easy is that! Some examples are listed below. •

Flight and Duty times (CAO 48)

•

Terminal section of Jeppesen

•

Own company regulations

•

Current aircraft. E.g. speeds, weights, performance

•

Engine failure brief - if your present company doesn’t have one then find one that is relevant and learn it (you should know as much as possible about the take off phase of the flight that includes CAO 20.7.1B).

•

CARs/FARs/JARs as they pertain to your operation. E.g. CAR 217 Training and Checking organisation

Hint: Try to think up scenarios that will help you remember the information rather than trying to memorise the relevant sections. I find this far more helpful, and it takes some of the pressure off.

Hint: A picture is worth a thousand words Get yourself a workbook that has blank pages on one side and lines on the other. Then cut and paste pictures or diagrams that are relevant to your study notes. E.g. copy the circling diagram from the airways manual. On the lined side write out in your own words (or verbatim) how to fly the circling approach. Remembering the pictures and your own words will be a lot easier than learning the section off by heart.

Hint: Positive reinforcement In the same book cut and paste photos of the aircraft you want to fly and those that are relevant to the company that you are applying to.

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Exercise 5 Write a list of the regulations and technical knowledge you think will be relevant and what sections/parts to study up on. e.g. CAO 48.0 flight and duty

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5.1.3.


Your Documentation

•

Licence. Make sure you take it! The interview can’t proceed without it.

•

Check your charts and documents are current and amended.

•

Make sure your log book is up to date. This means to the date of your last flight!

•

Make sure your medical certificate is current. If it is due then at least make sure you have an appointment to renew it so if you are asked you can demonstrate that you are on top of it.

•

Ensure you have enough copies of your resume so that all members of the panel have access to one. Make sure you have the original/master copy with you

•

Prepare your portfolio (see important tip #6 below)

•

Now here’s another one for ‘first impressions’ - carry the documentation in your Nav Bag. If the Nav Bag has seen better days then consider updating or if you can’t afford that then give it a clean and polish, or consider leaving it outside the interview room and carry a compendium type bag with you into the interview room that is smaller and easier to carry. The company will be looking for professionalism.

Important tip #9 How to organise your portfolio

Carry all of your personal and company information in a specially prepared portfolio. If you follow the format on the next page you will build a killer portfolio that carries all the documents you need.

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Portfolio Here is my suggestion for building a portfolio that is relevant and able to be quickly referenced.

Section 1

This should contain the master copy of your current resume, including enough copies for the entire panel.

Section 2

This should contain references beginning with the most current and up to date. Behind these in another envelope should be copies of each reference.

Section 3

Information on the company you are seeking employment with. Use the table, which you did previously just make sure it is only about the company that is interviewing you. Include photos of aircraft flown as well as those that the company flies.

Section 4

Copies of relevant sections of logbook and licences and education certificates/Degrees.

Section 5

This section can be for awards and recognitions.

Include

copies of community awards, as well as any employer recognition and customer letters of praise.

Hint: Make sure that what you put in your compendium is relevant. The idea is that if one of the panel members takes a ‘quick look’ through it they are able to do so in about five minutes. If they want to know more then you can fill in the rest.

Hint: Use a pocket in the portfolio to carry pens/pencil/ruler and breath mints etc. Glen Solly © 2006


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Exercise 6 Preparing Your Portfolio Prepare your sample portfolio by writing notes as to what you may include and then gathering copies and originals of those documents into a folder.

Section 1:

Section 2:

Section 3:

Section 4:

Section 5:

Hint: For easy access, use dividers to tab the relevant sections Glen Solly © 2006


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Exercise 7 Gather your own documentation together and make sure it is complete, amended and current. Make photocopies of documents as required. Nav bag or compendium Licence and medical certificate Log Book Jeppesen or similar airways documents Resume Passport Birth certificate References Awards Education/degrees and other documents you may think are of importance

Hint: make sure that what you tell them is reflected

in

your

documentation,

for

example if you have a

pressurisation

endorsement

make

sure it is noted in your

log

book

(if

required) and that it is also noted in your licence. Note: Interview panels love finding inconsistencies in documentation. It allows them to turn up the heat - and I don’t mean the air-conditioning.

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5.1.4.


Your USP’s

Now we come to my favourite part of the 7 Ps of interview preparation, the fourth part which is USP’s. USP stands for Unique Selling Proposition/point. A USP is used when trying to establish a new product or re-establish an old one on the market place. In effect the marketing boffins are trying to find out what it is about that product which makes it stand out over and above its’ competitors. Think of it as you marketing yourself to the company. In actual fact it was often stated by the people I interviewed when I wrote ‘The Guide’ that in effect the pilot was selling him/herself to the company. The company is trying to figure out what it is that makes this particular candidate the one that they want to employ, the one that stands out over and above his/her competitors.

Now that you have established some background information on the company think about your list of USP’s and make sure that, •

The USP is not something that is overboard and it is not something that should make you look weird or psychotic.

•

You practice your patter about who you are and what you want out of your career as well as the company you are about to be interviewed by and,

•

They offer something to the company that is of value to them.

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Exercise 8 Now that you have researched the company(s) that you are interested in or have been offered an interview with, have a second look at the USP’s from Exercise 1 and add any extra ones that you believe will be of value to you in your preparation for the interview.

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5.1.5. Men


Yourself – Grooming and Deportment

If you do not already own one then go out and buy, or hire, a suit. If this is not possible then at the very least wear a pair of business trousers, a business shirt (and jacket/coat if appropriate), matching tie, belt and polished leather shoes.

This is the minimum for an

interview. Heres an example of what not to wear! (and a bad USP) An interview a friend of mine attended many years ago illustrates the importance of first impressions. One of the pilot candidates turned up in a purple suit. This wasn’t a conservative colour purple suit, it was LOUD! A member of staff at the airline came out of the interview room, took one look at him, and told him he was at the wrong place and directed him to a nearby room where they were holding ‘Receptionist’ interviews. Needless to say, by the time he had figured out that he was in the wrong room he was in no fit state of mind to complete the interview satisfactorily. Just because political correctness was invented in the early nineties, it doesn’t protect you from human nature. *** Although it may be obvious, make sure you attend the interview with your hair combed or brushed, recently trimmed and clean shaven. Use a deodorant and cologne - but don’t overdo it! No beards. Women

Dress conservatively - dark coloured knee length skirt, and blouse with jacket. Court style shoes (no stilettos). If you can find out what the corporate dress is, a good idea is to base your outfit on that. Don’t wear too much make up, if hairstyle suits wear your hair up or back.

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Both


where possible, cover up your tattoos and remove your nose ring – in fact any excess jewellery should be removed. Most companies have a policy detailing what jewellery can/can’t be worn.

If your personal hygiene isn’t up to scratch then seek advice and consider not eating those curries or garlic for a week before the interview. Visit the dentist and have your teeth cleaned. Believe it when I say that personal hygiene is often covered in the company’s policy and procedures manual, and senior staff will contact you if your breath smells or your body odour is offensive.

So what chance do you have at the interview stage if your personal hygiene isn’t good?

Are they going to employ you and then go through the hassle and

embarrassment of calling you in for ‘tea and bikkies’ to discuss your personal hygiene?

If you are too embarrassed to ask your friends, then here’s one way to find out how your breath smells. Wash your hands in water only and dry them. Lick the top of your hand and let the saliva dry, and then smell the top of your hand. If you pull away and screw up your nose, chances are you have bad breath. Go to your dentist, have your teeth cleaned and scaled, and ask for general advice on oral hygiene. They will thank you for it.

Important tip #10 First impressions are vital!

This means well groomed, neatly dressed, firm handshake and smile!

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Exercise 9 Prepare yourself - checklist Clothes

The web is great for fashion/colour advice. Go windowshopping; window displays are great for fashion ideas.

Hygiene

Cologne, perfume, etc. Dentist, if required.

Grooming

Hairdresser, Manicurist, even the beauty salon for a full makeover – you won’t just look great – you’ll feel like a million dollars and that will do wonders for your confidence.

Stature

Don’t slouch. Stand and sit up straight (it makes you look interested). Try not to sit cross-legged, cross your ankles instead.

Mannerisms

Video cam yourself being interviewed by a friend and you’ll see any annoying habits you may have – fidgeting, touching your ear/nose/hair, etc.

Voice Tone

Try taping yourself in a mock interview and listen to your voice tone, pitch and pace. You’ll also pick up the fill in words that are a dead giveaway for nerves – umm, but, OK, right, etc….

Body Language

Be aware of your body language – the video will be good to see how you present. Smile, relax and be aware of your breathing.

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5.1.6.


Prepare your interview questions

Hint: As a rule these questions should be time relative and specific, they show that you have a good understanding of what the job is about and an interest in the position. •

Its Ok to ask about rates of pay, but don’t take it to the ‘nth degree. A better question may be to ask whether or not the company has a training wage. If it does, then enquire how long it lasts and what the pay rate changes to after completion of training. Then ask about terms and conditions if that has not been covered. It is a good idea to leave it at one question on the subject at a time. Don’t give it the third degree otherwise it may appear as if that’s the only reason you’re interested in the job.

•

Ask how the company assigns pilots to its bases if it has them.

Take a look at the following examples; they are time relative and specific•

“I know that you are listed on the stock exchange and that fuel prices have recently been going through the roof. How much of an impact has this had on your operational procedures?”

This shows that you are aware of the commercial pressures placed on the airline by the recent spike in petrol prices. It also shows you are aware that as a pilot you may be in the front line of the airlines efforts to save on fuel consumption through any variations in operational procedures. This may also lead into discussions on what impact it (the rise in fuel prices) has had on the share price, so be aware of what the current share price is. •

“I have been looking at the ports that you fly to and I notice you have recently added a new one to your schedule. How is it performing?”

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Again the above question is time relative and specific. It demonstrates that you have researched the company. The addition of a new port is often the reason an airline employs new pilots. •

“I read that you received IATA’s prestigious Airline of the Year award this year. That must have been quite an effort, congratulations. Is there any one thing you felt that contributed to the award, OR, what is it about this airline that makes it stand out above all the others?” (Be prepared to back this question up with your own responses/opinions)

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Exercise 10 Prepare your interview questions based on the research you have done so far E.g. Ask the panel what it is they like about working for the company Remember – time specific and relative (How long to a command - although important - is not really time specific because it depends on so many factors and it is often covered in the interview by members of the panel)

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5.1.7. •


Closing the interview

Thank the panel for providing you with an opportunity to introduce yourself to their organisation, and to tell them why they should employ you.

•

Tell the company that you want the job.

•

Leave the room as you entered; confident, well-groomed, neatly dressed, firm handshake and a thank you with a smile! (You have nothing to be ashamed of; you gave it your all!!)

Closing the interview correctly is important. Perhaps just as important as the start because it is an opportunity to show that you are keen to come on board and participate as a willing and valued team member.

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Exercise 11 Write a short paragraph of what you might say at the end of your interview.

Hint: Two or three should be enough Practice standing up and saying it in front of a mirror, then with a friend.

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Preparing for the Interview – Summary •

The Successful Interview is one that is prepared for

•

Use the 7 Ps of Interview Preparation and CReDUSEC™ to break the interview into smaller parts to make it easier to prepare and study for

•

Company knowledge is vital

•

Documentation forms an important part of the Successful Interview – make sure it is presentable and up to date

•

Portfolio preparation assists with document presentation

•

Regulatory and technical questions are not easy to study for, so make sure you use a variety of good resources to assist – there is no excuse however for not knowing the basics

•

Use scrap booking and cut-and-pasting to help you build up a solid knowledge base and to help you memorise technical details

•

USP’s are the one thing YOU can control – they are worth the effort

•

Your grooming and deportment set the tone to your professional image – a good sense of dress/fashion isn’t a bad USP either

•

End of interview questions should be time specific and relative – they show that you have a genuine interest in the position

•

You want the job? Then tell them! …After all - you know they won’t regret choosing you.

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6.

T

The Mechanics of the Interview

Phase Four - The Mechanics of the Interview he first few seconds of the interview are very important – You never get a second chance to make a first impression at an interview, EVER! Once the moment is over it is history. Don’t let yourself be consigned to history -

you want to be part of the companies’ future.

Look at it this way - A person seeing you for the first time immediately after your football team has won the grand final would get a completely different perspective of you if they were to see you at the end of a long day at work, having just been given the bad news that you didn’t get the promotion you believed you were a sitter for. These are examples of emotions at the extreme end of what would be considered normal. They will affect your ‘persona’ and how the recipients of your ‘on-the-day’ persona view it.

Similarly if you turn up wearing a really loud purple suit, as against a conservative business suit, the panel will form a completely different opinion of you, and I would suggest the latter will result in the more favourable opinion.

6.1. First Impressions This first impression sends a message to the interview panel about you.

Arthur Caruana agrees with this and adds, “Get that right, along with a smile, and the panel can relax a notch or two.”

I find it interesting to note what Arthur said, “The panel can relax a notch or two.” Sure the interview is hard for you, and stressful, but it also places a certain amount of stress on the panel. There is a lot at stake. Arthur says, “Helping them tick the boxes, even the mental ones that they are making about you, can be the difference between a job offer or not!”

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Address the person you are meeting by looking at them, not at your shoes or the picture on the wall behind them. Try to remember their name; even interview panel members like to think that they are somebody.

If you don’t remember

apologise and ask for it again (don’t forget this time).

6.2. Body Language Latin, it’s all Greek to me…but everyone understands body language. Nowadays we have more ways than ever of communicating. Radio transmission verbal, e-mail, mobile phone, text, satellite to mention a few. There is one way of communicating that hasn’t changed. It’s a silent type of communication skill that is equally important. In fact a lot of this particular way of communicating hasn’t changed in hundreds perhaps thousands of years. language of course.

I’m talking about body

One of the leading proponents of body language, Allan

Pease, really speaks to me when he puts it this way…“Charlie Chaplin and many other silent movie actors were the pioneers of non-verbal communication skills; they were the only means of communication available on the screen.” Allan Pease

Luckily when you attend an interview you don’t have to do mimes/charades to get your point through. So what part does body language play in an interview? Plenty!!!!

Before a word is spoken your clothing, grooming and body language send a powerful message to the interviewer. Your posture, smile and handshake are part of your body language and are an important factor in your overall first impressions.

My body doesn’t mean what I am saying (incongruency) It is possible to say one thing while sending a completely different message to the interviewer with your body language. For example telling the panel that you are a

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motivated individual while leaning forward with your head on the table and yawning is probably not going to convince them. Similarly, sitting on the edge of the chair wringing your hands while telling them that you are a serene, meditative person may send the opposite message to what you are saying.

For this reason, it is important to realise that what you say with your words should be matched with what you say with your posture. Make sure you lean slightly forward on your chair and look interested.

If you don’t believe body language is relevant, then consider the Cathay Pacific cocktail party where your interaction with each other and company management during the course of the evening is observed.

Drawing the interviewer to you By leaning forward slightly and nodding as you speak you support and add meaning to your words. By tilting your head slightly and looking at the person talking to you, you show interest in what the person is saying.

These two

techniques are very effective in drawing the interviewer towards you. In day-today social conversation your interest level will wax and wane. The same occurs, to a lessor degree, during the interview. Using this technique will help you stay focused and in control of your listening and response skills.

Be aware that body language also applies to the interview panel. If they shake their heads, sigh or fold their arms, this may be a sign of their displeasure at your response.

If you are nervous and feel that your body language is conveying that then tell them, “After all the study and effort that I put in I am surprised I am so nervous.” By telling the panel that you are nervous will often make them more empathetic towards you. Be prepared for a statement, “that’s OK it’s really just an opportunity to get to know you and then ask a couple of tech questions”, following this statement there may be a question along the lines of, “it’s good to hear you’ve put some work into the interview can you tell us briefly what you did to prepare?”

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There is much more to body language but if you understand the importance of good posture, being interested and alert then you are on the right track and for that reason I will not spend any more time on it. Just be aware that it can be a factor for not getting the job if you do not pay attention to it. If you want to know more see the recommended book resources (page 101).

On a Personal Note In an interview I attended, I experienced first hand the importance of body language. The interview room consisted of four panel members who were seated behind a table. Beside them seated at a table were two psychologists. Their table was placed at right angles to the front table and formed an ‘L’ shape. The candidate was seated between them facing the four panel members. In effect you were out in the open. This layout was deliberate and allowed the psychologists full view of you and your body language (because there was no table present at the applicants chair) while the interview was in process.

6.2.1.

The Handshake

Does a handshake really matter? Think back to the last time you got a limp handshake or a bone crusher. What impression did it make on you? Was it distracting? Disgusting? Shocking? Whatever your reaction, you probably weren't feeling positive about the other person.

What a sloppy handshake says about the person behind the hand is that he or she just doesn't have things together. And if you're the sloppy shaker, you're telling the client, boss, or interviewer that you have problems. That conclusion can lead him to make a subconscious decision that he doesn't want to do business with you — or that you won't make a good representative of his company.

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The handshake is the physical greeting that accompanies a verbal greeting. Because the handshake is used universally in business, knowing when to shake hands and how to shake hands confidently is vital.

CAUTION

Getting the right form

What is a proper handshake? The act seems so simple, yet people get confused over how to do it.

Important Tip #11 To shake or not to shake…

Not shaking hands is a very clear form of rejection and is extremely insulting to the other person. In Australia and most western cultures, you're expected to offer a firm handshake and make eye contact at the same time. A firm handshake with good eye contact communicates self-confidence.

Be mindful that different cultures have different boundaries. Middle East the grip is much gentler.

In Asia and the

A firm grip could be interpreted as

aggressive.

An appropriate handshake begins at the introduction: 1.

Extend your hand and grip the other person's hand so that the webs of your thumbs meet.

2.

Shake just a couple of times. The motion is from the elbow, not the shoulder.

3.

End the handshake cleanly, before the introduction is over.

Important Tip #12 Name Tags

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If you're wearing a name tag, place it close to your right shoulder because that's where a person's eye naturally wanders when shaking hands.

If you want to count, a good handshake is held for three or four seconds and the hands gently pumped two or three times; no more.

Shaking hands can be

awkward in some situations. Should you be introduced to someone when your hands are full, carrying files or other packages, don't try to rearrange everything. Simply nod your head as you respond to the introduction.

Understanding the protocol of handshaking When someone makes an introduction, always remember to stand (if you're seated at the time) so that you can shake hands on an even level. That goes for women as well.

6.2.2.

The Jacket

At the commencement of the interview I was often told to “feel free to take your jacket off”.

Important tip #13 Coat on or coat off?

Arthur Caruana, former Sydney Flight Operations Manager for Regional Express, suggests that you take a moment to notice whether the panel have their coats on or off and to follow suit. (No pun intended)

6.2.3.

The Mobile

Important tip #14 Mobile Telephone – Turn it OFF

Yes people actually do answer them during the interview. (They don’t get the job)

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6.2.4.


Time Keeping Important tip #15 To be or not to be …late

I haven’t mentioned it yet, so now is a good time. Make sure you know where you have to go and allow plenty of time. It is OK to turn up 15-20 minutes early no sooner (waiting can be a daunting experience).

As a pilot you are expected to have a good grasp of the importance of time. Not only because of the requirement to meet your ‘position reports’, but also its effect on your passengers and meeting company scheduled flights.

The bottom line is DO NOT BE LATE!

Research shows that this goes against the candidate.

On a Personal Note At one interview I was particularly nervy. I really wanted the job and was really keen. After I answered each question, I would ask the panel, “Does that answer your question?” Needless to say I didn’t get the job and, as much as I hate to admit it, they were right on the money. When I had allowed myself twenty four hours of misery, I collected my thoughts and gave myself an honest appraisal. I realised that, had I been on the other side of the interview panel, having the candidate ask “Does that answer your question?” each time would have had me wondering if the candidate was uncertain about either the context of the question or the suitability of the answer – maybe lacking in confidence. I could have said anything and they would have agreed with me!!!!

CAUTION

A good interviewer will let you hang yourself. They’re not trying to be nasty or mean, they simply want to get a look at the person they

are seriously considering employing and then spending tens of thousands of dollars on training. If they can save themselves a costly mistake they will.

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CAUTION


Don’t talk yourself out of the job. (Control the urge to let out too

much information. Answer the question and only the question.)

Note: You are a major investment. Spend some time and have a think about what it costs to train you. Try to look at your employment from the companies’ point of view.

All good interview panels will make allowances for nerves.

Remember that simply by the airline asking you to attend the interview you are being give the message, “We consider you of such a standard that all that stands between you and employment with us is... you!!”

I’ll leave the last word to Captain Andrew Wilder. “If you want something badly enough you will be nervous…accept that, if your not nervous you probably don’t want the job.”

6.3. Interviewer Types As I have already said there are many different personalities involved in the interview process. Here are two examples:

The first is the astute, sharp-as-a-tack type. They are confident and aware of their presence. They know themselves, their capabilities, and are very much up front and in your face.

They will dig deeper and deeper if they think you are trying to bluff your way through or show signs of uncertainty.

Important tip #16 What you don’t know is just that… what you don’t know.

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If you don’t know the answer these are the magic words… I don’t know! By definition because you don’t know (the answer), bluffing or trying to B*S* (lie) your way through should never be attempted.

The second type is the friendly affable person who just wants to talk to you, they make you feel as if you’ve already got the job, and this just is an opportunity to get to know you before any one else in the company.

Eventually you tell them everything that you promised yourself that you wouldn’t. Too late you realise that you have said too much and you’re going to walk out empty handed. Both types need to be treated in the same way, and that is deal with them on a professional level, answer the question and only the question!

Whatever other types of interviewers you come up against they should be dealt with in exactly the same friendly professional manner.

What to say when you don’t know the answer You have a number of options here. When I started with the Northern Territory Aerial Medical Service I was given this piece of advice by my Check Captain about how to deal with unreasonable or unsafe requests from customers. Tell them that it is not possible to do as they have asked and then offer an alternative solution that will satisfy both yours and their requirements. This piece of advice can be applied to the interview. •

As I have already said above, tell the interviewer that you don’t know (Honesty is appreciated)

•

Tell them you don’t know but you can give an example of a similar situation.

•

Tell the interviewer you don’t know (the answer) but you do know where to find the answer. e.g. CAO 48 Flight Time limitations

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Eastern Australia Airlines Insight It is usual for the panel members to ask questions that are relevant to their respective expertise. It is a good idea to ring the company and find out who the Chief Pilot is, the CEO, Check and Training manager, Fleet Manager, Human Resources Manager etc.

Hint: Some interviewers will test you by placing your chair at a distance from them. They want to see if you will take the initiative and bring the chair forward into the conversation zone. A good rule of thumb is to place the chair the same distance from the table as the interviewer is.

Todd Chapman from Eastern Airlines offers this insight into a candidate who tries to B/S their way through an answer. “Any good interviewer has a lie detector, you just do. There are subtle give-a-ways a lot of people do, such as fidgeting or looking down when answering.”

Todd continued on by saying that, “What we will do if we suspect the candidate is not being truthful is re-ask the question in a different way – get them to corroborate their answer again. This information may then be checked against the references. If the information is not in the candidates references then we will say something like, ‘actually I noticed that Bill Blogs is one of your referees – do you mind if we ring him to confirm that with him?’”

Todd finishes with the comment that - “Not being truthful will never work. I am keen to get the message out – if you are a good person you don’t have to lie to succeed.”

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6.4. Interview etiquette •

Don’t chew gum

•

Don’t interrupt an interviewer

•

Don’t argue or debate a point simply to prove your point

•

Don’t play the fool – a sense of humour is OK

•

Don’t look at your watch

•

Don’t fidget

•

Don’t fold your arms

•

Don’t point your finger

•

Never ask how the interview went

•

Never try to brown nose your way into a job by sucking up to the interviewer

•

Don’t give smart alec answers

•

No matter how much an interviewer tries to bait you, don’t respond by being hostile (otherwise the interviewer has won)

•

Don’t wear sunglasses – they should be in your briefcase or nav bag

•

When introduced wait until being invited to sit before taking your seat

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The Mechanics of the Interview – Summary •

Once more with feeling – First impressions are vital

•

Body language goes hand in hand with what you are trying to communicate

•

Address the person who asks you the question first, then address other members of the panel during your response

•

Master the handshake

•

Don’t be late

•

Being Nervous is normal – accept it and deal with it, voice your nerves if it helps then get on with the interview

•

Be honest

•

Professional interviewers deserve professional responses

•

Professional responses are a USP

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7.

The Interview

Phase Five - The Interview

“Ask not what your country can do for you rather what you can do for your country.” President John F Kennedy

If you cannot communicate your personal commitment and drive through your words during the interview then all you have is what every other pilot attending the interview has,… the minimum requirements to be asked to attend the interview, and if that is all you have then it is a fair bet that is all you will have when you leave the interview – the minimum requirements to have almost gotten a job. You will leave as you came, empty-handed

T

here are many facets to the interview, and the number of personalities and personal preferences of the interview panel are infinite.

Similarly, the

same can be said about the pilot who is facing the interview panel. I am

the first to admit that not every eventuality that may be faced at the interview stage can be covered.

However, after countless discussions with both pilots and interview panels, I am convinced that a well prepared candidate will show up on the interviewers RADAR and, in doing so, will ensure the best possible opportunity of a successful interview.

As I said earlier I spent quite a bit of time at my early interviews telling the panel what a great person I was. Well, it didn’t work back then and it won’t work today.

A good interview is one you’ve prepared for. If you are prepared, and have a depth of knowledge about the company, about yourself, your experiences and how they relate to you, then they will begin to merge with those of the company.

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After all, the company itself consists of a group of individuals who apply their individuality within the framework of a team in order to achieve a common goal.

The company needs to know that your skill set, your temperament and your individuality, will fit their temperament, their individuality and their goals.

To

achieve this you must have your own set of clearly defined goals.

Important tip #17 Answering the question Engage brain before tongue. Consider your answer before responding. Give clear concise answers.

Use your most important points first – all interviews are time critical and you want to make the most of your time available.

Vary the tone of your voice you don’t want to come across as if your answers are canned.

7.1. Types of Interview There are several types of interviews that can be used to assess a candidate’s suitability, however, in aviation these are the three most common interviews:

1. Behavioural Interview 2. Traditional Interview 3. Group Interview

All have different ways of finding out the information that the company requires to know about the candidates’ suitability.

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7.1.1.

The Interview

Behavioural Interview

In nearly all of the pilot recruitment interviews I have attended there has been a component of the behavioural type interview included in the process.

What is a behavioural interview? A behavioural interview is one where you have to demonstrate your competencies, (knowledge, skills, and abilities), by giving examples from your past experiences. Behavioural interviewing asserts “the most accurate predictor of future performance is past performance in a similar situation”. It is important to note that the experience can be considered as a success or as a failure. What you did to respond to the success or failure and how you addressed the failure in particular is as important as the experience itself. Make sure that you can show that you learnt from the failure and in doing so show that you can make it a positive experience. As I have already stated, every interview has its unique focus and requirements, however some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy - not scripted answers. Your goal should be to emphasize the experiences in your background and by the use of your USP’s that best fit what each interviewer is looking for. Take a look at some common questions and think about you should consider when formulating your responses. Work through each potential question, creating your own responses based on your research for your own ‘guide to the successful interview’, and you will be in great shape for your next interview. Hint: Practice aloud with someone.

Behavioural interviews are interviews conducted along the lines of •

Describe a situation where you have had to use CRM…

•

Give me an example of the last time…

•

Tell me about a time you had an ethical dilemma…

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Fill in the blanks with one of your competencies (knowledge, skills or abilities). Draw from an experience which highlights your USP. You can then expect to have follow-up questions seeking further responses and clarification of the depth of your knowledge.

Note: A good pneumonic for behavioural interviews is S.A.R. (easy for a pilot to remember) S

is for Situation

A

stands for Action which you took to solve the problem

R

stands for the Result of your actions

“Tell me about a time you had an ethical dilemma?” is a good example of a question with which to use SAR. Intent: The interviewer is looking for evidence of your ethical standards and honesty. Context: I picked this question because I found it difficult to answer, and because

On a Personal Note I believe that no matter who we are, we all have our ethics tested at some point. Response: Without naming names, describe the situation and how you dealt with it. The response may focus on you, or it may involve other people. Remember, your political acumen is being tested. Situation: Early in my career I was rostered to fly a camera crew out to their shoot. After loading their equipment I went across to the briefing room and updated my weather I was gone for no more than 15 minutes. The flight out to the destination was uneventful. As I was unloading I noticed three extra boxes in the nose locker. I queried the film crew and was told they had turned up while I was at the briefing room and that they had loaded these extra boxes themselves. Because I was concerned about the aircrafts’ maximum take-off weight I

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rechecked the weights and although I had not taken off overweight I found that because of the short sector and low fuel burn I had landed overweight. Action: I checked the company paperwork for information on overweight landings. I then notified the company and gave them all the details as required. Result: The aircraft was subsequently inspected and returned to line. I met with the Chief Pilot and discussed the incident. He phoned the film company and made sure that they were aware of the requirement to not load anything without flight crew permission. At my suggestion we added the possibility of overweight landings occurring due to short sectors and low fuel burn in the company route manual. Note: It would have been easy just to pretend that I had never noticed the ‘extra’ boxes and ignored the possibility that I had exceeded a weight limitation. The moral of the story is that although I was sweating bullets at the time I look back now and understand it was a learning experience and that I did the right thing notifying the company. Behavioural Interviews are an opportunity for •

You to demonstrate your knowledge and to showcase you and your USP and thus your store of quality. As given in the example above, honesty and integrity are quality attributes, and the ability to demonstrate them is an excellent USP.

•

The panel to interact with the candidate in an almost normal conversational process that allows them to have a look at the candidate and to delve into his or her character. It allows them another means of assessing the quality of the candidate. It allows them to find the magnitude of quality by seeking an understanding of the depth of the candidates’ responses to the questions asked and to find the candidates USP.

Note: Good interviewers will take it all the way to the limit of your knowledge in an effort to gain an understanding of how you respond to what you don’t know or

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don’t have an answer for so be prepared to tell them that you don’t know the answer.

My way of viewing the point where I hit the wall is, “I know what I know, now is an opportunity to expand on that and grow my knowledge.”

CAUTION

Extremes in character are signposts to the interviewer of possible problems, so don’t go to the interview ready to show them what an

extremely great person you are, rather what a normal everyday great person that you are and that you are the candidate who has the skills and the positive attitude they are looking for and at some point in the future you would like to take on a Captaincy or possibly a management role.

In other words you have a

component of quality which they will benefit from. You have this component of quality because not only do you meet their minimum requirements but you also have a USP(s) which you know and understand thoroughly and can easily relate it to others.

Eastern Australia Airlines Insight The Eastern Australia Airlines interview is based around the Behavioural interview style. As Todd puts it – “it is not a ‘gotcha’ type of interview.” They want to know that you have a good understanding of yourself. One way they 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 gives is that he will tell 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 says that this type of question allows them to analyse several things like the individuals self awareness, “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.” “If the candidate can then state that they are aware of these weaker areas,” rather than marking them down Todd says that it is seen as a positive for the candidate – “self awareness is integral to knowing your limitations and capabilities.” Glen Solly © 2006


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7.1.2.

The Interview

Traditional Interview

The traditional interview can be prepared for if you know yourself and what makes you tick, what it is about you that drives you and what you are looking for in your career and the company you are applying to.

Traditional job interview questions •

Tell us about yourself

•

If your interview today is successful where do you see yourself in five years from now? Ten years?

•

What are your strengths?

•

What are your weaknesses?

•

We have a room full of excellent candidates waiting to be interviewed, why should we hire you over them? (puts the pressure on)

•

What makes a good pilot?

•

What has been the most rewarding part of being a pilot (besides your pay packet)

•

We have bases throughout…… Are you willing to work any where in our network?

•

Why do you want to work for our airline?

“Why do you want to work for our airline?” is another prime opportunity to ‘sell’ yourself. It’s almost the same as asking you to “tell us what a great bunch of people we are and how good we are at doing what we do best” – i.e. operate an excellent airline in an extremely competitive environment.

It also has an element of ‘what’s in it for me’ (WIIFM.)

Why do you want to work for our airline? Is yet another opportunity to highlight your USP’s.

“Within the industry it is well known that your airline has well maintained aircraft and excellent crew training. I have spoken to several people/pilots/staff and they

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back up what is said about your company. They also told me that the company is great to work for and treats its staff well. The people I spoke to were positive about the company’s future … “

Now that you have massaged their collective company pride it is time to tell them where you fit in and why you want to work for them.

Note: if you make a statement like ‘the people I spoke to’ ensure that you are able, if asked, to tell them who it was that you spoke to. Remember you must be able to support your comments.

Hint: It is not always a good idea to name drop – sometimes your contact in the company may be the person they wished that they had never hired – however if asked then tell them who it is that you know in the company.

“…In my current employment within the ranks of G/A-Military-Regional airlines I recognize that it takes a team effort to make all the parts of the airline work. During my preparation for this interview I came to realise that, more than ever, I would like to be part of your team and become one of those members of staff who value this company and the opportunities that it provides. Your company offers excellent career prospects - I also am aware that the company is about to expand and that as a consequence there may be opportunities for promotion. I believe my present employer will back up my enthusiasm, commitment, professionalism and dedication to the job which I will bring with me when I join this company, should I be given the opportunity.”

“In my current employment …” tells them that you are a success and, if given the opportunity, will continue to be so.

“…recognize that it takes a team effort…” you understand CRM and that you are a part of the total sum.

“In my preparation for this interview…” yes - keep telling them that you have done your homework. Glen Solly © 2006


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“…that more than ever I would like to be part of your team…” yes - that’s right you are telling them again that you are prepared to be part of a team. Your USP is that you actively seek out the opportunity to become part of not just any team but ‘their team’.

“…become one of those members of staff (pilots) who value this company and the opportunities that it provides.” …this is why you want to work for them. It is also another USP. Every company has staff that does not want to belong and take every opportunity to rubbish the company. You not only want to belong but you also place a value on being in the company by realising that it provides you with opportunities.

“…offers excellent career prospects and is about to expand and that as a consequence there may be opportunities for promotion.” …This is the ‘what’s in it for me’ statement. (WIIFM)

“…my

present

employer

will

back

up

my

enthusiasm,

commitment,

professionalism and dedication”, It is not uncommon to be asked by the interview panel what your company/chief pilot/best friend would say about you.

This

statement is saving them the time and trouble.

“…which I will bring with me when I join this company, should I be given the opportunity.” This statement is an affirmation that you will continue your present standards if given the opportunity.

Note: The trick with answering these types of questions is saying it in such a way that you believe it! If you don’t, then the interviewer won’t, so make sure you word it in such a way that you are comfortable with your answer, and can give it the plausibility it deserves. (Remember don’t be a used car salesman)

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Why do you want to work for our airline?

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“Tell us about yourself” is yet another opportunity to highlight you and your USP’s.

Don’t tell them where you were born or how many brothers or sisters you have. The company has just invited you for an interview so they consider you a possible employee, don’t disappoint them.

Focus on what you want them to know about you and the fact that you are a success. (See Exercise 13)

Have a look at the following examples to gain an understanding of why questions are asked and what they are designed to show the interviewer about you (or not).

“Tell us about yourself.” Intent: To broaden the limited picture that the company presently has of you.

Context: Reinforces what you have written in your resume with a personal tilt.

Response: Use your resume as the foundation for your response in terms of your successful aviation career to date but make sure that you also fill them in on some personal details – hobbies, interests etc. The “Tell us about yourself,” should demonstrate that you can mix with a group of people you have never met and at the same time give them enough information so that they would genuinely want to catch up with you again. Your interests aren’t just all about aviation.

Hint: Tell them only what you want them to know about you.

“What is your greatest strength?” (USP) Intent: To find out if you yourself recognise your strengths. If you haven’t figured out what your strong points are yet, neither you nor the company will reap the benefits.

Context: Everybody has strengths. They want to know what yours are and will they be of use to the company and to you as a pilot or person. Glen Solly © 2006


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Response: Don’t just talk about your strengths – relate it to the position.

“What is your greatest weakness?”(USP) Intent: To find out if you know the areas you need to work on. If you know your own weakness – it stands to reason you are trying to make improvement and they will, most likely, support you in this.

Context: Everybody has a weakness. Although you may prefer to keep it to yourself, it can be a positive in the interview.

It gives you an opportunity to

demonstrate that you are in control of your own personal and professional development. Response: Say something along the lines of, ‘I have difficulty with ……, and these are the strategies I use to get around it.’ E.g. “I tend to be a bit disorganised, however, I use a diary now which keeps me on track.” Just make sure it is not something that could be a career killer. “Tell me about a time when you failed?”(USP) Intent: You can’t succeed all the time, so the key here is to discuss what you learned from a situation that went awry. The interviewer also may want to hear how you handled any resulting fallout. Context: Failure comes in different forms: taking the wrong action, omission, not doing enough or taking action soon enough. Some failures are big, most are small. Response: Tell a story that isn't a career killer but shows you learned something from the experience. Talk about the lesson you learned from the mistake. 1. What your failure was 2. What you did to fix it 3. What you learnt from the failure

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Tell us a bit about yourself?

Hint: Gather enough information to talk for about 7 minutes then edit it to 2-4 minutes for the interview.

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7.1.3.

The Interview

Group Exercise

Another common type within the context of the interview is the Group exercise. Usually you are divided into groups of three or four or the entire group and given an exercise, for example; •

Our company has to select a new Chief Executive Officer (CEO) what are the attributes that you believe would be necessary for your candidate to have and why should he/she be selected?

Another example of a group exercise that has been used before by a major airline•

All the candidates are seated at a table. In front of each candidate is a profile of some astronauts and the mission that the astronauts have to complete. The groups’ task is to select the most suitable astronaut for the mission.

(The mission is the same for all the astronauts)

Minimum

requirements for the most suitable astronaut are given.

Because the airline has as much knowledge as you or I about what makes a suitable astronaut - choosing the correct astronaut is not as important as how you go about choosing the correct astronaut. What is important is how you interact with the group to choose the astronaut.

Some important points to consider when participating in group exercises (skills they want to see you demonstrate) •

Leadership - identify somebody to facilitate/moderate the group.

•

Collaboration – work together as a team.

•

Communication - be clear and clarify information.

•

Objective (open minded) - at some point in your career you may be placed in a situation where you have to consider all the options.

•

Participation – don’t hang back, input.

•

Risk – in all decisions there is an element of risk. Your task is to minimise risk while being aware that it is always present to some degree.

•

Team – team players swap roles readily from leadership to follower ship.

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•

The Interview

Win/Win - Realising that making the correct choice and accomplishing the mission goal is more important than having ‘their’ astronaut picked above all others.

•

Feedback – Both ways - give it and take it.

It is an important part of

effective communication. •

Decision Making – Sometimes it’s hard for a person to make the final decision. Are you capable and will you take ownership of your decision?

•

Conflict Resolution – This can be a positive thing in a team.

Can you

identify conflict and manage it?

Important tip #18 Group exercises

Group exercises such as the ones given above provide the airline with a ‘CRM snapshot’ of how well you work together in a group and in doing so give them an insight as to how you will work in the cockpit with your fellow crew members.

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8.

I

The Interview – A Positive Attitude

A Positive Attitude (The right stuff) f you have read everything that is required of you up to this point, completed the exercises, and are not feeling just a little concerned at the amount of work in front of you, then I would suggest you either suffer from denial or

you are clinically dead. Neither are desirable qualities of a pilot so I will assume that if you have read this far then you are going to tough it out, roll up your sleeves and give it a go. Good for you!

“Work is only opportunity dressed in overalls.”

8.1. Mental “toughening” It is time to look at how you can best deal with the actual interview and its effect on you and your emotions. It’s time for a little bit of mental ‘Toughening’.

It can be quite daunting walking into the corporate atmosphere of a major airline. One of the first things that always strikes me is the never-ending symbolism of the corporation. It is everywhere. It seems impenetrable. It should also make you realise the importance of what message the company is trying to portray in its efforts to be dominant in the market place. It is about image, it is about the “first impression that leaves a lasting impression!” A lasting impression is what makes their customers want to return…time after time.

Are you beginning to see, from the company’s point of view, the real importance of the ‘first impression’ yet? So what has this got to do with mental toughening I hear you ask? The answer is plenty! If you are not prepared for the interview, if you do not have a good understanding of the company image and the company culture, and where you fit into it, then you are already behind the eight ball.

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CAUTION


There are positive impressions and there are negative impressions. It’s your choice and your choice only as to which impression you

want to make but if you want the job I suggest you make it positive.

8.2. Visualisation “Coaches who can outline plays on a black board are a dime a dozen. The ones who win get inside their player and motivate.” Vince Lombardi (Authors bolding)

What sort of mental picture do you have of – •

The room you will be interviewed in Perhaps a training room or boardroom with photos or models of company aircraft, whiteboard and table with single chair in front for you. Some note pads for the interviewers and a jug of water with glasses for each person. The room will have a business like feel that makes you want to be part of the company.

•

You meeting the panel for the first time Standing tall, smiling, enthusiastic and genuine with firm handshake.

•

Who will be on the panel Knowledgeable professionals who can appreciate the amount of hard work and sacrifice you have put into your career (they were you once). People you would be proud to work with and be mentored by.

•

How the interview will go Accept that it will have its ups and downs. Nobody answers all of the questions correctly and in many cases there are no right or wrong answers, just your experiences and how you respond(ed) to them. Your preparation will make it a positive experience and a success.

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•


How you might recover from a poor answer or a tough question Get over it. The interview will move on. You need to concentrate on the next question.

•

What you want out of the interview You want the job. Tell them!

•

How the interview will finish Standing tall, smiling, enthusiastic and genuine with firm handshake thanking them for their time and the opportunity to show them why they should employ you.

Interviews can be conducted in the boardroom, hotel conference rooms, training room-in fact just about anywhere.

Have you considered? •

How you will feel waiting for the interview to start (dry mouth, sweaty palms)

•

What you will do watching the other candidates come and go and how you will feel watching their entry and exit personas

•

How you will combat your nerves as your initial confidence slowly melts away while waiting for the interview to start

Mental toughening involves picturing all of the above in a realistic and positive way.

Glen Solly © 2006


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On a Personal Note Interview stress - Here is my way of dealing with the pressures involved in the period before the interview starts. How I deal with those negative self-doubts that worm their way into my thoughts while I am waiting for the interview to begin.

“The enemy is in front of us, behind us, to the left of us and to the right of us. They can’t escape us this time!” Lieutenant Lewis B. Puller-US Marine

The above quote is the penultimate definition of a person who sees a positive in everything. It always comes to mind whenever I attend an interview. Of course I don’t think of the panel as the enemy, instead I imagine that in effect I will have their complete attention for the next 30-60 minutes or so. Finally, after all my effort, all my work I have them right where I want them; “they can’t escape me this time.” How good is that!

It never fails to give me a surge of confidence and an understanding that no matter what lays ahead I have prepared myself fully and will give a good account of myself.

Hint: A lot of effort and serious stuff has gone into your preparation to this point. On that note it is a good time to remind you that a sense of humour never goes astray. Don’t forget to use it when appropriate.

Glen Solly © 2006


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The Interview, A Positive Attitude – Summary •

The interview panel genuinely want you to perform at your best

•

Listen to the question carefully

•

Engage brain before tongue when answering questions – even if that means a short pause to gather your thoughts

•

Once considered answer naturally and spontaneously

•

Answer with the most important points first

•

3 types of interview 1) Traditional 2) Behavioural 3) Group

•

Prepare for expected questions based on your USP’s e.g. “Tell us a bit about yourself?”

•

A positive attitude is a winning attitude

•

If you find yourself in a difficult place during the interview – draw yourself up inwardly and fight, don’t give in – it’s only a question

•

Your reply should answer the question and only the question

•

Visualisation can be a powerful tool to help you with how you view the Successful Interview

•

Remember, your interviewers were on your side of the table once

•

If you have done the hard yards in preparing for the Successful Interview by using the concept of the USP and CReDUSEC™ then you have given yourself a tool to deal with the stress

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9.

Your Checklist

Phase Six – Your Checklist

So now you have come to the end of what has been a very comprehensive brief on the interview, the techniques used as well as comments from those that actually do the interviewing, and along the way picked up a fistful of important tips and hints. It is time to follow up with a checklist to ensure your Proper Pre Interview Preparation will Prevent Poor Performance and ensure a Positive review!

To summarise you need to know and be aware of; •

What you look like (presentation)

•

Who you are (Strengths and weaknesses)

•

How you fit the company and what advantages you will bring them (USP)

Do you •

Know the company’s’ history

•

Know who the senior management is

•

Know why the company should employ you over every one else

•

Know why it is that you want to work for the company (besides the money and the fact that you just have to get out of GA)

•

Fit the company image

•

Mirror what is written in your resume

•

Know your current aircraft

Fill in you’re your own ‘Do you knows?’

Common traps: •

Poor preparation

•

Poor knowledge of the company

•

Not listening to questions carefully

•

Being too enthusiastic (can be viewed as false)

•

General statements (stick to answering the question and only the question)

•

Being too friendly

•

Slouching, mumbling and trailing off at the end of the answer.

•

Derogatory remarks about your present or past employer(s)

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Your Checklist

One Week Prior •

Confirm travel, hotel, and car reservations as required

•

Get outfit dry cleaned, shoes shined

•

Conservative haircut

•

Stock your portfolio with pens, notepad, resumes, and breath mints

•

Further practice answering interview questions, refining your answers Memorize ideas you wish to share, not worded answers

One Day Prior •

Visit interview location - if possible

•

Confirm appointment time and directions to interview site

•

Have a backup plan for any transportation problems

•

Get good rest

INTERVIEW – On the day Be the consummate professional •

Arrive 10 to 15 minutes early

•

Pop in a breath mint if needed (No gum)

•

Smile and offer a firm handshake

•

Show energy and enthusiasm

•

Make eye contact

•

Listen to the question

•

Do not exaggerate

•

Answer questions concisely, provide examples

•

If you don’t know an answer, don’t try to bluff your way through

Note: I don’t recommend arriving earlier than fifteen minutes but if you are very early then find a café, have a cup of coffee and relax.

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10.

Quick Revision Quiz

Quick Revision Quiz

Place a yes or no next to the statements listed below. If there are any that you don’t know or feel you need to revise go back over these notes or conduct your own research.

I have suitable attire to wear to the interview and I have ensured that my grooming and deportment is excellent. I have invested much time in reviewing my career to date- where I’ve been and what it is that I have accomplished. I have examined what I want to do in my career, my personal and work areas of interest and the job and company traits that are important to me. I understand myself, my strengths and weaknesses and I believe in myself and my abilities. I know what kind of environments I can thrive in and am successful in. I know what behavioural interviews are and how they work. I know how to deal with behavioural interviews. I know what traditional interviews are and how they are structured, and how to deal with them I know what group interviews are and how they are structured and how to deal with them I have a thorough understanding of what my USP’s are and how they relate to my work, career and personal life. I have practiced my answers to common predictable questions out loud but I do not sound as if I have rehearsed them.

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11.

Resources

Resources

The list of resources that I have listed here is just a drop in the ocean when compared to the amount of information available however it forms a recurring list of those that not only do I personally use but it also appears on a regular basis on other web sites such as those listed below.

Gouge (a web term, peer-to-peer collective wisdom.

In this case other pilots’ interview experiences)

Gouge is a useful part of your research. Beware of using it exclusively or of placing all your interview preparation and faith in this form of information. It is believable because it is written first hand by a Pilot who has experienced the interview however the information could be outdated (companies have a habit of changing their interview questions and requirements).

Use gouge to give you background knowledge then apply it to your own research and use ‘A Pilots Guide to the Interview’ to thoroughly prepare for your interview.

CAUTION

During the course of my interviews with panel members, it was made quite clear to me that, although most of the airlines follow a

set format for the interview, new questions may be introduced or questions may be changed around at any time.

The airlines are all aware of the amount of

information available on the web, and that pilots who have completed the interview make notes after the interview that they then pass onto their colleagues.

For this reason I cannot stress enough that the only effective way to prepare for the interview is through proper pre-interview preparation and to know yourself – to have your story straight as it were – to know your USP’s, your career to date, your current aircraft and what your goals and aims are.

The two biggest killers of the successful interview in my company are lack of knowledge about their own aircraft and not knowing themselves e.g. being caught out trying to be something they are not.

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Resources

11.1. Manufacturers • www.boeing.com • www.airbus.com/en/ • www.saabaircraft.com • www.bombardier.com • www.atraircraft.com • www.cessna.com • www.raytheonaircraft.com 11.2. Web Resources - Australia •

www.airniugini.pg

•

www.rex.com.au

“About Rex“ This page gives information about the

Company and it’s History, Subsidiaries, Major Policies (good for those end of interview questions) and Career Opportunities. This page details the minimum requirements for pilot applicants. This section also has the companies mission statement - make sure you read it. •

www.qantas.com.au

‘About Qantas’ - this web page is a gold mine of

information and provides information on the company’s - History, Subsidiary companies, Fleet developments, Flight Operations Training, Engineering and Maintenance, Corporate Governance, etc. It is here that you will find details about pilot employment. Obviously a ‘must read’ for those interested in a career with Qantas.

Under ‘Subsidiary Companies’ you will find information relevant to Sunstate, Eastern Australia Airlines, JetStar, and Australian Airlines

See also (on the same page) under “Company Information” – Qantas Facts. On this one web site there is enough information to give you a broad overview of the company and a substantial amount of information for the interview.

Glen Solly © 2006


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•

www.virginblue.com.au

•

www.nationaljet.com.au

•

www.skywestairlines.com.au

•

www.pearlav.com.au

•

www.airnorth.com.au

•

www.rfds.com.au

•

www.wagenet.gov.au/wagenet/search

Resources

For pay, awards and conditions - Australia

11.3. Web Resources – International •

www.icao.int/

•

www.jeppesen.com check out the ‘chart clinic’ (search)

•

FAA http://www.faa.gov/

•

FARs http://www.access.gpo.gov/nara/cfr/c.../14tab_00.html

•

http://www.faa.gov/ats/aat/ifim/ FAA International Flight Information Manual - You can go to specific countries & often check the direct link for their respective AIP (& other essential data)

•

http://av-info.faa.gov/ USA FAA Flight Standards Service

•

http://www.faa.gov/arp/ FAA Airport Information and Services

•

www.caa.co.uk/ United Kingdom Civil Aviation Authority

•

www.jaa.nl

The Joint Aviation Authorities (JAA) is the associated body of

the European Civil Aviation Conference. •

www.tc.gc.ca/CivilAviation/menu.htm Canadian Civil Aviation Authority

•

www.cad.gov.hk/english/home.html Hong Kong Civil Aviation Authority

•

www.gcaa.ae/en/

General Civil Aviation Authority for the United Arab

Emirates •

www.uae.gov.ae/Government/ports.htm General information about air and sea ports in Abu Dhabi

•

www.caa.govt.nz New Zealand Civil Aviation Authority

11.4. Web Resources – Airlines •

www.cathaypacific.com Cathay Pacific

•

www.dragonair.com Dragonair

Glen Solly © 2006


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Resources

•

www.emirates.com/uae/index.asp Emirates UAE

•

www.airnewzealand.co.nz/aboutus/default.htm Air New Zealand

11.5. Online employment agencies •

www.pilot.staffcv.com.staff

•

www.parcaviation.com

•

http://www.directpersonnel.com/

•

http://www.aviationjobsearch.com/

•

http://www.findapilot.com/

11.6. Other Useful websites •

http://www.pirep.org/forum/index.php?c=3 Aviation – Australia & worldwide

•

www.willflyforfood.cc/Interviews.htm an unfortunate but sometimes true title

•

www.pprune.org/forums/ interviews, jobs and sponsorship or search.

•

www.avianation.com website for aviation jobs worldwide

•

www.futureairlinepilot.com useful info for work in the UK

•

www.ljaero.com/links.html Great web site for USA

•

www.checkride.com

•

www.grapeshisha.com Information and insight on the UAE

•

www.expatwoman.com Thinking of working in the Middle East – This is a great site for your partner

•

www.infinidim.org

Information on working in actual airline based in the

UAE, including rostering etc •

http://213.132.44.184/emiratestoday/

•

www.gulfnews.com/home/index.html Local newspaper for UAE

•

http://www.xe.com/ Currency converter

11.7. Government/Regulatory Aviation Departments - Australia •

http://casa.gov.au/rules/orders/index.htm For Civil Aviation Regulations.

•

www.airservicesaustralia.com

check

out

approach

charts

(site

map/publications)

11.8. Weather Websites •

http://www.pilotweatherbriefing.com/

Glen Solly © 2006


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Resources

•

http://aviationweather.noaa.gov/

•

http://www.bom.gov.au/reguser/by_prod/aviation/

•

http://www.landings.com/_landings/pages/weather.html

•

http://www.faa.gov/about/office_org/headquarters_offices/avs/offices/afs/afs 400/awsac/

•

http://www.weather.org.hk/tc.html Limited info on typhoons

•

http://www.hko.gov.hk/contente.htm Hong Kong wx agency

11.9. Recommended Book Resources •

Beyond Aviation Human Factors- Daniel E Maurino, James Reason, Neil Johnstone and Rob Lee (Ashgate Publishing Limited, UK)

•

Human Factors in Multi-Crew Operations- Harry W. Orlady and Linda M. Orlady (Ashgate Publishing Limited, UK)

•

Redefining Airmanship- Tony Kern (McGraw Hill)

•

Body Language- Allan Pease (Camel Publishing Company)

•

Handling the Big Jets- D.P. Davies

•

Fly the Wing- James Webb

•

Mechanics of Flight- AC Kermode (Pittman Publishing) or (Prentice Hall)

•

Flight without Formulae- AC Kermode

•

Preparing for your Cathay Pacific Interview- Captains X,Y,Z

•

Preparing for your Emirates Interview- Captains X,Y,Z

•

Any books on IQ testing and psychometric testing will assist. Any good book shop will have them.

•

Charles Kingsford Smith- Pedr Davis (Summit Books published by Paul Hamlyn Pty Limited)

•

Kingsford Smith – Peter Fitsimmons

Note: Be careful of placing too much faith in just one resource. As I have tried to point out all the way through this guide the only way to be successful is to have a broad depth of knowledge through targeting what you already know, both technically and personally and expanding on that.

Glen Solly © 2006


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12.

T

Sample Interview Questions

Sample Interview Questions he following are samples of interview questions which you may be asked. They are broken into categories: Traditional, Behavioural, CRM, Company specific and Aircraft specific.

12.1. Traditional 1.

Tell us a little bit about yourself

2.

Are you enthusiastic and easy to work with?

3.

Can you work under pressure?

4.

Can you manage your time effectively?

5.

Can you handle constructive criticism in a productive manner?

6.

Are you objective in evaluating yourself and others?

7.

Where do you see yourself in three to five years time? Ten years?

8.

Why do you want to work for us?

9.

Why should we hire you (over the other applicants)?

10.

Have you had any interviews with other companies?

11.

Why did you become a pilot?

12.

What do you think about being a co-pilot for three years? Five years?

13.

How do you think your sim session went? If you had to give it a rating out of ten (ten being the highest) how would you rate yours?

14.

What do you think makes a good captain? A bad one?

15.

Tell me about the CRM training you have had?

16.

If you had to give a definition of CRM what would it be?

17.

Have you heard of the “Swiss cheese” model? What is it about?

18.

Have you had any accidents or incidents? Tell us about it?

19.

Have you had any in flight emergencies?

20.

What is the biggest mistake you have ever made?

21.

What is the most rewarding thing about flying?

22.

What are/is your strongest point? Your weakest?

23.

What do you do outside of work?

24.

Why do you think goals are important?

Glen Solly © 2006


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25.


What is your engine failure brief? (If you don’t have one then make sure you get one before any interview occurs)

26.

We see your flying various types of aircraft for different companies, how will you feel about coming to work here and flying just one type of aircraft? Do you think it will become monotonous or boring?

27.

What’s the best thing about charter/instructor work?

28.

Can you brief this approach for us? (after handing you a chart)

29.

How did you prepare for this interview?

30.

What do you want out of us?

31.

If you fail this intake will you try again? (Yes)

32.

If you fail to get in here who would you target next? Why?

33.

As a pilot what is your most important task?

34.

To date which company have you enjoyed working for the most? Why?

35.

The least? Why?

36.

What was your worst flight? Why?

37.

Will you work in any of our bases?

38.

How would you handle a situation where your Captain didn’t seem to like you or talk to you?

Hint: Beware of the interviewer who repeats the last few words of your answer and then remains silent whilst looking at you. They are looking for you to respond further, checking to see if you are confident in your answer.

12.2. Behavioural 1.

What mistakes have you made in pursuing your aviation career and what have you learned from them?

2.

Have you ever set yourself a goal? Did you achieve it? Tell me what your goal was and how you achieved it?

3.

Give me an example of a time when you were able to build motivation in your co-workers or subordinates at work.

4.

Describe a time when you have had to adapt and fit into a situation different to the one you are used to.

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5.

What are your achievements and what have you learned from them?

6.

I am sure you have been involved in a team, either at work or on the sports field. Can you tell us about your role as part of that team and what team works means to you?

7.

What was the biggest challenge you ever faced? How did you handle it? What was the outcome?

8.

Describe an incident in which you disagreed with a supervisor? How did you resolve it?

9.

Give me examples where you have demonstrated leadership, teamwork problem solving and conflict resolution skills? What were the results?

10.

Describe a time when you have been under great pressure to achieve a deadline? How did you cope? Would you tackle the situation differently?

11.

Describe a situation where you have been totally un-motivated? How did you re-motivate yourself?

How have you avoided lack of motivation

since? 12.

Tell us about a time you were unfairly criticised? How did you react?

13.

What was the greatest difficulty for you to overcome to be where you are today?

14.

What is your greatest achievement outside of aviation?

15.

Have you ever had a conflict on the flight deck? How did you resolve it?

16.

Tell us about a time when you thought you made a big mistake? What did you learn about the whole situation? Surely it would have been better to do……? (Whatever they can come up with. They are trying to get you to justify/defend your decision)

12.3. CRM questions 1. The flight attendant comes up to the cockpit and tells you that he/she is having trouble with a passenger and they won’t do as she asks.

The

passenger is beginning to worry the other passengers. The Captain looks at you for a response. What would you suggest? How would you handle the situation if you were the flight attendant? What would you say to the passenger?

Glen Solly © 2006


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2. The Captain continues an approach below minimums; he tells you that he’s shot the approach a thousand times. What will you do?

Hint: The pregnant pause – is sometimes a deliberate ploy to see if you change your answer. It’s a mini stress test. The antidote is to remain calm.

12.4. Company specific 1.

What do you know about our company?

2.

What sort of aircraft do we fly?

3.

What engines are fitted to (aircraft) that we operate?

4.

Where do we fly to?

5.

Who is the CEO of our company?

6.

The Chief Pilot?

7.

Manager Training and Checking?

8.

Fleet Manager?

9.

What other companies do we own?

12.5. Aircraft Specific 1.

What aircraft are you most familiar with?

2.

What is its maximum take off weight/landing weight/zero fuel weight etc?

3.

What is the generator voltage?

4.

In the event of a complete hydraulic failure how would you lower the gear?

5.

What type of engines does it have?

6.

Does it have ni-cad or lead acid batteries? What are the differences?

7.

Describe the fuel system?

8.

The list is significant but the bottom line is making sure you know your current aircraft.

Hint:

Sometimes a question is repeated or worded differently.

This may be

because they want to -1) check the truth or consistency of your answer & 2) get more information from you. The important thing is to not let it frustrate you.

Glen Solly © 2006


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13.

Dealing with Rejection

Dealing with rejection

“Stand tall. The difference between towering and cowering is totally a manner of inner posture. It’s got nothing to do with height, it costs nothing, and it’s more fun.” Malcolm Forbes

L

ets face it nobody enjoys being told that they were unsuccessful.

No

matter how nice the letter or phone call it still bruises your confidence. In fact it can be quite soul destroying if the rejection letter comes from the

company you had set your sights on working for since you first decided to make aviation your career and livelihood.

How do you deal with that and not let it show in your next interview? What doesn’t kill you makes you stronger.

Look at it this way the next airline may be the one where you really shine. After all they are giving you another chance. In effect they are saying to you, “we consider you acceptable welcome aboard!” Who cares about the airline you really really wanted to work for. This company is prepared to recognise your ability and skills and give you a go; grab the offer with both hands.

“It's not whether you get knocked down; it's whether you get up. “ Vince Lombardi

Glen Solly © 2006


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On a Personal Note When I decided that I wanted to work for a regional airline within Australia, I did so with a number of goals in mind. One of them was that it had to have a simulator and the other was that, if possible, I wanted to live back home in Queensland. This meant that Sunstate Airlines was top of my list. Not long after applying I was pleasantly surprised to be given an interview. I then waited to find out if I was accepted.

When I received the phone call from them telling me that I was

unsuccessful I was devastated. To make matters worse, I had just started a two week driving holiday from Alice Springs through to Townsville, Queensland. My family was magnificent and wallowed with me in my misery… (for about ten minutes) before deciding that the ever changing scenery was more interesting and I was left to dwell on where I had gone wrong (see ‘on a personal note’ page 91). In my worst moments, I briefly considered throwing in the towel and returning to my trade.

During the holiday we stayed in Sydney for the night. The next day I visited Hazelton Airlines and talked briefly with the woman responsible for resumes, as well as being introduced to some of the other staff members, before departing Sydney to continue the drive through to Townsville. The following day as we passed through Coffs Harbour my phone rang.

It was Hazelton Airlines.

Someone had pulled out of an interview and they wanted to know if I could make it the following week. After the interview, and as I was checking out of the Hotel, I was again contacted by Hazelton’s. This time it was to congratulate me on my successful interview, and to ask me if I could start the following Monday.

I now live in Northern NSW and Queensland is a one hour drive away.

What did I learn from this? Never give in, never give in and never give in!!

Footnote I still live in Northern NSW however I now work for Air Niugini.

Glen Solly © 2006


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Dealing with rejection - Final Word I’ll leave the final word to Peter Fogarty of Fogartys’ Aviation Academy.

He

recommends that if a student fails any part of the training or exams then they are allowed 24 hours of misery before it is time to get over it and get on with life. Pretty good advice! And still as relevant today as it was when I first heard it over 25 years ago.

24 hours = Get over it and get on with it.

Glen Solly © 2006


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14.

About the Authors

About the Authors

Glen Solly (tell us bit about yourself) I have been involved in the business end of aircraft since starting to learn to fly in 1985 and have logged over 11 000 hours flight time. I was 27 when I began flying for a “crust” in 1988. At 27 I was considered “old”. My first ever charter flight was from Alice Springs (Northern Territory) to Weipa (Queensland) in a Cessna 210. My first full time employment was flying tourists around Ayers Rock and The Olgas. Aircraft endorsements include Beechcraft Baron, Cessna 401/411 series, Piper Chieftain (PA31), Cessna 421, Beechcraft King air (B200), Metro 3/23, SAAB 340, F100 as well as the usual handful of Cessna and Piper single engine aircraft. During my career I have lived and worked in Queensland, Western Australia, Northern Territory and New South Wales and held Chief Pilot, Training Captain (Metro 23) and Operations Manager positions. I have flown charter, mine commute and Aerial Medical operations and was fortunate enough in 1996 to have completed a crossing of the “pond” in a Metro 23, over the following route; San Francisco-Hilo (Hawaii)-Tarawa (Kiribati)-Brisbane. In doing so I completed a long held goal of mine to pilot an aircraft across the Pacific Ocean, which was crossed for the first time in an aircraft by Sir Charles Kingsford Smith and his crew (Charles Ulm, and Americans Captain Harry Lyons and James Warner) in 1928.**

Along the way I have been interviewed by, and was successful in either being employed by or placed on a hold file for the following companies; Skyport (Now Air North), Mining and Executive Air Charter (no longer operating), Island Link (Now Inland Pacific), Air Cairns, SkyWest Aviation (Now Pearl Aviation), Hazelton Airlines (Now Regional Express) and Eastern Australia Airlines. In between these I managed to fit in a three-day interview with Air Niugini for the position of F/O on the Fokker Jet (F-28). A position for which I was successful and placed on the hold file for the next twelve months before deciding that Regional Flying was where I wanted to be.

I hold a current Australian ATPL and PNG ATPL. I owned and operated PACES Auto Gear from 1980 to 1982. From 1979 through to 1988 I was involved in civil

Glen Solly © 2006


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About the Authors

construction works building bridges throughout NSW and Queensland. Between 1984 and 1986 I took a couple of years off and went to Groote Eylandt (a mining community in the Gulf of Carpentaria which is on Aboriginal land) as Site Manager for a tyre company, (Klinge & Co) which serviced the mine site. Groote Eylandt is where I took my first flying lesson and soloed in VH-RWQ a C-172 operated by the Gove Aero Club. *

*

*

** Smithy’s route was San Francisco-Hawaii-Suva-Ballina NSW. Total flight time was 88 hours. He had to fly at low altitudes (200 feet) often through tropical thunderstorms with only basic instruments, no autopilot and except when within radio range they used a compass and sextant for navigation

In stark contrast I flew at 20,000 feet for each of the three sectors and carried two GPS receivers as well as ADF and VOR and except for a layer of scattered cumulus at 5000 feet I never saw a cloud. As well as this I had a complete emergency kit in the event of a ditching, HF communication throughout the entire flight and was often in contact with overflying commercial airliners. My flight time was 26 hours

My USP’s Writing is one of my favourite USP’s’. I enjoy it because of where it takes me, who it introduces me to and because it forces me to confront and challenge my own beliefs. Dealing with the day-to-day stuff is my favourite work USP. Why do I rate this as my favourite work USP? Because each day is different and because it makes the day fly! (Excuse the pun) Being a successful member of a great team of people is a close second. Why do I think I am a successful member of a team? Because something that feels as good as shooting an approach to the minima and landing from it, or receiving praise from the passengers for a good landing or simply offering encouragement to other crew members on the last sector of a long hard day is a success in my book. (about 4 minutes to read aloud) Did you find it informative?

Glen Solly © 2006


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About the Authors

Jo Solly Born in Dumfries, Scotland.

Started a career in Hospitality (Perth, Scotland).

Moved to London and worked in the Real estate, Advertising, Recruitment and Hospitality industries (the obligatory evening bar job in Earl’s Court) before (on the advice of the Aussie patrons) shifting to Australia to escape the cold. Within two years she was living in the Northern Territory where it often gets above thirty-five degrees Celsius (she definitely succeeded in escaping the cold).

Her work in Australia, essentially, has been the development and delivery of professional development training in areas such as Effective Communication, Customer Service, Time Management, Conflict Resolution, Negotiation, Dealing with Negative Attitudes in the Workplace, Dealing with Difficult People, Supervisory Skills, Business - Frontline Management and Cert IV in Training and Assessment. Jo is an accredited Senior First Aid trainer and also teaches in IT MYOB, MS Office, desktop publishing and graphic design. Over the years, Jo has held a variety of senior administration, management and HR positions.

Each move to a different town and State (a necessity in aviation career progression) brought a new role – • Ayers Rock

Executive Assistant to the Resort Manager

• Townsville

Established and managed Disability Access Support Unit

• Katherine

Established and managed Job Skills Centre Co-ordinated Young Australian Student Access Program

• Alice Springs

Co-ordinated IT training support unit for NT Health Services

• Ballina

Established and managed an Adult Community Education facility

• Lismore

Executive Manager for a peak industry body Contracted to rewrite position competencies for Local Council General Administrative Officer, Richmond LAC, NSW Police Force

Glen Solly © 2006


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About the Authors

Jo puts up with all my paper, manuals and notebooks being strewn around our house while I write. As well as editing and pointing out the obvious, she has serious input into the concepts of what makes a person employable.

Glen Solly © 2006


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Appendix 1

Appendix 1

Use the following sample resume as a template to write your own

Name

Charles K Smith

Personal Details Address: Contact details:

25 Cobblestone Parade, Old Sydney Town, NSW 8000 P-08333000 M-02153642 e-mail [email protected]

Pilot Qualifications and Flight Time ATPL Total Hours Pilot in Command Multi Engine ME IFR Procedures Instrument Night

Australian 1650 1520 500 400 185 200

Aircraft Endorsements Piper Navajo Chieftain BeechCraft Baron Cessna 210/206 Cessna 150

Tertiary Qualifications 1999

Trades certificate NSW Tafe - (Mechanic)

1996

Higher School Certificate (HSC) Kings State High School

Up-Skilling 2002 2002 2000 1999

OH&S Course Dangerous Goods Course Senior First Aid Certificate IV Business (Frontline Management)

Objective To secure a position with a major/regional airline which has opportunity for growth and a Training and Checking department with access to a simulator so that I can continue to develop my skills. What I have to offer Dedication, enthusiasm and a desire to be part of a professional team. Availability Immediately

Glen Solly © 2006


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Appendix 1

Aviation Experience Line Pilot/OH&S coordinator and DG trainer

Fly-Me Airways

2005-Present Bankstown

Fly-Me Airways is a RPT and charter operator at Bankstown Airport in Sydney with a fleet of four Piper Chieftain and a Cessna Caravan. It has an extensive route network throughout NSW as well as mine commute contracts. It has two bases in Western NSW, one at Coonabarabran and one at Dubbo. Position As the coordinator and trainer for OH&S and DG I report directly to the General Manager. I oversee all the training and implementation of these requirements including; • • • • •

Ensuring compliance with CASA regulations Following up on incidents Effectively managing the renewal of each pilots DG Liaising with company clients for contractual purposes Maintaining the company’s DG and OH&S library

Achievements • Introduced on-line self paced learning and exams for DG (Cost saving as pilots at remote bases no longer need to brought to Sydney for training) • Designed wrote and Introduced OH&S documentation for company computer network then conducted roll out at all bases.

Charter Pilot Crackerjack Airways

2003-2005 Darwin NT

Crackerjack Airways is a charter company based in Darwin and operates general charter flights throughout the Northern Territory and the top of Western Australia. It also operates a mail service from Darwin to Alice Springs five nights a week. Position Reporting to the Chief Pilot. Responsibilities included; • • • •

On time delivery of the mail Assisting the Chief Pilot with crew rosters Aircraft cleaning Answering telephones and assisting the operations manager with quotes

Achievements • Helped to implement a spreadsheet for rostering • Completed my ATPL subjects by correspondence • Introduced company to a new, less corrosive, aircraft detergent Glen Solly © 2006


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Flight training – Blue Sky Aviation Academy

Appendix 1

2001-2002 Maroochydore QLD

Completed Blue Sky’s CPL Aviation degree, including 50 hours charter on the Academy’s BeechCraft Baron.

Career Summary At present I am a line pilot with Fly-Me Airways which employs eight full time and four casual pilots. I have extensive experience in DG training and OH&S within the aviation industry and have proven strengths in the following areas: • Technical Skills I have gained a comprehensive knowledge of my present aircraft systems by involving myself in maintenance of company aircraft in my spare time. I also have a trade background as a mechanic. • Communication My experience with delivering DG training and OH&S policy has meant I have had to develop effective communication skills (particularly necessary for multi-crew operations). I am required to liaise with our customers through my DG & OH&S duties in order to meet contractual requirements, and I enjoy the interaction with both internal and external clients. • Planning and Time Management My strong organisational, planning and time management skills ensure I successfully manage my time to enable me to complete my often very full complement of work duties. IT Computer skills in MS Word, Excel and Web Development Awards Lions youth community award 1998 Interests Surfing, Baseball and Basketball

References Bill Crackerjack- Crackerjack Airways 06 333 253 Sam Knight- Blue Sky Aviation Academy 07 555 2

Glen Solly © 2006


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Pilots Guide to the successful interview

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