a pilot's guide to the successful interview.pdf

7/25/2019 A Pilot's Guide to the Successful Interview.pdf

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A Pi lots Guide to the Successfu l In terview

Author: Glen Solly

3rd Revision

A Pilots Guideto the

SuccessfulInterview


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A Pi lots Guide to the Successfu l In terview

Dear Colleague,

Welcome to the 3rd revision of The Guide, which contains information from my interview with

Captain Moses Padagaga F100 Fleet Manager, Air Niugini.

I cannot over emphasise the importance of being able to gain access to senior management

within the aviation industry and how relevant this access is with regard the content of the Guide.

A Pilots Guide to the Successful Interview is the result of my twenty-two years in a very

competitive industry. I wrote The Guide as I call it, after discovering that the company I worked

for back in 2006 had interviewed 11 pilot applicants and not one had been successful in

obtaining a position.

A lot of what you may think of, as basic stuff is often the reason the pilot candidate fails to

impress the interview panel in the first place, regardless of their experience. I would be the last

person to tell you that if this is typical of your main competition then your interview will be a

cinch, however, you dont have to be a rocket scientist to figure out that if you follow even a few

of the rules as outlined in A Pilots Guide to the Successful Interview then you will be streets

ahead of those that dont.

The concept of the USP is not new. However, when properly developed, it is a powerful

interview tool. Indeed I resisted the use of the word sell until it was used by the companys that

I interviewed. The pilot is being given an opportunity to sell him/herself was often stated by

the people I interviewed. If your on-line application and Resume/Curriculum Vitae is the tool

with which you pre-sell yourself, then your USPs are the tools that you use to close the sale.

By using this guide as a platform to build on your current skills and abilities, you are taking the

first steps down the road of becoming a walking, talking interview success by strengthening what

you alreadyhave as against what you believe other people think you shouldhave.

Sitting at the pointy end of an airliner may seem sexy and a great way to earn a living howevernever forget that the Captain leads a highly specialised and trained crew, they demand good

leadership. This is what the interview is all about your potential command-ability.

Lastly, some values which were highlighted to me by Captain Padagaga, during my interview

with Air Niugini. Be honest and true to your-self, they are admirable attributes (USPs) for any

pilot to have.

Thank you for your purchase. I sincerely hope The Guide will be of assistance to you.

Glen Solly Monday 4thApril 2011


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A Pilo ts Guide to the Successful In terview The Concept

Table of Contents

1. Aviation as a Career ......................................................................11.1. Part 1................................................................................................. 1

1.2. Part 2................................................................................................. 4

2. The Concept ..................................................................................83. Phase One - Realising Your Potential .........................................17

3.1. Understanding your Unique Selling Proposition (USP) ................... 173.2. What can the Company offer me?................................................... 35

4. Phase Two - The Employment process.......................................394.1. Your Covering Letter ....................................................................... 404.2. The Resume.................................................................................... 424.3. The Basic Requirements of the Resume......................................... 424.4. Writing what counts ......................................................................... 46

4.5. Record of Resume and contact details pro forma ........................... 474.6. The Online Application ....................................................................484.7. Ive got an Interview! ....................................................................... 49

5. Phase Three - Preparing for the Interview...................................525.1. 7 Ps of Pre interview Preparation....................................................53

5.1.1. Company knowledge................................................................ 645.1.2. Regulatory and Technical knowledge ...................................... 685.1.3. Your Documentation ................................................................ 705.1.4. Your USPs .............................................................................. 745.1.5. Yourself Grooming and Deportment...................................... 765.1.6. Prepare your interview questions............................................. 795.1.7. Closing the interview................................................................ 82

6. Phase Four - The Mechanics of the Interview .............................856.1. First Impressions............................................................................. 856.2. Body Language ...............................................................................86

6.2.1. The Handshake........................................................................ 886.2.2. The Jacket ............................................................................... 906.2.3. The Mobile ............................................................................... 906.2.4. Time Keeping........................................................................... 91

6.3. Interviewer Types............................................................................ 926.4. Interview etiquette ........................................................................... 95

7. Phase Five - The Interview..........................................................977.1. Types of Interview ........................................................................... 98

7.1.1. Behavioural Interview............................................................... 997.1.2. Traditional Interview............................................................... 1037.1.3. Group Exercise ...................................................................... 110

8. A Positive Attitude (The right stuff) ............................................1128.1. Mental toughening ...................................................................... 1128.2. Visualisation .................................................................................. 113

9. Phase Six Your Checklist .......................................................11710. Quick Revision Quiz...............................................................119


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11. Resources..............................................................................12011.1. Manufacturers ............................................................................... 12111.2. Web Resources - Australia............................................................ 12111.3. Web Resources International ..................................................... 12211.4. Web Resources Airlines............................................................. 122

11.5. Online employment agencies........................................................ 12311.6. Other Useful websites ................................................................... 12311.7. Government/Regulatory Aviation Departments - Australia ............ 12311.8. Weather Websites......................................................................... 12311.9. Recommended Book Resources................................................... 124

12. Sample Interview Questions ..................................................12512.1. Traditional ..................................................................................... 12512.2. Behavioural ................................................................................... 12612.3. CRM questions.............................................................................. 12712.4. Company specific.......................................................................... 12812.5.

Aircraft Specific ............................................................................. 128

13. Dealing with rejection.............................................................12914. About the Authors ..................................................................132

Note

Except for the acknowledgements, I do not differentiate between a Captain and First

Officer in this Guide. This means a pilot credited as a Captain at the time of writing may

hold the rank of First Officer.

All of the First Officers interviewed for this guide have previously held Captaincy, however,

seniority being what it is has deemed that they begin again with a new company as a First

Officer. At some point in the future, they will be checked as Captains once again. It is

because of this that I do not differentiate.


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Glen Solly 2006 www.thepilotguides.com Page 1 of 115

Acknowledgements

would like to take this opportunity to acknowledge the assistance given to me

by the following people without which this would have been much less of adocument.

To Air Niugini, Regional Express Pty Limited (Rex) and Eastern Australia Airlines -

I can only offer my thanks. Their desire to assist and proffer insights into the

interview process shows a genuine desire to help new hires and reflects a healthy

management style.

To the flight crew (they know who they are), and in particular Captain Mark Buttel,

who put up with my questions and gave answers so readily and honestly, and

without which the quality of information contained in this guide would have been

much less, and

To the staff at the Ansett Flight Simulator Centre in Melbourne for their comments,

assistance and preparedness to help their fellow aviators, a great big

Thank you!

e were all new hires at some stage. We know the pressure, the highs

and the lows that are experienced by all pilots in their search for a

decent, stable, employer who will meet not only our goals and future

aspirations, but also those of the companys in a way which reflects a corporate

image throughout the wider community and compels the pilot to say I am proud to

work for this Airline.

I

W


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Acknowledgements

Air Niugini www.airniugini.com.pg

Rowland Abajaih, Manager Operations - Support Air Niugini

Neville Edwards, Ground School Instructor - Air Niugini

Tom & Dianne Klinge, Proprietors - Klinge & Co

www.klinge.com.au

Captain Peter Fogarty (Retired) - Fogartys Aviation Academy

Captain Jeffery Synk - CRJ

www.flycrj.com

kaptin M

www.pirep.org

Captain Naomi Radke and Captain Craig Baker

Training Captains B737 Virgin Blue

www.howtobeacommercialpilot.com


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1. Aviation as a Career

1.1. Part 1

Flying is extremely competitive only a small number of participants will become

airline captains or co-pilots. Approximately one-third of commercial pilots continue

to maintain their licence, and only a small number of these are employed as pilots.

Over 14,000 commercial pilots are notcurrently employed as pilots.

CASA Pilot Booklet - 2006

used the above quote to introduce the first version of The Guide back in

2006. I went on to state, Im glad I didnt read this when I first began to think

about aviation as a career otherwise I may have decided against pursuing

flying.

By 2006 I had been a pilot for over eighteen years and later that year I decided

that I needed a break. I had become bored with flying and it wasnt giving me the

stimulation that it once had. I no longer went on leave and missed flying. In actual

fact, I dreaded going back. I no longer looked up when a plane flew overhead andwondered who was flying it, where they had come from and where they were

going. I decided to do something about itI went back into the mining industry.

I


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(My last flight with REX - L/R First Officer Glen Solly, Flight Attendant Steven Thelander, Captain

Mark Di Rosso)

Over the next two years I completed a variety of tasks and held different positions.

Mostly they were management positions that required an element of working

hands on again (something I really enjoy and hadnt realised how much I had

missed.)

I started in Gove (Nhulunbuy) in the Northern Territory. I headed up a team of 25

boilermakers and trades assistants in cutting Pre Assembled Modules (PAMs)from the deck of ocean going barges at a bauxite mine. Giant multi tyred trailers

were shepherded underneath and raised up to carry these giant, ungainly

structures off the barge and into an assembly area. The two biggest PAMs

weighed 1800 tonnes each, and were 48 metres (158 feet) high. When all the

PAMs had been removed, the welding which had held the PAMs to the deck for

the voyage from Thailand was ground down and cleaned up before final inspection

and clearance for the return voyage.


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Six months later I changed jobs and mine sites. This time a very good friend and

mentor, Tom Klinge, CEO of Klinge & Co (Total Tyre Control TTC), employed me.

I had first worked for Tom and his wife Dianne in 1979 as a tyre fitter.

(Glen standing next to a CAT 994 loader - each tyre costs AU$40,000 there are four of them -

each one weighs 3,000kg, the chains are to protect the tyre from rock cuts)

I spent the next eighteen months working for Klinge & Co. One of the first things I

had to do was to get myself work fit for the duties involved, no mean feat after

sitting on my bum for the last eighteen years. My time with Klinge & Co wasinvigorating and challenging, especially when I was given the extra challenge of

managing Klinge & Cos tyre bay and the mine sites fleet of earthmoving tyres at

the Handlebar Hill mine site near Mt Isa in Queensland.

I had, however, found myself taking sneaky peeks up to the sky and wondering

where the overflying aircraft was heading to, where it had come from and if I knew

the pilots.


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I managed to ignore these intrusions for some time until, at least here in Australia;

we began to experience a shortage of experienced pilots in late 2008.

I decided to test the waters and send in a couple of resumes with a covering letter

informing the recipients that, not only was I no longer current, I had only seen the

inside of a cockpit once in the past two years. To my surprise, I was given two

interviews and was successful in both. Not wishing to go back to the type of daily

grind that had burned me out in the first place, I chose my current employerAir

Niugini. I had previously interviewed for Air Niugini in 1997 but, although I had

been accepted and placed on a hold file, I joined a regional company in New

South Wales - Hazelton Airlines. (Hazelton merged with Kendell Airlines when

Ansett Airlines collapsed in 2001 and became Regional Express, REX). I always

felt that I had unfinished business with Air Niugini and that I should take the

opportunity the company presented. I joined in January 2009 and, to date (March

2011), it has been one of the most rewarding and stimulating jobs I have ever had.

Of course it has more than its fair share of challenges, as Im sure anybody who

has ever flown in Papua New Guinea will testify (and the scenery is WOW!), its

good for the soul and personally I have found it to be such a challenge that it is

only now, 26 months later, that I am beginning to feel slightly comfortable. I am

sure that I will spend the rest of my time in New Guinea learning many new skills

and increasing my flying knowledge. Its an awe-inspiring country.

Its great to be back flying again!

1.2. Part 2

Aviation, although global, can be a small industry when it comes to pilots. Not

long after I had started with Air Niugini I hopped in the crew bus and one of the

pilots called me by my name and introduced himself as Captain Keith Hopper. I

soon found out why he looked familiar to me. When I was Chief Pilot of Inland

Pacific, I had employed Keith as a casual pilot on our C-404/402 and Piper

Chieftain aircraft. Nowadays, Keith is a Training and Checking Captain on the

Dash 8 fleet with Air Niugini and has a deep interest in all things aviation. In

particular, his knowledge of WWII wrecks in Papua New Guinea is quite extensive

and he has searched for, and located, many wrecks (including Japanese,


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Australian and American) using his own resources and time. The location and

details of the wrecks are recorded and given to relevant authorities. Keith has

adapted to the lifestyle and has a 38-foot Riviera, the MV Wombat, aboard which

I have had the pleasure, on days off, of cruising Port Moresbys harbour on a

couple of occasions with him. Obviously we are intent on catching fish, but

somehow it just seems to get in the way of enjoying a couple of quiet South Pacific

(SP) lagers and the view of Port Moresby. It is, however, a real treat to catch a

fish and, at the end of the day, take it up to the Royal Papua Yacht Club and have

the chef fillet it and cook it, before plating it and presenting it with a fresh salad and

chips (fries). Beautiful!!!

Aviation as a career? Lets just say there are many ways to enjoy the

opportunities that are associated with flying for a living.

(Captain Keith Hopper (right) skipper of the Wombat just off Port Moresby. Standing next to him is

Captain Reece Molony - F100 training Captain.)


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My Interviews and getting back on the pony

When I interviewed for these jobs I used my own tried and true methods as

explained here in The Guide and, while its true that my simulator rides were

rusty, at each interview I felt prepared and ready.

It wasnt easy running the gauntlet of checks and exams but, with a lot of help and

a great ground instructor (Neville Edwards) who conducted my engineering ground

school, and introduced me to my first aircraft with alpha floor protection which the

F100 has through its AFCAS system, I made it through the ground school.

To Captain Matt Crawford, Julie Larseen and Rowland Abaijah who interviewed

me - they were relaxed and interested in what I had to say and, in doing so, made

me interview betterand they employed me - thank you.

To Captain Moses Padagaga F100 Fleet Manager, Check Captains Chris

Mileng, Barry Huff, Jeff Hartnett, as well as my Training Captains, Mike Perry,

Esmonde Yasi and John Aschman - thank you.

To my sim buddy Captain Felipe Sialis. Thanks for your help, and to Captain Ben

Lopa who was my Captain for my initial line check - thank you.

To Captains Andrew Wilder and Richard Underdahl, thanks for taking a quiet

country boy under your wing and showing me the ropes.

Gentlemen one and all

To anyone else I have so erroneously missed, my apologies and thank you as

well.

Footnote

At the time of writing this, there is word that a company is about to reopen the

production line for F100 aircraft with a revamped wing, cockpit and engines. I

certainly hope so. It is a great aircraft to fly and proves itself every day in thetesting environment of Papua New Guinea.


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If youve decided to purchase A Pilots Guide to the Successful Interv iew then,

like me, you are either looking to improve your interview technique, have an

interview pending or, possibly, youre one of the small numberof pilots who are,

in some capacity, employed in the industry and are again looking at changing

companies.

Congratulations!

Your determination, courage and ability are to be admired and not to be takenlightly.


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2. The Concept

o you thought you were prepared for the interview and had all the

answers.

When I first suggested the idea of writing The Guide - some in the industry

expressed the concern that I was trying to show pilots how to cheat at the

interview. I was bemused by this lack of confidence in their interview process. If

theres one thing that Ive learned from having participated in the interview process

from both sides, its that a good interview panel will quickly pick up on any

personality quirks or irregularities, and identify uncertainty and lack of compatibility

(both at the interview and during the probation period). Fooling the panel is a

pointless exercise and a costly one for you - the candidate.

Some thought that I was asking for the actual questions asked in the interview! I

told them the same thing I will tell you, giving away the interview questions is

pointless. That is not whatA Pilots Guide to the Successful Interv iewis about.

It only takes one new question to unearth a falsity and show that you do not have

a good understanding of what the job requires of you, or of the company. Both are

interrelated.

In 1987, when I first began applying for work as a pilot, the norm was to ring the

companies you had targeted and hassle them until they asked you to come in for a

chat, or told you what you could do with your licence - when and why. If you didnt

have any luck with this approach, it was time to jump in your car and visit the

company. You would then hang around doing odd jobs until a position (hopefully)

became available and, if you were considered OK, you were eventually

employed. There was no formal interview, just a brief meeting with the Chief Pilot

or the Manager. This lack of a formal interview relied almost entirely on first

impressions to get you in the door. Throughout this guide Ill draw your attention

(again and again) to the importance of first impressions.

S


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Why?

The reason I wrote this e-book, and continue to update it, is after investing

twenty years of my life in Aviation and knowing first hand the amount of money,

sweat, tears and determination that is required to get into an Airline, I came torealise that we pilots are probably the least informed about how the interview

process works. The reality is the airlines themselves are not the most forthcoming

(although Qantas is an exception with regards information specific to their

employment and interview processes, and have one of the best web sites

regarding their interview process that I have seen).

Think about it -

what stands between you and the job you started out aiming for when you

decided to take up aviation as your chosen professionthe Successful

Interview.

after all your training and studying you now have 30 - 60minutes to sell

yourselftothe panel and convincethem that youare the person they are

looking for.

Unless you have been able to attend a pilot interview preparation course, youve

probably never had any training for the interview. A Pilots Guide to the

Successful Interviewwill explain how to prepare for the interview using a logical

approach, whether you live in Alice Springs, Boise - Idaho, Marykirk - Scotland or

wherever in the world you may be. Aviation is global and knows no boundaries.

A Pi lots Guide to the Successful Interv iew whats the proposi tion?

The proposition is that there is a significant number of pilots who are not

completely aware of what the interview process is about, and the level of

understanding required in order to be successful in the interview. Similarly, for

those who are aware, this guide will assist in the preparation and revision for the

interview. All would understand the relevance of the interview process, but few

would truly understand how little it could take to have them removed from the

employ list. Basic items like suitable attire, a smile and a Thank you for your


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time today. Now more than ever I would like to work for your company, followed

by the statement, I want the job. can have a big impact on the success, or not, of

the interview. Therefore, the cornerstone to the successful interview is that

preparation and knowledge is the key to success.

If you are properly prepared, with a sound working knowledge of the airline and its

requirements as well as an explicit knowledge of your own requirements/goals,

then you will significantly increase your odds of being successful at the interview

stage. This is because you have reinforced your decision to target the company,

and this reinforcement will have significant psychological benefits during the

course of the interview. You will be more confident in the outcome, which in turn,

will make you more relaxed throughout the interview.

You can do this by making a study of the company at nearly all levels of operation,

including company culture.

If you discover during the study process that you have misgivings

about the company then these should be addressed before the

interview takes place.

What A Pilots Guide to the Successful Interview will do

If youre prepared to put as much work into the interview as you have done getting

to this point in your career then I guarantee you that this guide will not only

improve your knowledge of the interview, it will, most importantly, give you an

edge in the interview room.

It will achieve this by

giving you a guiding hand along the way - reinforced by suggestions

provided by the people who sit on interview panels and pilots who

have themselves attended interviews, and of course my own

personal experience.

CAUTION


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giving you a structured approach to the interview covering areas

such as online application, preparation for the interview, resume

layout, the mechanics of the interview, what to wear and closing the

interview.

giving you practical exercises to work with along the way.

Even if you decide not to use all of the strategies contained in this guide, the one

thing you should be aware of by its conclusion is the vital, absolute and

complete necessityto prepare for the interview with a logical plan,and without

compromise.

Youve spent a lot of time, money and energy getting your licence and your

present job, whatever that may be. But thats only the start of your career. Like

your licence, your career is your responsibility. With the advent of low cost

carriers, the up front cost of endorsements and the continuing lure of working

overseas, now more than ever before you are likely to work for several different

airlines in the course of your career. Take responsibility for it and you will berewarded. Preparing for the interview isparamount to achieving those rewards.

What A Pilots Guide to the Successful Interview cant do

It cant help you if you thinkit cant. The tragedy and reality here is if you fall into

this category then youre right, it cant, and its a good bet that nothing will ever

help you in your preparation for the interview.

Shakespeare knew the immense power of our thoughts when he wrote, "There is

nothing either good or bad, but thinking makes it so." Negative thinking habits

can, in fact, have a devastating effect on our lives - simply by believing something,

whether consciously or subconsciously, we can make it come true. Just look at

the accidents involving loss of situation awareness. Pilots genuinely believing that

their position in space and time was something completely different to what was

actually occurring or about to occur.


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A Pilots Guide to the Successful Interview cannot guarantee you the job. I wont

insult your intelligence. Its about following a series of logical steps that will give

you a competitive edge to becoming one of those small numbers of pilots

employed within the extremely competitive aviation arena.

If you believe that it doesnt apply to me, then youre absolutely right, A Pilots

Guide to the Successful Interview is not for you and as long as you hold onto that

thought it never will be.

Contrary to what your mum may have told you, you arent special (unless you can

prove different) and just because you have a pilots licence and some experience

doesnt automatically mean that the job of your dreams will be handed to you on a

platter. Your achievements to date, whatever they are, have been achieved only

after putting in a hell of a lot of effort and study for all those exams and testing and

in return you received a pilots licence.... put the same effort into preparing for the

interview as you did in obtaining your licence and you will succeed at the interview.


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Before you start lets get one thing st raight

Providing you have the minimum requirements set down by the airline - then forget

the hangar view that you need more experience (hours) to succeed! Or that

Your mate didnt get the job because there were others with better flight

qualifications than he had. This is not likely to have been the case.

If the industry only assessed you on your flight qualifications or technical skills, the

company would not bother to interview you. Instead they would receive your

resume, look at your level of skills and say yes or no, and that would be the end

of it.

Obviously your current flight qualifications are the main reason you are being

asked to attend the interview, however, from the moment you start preparing for

the interview - until the day of your interview - the reason you will be successful on

the day (including any pre-employment testing) will be because of proper interview

preparation and subsequent performance during the interview.

What do they want?

Well, aside from your flight skills and knowledge, they want a pilot who has a

strong, positive attitude and is able to lead an effective team to achieve safe flight

in line with the companys goals.

In other words, they want a future Captain who, in the short to medium term, will

prove his or her ability as a professional, competent First Officer (or Captain as thecase maybe).

Airlines look for evidence of command potential in your flight experience to date,

effective leadership and achievements, education, etc. They then seek to back up

the evidence you have presented in your application, through the process of

conducting an interview with you.


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They find further evidence of this during the interview by some or all of the

following;

how you present yourself

how you communicate your skills and knowledge how you communicate your desire to work for the company

how you communicate your goals and ambitions

how you communicate your Command potential

your ability to hold a conversation and show them that you are an

interesting person who has interests outside of aviation

monitoring your choice of words and the clarity of your answers

They want someone who can deal with the day-to-day stress associated with

flying the line.

They want someone who performs under the stress of an emergency situation.

They want someone who can get along with their fellow human kind and spend

long hours together team players.

They want someone who is a professional, and who will become a Captain

and an ambassador for their company.


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ON A PERSONAL NOTE - 2011 UPDATE

Its now five years since I wrote the first edition of The Guide. One of the first

questions I am often asked when I tell a person about The Guide is, What makes

a good interview a successful interview?

Thats not an easy question to answer - and, I wrote a book about it.

Well more than ever, I believe being successful in the interview is an awareness

issue, one of being educated about the interview and the processes involved for all

the stakeholders. Nobody goes to an interview to fail. Its an expensive and time-

consuming process for all concerned and, in particular for the pilot, it can be an

extremely stressful process with a lot riding on the outcome.

The original Guide took 18 months of research and writing, during that time many

questions were asked and many people gave their time in an effort to improve the

lot of the pilot applicant.

Ive now spent a further twelve months working on this revision. Not long after I

started work on the revision I was contacted by Captain Craig Baker and Captain

Naomi Radke who expressed interest in using my book for their soon to be

launched website and business aimed at assisting pilots to achieve their dream job

in aviation. Craig and Naomi are Level One Training Captains with Virgin Blue.

After some discussion, it was decided that aspiring pilots could be better served by

a video that showed some of the good, and not so good, ways of approaching the

interview. It was pleasing to work alongside Craig and Naomi, as we share similar

views on the industry. What is even more pleasing is their genuine desire to assist

new pilots. Weve had some long discussions about the shortcomings and pitfalls

that are part of the career path for any new pilot.

It was also nice to be paid a compliment from Naomi who made the comment that

it would have been great to have access to The Guide at the beginning of her

own career.


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As with the original version of The Guide, this update has personal notes from me

along with the inclusion of the concepts involved with development of the USP.

However, most of it was written from the comments of the people I interviewed.

People that sit on interview panels as well as successful airline pilo ts.


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A Pilo ts Guide to the Successful Interview The Employment Process


3. Phase One - Realising Your Potential

Be yourself, accept who you are. If you are naturally funny then that should be

part of your interview if you are serious then dont try to be funny because itwont work. Whatever your persona is, be aware of it and work with it because

that is who you are.

Captain Andrew Wilder

s I mentioned previously, in the early stages of my career there was

often no formal interview, just a brief meeting with the Chief Pilot or the

Manager. Once you got in, the process of demonstrating that you were

worthy of employment began! In effect, you began selling what is known in the

new products industry as your Unique Selling Proposition/Point(USP). Even if

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

3.1. Understanding your Unique Selling Proposi tion (USP)

Once employed, the process of logging enough hours to be able to meet the

minimum requirements of the airlines began. Finally, when you had loggedenough hours and obtained an Instrument Rating as well as the ATPL subjects,

you started the whole process of contacting the next company you wanted to work

for all over again. We called it the squeaky wheel being the one that got

attention.

The next step was to actually visit the holy grail. This usually meant a trip to the

big smoke to visit one of the major airlines. You fronted up to the reception to

introduce yourself, sweet talk the receptionist and enquire as to how your

application was going, and whether or not they were presently employing.

Today within the airline industry its normal for your application to be vetted first by

an online employment agency that has no other connection with the airline you are

about to apply to other than being the keeper of the database of applicants.

A


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The agency ensures that your application meets the current employment

requirements of the airline. It does this by applying filters to your application. The

filters, parameters identified by the airline, sort your details as they are entered.

The advantage of the online database is that it releases the airline from having to

keep a filing cabinet full of resumes in house, and provides a direct advantage in

the cost of employing someone to look after them. The disadvantage is that it

impersonalises the process.

If a company needs pilots it checks the already vetted applications and picks those

pilots for an interview who meet its current needs. The software that is written into

the database allows the airline to change the parameters depending on their

requirements at the time.

Nowadays, the job application process relies on technology to collate your

personal details, however, the requirement to know as much about the applicant

as possible before employment has not changed. If anything, because of time

and cost restraints (and cost is now a major issue with pilots, particularly if youve

paid for an endorsement) there is more pressure on all the stakeholders in the

interview process to get it right first time, every time!

The introduction of the computer and the Internet has changed the application

process significantly. But, as you are about to see, its still the determined and

prepared applicant who knows how to market their USP that gets the job at the

end of the day.

Our USPs are part of our character. They help us to overcome obstacles and to

approach our work and life in a positive manner. Properly developed, they are an

incredibly powerful asset in our endeavour to succeed in our career and personal

lives.

Important tip #1

Identify your Unique Selling Proposition (USP)


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The trick back in 1987 when I first began cold canvassing aviation companies for

work was, and still is, being able to identifyyour USP and then marketing it at

every opportunity. I suspect it hasnt changed since people began looking for work

of any kind.

The USP is something about you that you take pride in and can communicate

easily to others. It should be as familiar to you as, say, your engine failure brief. It

is important to note that your USPs may or may not be directly related to work.

Just be aware that, in the context of the interview, use work USPs when asked

about work and personal USPs when asked personal questions.

Do

make sure it is relevant to you

make sure it is something you know a lot about

make sure you can communicate it easily

practice it

make sure it is factual -

Chris Hine Chief Pilot of Rex offers the following statement, In

your desire to work for Rex you have to not only soundsincere, but

you have to be sincere. We are always wary of what sounds false.

(Authors bolding)

use the USP to demonstrate your value to the company

have a sense of humour where relevant

Dont

rely on it alone, it shouldnt be the only thing about you

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

the purple suit)

oversell it

Important tip #2

Do and Donts about your USP and you


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go to the interview and tell them that you have a USP (unless they

ask). The USP is a part of you that makes your work and personal

life a success

Your USP is unique because it is about you - You own it. I recommend using a

USP because it steadies you in the interview and allows you to concentrate on

some very positive vibes about you and to concentrate on your good points. I can

guarantee that the people sitting on the panel are waiting to see if you just might

be the one that can put it all together and, therefore, be able to offer you the job.

In doing so, youwill justify theirreasons for choosing to interview you in the first

place.

The USP Challenged

People have said to me that the USP is a load of rubbish. I will continue, as

always, to challenge that comment. Ive come to realise that what they are

challenging is the name itself. Nobody can deny that they have something about

them that is different, something that is unique. Call it a talent if you will, just as

long as you realise that everybody has a reserve of strength of character in them,

and that being able to draw on it, to recall it in moments of pressure/stress, is a

good thing.

Those same people say that a USP is just another name for a strength.

It is true however that they are similar, but by being able to articulate whyit is a

strength, you convert that strength into your USP. This gives you ownership of

your strength and, in doing so, gives impact to what otherwise would be an empty

statement. For example, Im an excellent communicator, is a general (and

shallow) statement that will probably appear on every pilots resume.

Important Tip #3

Why do I need a USP?


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Lets have a look at an example based on a fictional interview scenario;

Interviewer)we all have our strengths and weaknesses. Jeff, if I was to ask yourbest friend what he thought your greatest strength was what do you think hed

say?

Jeffs answer) Oh communication for sure!

Interviewer) Ok so can you tell us why you think you are a good communicator?

Jeffs response to himself) (Boy I should have seen that one coming!)

Er ah sorry my minds just gone blank (Jeff slides down in his chair)well there

was this time once when my Mum told me to tell my Dad that she didnt like the

way he was always going out surfing instead of working. So the next time we wentout surfing together I explained to him what mum had said and he said hed fix it.

Not long after that he went away for two weeks visiting all the coastal towns up to

Brisbane looking for a job he said, yeah he fixed it alright, didnt get any work

though.

Interviewer) Ah thanks for that Jeff I was really looking for an example of how you

have communicated effectively at work.

Jeffs not doing that well is he? Hes just spilled out the first thing that came into

his mind. And hes not alone. Perhaps theyre not as bad as Jeffs but from my

interviews with companies, poorly thought out answers are responsible for a

significant culling of pilot candidates. To help people like Jeff I developed the

concept of the USP. A USP is what is unique about you and although it can be

used to develop strengths and weaknesses it can also be used for just about every

facet of your interview if practiced.

Interestingly, when I ask people what their strengths were they listed all the usual

suspects In fact, I could probably have told them what they were going to list

before they even started. Thats how predictable it is. When I asked them to give

me evidence of that list of impressive strengths they mumbled and fussed and got

angry with me claiming that they werent prepared. I rest my case! If they could

rattle off a list of impressive strengths but fail to back them up, then how could they

possibly claim to have these strengths? To prove my point as to how effective a


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USP was, I then asked them why they felt they could claim these strengths, and

what made them strengths. That stopped them in their tracks and made them

think. All of a sudden they were being forced to look deeper into what made a

strength something more than just a memorised or written list.

Heres what I have learned about so called strengths and weaknesses ,

(besides the fact that everyone has them)

Most people see in themselves what they want to see. Wouldnt you want

to be known as a self-starter, confident go-getter who always succeeds?

Most people (pilots in particular) are self-starters, and to a large part areconfident go-getters who nearly always succeed. (Give yourself a pat on the

back its not easy getting to where you presently are in your career)

Most people know they have strengths and weaknesses.

The problem is that most people - pilots in particular - do not sell those strengths

and weaknesses particularly well during the interview. They choose to believe the

Hangar view that their flight time and level of experience will get them through

the interview. They fail to fully understand that the experience levels are

regulatory requirements (Company and Governing bodies) as well as a very

effective way of culling the market in times of high pilot numbers compared to jobs

available.

Dont get me wrong, there is good reason for pilots to be concerned at the level of

technical skill required but the simple fact is that you are not expected to ace the

sim ride or answer every technical question correctly, BUT, you do need to

demonstrate by communicating effectively, during the Successful Interview, why it

is you should be employed instead of the other candidates.

Hint:The most important thing I have learnt about USPs is that; pilots who are

successful in the interview deal with their strengths and weaknesses not as a list

of things that they should have (because every one has them right?), but as achecklist of things thathave a reason for being In other words that checklist


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(like your aircraft checklist) has a history behind it, and it has been established by

experience, practice and most important of all knowledge - knowledge that it is

part of their character which they understand and continually use to their

advantage.

You dont have to take my word for it. Here is what Todd Chapman, Manager

Operations Support with Eastern Airlines had to say about strengths and

weaknesses when I interviewed him in 2006.

We want to know that you have a good understanding of yourself. One way we

may question how well you know yourself is to use the information gained from

your psyche profile in the pre-testing and then to ask questions from your profile.

An example Todd gave was that he tells the candidate about three areas of the

profile, two areas they performed well in and the third area they performed not as

well. Todd will then ask the candidate which area do you think that might be and

why. Todd went on to say that this type of question allows them to analyse the

individuals self-awareness he put it this way. It allows us to corroborate the

psyche test by giving the candidate the opportunity to demonstrate his/her

knowledge of themselves and if the candidate is aware of his/her weaker areas.

Todd adds, This one question has established the validity of 3 things - the psyche

test, that the candidate knows his/her weaker areas and that the candidate can

build on the weaker areas or at least mitigate the weakness by being aware of it.

Rather than marking them down Todd said that it is seen as a positive for the

candidate his final comment was telling.

Self awareness is integral to knowing your limitations and capabilities.

Ill say it againall of us have strengths and weaknessesby recognizing

them and then using your USPs you add value and elevate your strengths

and weaknesses to a higher, more posit ive level.


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

A weakness can be I dont know(the answer)

A weakness elevated to a USP is I dont know but when Im finished here today

Ill put some time and effort into finding the answer and give you a call back.

(Now in effect that response is saying to the interviewer I will go to these lengths

to find the answer, because that is who I am and Im confidant enough to admit I

don't know in the first place.)

The concept of the USP makes pilots feel uncomfortable because they think that

they need to have answers that are made up. Their comment is you should

answer the question truthfully. I agree 100%. That is why I advocate using a

USP. The USP is something that is directly related to you that supports your

values and your ideals. It is about you so therefore it must be true.

I recently talked to Captain Richard Goodman. Captain Goodman is a successful

airline pilot and understands the importance of interview preparation and how he

sells himself during an interview. I told him about USPs and the principle behind

them. He told me that he had used a company, which specialized in preparing

candidates for the interview. One of the comments Richard made was that the

coach had told him that he must have answers prepared and that these answers

must not sound false. At the time Richard thought that sounded false...how could

he have a prepared answer that didnt sound false, and didnt sound like it was

preparedhe went on to say that he thought that the coach was full of himself.

What is really interesting is what Captain Goodman said next ...I realise now that

what the coach had said was right. I guess I didnt relate it back to me at the time

and my own life experiences. Unless you have some sort of response formulated

its too late to think about it during the interview.

I hope you are also beginning to realise the importance of your interview

preparation and understanding your USPs.


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I think this is what has happened to our friend Jeff when he was asked the

question why is it that you think you are a good communicator? He didnt have

anything prepared... in fact he said, my mind has gone blank. When he did come

up with an example it wasnt a very good one.

Lets ask Jeff the same question again. This time Jeff has used the concept of the

USP to help him answer the question.

Interviewer) Jeff, why is it that you think you are a good communicator?

Jeffs response) Im a good communicator because I realise theres a difference

between addressing the cabin crew to be seated for takeoff, which needs to bedirective in tone to when I make a PA to the passengers during the flight which

needs to be informative and authoritative. I mean, its all communication but its

what you say, knowing when to say it, and how you say it that makes all the

difference between good and bad communication. (Succinct)

I believe good communication is an important key to a safe, effective work

environment. Good communication is also about being a good listener.

So when it comes to a USP, understand you are using your USP to establish your

credentials and thus sell your unique set of skills as well as the fact that: I hold an

ATPL and have x amount of hours and my last employer was blah, blah, blah.

Dont forget that all the other applicants will have a similar level of experience

or higherthan you presently hold.

Your USP should be as familiar to you as your favourite song and like your

favourite song it should bring out the best in you.

Important Tip #4

Can I have more than one USP?


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Can you have more than one USP? The answer is yes most people have

several. I would encourage you to seek out as many as you can as it gives you

depth of character.

For example:Not only do I enjoy instructing, I also enjoy being around people, I

get along with people. This example has two USPs within it. Just make sure you

apply the principles of Important Tip #2to both.

USPs can be based on all facets of your life but they should be identifiable as

something that is over and above your requirement to hold that skill for your job.

E.g. I hold an Air Transport Pilots Licence and a Bachelor of Aviation ergo I can

fly a plane as required by my employer and I have a higher level of education in

the business of aviation-which may or may not be important. This does not make

you more employable over any of the other pilots sitting in the waiting room for

their turn to be interviewed. They too hold an ATPL; and they too can fly the

aircraft as required by the employer. (Some may also hold a Bachelor of Aviation)

If you now say I hold an ATPL and in 2003 I completed my Bachelor of Aviation

and - My major was Human Factors which is something that I am interested in

and I have the good fortune to conduct the in-house CRM courses for my present

company, you have turned a boring statement into something which pricks the

interview panels collective interest and demonstrates you not only know the value

of your Bachelor of Aviation but that you are capable of turning your studies into

practice and an advantage for the employing company.

I deliberately bolded the words which describe how you feel. At their deepest

level, a USP is how you view not only your job but also what you get out of the job

in order to make it worthwhile for the employer to say, Congratulations youre

hired!

Note: A USP is how you use what is unique about you to sell your strengths and

weaknesses.


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Exercise 1

Write out a list of your USPs

Dont be too concerned if you dont get many just now. You get to have another go

later in The Guide. (Let The Guide do just thatguide you) e.g. demonstrate apositive attitude because I know it helps me succeed at what I do and by

practicing what I preach I have ended up here today in the interview room.

Self confidant I am able to make this statement because I apply myself to my

studies and knowledge of my current aircraft and read extensively. I also seek

advice if required. (Shows you understand that no matter how hard you try you

will never know everything and that you have the confidence to ask)

Effective communicator Well for a startI am here today in the interview because

I was able to communicate my desire to work for you. Other examples are.

Team orientated Each and everyday I work with a team of great people and

understand the importance of every person involved in the safety of my flight; from

the refueller to Air Traffic Control.

Handles all types of people easily I learnt very early in life that everybody has

different views from my own and because of that I believe it actually makes life

more interesting - not more difficult. (Thats a positive attitude as well)

Now its your turn

Professional approach -

Able to make decisions -

Good sense of humour (Always an asset at the right moment-even better

if you can have a laugh at yourself)

Enjoy meeting people and working with them -

Puts team success before individual recognition -

Hint:Think about what makes a good Captain.


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Hint: Dont just leave it there; try to imagine how you could word them into

responses to some questions you may be asked and how you could use your

USPs to sell your strengths.

Why should we employ you over the other candidates?

A great example of a classic question and good reason why you need to know

your USP.

The reason for conducting interviews is to find not only the most suitable

candidate(s) for the job but also the one that is most likely to be suited to the

company and its culture.

So why is it that a company should employ you? If you havent given this some

serious thought then now is a good time because the airline will certainly want to

know why, either through a direct question or throughout the process of the

interview.

Why should we employ you over the other candidates? is the perfect

opportunity for you to highlight your USP (s).

I am glad you asked me. Ive spent some time looking at xyz airlines and,

because of that I believe I have an insight into your company. Its certainly a

company that I would be proud to work for. One of the things Im interested in is

the fact that you use a simulator to facilitate your crew Training and Checking

requirements. Because I enjoy instructing and get a lot of satisfaction from it,

sometime in the future I would like to become part of the Training and Checking

department should the opportunity arise. In the meantime, I know that your pilots

have a lot of contact with the passengers. Meeting new people and making the

flight a safe and rewarding experience is one part of the job that I really look

forward to and I know I can continue to do that here.

I have spent some time looking at xyz airlines Is a statement to the panel that

you have done your homework.


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that I would be proud to work for. Lets face it everybody likes to think that

they are looked up to and admired. It backs up your research into the company.

Because I get a lot of satisfaction from instructing. Your USP is not that you

are an instructor (it is possible that there are several other candidates who are

also instructors). Your USP is that you get satisfaction from your experiences as

an instructor! You could expect the next question to be, Tell us what the most

satisfying thing about being an instructor is?

Meeting new people. Again your USP is that you enjoy meeting people and

that you are capable of making it a safe and rewarding experience. Expect

another question about your experiences with people and be prepared to

demonstrate with an actual example of how you showed the passenger a

rewarding experience. An example could be a person who had never flown before

and you worked hard to make sure it was special for that passenger.

is one part of the job. This statement within the sentence shows that you

realise that its not all about just flying an aircraft.

a safe and rewarding experience that I really look forward to. This is

telling them why they should employ you.

I know I can continue to do that here. This is an affirmation of your intentions

to bring your USP to the company.

Notes:

The fact that you want to become part of the companys Training and Checking

Department has relevance as to why they should employ you. But at this stage,

having just met you, they have no idea if you would be suitable. However, all of

the other examples highlighted are ones that you have a track record in. You are

using your experience and USPs to communicate the reasons why the company

should employ you.


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Your Resume/Portfolio should be able to back up the claims you made in the

above statement.

Here is Captain Mark Hess way of answering the question, Why should we

employ you over all the other pilots here today?

Because I realise that although I am only a small cog in a larger, more

complicated set of cogs that go into making the company work I know that if I stop

working it can bring the whole flight to a standstill. I know therefore that I have a

place and value within the company. I will bring this value and understanding of

myself to the company and will use it to apply myself professionally at both a work

and personal level.

Captain Mark Hess

Captain Hess has communicated his reason for being chosen above all the other

candidates perfectly and in his own inimitable style.

Now what was that quote aboutIndividual commitment to a group effort, that is

what makes a team work, a society work

Captain Hess also makes the point that when you are being interviewed You

should be confident, but never give the people who are interviewing you the

feeling you are overconfident. You dont want to come across as arrogant.

Note: If I were to make the same statement as Captain Hess in an interview it

wouldnt work for methats because its not meit wouldnt sound right and yet

when Mark says it, it seems completely natural. Hence the importance of knowing

thyself!


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People of all nationalities identify with emotion. Emotion is used universally to sell

goods and services. Emotion plays an important part in how you describe your

USP. It is not always enough to say, As well as being a pilot, I hold a trade

certificate in sheet metal working. While it certainly points out your technical

skills, it says nothing about what you get out of your interaction with your work as a

human being.

A better way of saying it would be, As well as realising a childhood dream of

becoming a pilot, Ive always enjoyed working with my hands so when the

opportunity of an apprenticeship in sheet metal work came along I jumped at the

chance. Doing the apprenticeship had the added bonus of letting me live at home

while I studied and paid for my flying lessons.

This has turned a boring statement of fact into something that your interviewers

can respond to.

Its a positive statement.

Its a goal statement holding a goal since childhood and then achieving

that goal speaks volumes for your ability to not only set, but also realise

your goals.

Hint: Your ambition now is tokick that goal all the way into the left hand seat.

Important tip #5

Emotion and your USP


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Exercise 2

Fill in your response to the question below.

Why should we employ you over the other candidates?(Even if you dont get asked you need to know the answer to this question)

Hints:

try to keep your answer to under one minute

always try to find a USP which you can relate back to the company you are

applying to, or that you believe may be of value to the company

always try to find a personal USP that brings out the best in you

Your response will vary depending on your experience and the airline you

are applying for.


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The Pilots perspective

It is a common mistake for pilots to believe that the airline will employ them based

solely on their skills (i.e. they hold a pilots licence) and personality (i.e. extremely

great person) alone, rather thanhow they present themselves (first impressions,

will they suit the company image), and how well they articulate their skills and what

advantages (USPs) they will bring to the company. The requirement to hold a

pilots licence is a regulatory function and a privilege. In itself it is only the fuel that

allows you, the pilot, to fly the aircraft. What makes the aircraft perform, and how

well it performs, is entirely up to the pilot - i.e. you.

The Airlines perspective

The company has a requirement to carry out certain tasks in order to meet its goal

of making a return on its investment, i.e. fly paying passengers between certain

ports. In doing so, it will be remunerated and earn profits for its shareholders.

So why does the company need flight crew? Safety? - definitely. Expeditious

operation? - certainly. Somebody to fly the planes? absolutely.

Without pilots, none of this could be achieved. However these are functions of the

job. Its main reason for employing you is to get an end result . Transporting

paying passengers from A to B is what they require. The end result is the airline

receives financial reward andso do you. It is vital you recognise that, should you

be employed, you will become an integral part of the organisations efforts to

achieve its goals.

Important tip #6

Be Posit ive and use your USPs to your

advantage!


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Ill leave the final word to kaptin M from the website pirep who puts it better than I

ever could

A pilot is responsible for delivering the final product. The SAFE transportation of

passengers to their destination. Kaptin M (Thanks CR)

Note: Visit the website at www.pirep.org Pirep is an Australian bulletin board and

a source of information for pilots.

Stop worrying about the other Candidates!

Dont compare notes as to who has what experience level. It is pointless and

often sets the seed of gnawing doubt as to your level of experience if it is lower

than the other candidates. As I stated earlier and I will state again later - simply by

being invited to attend the interview you are considered a potential employee.

They would not have wasted their time if they did not think this. The primary

purpose of the interview is to assess your personal qualities this includes howyou answer technical questions and anything else they may throw at you.

Think of it this way - you buy a product to get a result. For example, you buy a

blade for your power saw. However, the blade is not really what you need, what

you really need is to cut a piece of timber with the blade. The blade is the

implement to achieve the goal. How well it achieves the goalis dependant on

the quality of the blade. Quality is what the company looks for. Quality is not

easy to quantify so the company uses the interview to gauge your store of

quality, how great a magnitude of quality you have.


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3.2. What can the Company offer me?

To understand what an airline is looking for, you have to know what youwant from

them because, believe me; they have a very good idea of what they want from

you.

A good way to identify this is to write down what they can offer you. (See example

below).

What can they offer

Ai rl ine Name

Simulator Yes

T & C Yes

Award Wages Yes

Positive workingenvironment (talked tostaff)

Yes

Overnights Yes

Insurance paid

Uniform

supplied/allowance


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Exercise 3

What do I want (does it match with what they can offer)? Ive started the list foryou. Try to identify as many of your wants as you can.

Ai rl ine Name

A job (interview)

Award conditions

Stable roster

Simulator

Opportunity foradvancement

Expansion

Good maintenance

Good equipment

Is this company where Iwant to be in five years

time?Ten years? If notwhere do you want tobe and why?

(Add your own)

Always, always,remember the company is employing you to achieve a goal

Hint: If you can rattle off a list of positive reasons for joining the company during

the interview it shows that you have done your homework and you continue to

demonstrate that you know what you want.


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Realising your potential Summary

Remember: A USP is what you use to sell(or promote) yourself, including your

strengthsand weaknesses in the best possible way.

The most important aspect of your USP, besides your USP, is that you can

communicate it easily and with conviction. This means you can back it up with

examples.

Understand that everyone has his or her good and bad points. Your job is to

make the most of both your good and bad points through your USPs.

Identify what it is that gives you your strengths and weaknesses.

What gives you your strengths may be the ability to cope under pressure, it

may be a positive attitude, and it may be an ability to get along with people,

or good communication. You may have all of these. Or yours may be

different again.

Remember you can have more than one USP.

Understand that a USP is a strength that can used to put the best light on a

weakness.

Use your USP to elevate your strengths.

Use your USP to elevate your weaknesses.

The successful interview will be helped by understanding your USPs and

communicating them during the interview.

Dont worry about the other candidates level of experience. (Id be more

interested in their ability to sell themselves during the interview)


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You must be able to back your USPs. Dont just say I am good at

communicating anyone can make empty statements. Make sure that you

can back it up with examples of your good communicating skills.

Are your goals and the companys the same or at least similar.

Think about what makes a good Captain and then look at your list of USPs

to see if you have some of these qualities.

A USP is how you use what is unique about you to sell your strengths and

weaknesses.

Converting a strength or weakness to a USP during the interview will

always demonstrate to the panel that you have an excellent understanding

of yourself.

1. Know yourself strengths and weaknesses

2. Communicate the USPs practice your ability to communicate your

strengths and weaknesses in a positive way by using your character

3. Evidence of your USPs - ability to demonstrate evidence is crucial to

and effective USP

Before you move onto phase two Please do not grab hold of the

concept of the USP as if you were a used car salesman. The idea

of a USP is a whole lot more subtle and should have way more substance. By all

means use it to your advantage in the interview but do not beat it to death.

Use the USP to flesh out the positive aspects of your life.

Important tip #7

The three items of a successful USP

CAUTION


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4. Phase Two - The Employment process

Usually consists of some, if not all, of the following

1. Resume and covering letter2. Online database application e.g. staff cv

3. Invitation to attend an interview

4. Psychological test, psychometric test or pre interview questionnaire

5. Skills testing

6. Simulator

7. Medical

8. Interview(s)

9. Result of interview (whether or not you were successful it is paramount that

you go over your interview and critique yourself).

At the time of writing I know of no airlines in Australia that will give any information

or feedback about the interview. If you know of any airlines that do, wherever you

are in the world, then email me at [email protected]

Here is Eastern Australia Airlines breakdown of the employment process;

Staff CV application

Initial Selection minimum criteria

Psyche and skills testing

Interview and Simulator on the same day

An important difference with Eastern is that they interview blind to the sim score.

Eastern Australia Airlines Todd Chapman puts it this way, If the candidate got 9

out of 10 (in the sim) you would have rose coloured glasses when you interviewed

them, if the candidate got 5 out of 10 you would deal with them in an entirely

different way which meant the interview was not serving its intended purpose of

being completely subjective. It is not until after the interview we look at the sim

score and add it into the total process which will give us an overall weighting.

Eastern Australia Airlines Insi ht


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One of the most important things about an online application OR the covering

letter and resume is that they are what get you the interview in the first place.

They do this by telling the reviewer that you meet the airlines minimum

requirements and by pre-sellingwho you are.

4.1. Your Covering Letter

Always send a covering letter with your Resume. The covering letter should

include the basics of an introduction, the position you are applying for, your

contact details and availability, as well as your USP(s).

Important tip #8

Covering letters & Resumes


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Charles K Smith25 Cobblestone Parade

Old Sydney Town NSW 8000

Tel: 08 333 000Alan WrightHR ManagerAirlines of the FuturePO Box 23MELBOURNE VIC 3100

13March, 2010

Dear Mr Wright,

I am writing to express my interest in working as a Pilot with your organisation. I enclosemy resume as a first step in exploring the possibilities of employment with Airlines of theFuture.

My qualifications to date are as follows:

ATPL Australian

Command Instrument Rating 3 Renewals

Multi Engine endorsements- PA-31, Baron/Travelair

My most recent experience is flying as a Captain for a small city link operation out of

Sydney (Fly-Me Airways). Because it is a smaller airline there is opportunity forinteraction with our customers, which I enjoy immensely. In addition to my pilot duties, Iam responsible for OHS policies and procedures; I assisted in the implementation of theseprocedures at the two other bases. I also conduct DG training for the company as perCASA Regulations, Subpart 92C.

As a Pilot with your organisation, I would bring my existing knowledge and skills, as wellas continue to develop a professional approach to my flying.

Thank you for your consideration and I look forward to further contact with you andpossible future employment with you.

Sincerely,

Charles K SmithEnc.


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4.2. The Resume

The purpose of the resume is to provide a more detailed summary of your

qualifications and work experience. Your resume should be one to four pages in

length (although if experience warrants it more pages could be added). It should

be clearly set out. Fancy artwork and party balloons dont tell them anything about

you, other than you know how to use the software package you created the

resume with, so leave the fancy stuff at home. Your resume is a document that

contains important information about you! You are the USP. Stop looking

elsewhere. Wouldnt you rather the airline know about yourather than have them

hang your resume on the wall as a piece of artwork or, worse still, place it in the

waste- paper- basket filing system?

Simply by following the example resume (see Appendix 1) included in A Pilots

Guide to the Successful Interview,you will have a killer resume that will help

you sort out what is relevant to both the industry and you.

4.3. The Basic Requirements of the Resume

There is a continuing argument within the industry about what makes a good

resume. In my experience there are two groups of people - one says that the

resume should be kept to one page; the other says that you should have more if

required.

I tend to agree with the second group, however, I would add to this that you should

make your first page a checklist of the most important items as follows;

your personal details name, etc

full contact details if transient then send details of a permanent contact

flight qualifications this is the linchpin to meet the requirements for an

interview so you want it right there in front of them

flight times rounded down to the nearest whole hour

education

availability


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This way if they want more information they can then turn to the other pages as

required.

My own experience was that if I wanted more info then the best way was to divide

the acceptable resumes into two piles; one consisting of the brief one-pager and

the other pile would consist of two or more pages. What I found was that the

resumes which had a good summary of their flight details etc on the first page

followed by other important info was most likely to be read by me and thus most

likely to receive a phone call asking them to come in for an interview.

Sure, I needed to know their technical details but I also needed to know something

about the person. The covering letter and resume are an opportunity to pre-sell

you.

Hint: From British Airways Make first impressions count.

http://www.britishairwaysjobs.com/baweb1/?newms=info45

We can only proceed with your initial application on the basis of the information

you provide us with. The following tips are offered to give you the best possible

chance of succeeding to the next stage:

Ensure your CV is well-organised, logical and easily understandable. Your

experience, education and qualifications should be listed in reverse

chronological order.

Don't pad out your CV unnecessarily. Include everything that is relevant, but

keep it brief.

Keep a clear picture in your mind of the job for which you are applying, and

the skills you have that most closely match the requirements.

Take some time to think about your accomplishments. Include volunteer

activities, jobs, projects, assignments, travel and team activities. Identify the

personal qualities they brought out in you.

Make sure your CV is up to date.

Do a final check of your CV for spelling mistakes and errors.

On a Personal Note


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The basic requirements of a resume are

Personal details -

name

age*

address

telephone/Mobile and e-mail

highest level of education

interests and hobbies

A prcis of -

flight training, hours and aircraft flown

flight qualifications

instructing experience

chief pilot or other directly related information e.g. degree in aviation related

studies

work experience in reverse chronological order

Contact details of the two most recent references should be included.

Your Resume should be a personal brief about yourself and your work career to

date. Within the framework of the resume find out what your USP is and add it in.

It may be that you enjoy instructing. So what you may ask, lots of other pilots are

instructors. Well for a start some do it without enthusiasm because to them it is

simply a way of gaining hours and a wage at the same time before their next stepto the airlines.

Enjoyingwhat you do is not a crime and it showsenthusiasm.

Some airlines like to employ pilots with

a pilot's guide to the successful interview.pdf

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