Interview Insights: Preparation is the key to success

The administrative aspect of your preparation involves getting your paperwork together. This includes completing résumés and applications, as well as gathering required documents such as your driver’s records, airman’s record, and college transcripts.

Whether you are completing a paper application or applying online, this drill is the critical first step in the process because it offers recruiters a very important first impression of the type of person you are without even knowing you. How you present your paperwork tells a recruiter much about your dedication to getting the job and also your level of professionalism.

Capt. Craig Washka, director of pilot recruitment and development for AirNet Express, says many pilots are not selected for interviews based only on the fact they miss small details on the company’s online application. Since each application goes through an arbitrary numerical scoring process, if you miss checking a required box, then you risk not getting the interview, he explains. Most of the time it’s due to pilots not taking the time to complete the application in its entirety or paying attention to the details.

“Highly qualified applicants rush thought the app, especially on the flight time,” Washka says. “When someone calls or e-mails me to say that they don’t know why they did not get an interview, I go into the system and take a look. In most cases the app is wrong.”

Likewise, JetBlue Director of Pilot Recruitment Dean Melonas stresses that when pilots complete his company’s online application they need to be very cognizant of the flight time section since JetBlue specifies it accepts only PIC time as defined under FAR Part 1. As a matter of fact, Melonas says, this is repeatedly emphasized throughout the process and candidates are asked to verify that they understand this and have recorded their PIC time accordingly before they come to the interview.

The next part of the paperwork drill is to gather your driving records, airman’s records, and college transcripts. This is relatively easy to do, but takes time, so don’t wait until the last minute to make the effort. Beyond the requirements to provide documentation, it is important for you to know exactly what is on your record. I preach this regularly since I have known pilots to go into their interview with confidence, only to be surprised by what was found on these records.

Now, the company interviewing you may not have all of these records on the day of your interview, but a thorough background check is part of every interview process. Regulatory law under the Pilot Records Improvement Act of 1996 mandates this. Also know that the records the airlines obtain on you are the exact same records you can get yourself. So it is vital that you do this; ideally, before you complete an application, and most certainly before you enter an interview.

Most of us know whether or not we have violations on our driving record; however, many certificated pilots make the dangerous assumption that their airman’s record is clean if the FAA has never notified them that they have a violation or incident. I know three pilots who lost their jobs making this assumption. Don’t let this happen to you. A career job could be on the line.

Melonas warns that too many applicants rely on government agencies to keep accurate records. What if a mistake has been made? Perhaps you share a name with some renegade pilot who breaks every rule in the book and your stellar record was switched or mixed up with his. It happens! And it takes time to get these messes cleaned up. So, don’t wait until the interview to find out the bad news. Besides, when you go to your interview unprepared in this way, it also will reflect poorly on your judgment and professionalism.

On the other hand, if you truly do have an incident or violation on record, you will talk about this during the interview. Melonas encourages pilots to always come clean.

“Integrity is key. It is one of [JetBlue’s] key values. Admit to it and it will be given consideration. The information is kept confidential. But let us know, because if we find it after the fact, it is a deal breaker.”

College transcripts also should be ordered well ahead of any potential interview date. Usually, you can simply contact the registrar’s office wherever you attended school and ask for several sealed copies of your transcripts. Make sure you have enough copies—sealed, of course—to present one to each airline you might interview with. There’s often a nominal charge for these transcripts, but it’s much better to have extras left over after you get the job than to be scrambling each time an interview is available.

It should go without saying, but your logbooks should be neatly completed and in good repair. The most commonly accepted logbook is still the leather or vinyl bound hand-written book, but electronic logbooks usually are acceptable, too. If presenting electronic logbook files, though, you also should bring with you any actual manual log books that you have, along with all endorsements and signoffs.

Before attending an interview, be sure to go through your older logbooks and search for notes and entries that can often provide good, illustrative stories you may have forgotten about. While you’re at it, remove any irrelevant notes and papers. There should be nothing in your logbook except your actual penned entries. Yes, that’s right. Your logbook is an official record of your flight time and all times should be recorded in ink.

Finally, the little red and blue pocket logbooks do not meet the legal requirement of an official logbook and are not acceptable. I guarantee you will leave a lasting negative impression if you try to present these logbooks during your interview—so consider yourself warned.

Your technical preparation will include preparing for any written testing and simulator check rides. There are many ways in which to prepare and once again this takes time. For your written tests, you should review the FARs and Airman’s Information Manual (AIM), since this is where most written testing material comes from.

“Pilots coming from another background need to know that they are applying for a job with a Part 121 carrier and they need to know these regulations,” states Sharon Jones, pilot recruiter for Comair. “They need to brush up.”

That sentiment is shared by many airlines. Keep in mind that the airlines expect you to bring a certain level of knowledge and expertise with you when you start your training. Sure, you will be trained according to their standards, but you must have a foundation of knowledge and experience to keep up and they are counting on this. So review your written test books again, especially the Private, Commercial, and ATP written prep books. Many test questions are derived from basic airman knowledge items, as well as from things you probably have not thought of since passing your private pilot written test.

The other part of your technical preparation regards the sim check. Many airlines conduct pre-employment simulator check rides to test basic flying skills. As mentioned, the airlines expect you to have a solid foundation of piloting skills coming into the position, so most pre-hire simulator checks are only about checking for a pilot’s good scan and being able to fly basic maneuvers. If you have not flown in a while, or have been flying glass-cockpit aircraft, you might have more trouble with this than you expect. That’s why you should practice before taking your sim check.

Being current also is a big issue with the airlines, since many consider recency of flying to be a significant indicator of training performance. “Those who have not been flying recently do have some problems in training,” JetBlue’s Melonas says. “Any formalized aircraft training in the past five years such as a recent upgrade or type rating can be positive.”

If you haven’t been in an airplane in a while, you might even want to rent a Cessna 172 just to get current and practice some basic flying and instrument procedures. If you’re currently flying, then try to hand fly your aircraft every chance you can until your interview. You also can practice by renting sim time at your local flight school or even flying a desk top simulator like Microsoft’s Flight Simulator to help hone your cross check and scan techniques. Then, sign up for a practice sim session right before your interview. The key to a good sim performance is a good scan. It will take more than an hour to redevelop these skills, so plan ahead and start your practice in enough time to identify and correct any problems you may have before the interview.

Now, I realize many of you are out there looking for the “gouge,” and according to all the airline recruiters I spoke with, they know you know the gouge. But they also know that what will make you stand out in the interview is if you can tell a good story—your own story. As Jill Nidiffer, senior manager of staffing and selection for AirTran Airways says, “Our interviews are targeted, experienced based. Some (candidates) have good examples and some don’t. It’s all about story telling and some can tell a good story.”

But what makes a good story? Essentially, it comes from talking about the varied experiences and scenarios you’ve had during your flying career and being able to convey them as illustrative or learning opportunities.

According to Melonas, it is very unlikely that a candidate with years of flying would not be able to come up with some stories to tell, yet it’s not uncommon for a candidate not to do well when he cannot describe practical examples of his experiences.

Pilot interviews are behavior based, meaning your past and current behaviors are considered good indicators of your future behavior. Airline recruiters look for potential new hires by evaluating the actual practices and experiences presented by the candidate being interviewed. When the candidate can’t do this, the interview usually will not end with a positive outcome. But how do you prepare for a behavioral-based or targeted interview?

Fortunately, it’s easier than you think and getting started is the hardest part. When I coach candidates at AIR, Inc., I always begin with a list of behavioral criteria that I know the airlines are looking for. The good news is that most airlines look for the same traits among new-hire pilots: commitment to career, decision-making and problem-solving skills, leadership and professionalism, relationships and social interactions, stress and initiative. You should be prepared and able to offer practical examples—based on your own experiences—to demonstrate each of these behaviors. So your task is to think about specific experiences and situations you have been in and then turn them into stories you can tell during your interview.

For example, to demonstrate commitment to your pilot career, think about what motivated you to start flying, when you started flying, and what steps you’ve taken to further your career. Mention any sacrifices or extraordinary efforts you made along the way. You need to know your personal history here and be able to comfortably talk about it; there’s no room for faint recollections or vague declarations. Make sure to have a set story in mind that succinctly describes your desire and commitment to aviation.

Next, build stories to illustrate the other traits listed. These stories should come from your actual life experiences, both professional and personal. This may require some meditation and reflection, but once you start recalling your experiences, you may be surprised at what comes back in a flash. Believe me; I have coached enough pilots to say you can trust this. You just need to start remembering.

At the beginning of my Interview Survival Workshops, I always ask the group what their biggest fear or concern is about the interview. Invariably, the overwhelming answer is not knowing how to answer a question—being stumped.

Well, if you are prepared, you will never have to worry about this again. When you’re prepared, you will always have a story ready to go and you will come across as sincere and spontaneous and confident. This is when the recruiter gets the sense they are getting to know “the real you.” And that is vital to your success during the interview. If the recruiter gets a sense you are not giving your own answers, they can quickly lose enthusiasm for the interview and you probably won’t even realize what’s happening.

“We know that there is an interview gouge on every company,” AirNet’s Washka says. “It is obvious when [answers] are canned. They (candidates) will give the answer to five other questions, or they blurt out the answers before I finish my question. If this happens, then I will go deeper into the question to see if they are giving an honest answer.”

Now, don’t get this wrong. Recruiters want you to be prepared. They want you to have given thought to what you might want to say. However, they also want you to always give your own answers. Nidiffer compares an interview to a pilot’s workday. “They have to be prepared for every flight and they have to be ready to think on their feet. They have to be ready for the planned and the unplanned.”

Your interview process is multifaceted. Another area that will be probed is self-assessment. Not only will you be expected to talk about your historical experiences, you also will be expected to know yourself and your short- and long-term goals. You should be especially aware of your professional goals as they pertain to your flying and the company you want to work for.

Pilots have a tendency to apply to any company that is hiring and lose sight of the fact that recruiters are looking not only for candidates with good flying skills, but also for pilots who fit their airline’s corporate profile. Washka suggests that candidates pick a company—not just a job. “Candidates should know what type of flying they really want to do,” he says. “They should have researched our company and know that this is the kind of flying they really want to do.”

Learning about a potential employer is a key component of your interview preparation, but this goes beyond memorizing a few facts and figures. You should strive to really get to know the company and its culture; then you can better determine if it offers a good fit for you. If you are excited about the company after researching it, your enthusiasm will undoubtedly shine through during your interview.

The bottom line is, when you really want to work for a particular company—not just get the job—the interview will be a breeze. And here is where we come full circle. Airlines are looking for well-rounded individuals. Your technical qualifications and experience will get you to the interview. After that, you need to step out of the pilot role and step into the employee role. According to Washka, “a candidate may not do that well in the technical area, but if they present us with the right attitude and motivation, then we consider hiring them. They have to be trainable. They have to be social.”

So, as you look forward to upcoming interviews, know that you can stand out among the many other eager pilots competing for that job. It will take some work, but you have the recipe here in front of you. You are a professional pilot and you would never go to work unprepared. You would never come to a check ride unprepared. So just as AirTran’s Nidiffer says, “Be prepared [for the interview], just like a pilot.”

DEVELOPING STORIES

Good story telling is at the heart of any successful pilot interview. To develop the stories you’ll need to impress interviewers, start by thinking about the behavioral areas they’re likely to ask about: decision making, problem solving, leadership and professionalism, relationships and social interactions, stress and initiative. Ask yourself about how these apply to your life at work and at home. Ask questions such as, how do you handle adversity? What motivates you? When was the last time you had to make a serious decision while flying? What was at stake? What did you do? What influenced you? What was the outcome?

Think of experiences, any experiences for now; then determine which ones you can talk about later. Initially, just think about anything that comes to mind and write it down. Don’t worry about structure. You are not writing these down in perfect editorial format, like a script to memorize and recount later in your interview. Instead, think of at least two events for each trait. Some will be better than others, and then you want to be sure you chose the story that will survive the interview.

Okay, now I know you’re asking, “How will I know what’s survivable?” Well, let common sense be your guide. All stories have a happy ending, right? No, not necessarily. If not, perhaps you learned something from the experience and that can be the basis and reson for telling the story.

If it’s not a positive experience and didn’t turn out to be a good learning experience for you, then keep trying until you come up with an event you can talk about that meets these criteria. Think about this. The events in your life have shaped who you are. You have had good experiences and perhaps bad and tragic ones. But you’ve surely heard the expression, “We learn from our mistakes.” This is a valid life lesson. So even though you may be asked to talk about seemingly negative experiences, there is a positive spin to be had: namely the incredible learning experience you gained from this tragedy or mistake.

The more mature you are, the more experience you are expected to have; the more flight time you’ve logged, the more experience you are expected to have. Make sure long before the interview that you’ve developed the stories that best convey that experience.

— Becky Dean