Thursday, June 30, 2011
Okay, let's talk more about the hiring process.
For some background, scroll down a couple of posts to the 'everything changes, everything ends' one, then come on back because I need some advice.
The stakes are pretty high for me - whomever gets hired will be working closely with me, and I want to make sure we mesh well. They will also be flying with my boss, who is a great pilot, a smart guy and pretty reasonable to work for, but who also assumes that people will operate at 110% efficiency, so there isn't any room for stupidity or laziness. I like that, because I like the challenge and frankly because I'm up to the challenge - yeah, I certainly have the Captain's ego to go along with my Captain's qualifications and experience, but I don't think that's necessarily a bad thing in this situation.
Anyway, if I end up hiring someone who turns out to be a dud, it's gonna be an expensive mistake, and my job security is pretty much directly proportional to the number of expensive mistakes I don't make, if you catch my drift.
I don't care nearly as much about flying experience as I do about personality. "Hire for attitude, train for experience" is my mantra in corporate aviation-land, and it has served me well thus far. That being said, if we hire a 200-hour wonder then they will be sitting right-seat for ages and ages until they qualify for their Airline Transport Pilot's License (which they need to fly as Captain), so there are some experience considerations involved.
My plan is to hold the interviews at a nearby restaurant or pub - I think you can learn a lot more about a person during lunch / over beers than you can sitting across from them in a boardroom. Am I wrong?
I looked online and found a valuable post at a blog called 'Pilot Notes', and I think I'll shamelessly steal some of the questions listed, but I think there are some other areas that could be covered - after all, the actual flying part of this job is a relatively small portion of the job itself - we do lots of paperwork, and we will be spending days on the road together, so want to be able to assess that stuff as well.
Now here's the whole point of this post: If you were in my position, what other questions might you be asking the candidates during interviews? Let's assume that the candidates demonstrate good technical knowledge about aviation / airplanes, so that stuff is not in question.