Pilots Guide to the successful interview

A Pilots Guide to the Successful Interview

Author: Glen Solly

3rd Revision

A Pilot’s Guide to the

Successful Interview

A Pilots Guide to the Successful Interview

Dear Colleague,

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

Captain Moses Padagaga F100 Fleet Manager, Air Niugini.

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

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

‘A Pilot’s Guide to the Successful Interview’ is the result of my twenty-two years in a very

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

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

obtaining a position.

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

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

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

cinch, however, you don’t have to be a rocket scientist to figure out that if you follow even a few

of the rules as outlined in ‘A Pilot’s Guide to the Successful Interview’ then you will be streets

ahead of those that don’t.

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

interview tool. Indeed I resisted the use of the word ‘sell’ until it was used by the company’s that

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

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

with which you ‘pre-sell’ yourself, then your USP’s are the tools that you use to ‘close the sale.’

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

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

you already have – as against what you believe other people think you should have.

Sitting at the pointy end of an airliner may seem sexy and a great way to earn a living however

never forget that the Captain leads a highly specialised and trained crew, they demand good

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

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

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

pilot to have.

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

Glen Solly Monday 4th April 2011

A Pilots Guide to the Successful Interview The Concept

Table of Contents

1. Aviation as a Career ......................................................................1

1.1. Part 1................................................................................................. 1 1.2. Part 2................................................................................................. 4

2. The Concept ..................................................................................8 3. Phase One - Realising Your Potential .........................................17

3.1. Understanding your Unique Selling Proposition (USP) ................... 17 3.2. What can the Company offer me?................................................... 35

4. Phase Two - The Employment process.......................................39 4.1. Your Covering Letter ....................................................................... 40 4.2. The Resume.................................................................................... 42 4.3. The Basic Requirements of the Resume......................................... 42 4.4. Writing what counts ......................................................................... 46 4.5. Record of Resume and contact details pro forma ........................... 47 4.6. The Online Application .................................................................... 48 4.7. I’ve got an Interview! ....................................................................... 49

5. Phase Three - Preparing for the Interview...................................52 5.1. 7 Ps of Pre interview Preparation.................................................... 53

5.1.1. Company knowledge................................................................ 64 5.1.2. Regulatory and Technical knowledge ...................................... 68 5.1.3. Your Documentation ................................................................ 70 5.1.4. Your USP’s .............................................................................. 74 5.1.5. Yourself – Grooming and Deportment...................................... 76 5.1.6. Prepare your interview questions ............................................. 79 5.1.7. Closing the interview ................................................................ 82

6. Phase Four - The Mechanics of the Interview .............................85 6.1. First Impressions............................................................................. 85 6.2. Body Language ............................................................................... 86

6.2.1. The Handshake........................................................................ 88 6.2.2. The Jacket ............................................................................... 90 6.2.3. The Mobile ............................................................................... 90 6.2.4. Time Keeping........................................................................... 91

6.3. Interviewer Types............................................................................ 92 6.4. Interview etiquette ........................................................................... 95

7. Phase Five - The Interview ..........................................................97 7.1. Types of Interview ........................................................................... 98

7.1.1. Behavioural Interview............................................................... 99 7.1.2. Traditional Interview ............................................................... 103 7.1.3. Group Exercise ...................................................................... 110

8. A Positive Attitude (The right stuff) ............................................112 8.1. Mental “toughening” ...................................................................... 112 8.2. Visualisation .................................................................................. 113

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


11. Resources..............................................................................120 11.1. Manufacturers ............................................................................... 121 11.2. Web Resources - Australia............................................................ 121 11.3. Web Resources – International ..................................................... 122 11.4. Web Resources – Airlines ............................................................. 122 11.5. Online employment agencies ........................................................ 123 11.6. Other Useful websites ................................................................... 123 11.7. Government/Regulatory Aviation Departments - Australia ............ 123 11.8. Weather Websites ......................................................................... 123 11.9. Recommended Book Resources................................................... 124

12. Sample Interview Questions ..................................................125 12.1. Traditional ..................................................................................... 125 12.2. Behavioural ................................................................................... 126 12.3. CRM questions.............................................................................. 127 12.4. Company specific .......................................................................... 128 12.5. Aircraft Specific ............................................................................. 128

13. Dealing with rejection .............................................................129 14. 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.


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 a

document.

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

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

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

management style.

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

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

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

much less, and …

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

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

Thank you!

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

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

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

aspirations, but also those of the company’s in a way which reflects a corporate

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

work for this Airline.”

I

W



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



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 not currently 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, “I’m glad I didn’t read this when I first began to think

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

flying.”

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

that I needed a break. I had become bored with flying and it wasn’t giving me the

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

fact, I dreaded going back. I no longer looked up when a plane flew overhead and

wondered who was flying it, where they had come from and where they were

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

I



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

Mark Di Rosso)

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

Mostly they were management positions that required an element of working

hands on again (something I really enjoy and hadn’t realised how much I had

missed.)

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

boilermakers and trades assistants in cutting Pre Assembled Modules (PAMs’)

from the deck of ocean going barges at a bauxite mine. Giant multi tyred trailers

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

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

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

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

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

and clearance for the return voyage.



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

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

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

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

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

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

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

sitting on my bum for the last eighteen years. My time with Klinge & Co was

invigorating and challenging, especially when I was given the extra challenge of

managing Klinge & Co’s tyre bay and the mine sites fleet of earthmoving tyres at

the Handlebar Hill mine site near Mt Isa in Queensland.

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

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

the pilots.



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

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

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

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

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

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

grind that had burned me out in the first place, I chose my current employer…Air

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

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

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

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

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

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

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

Of course it has more than it’s fair share of challenges, as I’m sure anybody who

has ever flown in Papua New Guinea will testify (and the scenery is … WOW!), it’s

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

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

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

and increasing my flying knowledge. It’s an awe-inspiring country.

It’s great to be back flying again!

1.2. Part 2 Aviation, although global, can be a small industry when it comes to pilots. Not

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

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

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

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

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

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

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

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



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

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

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

I have had the pleasure, on days off, of cruising Port Moresby’s harbour on a

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

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

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

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

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

chips (fries). Beautiful!!!

Aviation as a career? Let’s just say there are many ways to enjoy the

opportunities that are associated with flying for a living.

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

Captain Reece Molony - F100 training Captain.)



My Interviews and getting back on the pony When I interviewed for these jobs I used my own tried and true methods as

explained here in ‘The Guide’ and, while it’s true that my simulator rides were

rusty, at each interview I felt prepared and ready.

It wasn’t easy running the gauntlet of checks and exams but, with a lot of help and

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

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

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

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

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

me interview better…and they employed me - thank you.

To Captain Moses Padagaga – F100 Fleet Manager, Check Captains Chris

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

Esmonde Yasi and John Aschman - thank you.

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

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

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

country boy under your wing and showing me the ropes.

Gentlemen one and all …

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

well.

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

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

certainly hope so. It is a great aircraft to fly and proves itself every day in the

testing environment of Papua New Guinea.



If you’ve decided to purchase A Pilots Guide to the Successful Interview then,

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

interview pending or, possibly, you’re one of the “small number” of pilots who are,

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

companies.

Congratulations! Your determination, courage and ability are to be admired and not to be taken lightly.



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

there’s one thing that I’ve learned from having participated in the interview process

from both sides, it’s that a good interview panel will quickly pick up on any

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

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

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

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

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

pointless. That is not what A Pilots Guide to the Successful Interview is about.

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

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

interrelated.

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

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

chat, or told you what you could do with your licence - when and why. If you didn’t

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

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

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

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

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

impressions’ to get you in the door. Throughout this guide I’ll draw your attention

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

S



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

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

sweat, tears and determination that is required to get into an Airline, I came to

realise that we pilots are probably the least informed about how the interview

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

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

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

regarding their interview process that I have seen).

Think about it -

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

decided to take up aviation as your chosen profession…the Successful Interview.

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

looking for.

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

probably never had any training for the interview. A Pilot’s Guide to the Successful Interview will explain how to prepare for the interview using a logical

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

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

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

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

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

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

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

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

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

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



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 you’re prepared to put as much work into the interview as you have done getting

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

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

edge in the interview room.

It will achieve this by

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

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

have themselves attended interviews, and of course my own

personal experience.

CAUTION



• giving you a structured approach to the interview covering areas

such as online application, preparation for the interview, resume

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

interview.

• giving you practical exercises to work with along the way.

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

thing you should be aware of by its conclusion is the vital, absolute and complete necessity to prepare for the interview with a logical plan, and without compromise.

You’ve spent a lot of time, money and energy getting your licence and your

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

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

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

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

airlines in the course of your career. Take responsibility for it and you will be

rewarded. Preparing for the interview is paramount to achieving those rewards.

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

this category then you’re right, it can’t, and it’s a good bet that nothing will ever

help you in your preparation for the interview.

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

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

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

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

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

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

actually occurring or about to occur.



‘A Pilots Guide to the Successful Interview’ cannot guarantee you the job. I won’t

insult your intelligence. It’s about following a series of logical steps that will give

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

employed within the ‘extremely competitive’ aviation arena.

If you believe that “it doesn’t apply to me”, then you’re absolutely right, ‘A Pilots

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

thought it never will be.

Contrary to what your mum may have told you, you aren’t special (unless you can

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

doesn’t automatically mean that the job of your dreams will be handed to you on a

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

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

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

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



Before you start lets get one thing straight

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

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

“Your mate didn’t get the job because there were others with better flight

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

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

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

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

of it.

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

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

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

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

preparation and subsequent performance during the interview.

What do they want?

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

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

in line with the company’s goals.

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

prove his or her ability as a professional, competent First Officer (or Captain as the

case maybe).

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

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

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

conducting an interview with you.



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.



ON A PERSONAL NOTE - 2011 UPDATE It’s now five years since I wrote the first edition of ‘The Guide’. One of the first

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

a good interview a ‘successful interview’?”

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

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

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

the stakeholders. Nobody goes to an interview to fail. It’s an expensive and 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.

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

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

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

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

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

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

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

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

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

new pilots. We’ve had some long discussions about the shortcomings and pitfalls

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

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

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

own career.



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

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

However, most of it was ‘written’ from the comments of the people I interviewed. People that sit on interview panels as well as successful airline pilots.

A Pilots 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 don’t try to be funny because it

won’t work. Whatever your persona is, be aware of it and work with it because

that is who you are.” Captain Andrew Wilder

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

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

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

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

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

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

3.1. Understanding your Unique Selling Proposition (USP)

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

minimum requirements of the airlines began. Finally, when you had logged

enough hours and obtained an Instrument Rating as well as the ATPL subjects,

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

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

attention.

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

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

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

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

Today within the airline industry it’s normal for your application to be vetted first by

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

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

A



The agency ensures that your application meets the current employment

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

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

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

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

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

impersonalises the process.

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

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

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

requirements at the time.

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

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

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

and cost restraints (and cost is now a major issue with pilots, particularly if you’ve

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

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

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

process significantly. But, as you are about to see, it’s still the determined and

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

end of the day.

Our USP’s are part of our character. They help us to overcome obstacles and to

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

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

lives.

Important tip #1 Identify your Unique Selling Proposition (USP)



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

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

every opportunity. I suspect it hasn’t changed since people began looking for work

of any kind.

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

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

is important to note that your USP’s may or may not be directly related to work.

Just be aware that, in the context of the interview, use work USP’s when asked

about work and personal USP’s when asked personal questions.

Do • make sure it is relevant to you

• make sure it is something you know a lot about

• make sure you can communicate it easily

• practice it

• make sure it is factual -

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

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

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

(Authors bolding)

• use the USP to demonstrate your value to the company

• have a sense of humour where relevant

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

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

the purple suit)

• oversell it

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



• 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, you will justify their reasons for choosing to interview you in the first

place.

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

always, to challenge that comment. I’ve come to realise that what they are

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

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

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

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

good thing.

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

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

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

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

statement. For example, “I’m an excellent communicator,” is a general (and

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

Important Tip #3 Why do I need a USP?



Let’s have a look at an example based on a fictional interview scenario;

Interviewer)…”we all have our strengths and weaknesses. Jeff, if I was to ask your best friend what he thought your greatest strength was what do you think he’d say?” Jeffs answer) “Oh communication for sure!” Interviewer)… “Ok so can you tell us why you think you are a good communicator? Jeffs response to himself) (Boy I should have seen that one coming!)

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

was this time once when my Mum told me to tell my Dad that she didn’t like the

way he was always going out surfing instead of working. So the next time we went

out surfing together I explained to him what mum had said and he said he’d fix it.

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

Brisbane looking for a job he said, …yeah he fixed it alright, didn’t get any work

though.”

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

have communicated effectively at work.”

Jeff’s not doing that well is he? He’s just spilled out the first thing that came into

his mind. And he’s not alone. Perhaps they’re not as bad as Jeff’s but from my

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

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

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

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

facet of your interview if practiced.

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

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

before they even started. That’s how predictable it is. When I asked them to give

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

angry with me claiming that they weren’t prepared. I rest my case! If they could

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

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



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

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

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

strength” something more than just a memorised or written list.

Here’s what I have learned about so called strengths and weaknesses,

(besides the fact that everyone has them)

• Most people see in themselves what they want to see. Wouldn’t you want

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

• Most people (pilots in particular) are self-starters, and to a large part are

confident go-getters who nearly always succeed. (Give yourself a pat on the

back it’s not easy getting to where you presently are in your career)

• Most people know they have strengths and weaknesses.

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

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

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

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

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

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

available.

Don’t get me wrong, there is good reason for pilots to be concerned at the level of

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

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

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

is you should be employed instead of the other candidates.

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

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

of things that they should have (because every one has them –right?), but as a

“checklist of things that have a reason for being” – In other words that checklist



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

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

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

advantage.

You don’t have to take my word for it. Here is what Todd Chapman, Manager

Operations Support with Eastern Airlines had to say about strengths and

weaknesses when I interviewed him in 2006.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

candidate – his final comment was telling.

“Self awareness is integral to knowing your limitations and capabilities.”

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



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

A weakness can be “I don’t know” (the answer)

A weakness elevated to a USP is… ”I don’t know but when I’m finished here today

I’ll put some time and effort into finding the answer and give you a call back.”

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

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

don't know in the first place.”)

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

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

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

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

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

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

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

sells himself during an interview. I told him about USP’s and the principle behind

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

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

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

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

he have a prepared answer that didn’t sound false, and didn’t sound like it was

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

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

what the coach had said was right. I guess I didn’t relate it back to me at the time

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

it’s too late to think about it during the interview.”

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

preparation and understanding your USP’s’.



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

question “why is it that you think you are a good communicator?” He didn’t have

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

up with an example it wasn’t a very good one.

Let’s ask Jeff the same question again. This time Jeff has used the concept of the

USP to help him answer the question.

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

Jeff’s response) “I’m a good communicator because I realise there’s a difference

between addressing the cabin crew to be seated for takeoff, which needs to be

directive in tone to when I make a PA to the passengers during the flight which

needs to be informative and authoritative. I mean, it’s all communication but it’s

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

difference between good and bad communication.” (Succinct)

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

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

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

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

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

Don’t forget that all the other applicants will have a similar level of experience or higher than you presently hold.

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

favourite song it should bring out the best in you.

Important Tip #4 Can I have more than one USP?



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

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

depth of character.

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

get along with people.” This example has two USP’s within it. Just make sure you

apply the principles of Important Tip #2 to both.

USP’s can be based on all facets of your life but they should be identifiable as

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

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

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

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

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

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

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

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

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

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

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

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

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

practice and an advantage for the employing company.

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

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

in order to make it worthwhile for the employer to say, “Congratulations you’re

hired!”

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

weaknesses.



Exercise 1 Write out a list of your USP’s

Don’t be too concerned if you don’t get many just now. You get to have another go

later in ‘The Guide’. (Let ‘The Guide’ do just that…’guide you’) e.g. demonstrate a

positive attitude – “because I know it helps me succeed at what I do and by

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

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

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

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

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

Effective communicator – “Well for a start I am here today in the interview because

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

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

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

the refueller to Air Traffic Control.”

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

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

more interesting - not more difficult.” (That’s a positive attitude as well)

Now it’s your turn…

• Professional approach -

• Able to make decisions -

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

if you can have a laugh at yourself)

• Enjoy meeting people and working with them -

• Puts team success before individual recognition -

Hint: Think about what makes a good Captain.



Hint: Don’t just leave it there; try to imagine how you could word them into

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

USP’s to sell your strengths.

“Why should we employ you over the other candidates?” A great example of a classic question – and good reason why you need to know

your USP.

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

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

company and its culture.

So why is it that a company should employ you? If you haven’t given this some

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

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

interview.

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

opportunity for you to highlight your USP (s).

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

because of that I believe I have an insight into your company. It’s certainly a

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

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

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

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

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

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

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

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

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

you have done your homework.



“…that I would be proud to work for.” Let’s face it everybody likes to think that

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

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

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

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

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

satisfying thing about being an instructor is?”

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

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

another question about your experiences with people and be prepared to

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

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

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

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

realise that it’s not all about just flying an aircraft.

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

telling them why they should employ you.

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

to bring your USP to the company.

Notes: The fact that you want to become part of the company’s Training and Checking

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

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

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

using your experience and USP’s to communicate the reasons why the company

should employ you.



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

above statement.

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

employ you over all the other pilots here today?”

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

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

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

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

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

and personal level.”

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

candidates perfectly and in his own inimitable style.

Now what was that quote about…”Individual commitment to a group effort, that is

what makes a team work, a society work…”

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

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

feeling you are overconfident. You don’t want to come across as arrogant.”

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

wouldn’t work for me…that’s because it’s not me…it wouldn’t sound right and yet

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

thyself!



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

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

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

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

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

human being.

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

becoming a pilot, I’ve always enjoyed working with my hands so when the

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

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

while I studied and paid for my flying lessons.”

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

can respond to.

• It’s a positive statement.

• It’s a goal statement – holding a goal since childhood and then achieving

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

your goals.

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

Important tip #5 Emotion and your USP



Exercise 2 Fill in your response to the question below.

Why should we employ you over the other candidates?

(Even if you don’t get asked you need to know the answer to this question)

Hints:

• try to keep your answer to under one minute

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

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

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

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

are applying for.



The Pilot’s perspective

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

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

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

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

advantages (USP’s) they will bring to the company. The requirement to hold a

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

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

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

The Airline’s perspective

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

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

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

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

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

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

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

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

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

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

achieve its goals.

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

advantage!



I’ll leave the final word to kaptin M from the website “pirep” who puts it better than I

ever could –

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

passengers to their destination.” Kaptin M (Thanks CR)

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

a source of information for pilots.

Stop worrying about the other Candidates!

Don’t compare notes as to who has what experience level. It is pointless and

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

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

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

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

purpose of the interview is to assess your personal qualities – this includes how

you answer technical questions and anything else they may throw at you.

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

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

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

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

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

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

quality, how great a magnitude of quality you have.



3.2. What can the Company offer me?

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

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

you.

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

below).

What can they offer

Airline Name

Simulator Yes

T & C Yes

Award Wages Yes

Positive working environment (talked to staff)

Yes

Overnights Yes

Insurance paid

Uniform supplied/allowance



Exercise 3 What do I want (does it match with what they can offer)? I’ve started the list for

you. Try to identify as many of your ‘wants’ as you can. Airline Name

A job (interview)

Award conditions

Stable roster

Simulator

Opportunity for advancement

Expansion

Good maintenance

Good equipment

Is this company where I want to be in five years time?

Ten years? If not where do you want to be and why?

(Add your own)

Always, always, remember the company is employing you to achieve a goal Hint: If you can rattle off a list of positive reasons for joining the company during

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

demonstrate that you know what you want.



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

strengths and weaknesses in the best possible way.

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

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

examples.

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

make the most of both your good and bad points through your USP’s.

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

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

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

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

different again.

• Remember you can have more than one USP.

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

weakness.

• Use your USP to elevate your strengths.

• Use your USP to elevate your weaknesses.

• The successful interview will be helped by understanding your USP’s and

communicating them during the interview.

• Don’t worry about the other candidate’s level of experience. (I’d be more

interested in their ability to sell themselves during the interview)



• You must be able to back your USP’s. Don’t just say I am good at

communicating – anyone can make empty statements. Make sure that you

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

• Are your goals and the company’s the same or at least similar.

• Think about what makes a good Captain and then look at your list of USP’s

to see if you have some of these qualities.

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

weaknesses.

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

always demonstrate to the panel that you have an excellent understanding

of yourself.

1. Know yourself – strengths and weaknesses

2. Communicate the USP’s – practice your ability to communicate your

strengths and weaknesses in a positive way by using your character

3. Evidence of your USP’s - ability to demonstrate evidence is crucial to

and effective USP

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



4. Phase Two - The Employment process Usually consists of some, if not all, of the following –

1. Resume and covering letter

2. Online database application e.g. staff cv

3. Invitation to attend an interview

4. Psychological test, psychometric test or pre interview questionnaire

5. Skills testing

6. Simulator

7. Medical

8. Interview(s)

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

you go over your interview and critique yourself).

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

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

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

Here is Eastern Australia Airlines breakdown of the employment process;

• Staff CV application

• Initial Selection – minimum criteria

• Psyche and skills testing

• Interview and Simulator on the same day

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

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

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

them, if the candidate got 5½ out of 10 you would deal with them in an entirely

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

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

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

Eastern Australia Airlines Insight



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

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

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

requirements and by pre-selling who you are.

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



Charles K Smith 25 Cobblestone Parade

Old Sydney Town NSW 8000

Tel: 08 333 000 Alan Wright HR Manager Airlines of the Future PO Box 23 MELBOURNE VIC 3100 13 March, 2010 Dear Mr Wright, I am writing to express my interest in working as a Pilot with your organisation. I enclose my resume as a first step in exploring the possibilities of employment with Airlines of the Future. My qualifications to date are as follows:

• ATPL – Australian • Command Instrument Rating – 3 Renewals • Multi Engine endorsements- PA-31, Baron/Travelair

My most recent experience is flying as a Captain for a small city link operation out of Sydney (Fly-Me Airways). Because it is a smaller airline there is opportunity for interaction with our customers, which I enjoy immensely. In addition to my pilot duties, I am responsible for OHS policies and procedures; I assisted in the implementation of these procedures at the two other bases. I also conduct DG training for the company as per CASA Regulations, Subpart 92C. As a Pilot with your organisation, I would bring my existing knowledge and skills, as well as continue to develop a professional approach to my flying. Thank you for your consideration and I look forward to further contact with you and possible future employment with you. Sincerely, Charles K Smith Enc.



4.2. The Resume

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

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

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

be clearly set out. Fancy artwork and party balloons don’t tell them anything about

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

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

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

elsewhere. Wouldn’t you rather the airline know about you rather than have them

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

waste- paper- basket filing system?

Simply by following the example resume (see Appendix 1) included in A Pilots Guide to the Successful Interview, you will have a killer resume that will help

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

4.3. The Basic Requirements of the Resume There is a continuing argument within the industry about what makes a good

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

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

required.

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

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

• your personal details – name, etc

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

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

interview so you want it right there in front of them

• flight times – rounded down to the nearest whole hour

• education

• availability



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



The basic requirements of a resume are –

Personal details -

• name

• age*

• address

• telephone/Mobile and e-mail

• highest level of education

• interests and hobbies

A précis of -

• flight training, hours and aircraft flown

• flight qualifications

• instructing experience

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

studies

• work experience in reverse chronological order

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

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

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

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

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

simply a way of gaining hours and a wage at the same time before their next step

to the airlines.

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

Some airlines like to employ pilots with instructing experience because they

believe it gives them a good grounding in the theory and, more importantly, may

make them ready candidates for a future training role within the Airline. Other

airlines see it as ‘just part of your general experience’ and do not give it much



regard believing that, when the time comes, they will choose their Check and

Training pilots from those that show an aptitude and a good understanding of

company procedures, as well as being effective role models and ambassadors of

the company.

Similarly your USP may be that you enjoy being around people. ‘Big deal, so

what?’ you ask. Well being people orientated is a big deal. Usually it means you

get along with other members of the human race and getting along, although not

essential, makes for a pleasant and (in my opinion) more effective multi crew

operation.

“We are looking at a pilot not only from the technical aspect but the human aspect

i.e. how well you get along with people. Cockpits can become very small places

with nowhere to hide if you don’t get along with each other. We need to know that

the person behind the resume will fit with our requirements and our culture and if

you can get along.” Chris Hine - Chief Pilot, Rex Airlines



4.4. Writing what counts To write successfully you must –

1. write sufficient volume of document - the volume, or quantity, should

exceed what is required (so that you have plenty to choose from)

2. write it as you would say it

3. format the document into headings, paragraphs and tables

4. critique the document for readability

5. rewrite as required

6. reread and ensure what is written on one page affirms what is written on all

the others

7. add references/bibliography and ensure they are up to date

8. print the document and read it aloud

9. edit as required and read it aloud again

Hint: There are plenty of templates and information about resume writing on the

net, or through books, and there is no end to businesses willing to write you a

resume for a fee.

Hint: Spell check your documents and have somebody else read them. They will

often read it differently and pick up any ambiguity or mistakes.



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

Contact Name:

Contact Details:

Online Application completed:

Resume sent:

Application form: Received

Returned

Resume Update:

Online Application updated:

Interview:

Result:

Follow Up:

Critique:



4.6. The Online Application Does the online application mean the end of having a resume? Definitely not! In

fact it places an even more important emphasis on the value of having a well

written, concise and to-the-point resume. Your resume provides important

information for the prospective employee that may not be covered in the online

application. It’s another opportunity to Pre-sell you and, because it’s part of you,

it’s easy to do!

Having all the necessary information at your fingertips is the key here. This is

where a current and up to date resume is of value.

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

drop down boxes as information can change if you do not first

come out of the highlighted section. For example “Do you have an ATPL?”,

‘Yes/No’ if you answer ‘Yes’ and then move on without clicking out of the box and

use your mouse to scroll down the page it may inadvertently change the ‘Yes’ to a

‘No’. This has happened!

Example of what may be required:

• personal details

• e-mail address

• password

• lost password question

• log Book

• licence

• medical details (current)

• passport – to confirm validity

• total flight time

• instructing experience

• military experience

• Education level

• aircraft type(s) and experience

on type

• employer details

• reason for leaving your last

employer?

• any other details which you

believe may be important to

your application? (USP)

CAUTION



As you can see the online data required is similar to that of a resume, which is

all the more reason to keep your resume up to date, and an accurate reflection of

you.

4.7. I’ve got an Interview! What does this say about me? What type of person is the Airline looking for? The simple answer is quite possibly

you! By being invited for an interview indicates that you are already considered

suitable. It is now up to the interview process to sort out the person from the pilot

and the pilot from the person. (I.e. level of experience, does he/she suit the

company image/culture etc).

Significantly, you are being given the opportunity to show the company that what

you have written in the resume is:

1. About you - (i.e. not some fictional character you would like to be, leave

him/her at home). This means the panel gets an opportunity to ask

questions about you - “Tell us a bit about yourself….” They will expect

responses along the lines of what you have written in your resume.

2. Factual - By producing your logbook, licence and medical along with

original copies of references etc.

3. Knowledgeable - You are able to underpin your licence with theoretical

and practical knowledge - e.g. when can you descend below your LSALT?

Can you give us an example of when you have been under pressure and

how you dealt with it?

4. Relevant - Your USP is matched with enthusiasm, sincerity and examples of how you have applied your USP. Where possible,

demonstrate how it matches those of the company.



What does it say about the Airline? Essentially, it says the airline is satisfied that your application meets their

immediate requirements. It says they are in the market for suitable pilots, and that

they will have certain parameters in mind for the new hires to meet. These

parameters are usually established to meet the minimum requirements of

organisations such as the Aviation Regulatory Authority (CASA, FAA, JAR etc)

and insurance company premiums; to meet in-house preferences and to assist the

function of supply and demand of flight crew availability (hold files).

The company will also have a good idea of the parameters and characteristics that

they believe the ideal employee should have in order to fill the position. You want

to exceed these parameters and the best way is through the use of some well

thought out USP’s.

Whatever the requirements, the value of your experience has been accepted by

the company and they believe you have the necessary experience relevant to their

operation.

Importantly, this is also an opportunity for the airline to show you what they have to

offer you. Ensuring they will meet your needs, as well as their own. They can

establish this in the interview process by the following –

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

• Asking questions to establish your knowledge base

• Testing. Personality, psychometric, hand-eye skills and technical

knowledge

• Giving you the opportunity to ask questions

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

• Simulator

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



The Employment Process – Summary

• A covering letter should always be sent with a resume

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

• The Resume should be 1-4 pages in length

• The first page of the Resume should contain the critical points required to

confirm your eligibility to meet the airlines requirements

• By ensuring your covering letter and resume are first class and relevant

you elevate your chances of an interview

• What you put in the covering letter and resume must be 1) Factual & 2) able

to be proven (evidence)

• An up to date resume compliments your online application

• Take care when using the online application forms. Although tedious they

are just another way of vetting - or weeding out unsuitable applicants

• Always keep a record of resume and contact data base

• Understand that the initial employment process should be viewed as a

prime opportunity to pre-sell yourself

A Pilots Guide to the Successful Interview Preparing for the Interview


5. Phase Three - Preparing for the Interview

hink back to all your training - your first solo, earning your wings, the long

hours spent studying, never ending exams and countless numbers of

tests. How much practice did you put in before each test, exam and each

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

As a current airline pilot I know exactly how much effort, and money, goes into

building a career in aviation, but when I think back to my early attempts at being

interviewed I cringe. At best they were mediocre. I relied almost entirely on the

panel recognising what a great person I was. I achieved this, or so I thought, by

smiling a lot and by telling them what a great person I was.

In general, interview panels were good to me. They realised that I was

unprepared, and so they let me down graciously. Eventually, after yet another

mediocre interview, one of the panel members asked me how much preparation I

had done for the interview. I twigged that something was wrong, and the penny

dropped.

OK, so how much preparation do you do for an interview? How much time and

effort have you have put into studying, practicing and preparing for the interview?

The answer is probably no-where near as much as you have put into getting your

pilot’s licence. Yet providing you’ve passed the battery of other tests, this (the

interview) is the only thing that stands between you and the job of your dreams.

When I learnt to fly one of my favourite mnemonics was one about flight planning.

In those days you took your flight plan down to the briefing office and submitted it

to the Flight Service Officer for approval and stamping. If he or she gave it the OK

you were free to go. Some Officers pointed out your mistakes quietly, while others

saw it as an opportunity to have a joke at your expense, and point out to all and

sundry that you were new to the industry and that you didn’t flight plan properly.

Needless to say, it was an uncomfortable feeling being singled out in front of your

T



colleagues and peers. And so it became a mantra as I walked down to the briefing

office, with my flight plan clutched in my hand, to recite the 7 Ps of flight planning -

‘Proper Pre-flight Planning Prevents Poor Performance’!

I soon learned that showing up to interviews poorly prepared was even more

embarrassing and costly so I invented the –

7 Ps of Pre interview Preparation (CReDUSEC™)

Proper Pre-interview Preparation Prevents Poor Performance

and ensures a Positive review!

5.1. 7 Ps of Pre interview Preparation

Prepare your - 1. Company knowledge

2. Regulatory and technical knowledge

3. Documentation (Log book, copies of resume, licence, references, portfolio)

4. USP’s

5. Self (clothes, hair, smile, grooming and deportment)

6. End of interview questions and statement of interest

7. Closing for the interview - thank the panel and smile!

CREDuSECTM

Remember: Even if you think you performed poorly - there have been

cases where a successful candidate declined the job offer and thus left an

opening for one of the unsuccessful candidates - YOU! (It ain’t over till its

over.) Keep fighting until the very last moment. They will let you know

when enough is enough.

“The Dictionary is the only place that success comes before work. Hard work is the

price we must pay for success. I think you can accomplish anything if you're willing

to pay the price” Vince Lombardi



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

• Why is the interview important; and • What can I do to improve my performance and in doing so increase

my chances of a successful interview? It is important to state here there are no right or wrong answers to questions, there

are simply answers and better answers – better answers are the ones that make

the difference. Better answers rely on research and understanding yourself, and

your USP’s.

Let’s start by having a closer look at the first question -

1. Why is the interview important?

This can be broken down into 2 parts:

(i) What does the company want from you, and

(ii) What do you want from the company?

By answering these two questions you will see that the interview is important

because it helps both parties validate each other’s requirements and credentials,

level of interest, and credibility.

Here’s an example of a question that is often asked by companies to find out your

level of interest and what they may expect from you. In effect this one question

covers both parts.

In this scenario the interview has been going for several minutes

Interviewers Question) “Mark, when we were talking earlier you mentioned that

you had been applying to us for some time now. Obviously you are interested in

working for us... can you tell me why it is that you want to work for SkyBlue

Airlines?”



Mark’s Answer) “Well, I had a mate who worked here and he said you were a

great company to get experience with, and I just want to get out of GA. You

know?”

Interviewers Response)..(laughing) “Yes, we’ve all been there with regards GA

Mark and we also realize that we are seen as a step up to the major airlines. Who

was your friend who worked here?”

Mark‘s Answer) “Greg Smith.”

Interviewers Response) “Oh! (looks down at his notes before continuing) I noticed

on your resume that you’re a training captain on the Metro with your present

company. Is that something you would like to pursue further?”

Mark’s Answer) “Yes, but the present company I work for know that I am applying

to other airlines, so I don’t think they will ask me to become a Check Captain.”

Interviewers response) “That’s unfortunate. Besides us, what other airlines do you

have applications in with?”

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

Interviewers response) “Yes it’s a good idea to have a few irons in the fire. What if

you were successful with us and xyz who would you choose?”

Mark‘s Answer) “You of course!”

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

I think the interviewer is handling Mark’s responses in a professional manner.

Mark is fortunate in that he has a good interviewer who understood that the ill

thought out response of “I just want to get out of GA” was probably just nerves

(and it was an honest answer). It’s worth noting that this response has actually

been given to an interview panel.



Mark has made a mention of his mate that used to work at SkyBlue. Be conscious

of the fact that this can sometimes be a negative thing, as you can gauge by the

interviewer’s response – he may be the one staff member they were happy to see

leave. Make sure you do your research before name-dropping.

The Interviewer is working hard to get a satisfactory response from Mark’s initial

answer, so he continues with his questions and is given an opportunity to again

ask Mark why it is he wanted to work for SkyBlue more than he would like to work

for the other airline. This time Mark will have to come up with the goods. If Mark

had answered the question more fully in the first place he wouldn’t be in this

situation of having to prove that he really wanted to work for this company.

Lets give Mark an opportunity to answer the question again, this time, I think you

will agree he gives a much better response.

Interviewers Question) “When we were talking earlier you mentioned that you had

been applying to us for some time now. Obviously you are interested in working for

us... can you tell me why it is that you want to work for SkyBlue Airlines?”

Mark‘s answer) “Sure. I see working for SkyBlue as an opportunity to join a

Regional Airline that is expanding and will allow me to grow with it. I also like the

idea of serving the rural areas, coming from a farming background myself. I’m

currently a training captain, which I find very rewarding. If I’m successful today

and the opportunity presents itself, I’d like to continue in a similar role here…even

become involved more with Checking. Also SkyBlue is based back in my

hometown and it would be great to come back.“

Interviewers response) “Ok. Well that’s certainly answered my question. Naomi

that sounds like a cue to hand over to you now. As you know Mark, Naomi is a

Training Captain and has a few technical questions for you.”

What a difference a well thought out, researched and prepared response makes.

Instead of having to pursue the question further the interviewer has his answer.

The response Mark gave shows that Mark has done his research into why he



wants to work for SkyBlue and his reasons are valid and he is offering to take on

an extra role within the company should the opportunity become available..

It proves an axiom… “A good interview panel deserves good answers.”

&

“A good applicant deserves the opportunity to answer good questions.”

You might take a moment to ponder this statement. It takes a lot of preparation

and effort to put together an interview. Below are some of the issues the panel

have to consider -

• Content of questions to be asked - this has to be driven by the

companies’ requirements, e.g. are their needs driven by the fact that

they are shortly to lose some Captains to other airlines, in which

case they may need to consider pilots who are available at short

notice. Employing a pilot who has to give 2 months notice will be of

no value to them in this case.

• Which person on the panel will ask what questions

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

• How many people will be on the panel and from which division of the

company will they come from, flight operations, HR, senior

management

• Where will interviews be conducted

• Will the interviews take place before or after the sim ride

• How long will the interview be

And so it goes on…

How many pilots do we need? Should we be interviewing some for a hold file for

expected vacancies in the future? What experience level do we want?

“I just want to get out of GA.” is not a good enough answer to give as a

response. Especially when you consider the amount of time, money and effort

that the company puts in to preparing and conducting an interview.



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

stressful experience.

It seems that we become very self conscious when we have to speak in front of a

group of people we do not know…we are outside our comfort zone.

This is the scenario when we present for an interview. However, in the case of an

interview not only do we have to speak in front of an interview panel, but we also

have to answer questions posed by people who are experts in many different

areas of aviation. Man, I can feel the pressure starting to rise already!

Let’s have a look at what the company can do to do lower the stress level for the

candidate. It begins with the way the interview is structured.

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

• conversational in nature

• follow a predetermined series of questions

• contained within a predetermined time frame (with a nominal overrun

allowance)

• environmentally professional (by this I mean the interview room is clean,

comfortable and safe) it also means that the room it is held in is quiet with

no interruptions, the chairs don’t squeak each time you move, glass of

water available, etc

It follows from this that the best interviewers are able to engage the pilot candidate

in a conversational manner.

One of the reasons for engaging the pilot candidate conversationally is to take the

‘edge’ out of the interview factor. We are all social animals... we ‘like to be liked’

and we perform better when we are confident. This is not to say that the interview

panels’ function is to be liked, they have a job to do and finding the right pilots for



their airline is that job, but if they can put the candidate at ease as much as

possible then both parties will benefit.

Here’s an interesting experiment to try. Start by measuring your resting heart rate.

Now count backwards from 500 to 0 in increments of 13. You must complete the

exercise in 2 minutes. When you’ve completed the exercise, measure your heart

rate again.

Now, unless counting backwards is your thing, you will most likely find your heart

rate has increased. My point here is if this simple exercise is enough to raise your

stress level, have a think about the effects a 30 – 60 minute interview will have.

If you wrote the numbers down and memorised them (like you did with your times

tables at school), the fact you know what the answers are would ensure lower

levels of stress and, most importantly, allow you to focus on controlling your

emotions during the test.

The same will happen in the interview. By preparing and researching for the

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

So what can we do to lower our stress levels and, by doing so, increase our

chances of a successful interview?

Well… there are two things I always ask people …”What do you do to prepare for

the interview?” and “How much effort do you put into your interview preparation?”

This leads us into the second question.

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

Let’s take a look at a concept that I use before any interview and one, which I

believe, will help you with your interviewing technique. It was developed from the 7

Ps of flight planning…. as in, Proper Preflight Planning Prevents Poor

Performance.



The concept I am talking about is called CReDUSEC™.

CReDUSEC™ is an acronym based on the 7 Ps of Successful Interview Preparation. Prepare your;

(i) Company information (ii) Regulatory and technical information

(iii) Documentation

(iv) USP’s’

(v) Self. Deportment, grooming and body language

(vi) End of interview questions

(vii) Closing of the interview

The first 3 parts of CReDUSEC™ is CReD as in credibility.

Credibility plays a significant role in the successful interview and is one of the key

items that both parties are trying to establish during the interview.

Part 1 - prepare your Company information. By doing your research of the

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

Part 2 - prepare your Regulatory and technical knowledge. Your knowledge

and study of the regulations and aircraft technical data is often queried during the

interview. In some cases you may be asked to complete a 20 to 30 question

paper prior to the interview which will then be used as a basis for further questions

asked during the interview. A sound knowledge here shows the interviewer that

you have the goods when it comes to this area. (It takes the pressure off.)

Part 3 - prepare your Documentation. This includes your logbooks, licences,

references, and education certificates. These provide evidentiary proof of your

qualifications.



These first three items of the 7 Ps’ of Successful Interview Preparation - Company knowledge, Regulatory and Technical knowledge and

Documentation establish your ‘on paper’ credibility.

Part 4 – develop/identify your Unique Selling Proposition(s).

Part 5 – think about your Self. Self as in ‘you’ means deportment (how you carry

your self, your body language and dress sense) and grooming, hair neat and tidy,

nails trimmed, shaved, etc.

Part 6 – prepare your End of interview questions. At the end of almost every

interview I have attended I have been asked the question, “Do you have any

questions for us?” Your questions should be time relative and specific.

Part 7 – prepare for Closing the interview. Remember that it ain’t over till it’s

over. Have a think about how you will prepare for that…I suggest standing tall,

with a smile, a firm handshake thanking them for the opportunity and telling them

that you want the job.

Let’s hear what Captain Naomi Radke (B737 Training Captain) had to say when I

asked her the question “What do you do to prepare for an interview?”

Captain Radke: “I like to start with a snapshot of my career up until now. The

good bits and the not so good, and what I have learned from both. This reminds

me of what I have achieved and that there was a reason for this - my personal pep

talk and confidence booster. Once you're feeling confident then the rest will flow.

For me I work through systematically general knowledge on the airline (history,

current issues, fleet info), review my current aircraft to prove at any stage I will

continue to learn and general aviation knowledge. I also try to imagine some of

the general type questions that they may ask and have thought about some

scenarios that demonstrate my professionalism and values. This helps get me

into the right mindset. I know when the right amount of effort has been put in

when I feel confident and ready. I also just run through in my mind the first few



minutes to help reduce the effects of nerves. You are better to accept that there

will be some nerves and use them to your advantage to get you focussed.”

Company knowledge. Preparation. Thinking up responses to answers that may

be asked. Understanding her USP’s’ - Captain Radke has her bases covered.

I asked the same question of Captain Craig Baker (B737 Training Captain). Here

is what he had to say.

Captain Baker: “For airline interviews I have always prepared in a positive manner.

I have a good general knowledge of the airline, history, fleet and key people. I

believe the process is a "snap shot" of you so you need to present well.

Irrespective of what the dress code of the airline is, you should be well

groomed/dressed, have all the required documentation to provide the interviewers

on request. All log books and licences should be up to date for presentation.

I have never been one to get into the nuts and bolts of the process. I remember

many years ago, for Cathay there was a book that "had" to be read. I managed to

purchase a copy of this book and whilst it was a good read, had absolutely no

relevance to the interview proceedings or questions. Even when in HKG it was

being touted as the gospel for Cathay interviews. Another was “Handling the Big

Jets” which some of the theory came up in a test, but this would be known from

aerodynamics.

I also believe that mindset has a major part in success of any particular interview.

So that said, mindset and visualisation of the situation has been a major key to my

success in the aviation interviews I have completed over the years.”

Company knowledge. Documentation. Self – deportment and grooming (first

impressions). Visualisation. Captain Baker spends time in preparing for his

interviews.



Company knowledge, Regulatory and technical knowledge, Documentation,

USP’s’, Self – deportment and grooming, End of interview questions, Closing the

interview…CReDUSECTM.



5.1.1. Company knowledge This will mean a bit of investigation on your part –

• The most obvious place to start is the World Wide Web where you can get

instant information, and therefore instant knowledge, in your preparation for

the interview. The background information you collect will help you phrase

relevant questions for your initial telephone contact with the airline.

• Another great place to get information is straight from the company’s staff,

even if that means waiting outside the office to ask them - what it’s like to

work for the organisation, etc.

• Try looking at the Stock Exchange (if the company is listed) for any

company announcements. A copy of the company’s prospectus will also

contain vital information.

• There may even be books about the company, as is the case with Virgin

Blue - Richard Branson’s story. Or Southwests Herb Kelleher

• Ring the person responsible for media releases and ask them if they would

mind answering some questions about the company.

Knowledge gained should include -

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

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

• Services such as route structure, timetables. Passenger numbers.

• Number and location of bases. This is important, as sometimes it’s harder

for the company to attract crew to work in their remote bases. If you like the



idea of a country/regional base then let them know during the interview, but

make sure you stipulate which one otherwise you may end up with an offer

that will put you in a position of having to refuse.

• Company structure such as who heads up the company (CEO), who is the

Chief Pilot, who is the Training and Checking manager, Flight Attendant

manager, Fleet manager, etc? These are important people within the

structure of the company and be aware that if you are armed with this

knowledge and they are on your interview panel they are likely to ask you

questions based on their area of expertise.

• Try to gain an understanding of the company culture; will it suit you?

Believe it or not but some companies just aren’t going to work/be

compatible with you. When I think back to the companies I enjoyed working

for the most they were the ones who had a family connection and were run

by the person who owned the company. That is just my idea of the ideal

company yours may be the hallowed halls of an international airline.

Whatever it is, don’t spend all your time getting into a company you’re going

to hate working for.

I believe if this were given more consideration by both parties, the end result would

be a much more satisfied workforce.

Nearly all surveys show that active participation, benefits earned or awarded

(USP’s), and a feeling of being valued by your company rate higher than actual

rates of pay. See the exercise and the table on the next page – it’ll get you

started.



Exercise 4 Background information to your company knowledge

Airline Name

Company Information (add

as much as you

can)

Size of Company

Head Office

Base Location(s)

Public/Private Co

Chairman’s name

CEO

Chief Pilot

Training & Check

Manager

Fleet Manager

Flight Attendant

Manager

HR Manager

Airports Manager

Route Structure

Aircraft Type(s)

Aircraft No’s

Award Conditions



Company Information

Airline Name



5.1.2. Regulatory and Technical knowledge This is an opportunity to revise what you already know, and if you already know it -

how easy is that! Some examples are listed below.

• Flight and Duty times (CAO 48)

• Terminal section of Jeppesen

• Own company regulations

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

• Engine failure brief - if your present company doesn’t have one then find

one that is relevant and learn it (you should know as much as possible

about the take off phase of the flight that includes CAO 20.7.1B).

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

and Checking organisation

Hint: Try to think up scenarios that will help you remember the information rather

than trying to memorise the relevant sections. I find this far more helpful, and it

takes some of the pressure off.

Hint: A picture is worth a thousand words

Get yourself a workbook that has blank pages on one side and lines on the other.

Then cut and paste pictures or diagrams that are relevant to your study notes.

E.g. copy the circling diagram from the airways manual. On the lined side write

out in your own words (or verbatim) how to fly the circling approach.

Remembering the pictures and your own words will be a lot easier than learning

the section off by heart.

Hint: Positive reinforcement

In the same book cut and paste photos of the aircraft you want to fly and those

that are relevant to the company that you are applying to.



Exercise 5

Write a list of the regulations and technical knowledge you think will be relevant

and what sections/parts to study up on.

e.g. CAO 48.0 flight and duty



5.1.3. Your Documentation

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

• Check your charts and documents are current and amended.

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

flight!

• Make sure your medical certificate is current. If it is due then at least make

sure you have an appointment to renew it so if you are asked you can

demonstrate that you are on top of it.

• Ensure you have enough copies of your resume so that all members of the

panel have access to one. Make sure you have the original/master copy

with you

• Prepare your portfolio (see important tip #6 below)

• Now here’s another one for ‘first impressions’ - carry the documentation in

your Nav Bag. If the Nav Bag has seen better days then consider updating

or if you can’t afford that then give it a clean and polish, or consider leaving

it outside the interview room and carry a compendium type bag with you

into the interview room that is smaller and easier to carry. The company

will be looking for professionalism.

Carry all of your personal and company information in a specially prepared

portfolio.

If you follow the format on the next page you will build a killer portfolio that carries

all the documents you need.

Important tip #9 How to organise your portfolio



Portfolio

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

referenced.

Section 1 This should contain the master copy of your current resume,

including enough copies for the entire panel.

Section 2 This should contain references beginning with the most

current and up to date. Behind these in another envelope

should be copies of each reference.

Section 3 Information on the company you are seeking employment

with. Use the table, which you did previously just make sure it

is only about the company that is interviewing you. Include

photos of aircraft flown as well as those that the company

flies.

Section 4 Copies of relevant sections of logbook and licences and

education certificates/Degrees.

Section 5 This section can be for awards and recognitions. Include

copies of community awards, as well as any employer

recognition and customer letters of praise.

Hint: Make sure that what you put in your compendium is relevant. The idea is

that if one of the panel members takes a ‘quick look’ through it they are able to do

so in about five minutes. If they want to know more then you can fill in the rest.

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



Exercise 6

Preparing Your Portfolio

Prepare your sample portfolio by writing notes as to what you may include and

then gathering copies and originals of those documents into a folder.

Section 1:

Section 2:

Section 3:

Section 4:

Section 5:

Hint: For easy access, use dividers to tab the relevant sections



Exercise 7

Gather your own documentation together and make sure it is complete, amended

and current. Make photocopies of documents as required.

Nav bag or compendium

Licence and medical certificate

Log Book

Jeppesen or similar airways documents

Resume

Passport

Birth certificate

References

Awards

Education/degrees and other documents you may think are of importance

Hint: make sure that

what you tell them is

reflected in your

documentation, for

example if you have

a pressurisation

endorsement make

sure it is noted in

your log book (if

required) and that it

is also noted in your

licence.

Note: Interview panels love finding inconsistencies in documentation. It allows

them to turn up the heat - and I don’t mean the air-conditioning.



5.1.4. Your USP’s Now we come to my favourite part of the 7 Ps of interview preparation, the fourth

part which is USP’s. USP stands for Unique Selling Proposition/point. A USP is

used when trying to establish a new product or re-establish an old one on the

market place. In effect the marketing boffins are trying to find out what it is about

that product which makes it stand out over and above its’ competitors. Think of it

as you marketing yourself to the company. In actual fact it was often stated by the

people I interviewed when I wrote ‘The Guide’ that in effect the pilot was selling

him/herself to the company. The company is trying to figure out what it is that

makes this particular candidate the one that they want to employ, the one that

stands out over and above his/her competitors.

Now that you have established some background information on the company

think about your list of USP’s and make sure that,

• The USP is not something that is overboard and it is not something that

should make you look weird or psychotic.

• You practice your patter about who you are and what you want out of your

career as well as the company you are about to be interviewed by and,

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



Exercise 8

Now that you have researched the company(s) that you are interested in or have

been offered an interview with, have a second look at the USP’s from Exercise 1

and add any extra ones that you believe will be of value to you in your preparation

for the interview.



5.1.5. Yourself – Grooming and Deportment Men If you do not already own one then go out and buy, or hire, a suit. If

this is not possible then at the very least wear a pair of business

trousers, a business shirt (and jacket/coat if appropriate), matching

tie, belt and polished leather shoes. This is the minimum for an

interview.

Heres an example of what not to wear! (and a bad USP)

An interview a friend of mine attended many years ago illustrates the

importance of first impressions. One of the pilot candidates turned up

in a purple suit. This wasn’t a conservative colour purple suit, it was

LOUD! A member of staff at the airline came out of the interview

room, took one look at him, and told him he was at the wrong place

and directed him to a nearby room where they were holding

‘Receptionist’ interviews. Needless to say, by the time he had figured

out that he was in the wrong room he was in no fit state of mind to

complete the interview satisfactorily.

Just because political correctness was invented in the early nineties, it

doesn’t protect you from human nature.

* * *

Although it may be obvious, make sure you attend the interview with

your hair combed or brushed, recently trimmed and clean shaven.

Use a deodorant and cologne - but don’t overdo it!

No beards.

Women Dress conservatively - dark coloured knee length skirt, and blouse

with jacket. Court style shoes (no stilettos). If you can find out what

the corporate dress is, a good idea is to base your outfit on that.

Don’t wear too much make up, if hairstyle suits wear your hair up or

back.



Both where possible, cover up your tattoos and remove your nose ring – in

fact any excess jewellery should be removed. Most companies have

a policy detailing what jewellery can/can’t be worn.

If your personal hygiene isn’t up to scratch then seek advice and consider not

eating those curries or garlic for a week before the interview. Visit the dentist and

have your teeth cleaned. Believe it when I say that personal hygiene is often

covered in the company’s policy and procedures manual, and senior staff will contact you if your breath smells or your body odour is offensive.

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

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

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

hygiene?

If you are too embarrassed to ask your friends, then here’s one way to find out

how your breath smells. Wash your hands in water only and dry them. Lick the

top of your hand and let the saliva dry, and then smell the top of your hand. If you

pull away and screw up your nose, chances are you have bad breath. Go to your

dentist, have your teeth cleaned and scaled, and ask for general advice on oral

hygiene. They will thank you for it.

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

Important tip #10 First impressions are vital!



Exercise 9 Prepare yourself - checklist

Clothes The web is great for fashion/colour advice. Go window-

shopping; window displays are great for fashion ideas. Hygiene Cologne, perfume, etc. Dentist, if required. Grooming Hairdresser, Manicurist, even the beauty salon for a full

makeover – you won’t just look great – you’ll feel like a

million dollars and that will do wonders for your confidence.

Stature Don’t slouch. Stand and sit up straight (it makes you look

interested). Try not to sit cross-legged, cross your ankles

instead. Mannerisms Video cam yourself being interviewed by a friend and you’ll

see any annoying habits you may have – fidgeting, touching

your ear/nose/hair, etc.

Voice Tone Try taping yourself in a mock interview and listen to your

voice tone, pitch and pace. You’ll also pick up the fill in

words that are a dead giveaway for nerves – umm, but, OK,

right, etc….

Body Language Be aware of your body language – the video will be good to

see how you present. Smile, relax and be aware of your

breathing.



5.1.6. Prepare your interview questions

Hint: As a rule these questions should be time relative and specific, they show

that you have a good understanding of what the job is about and an interest in the

position.

• Its Ok to ask about rates of pay, but don’t take it to the ‘nth degree. A better

question may be to ask whether or not the company has a training wage. If

it does, then enquire how long it lasts and what the pay rate changes to

after completion of training. Then ask about terms and conditions if that has

not been covered. It is a good idea to leave it at one question on the

subject at a time. Don’t give it the third degree otherwise it may appear as if

that’s the only reason you’re interested in the job.

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

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

• “I know that you are listed on the stock exchange and that fuel prices have

recently been going through the roof. How much of an impact has this had

on your operational procedures?”

This shows that you are aware of the commercial pressures placed on the airline

by the recent spike in petrol prices. It also shows you are aware that as a pilot you

may be in the front line of the airlines efforts to save on fuel consumption through

any variations in operational procedures. This may also lead into discussions on

what impact it (the rise in fuel prices) has had on the share price, so be aware of

what the current share price is.

• “I have been looking at the ports that you fly to and I notice you have

recently added a new one to your schedule. How is it performing?”



Again the above question is time relative and specific. It demonstrates that you

have researched the company. The addition of a new port is often the reason an

airline employs new pilots.

• “I read that you received IATA’s prestigious Airline of the Year award this

year. That must have been quite an effort, congratulations. Is there any

one thing you felt that contributed to the award, OR, what is it about this

airline that makes it stand out above all the others?” (Be prepared to back

this question up with your own responses/opinions)



Exercise 10

Prepare your interview questions based on the research you have done so far

E.g. Ask the panel what it is they like about working for the company

Remember – time specific and relative (How long to a command - although

important - is not really time specific because it depends on so many factors and it

is often covered in the interview by members of the panel)



5.1.7. Closing the interview

• Thank the panel for providing you with an opportunity to introduce yourself

to their organisation, and to tell them why they should employ you.

• Tell the company that you want the job.

• Leave the room as you entered; confident, well-groomed, neatly dressed,

firm handshake and a thank you with a smile! (You have nothing to be

ashamed of; you gave it your all!!)

Closing the interview correctly is important. Perhaps just as important as the start

because it is an opportunity to show that you are keen to come on board and

participate as a willing and valued team member.



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

Hint: Two or three should be enough

Practice standing up and saying it in front of a mirror, then with a friend.



Preparing for the Interview – Summary

• The Successful Interview is one that is prepared for

• Use the 7 Ps of Interview Preparation and CReDUSEC™ to break the

interview into smaller parts to make it easier to prepare and study for

• Company knowledge is vital

• Documentation forms an important part of the Successful Interview – make

sure it is presentable and up to date

• Portfolio preparation assists with document presentation

• Regulatory and technical questions are not easy to study for, so make sure

you use a variety of good resources to assist – there is no excuse however

for not knowing the basics

• Use scrap booking and cut-and-pasting to help you build up a solid

knowledge base and to help you memorise technical details

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

• Your grooming and deportment set the tone to your professional image – a

good sense of dress/fashion isn’t a bad USP either

• End of interview questions should be time specific and relative – they show

that you have a genuine interest in the position

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

choosing you.

A Pilots Guide to the Successful Interview The Mechanics of the Interview


6. Phase Four - The Mechanics of the Interview

he first few seconds of the interview are very important – You never get

a second chance to make a first impression at an interview, EVER! Once

the moment is over it is history. Don’t let yourself be consigned to history -

you want to be part of the companies’ future.

Look at it this way - A person seeing you for the first time immediately after your

football team has won the grand final would get a completely different perspective

of you if they were to see you at the end of a long day at work, having just been

given the bad news that you didn’t get the promotion you believed you were a

sitter for. These are examples of emotions at the extreme end of what would be

considered normal. They will affect your ‘persona’ and how the recipients of your

‘on-the-day’ persona view it.

Similarly if you turn up wearing a really loud purple suit, as against a conservative

business suit, the panel will form a completely different opinion of you, and I would

suggest the latter will result in the more favourable opinion.

6.1. First Impressions

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

Arthur Caruana agrees with this and adds, “Get that right, along with a smile, and

the panel can relax a notch or two.”

I find it interesting to note what Arthur said, “The panel can relax a notch or two.”

Sure the interview is hard for you, and stressful, but it also places a certain amount

of stress on the panel. There is a lot at stake. Arthur says, “Helping them tick the

boxes, even the mental ones that they are making about you, can be the

difference between a job offer or not!”

T



Address the person you are meeting by looking at them, not at your shoes or the

picture on the wall behind them. Try to remember their name; even interview

panel members like to think that they are somebody. If you don’t remember

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

6.2. Body Language Latin, it’s all Greek to me…but everyone understands body language. Nowadays we have more ways than ever of communicating. Radio transmission

verbal, e-mail, mobile phone, text, satellite to mention a few. There is one way of

communicating that hasn’t changed. It’s a silent type of communication skill that is

equally important. In fact a lot of this particular way of communicating hasn’t

changed in hundreds perhaps thousands of years. I’m talking about body

language of course. One of the leading proponents of body language, Allan

Pease, really speaks to me when he puts it this way…“Charlie Chaplin and many

other silent movie actors were the pioneers of non-verbal communication skills;

they were the only means of communication available on the screen.” Allan Pease

Luckily when you attend an interview you don’t have to do mimes/charades to get

your point through. So what part does body language play in an interview?

Plenty!!!!

Before a word is spoken your clothing, grooming and body language send a

powerful message to the interviewer. Your posture, smile and handshake are

part of your body language and are an important factor in your overall first

impressions.

My body doesn’t mean what I am saying (incongruency) It is possible to say one thing while sending a completely different message to the

interviewer with your body language. For example telling the panel that you are a



motivated individual while leaning forward with your head on the table and

yawning is probably not going to convince them. Similarly, sitting on the edge of

the chair wringing your hands while telling them that you are a serene, meditative

person may send the opposite message to what you are saying.

For this reason, it is important to realise that what you say with your words should

be matched with what you say with your posture. Make sure you lean slightly

forward on your chair and look interested.

If you don’t believe body language is relevant, then consider the Cathay Pacific

cocktail party where your interaction with each other and company management

during the course of the evening is observed.

Drawing the interviewer to you By leaning forward slightly and nodding as you speak you support and add

meaning to your words. By tilting your head slightly and looking at the person

talking to you, you show interest in what the person is saying. These two

techniques are very effective in drawing the interviewer towards you. In day-to-

day social conversation your interest level will wax and wane. The same occurs,

to a lessor degree, during the interview. Using this technique will help you stay

focused and in control of your listening and response skills.

Be aware that body language also applies to the interview panel. If they shake

their heads, sigh or fold their arms, this may be a sign of their displeasure at your

response.

If you are nervous and feel that your body language is conveying that then tell

them, “After all the study and effort that I put in I am surprised I am so nervous.”

By telling the panel that you are nervous will often make them more empathetic

towards you. Be prepared for a statement, “that’s OK it’s really just an opportunity

to get to know you and then ask a couple of tech questions”, following this

statement there may be a question along the lines of, “it’s good to hear you’ve put

some work into the interview can you tell us briefly what you did to prepare?”



There is much more to body language but if you understand the importance of

good posture, being interested and alert then you are on the right track and for that

reason I will not spend any more time on it. Just be aware that it can be a factor

for not getting the job if you do not pay attention to it. If you want to know more

see the recommended book resources (page 101).

In an interview I attended, I experienced first hand the importance of body language. The interview room consisted of four panel members who were seated behind a

table. Beside them seated at a table were two psychologists. Their table was

placed at right angles to the front table and formed an ‘L’ shape. The candidate

was seated between them facing the four panel members. In effect you were out in

the open. This layout was deliberate and allowed the psychologists full view of

you and your body language (because there was no table present at the

applicants chair) while the interview was in process.

6.2.1. The Handshake Does a handshake really matter? Think back to the last time you got a limp

handshake or a bone crusher. What impression did it make on you? Was it

distracting? Disgusting? Shocking? Whatever your reaction, you probably weren't

feeling positive about the other person.

What a sloppy handshake says about the person behind the hand is that he or she

just doesn't have things together. And if you're the sloppy shaker, you're telling the

client, boss, or interviewer that you have problems. That conclusion can lead him

to make a subconscious decision that he doesn't want to do business with you —

or that you won't make a good representative of his company.

On a Personal Note



The handshake is the physical greeting that accompanies a verbal greeting.

Because the handshake is used universally in business, knowing when to shake

hands and how to shake hands confidently is vital.

Getting the right form

What is a proper handshake? The act seems so simple, yet people get confused

over how to do it.

Not shaking hands is a very clear form of rejection and is extremely insulting to the

other person. In Australia and most western cultures, you're expected to offer a

firm handshake and make eye contact at the same time. A firm handshake with

good eye contact communicates self-confidence.

Be mindful that different cultures have different boundaries. In Asia and the

Middle East the grip is much gentler. A firm grip could be interpreted as

aggressive.

An appropriate handshake begins at the introduction:

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

thumbs meet.

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

shoulder.

3. End the handshake cleanly, before the introduction is over.

Important Tip #11 To shake or not to shake…

Important Tip #12 Name Tags

CAUTION



If you're wearing a name tag, place it close to your right shoulder because that's

where a person's eye naturally wanders when shaking hands.

If you want to count, a good handshake is held for three or four seconds and the

hands gently pumped two or three times; no more. Shaking hands can be

awkward in some situations. Should you be introduced to someone when your

hands are full, carrying files or other packages, don't try to rearrange everything.

Simply nod your head as you respond to the introduction.

Understanding the protocol of handshaking When someone makes an introduction, always remember to stand (if you're

seated at the time) so that you can shake hands on an even level. That goes for

women as well.

6.2.2. The Jacket At the commencement of the interview I was often told to “feel free to take your

jacket off”.

Arthur Caruana, former Sydney Flight Operations Manager for Regional Express,

suggests that you take a moment to notice whether the panel have their coats on

or off and to follow suit. (No pun intended)

6.2.3. The Mobile

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

Important tip #13 Coat on or coat off?

Important tip #14 Mobile Telephone – Turn it OFF



6.2.4. Time Keeping

I haven’t mentioned it yet, so now is a good time. Make sure you know where you

have to go and allow plenty of time. It is OK to turn up 15-20 minutes early no

sooner (waiting can be a daunting experience).

As a pilot you are expected to have a good grasp of the importance of time. Not

only because of the requirement to meet your ‘position reports’, but also its effect

on your passengers and meeting company scheduled flights.

The bottom line is DO NOT BE LATE!

Research shows that this goes against the candidate.

At one interview I was particularly nervy. I really wanted the job and was really

keen. After I answered each question, I would ask the panel, “Does that answer

your question?” Needless to say I didn’t get the job and, as much as I hate to

admit it, they were right on the money. When I had allowed myself twenty four

hours of misery, I collected my thoughts and gave myself an honest appraisal. I

realised that, had I been on the other side of the interview panel, having the

candidate ask “Does that answer your question?” each time would have had me

wondering if the candidate was uncertain about either the context of the question

or the suitability of the answer – maybe lacking in confidence. I could have said

anything and they would have agreed with me!!!!

A good interviewer will let you hang yourself. They’re not trying to

be nasty or mean, they simply want to get a look at the person they

are seriously considering employing and then spending tens of thousands of

dollars on training. If they can save themselves a costly mistake they will.

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

CAUTION

On a Personal Note



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

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

Note: You are a major investment. Spend some time and have a think about what it

costs to train you. Try to look at your employment from the companies’ point of

view.

All good interview panels will make allowances for nerves.

Remember that simply by the airline asking you to attend the interview you are

being give the message, “We consider you of such a standard that all that stands

between you and employment with us is... you!!”

I’ll leave the last word to Captain Andrew Wilder. “If you want something badly

enough you will be nervous…accept that, if your not nervous you probably don’t

want the job.”

6.3. Interviewer Types

As I have already said there are many different personalities involved in the

interview process. Here are two examples:

The first is the astute, sharp-as-a-tack type. They are confident and aware of

their presence. They know themselves, their capabilities, and are very much up

front and in your face.

They will dig deeper and deeper if they think you are trying to bluff your way

through or show signs of uncertainty.

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

CAUTION



If you don’t know the answer these are the magic words… I don’t know! By

definition because you don’t know (the answer), bluffing or trying to B*S* (lie) your

way through should never be attempted.

The second type is the friendly affable person who just wants to talk to you, they

make you feel as if you’ve already got the job, and this just is an opportunity to get

to know you before any one else in the company.

Eventually you tell them everything that you promised yourself that you wouldn’t.

Too late you realise that you have said too much and you’re going to walk out

empty handed.

Both types need to be treated in the same way, and that is deal with them on a professional level, answer the question and only the question!

Whatever other types of interviewers you come up against they should be dealt

with in exactly the same friendly professional manner. What to say when you don’t know the answer You have a number of options here. When I started with the Northern Territory

Aerial Medical Service I was given this piece of advice by my Check Captain about

how to deal with unreasonable or unsafe requests from customers. Tell them that

it is not possible to do as they have asked and then offer an alternative solution

that will satisfy both yours and their requirements. This piece of advice can be

applied to the interview.

• As I have already said above, tell the interviewer that you don’t know

(Honesty is appreciated)

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

• Tell the interviewer you don’t know (the answer) but you do know where to

find the answer. e.g. CAO 48 Flight Time limitations



It is usual for the panel members to ask questions that are relevant to their

respective expertise. It is a good idea to ring the company and find out who the

Chief Pilot is, the CEO, Check and Training manager, Fleet Manager, Human

Resources Manager etc.

Hint: Some interviewers will test you by placing your chair at a distance from

them. They want to see if you will take the initiative and bring the chair forward into

the conversation zone.

A good rule of thumb is to place the chair the same distance from the table as the

interviewer is.

Todd Chapman from Eastern Airlines offers this insight into a candidate who tries

to B/S their way through an answer. “Any good interviewer has a lie detector, you

just do. There are subtle give-a-ways a lot of people do, such as fidgeting or

looking down when answering.”

Todd continued on by saying that, “What we will do if we suspect the candidate is

not being truthful is re-ask the question in a different way – get them to corroborate

their answer again. This information may then be checked against the references.

If the information is not in the candidates references then we will say something

like, ‘actually I noticed that Bill Blogs is one of your referees – do you mind if we

ring him to confirm that with him?’”

Todd finishes with the comment that - “Not being truthful will never work. I am

keen to get the message out – if you are a good person you don’t have to lie to

succeed.”




6.4. Interview etiquette

• Don’t chew gum

• Don’t interrupt an interviewer

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

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

• Don’t look at your watch

• Don’t fidget

• Don’t fold your arms

• Don’t point your finger

• Never ask how the interview went

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

• Don’t give smart alec answers

• No matter how much an interviewer tries to bait you, don’t respond by being

hostile (otherwise the interviewer has won)

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

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



The Mechanics of the Interview – Summary

• Once more with feeling – First impressions are vital

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

• Address the person who asks you the question first, then address other

members of the panel during your response

• Master the handshake

• Don’t be late

• Being Nervous is normal – accept it and deal with it, voice your nerves if it

helps then get on with the interview

• Be honest

• Professional interviewers deserve professional responses

• Professional responses are a USP

A Pilots Guide to the Successful Interview The Interview


7. Phase Five - The Interview

“Ask not what your country can do for you rather what you can do for your

country.” President John F Kennedy

If you cannot communicate your personal commitment and drive through your

words during the interview then all you have is what every other pilot attending the

interview has,… the minimum requirements to be asked to attend the interview,

and if that is all you have then it is a fair bet that is all you will have when you

leave the interview – the minimum requirements to have almost gotten a job. You

will leave as you came, empty-handed

here are many facets to the interview, and the number of personalities and

personal preferences of the interview panel are infinite. Similarly, the

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

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

can be covered.

However, after countless discussions with both pilots and interview panels, I am

convinced that a well prepared candidate will show up on the interviewers RADAR

and, in doing so, will ensure the best possible opportunity of a successful

interview.

As I said earlier I spent quite a bit of time at my early interviews telling the panel

what a great person I was. Well, it didn’t work back then and it won’t work today.

A good interview is one you’ve prepared for. If you are prepared, and have a

depth of knowledge about the company, about yourself, your experiences and how

they relate to you, then they will begin to merge with those of the company.

T



After all, the company itself consists of a group of individuals who apply their

individuality within the framework of a team in order to achieve a common goal.

The company needs to know that your skill set, your temperament and your

individuality, will fit their temperament, their individuality and their goals. To achieve this you must have your own set of clearly defined goals.

Engage brain before tongue. Consider your answer before responding. Give

clear concise answers.

Use your most important points first – all interviews are time critical and you want

to make the most of your time available.

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

canned.

7.1. Types of Interview

There are several types of interviews that can be used to assess a candidate’s

suitability, however, in aviation these are the three most common interviews:

1. Behavioural Interview

2. Traditional Interview

3. Group Interview

All have different ways of finding out the information that the company requires to

know about the candidates’ suitability.

Important tip #17 Answering the question



7.1.1. Behavioural Interview In nearly all of the pilot recruitment interviews I have attended there has been a

component of the behavioural type interview included in the process.

What is a behavioural interview?

A behavioural interview is one where you have to demonstrate your competencies,

(knowledge, skills, and abilities), by giving examples from your past experiences.

Behavioural interviewing asserts “the most accurate predictor of future

performance is past performance in a similar situation”. It is important to note that

the experience can be considered as a success or as a failure. What you did to

respond to the success or failure and how you addressed the failure in particular is

as important as the experience itself. Make sure that you can show that you learnt

from the failure and in doing so show that you can make it a positive experience.

As I have already stated, every interview has its unique focus and requirements,

however some questions are asked so often, it makes sense to do all you can to

prepare for them. In order to be successful, you need a strategy - not scripted

answers. Your goal should be to emphasize the experiences in your background

and by the use of your USP’s that best fit what each interviewer is looking for.

Take a look at some common questions and think about you should consider

when formulating your responses. Work through each potential question, creating

your own responses based on your research for your own ‘guide to the successful

interview’, and you will be in great shape for your next interview.

Hint: Practice aloud with someone.

Behavioural interviews are interviews conducted along the lines of -

• Describe a situation where you have had to use CRM…

• Give me an example of the last time…

• Tell me about a time you had an ethical dilemma…



Fill in the blanks with one of your competencies (knowledge, skills or abilities).

Draw from an experience which highlights your USP. You can then expect to have

follow-up questions seeking further responses and clarification of the depth of your

knowledge.

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

remember)

S is for Situation

A stands for Action which you took to solve the problem

R stands for the Result of your actions

“Tell me about a time you had an ethical dilemma?” is a good example of a

question with which to use SAR.

Intent: The interviewer is looking for evidence of your ethical standards and

honesty.

Context: I picked this question because I found it difficult to answer, and because

I believe that no matter who we are, we all have our ethics tested at some point.

Response: Without naming names, describe the situation and how you dealt with

it. The response may focus on you, or it may involve other people. Remember,

your political acumen is being tested.

Situation: Early in my career I was rostered to fly a camera crew out to their

shoot. After loading their equipment I went across to the briefing room and

updated my weather I was gone for no more than 15 minutes. The flight out to the

destination was uneventful. As I was unloading I noticed three extra boxes in the

nose locker. I queried the film crew and was told they had turned up while I was at

the briefing room and that they had loaded these extra boxes themselves.

Because I was concerned about the aircrafts’ maximum take-off weight I

On a Personal Note



rechecked the weights and although I had not taken off overweight I found that

because of the short sector and low fuel burn I had landed overweight.

Action: I checked the company paperwork for information on overweight

landings. I then notified the company and gave them all the details as required.

Result: The aircraft was subsequently inspected and returned to line. I met with

the Chief Pilot and discussed the incident. He phoned the film company and made

sure that they were aware of the requirement to not load anything without flight

crew permission. At my suggestion we added the possibility of overweight

landings occurring due to short sectors and low fuel burn in the company route

manual.

Note: It would have been easy just to pretend that I had never noticed the ‘extra’

boxes and ignored the possibility that I had exceeded a weight limitation. The

moral of the story is that although I was sweating bullets at the time I look back

now and understand it was a learning experience and that I did the right thing

notifying the company.

Behavioural Interviews are an opportunity for -

• You to demonstrate your knowledge and to showcase you and your USP

and thus your store of quality. As given in the example above, honesty and

integrity are quality attributes, and the ability to demonstrate them is an

excellent USP.

• The panel to interact with the candidate in an almost normal conversational

process that allows them to have a look at the candidate and to delve into

his or her character. It allows them another means of assessing the quality

of the candidate. It allows them to find the magnitude of quality by seeking

an understanding of the depth of the candidates’ responses to the

questions asked and to find the candidates USP.

Note: Good interviewers will take it all the way to the limit of your knowledge in an

effort to gain an understanding of how you respond to what you don’t know or



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

answer.

My way of viewing the point where I hit the wall is, “I know what I know, now is an

opportunity to expand on that and grow my knowledge.”

Extremes in character are signposts to the interviewer of possible

problems, so don’t go to the interview ready to show them what an

extremely great person you are, rather what a normal everyday great person

that you are and that you are the candidate who has the skills and the positive

attitude they are looking for and at some point in the future you would like to take

on a Captaincy or possibly a management role. In other words you have a

component of quality which they will benefit from. You have this component of

quality because not only do you meet their minimum requirements but you also

have a USP(s) which you know and understand thoroughly and can easily relate it

to others.

The Eastern Australia Airlines interview is based around the Behavioural interview

style. As Todd puts it – “it is not a ‘gotcha’ type of interview.” They want to know

that you have a good understanding of yourself. One way they may question how

well you know yourself is to use the information gained from your psyche profile in

the pre-testing and then to ask questions from your profile. An example Todd

gives is that he will tell the candidate about three areas of the profile, two areas

they performed well in and the third area they performed not as well. Todd will

then ask the candidate “which area do you think that might be and why.” Todd

says that this type of question allows them to analyse several things like the

individuals self awareness, “it allows us to corroborate the psyche test by giving

the candidate the opportunity to demonstrate his/her knowledge of themselves and

if the candidate is aware of his/her weaker areas.” “If the candidate can then state

that they are aware of these weaker areas,” rather than marking them down Todd

says that it is seen as a positive for the candidate – “self awareness is integral to

knowing your limitations and capabilities.”

CAUTION




7.1.2. Traditional Interview The traditional interview can be prepared for if you know yourself and what makes

you tick, what it is about you that drives you and what you are looking for in your

career and the company you are applying to.

Traditional job interview questions

• Tell us about yourself

• If your interview today is successful where do you see yourself in five years

from now? Ten years?

• What are your strengths?

• What are your weaknesses?

• We have a room full of excellent candidates waiting to be interviewed, why

should we hire you over them? (puts the pressure on)

• What makes a good pilot?

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

packet)

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

network?

• Why do you want to work for our airline?

“Why do you want to work for our airline?” is another prime opportunity to ‘sell’

yourself. It’s almost the same as asking you to “tell us what a great bunch of

people we are and how good we are at doing what we do best” – i.e. operate an

excellent airline in an extremely competitive environment.

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

Why do you want to work for our airline? Is yet another opportunity to highlight

your USP’s.

“Within the industry it is well known that your airline has well maintained aircraft

and excellent crew training. I have spoken to several people/pilots/staff and they



back up what is said about your company. They also told me that the company is

great to work for and treats its staff well. The people I spoke to were positive

about the company’s future … “

Now that you have massaged their collective company pride it is time to tell them

where you fit in and why you want to work for them. Note: if you make a statement like ‘the people I spoke to’ ensure that you are

able, if asked, to tell them who it was that you spoke to. Remember you must be

able to support your comments.

Hint: It is not always a good idea to name drop – sometimes your contact in the

company may be the person they wished that they had never hired – however if

asked then tell them who it is that you know in the company.

“…In my current employment within the ranks of G/A-Military-Regional airlines I

recognize that it takes a team effort to make all the parts of the airline work.

During my preparation for this interview I came to realise that, more than ever, I

would like to be part of your team and become one of those members of staff who

value this company and the opportunities that it provides. Your company offers

excellent career prospects - I also am aware that the company is about to expand

and that as a consequence there may be opportunities for promotion. I believe my

present employer will back up my enthusiasm, commitment, professionalism and

dedication to the job which I will bring with me when I join this company, should I

be given the opportunity.”

“In my current employment …” tells them that you are a success and, if given the

opportunity, will continue to be so.

“…recognize that it takes a team effort…” you understand CRM and that you are a

part of the total sum.

“In my preparation for this interview…” yes - keep telling them that you have done

your homework.



“…that more than ever I would like to be part of your team…” yes - that’s right you

are telling them again that you are prepared to be part of a team. Your USP is that

you actively seek out the opportunity to become part of not just any team but ‘their team’.

“…become one of those members of staff (pilots) who value this company and the

opportunities that it provides.” …this is why you want to work for them. It is

also another USP. Every company has staff that does not want to belong and take

every opportunity to rubbish the company. You not only want to belong but you

also place a value on being in the company by realising that it provides you with

opportunities.

“…offers excellent career prospects and is about to expand and that as a

consequence there may be opportunities for promotion.” …This is the ‘what’s in it

for me’ statement. (WIIFM)

“…my present employer will back up my enthusiasm, commitment,

professionalism and dedication”, It is not uncommon to be asked by the interview

panel what your company/chief pilot/best friend would say about you. This

statement is saving them the time and trouble.

“…which I will bring with me when I join this company, should I be given the

opportunity.” This statement is an affirmation that you will continue your present

standards if given the opportunity.

Note: The trick with answering these types of questions is saying it in such a way

that you believe it! If you don’t, then the interviewer won’t, so make sure you word

it in such a way that you are comfortable with your answer, and can give it the

plausibility it deserves. (Remember don’t be a used car salesman)




Why do you want to work for our airline?



“Tell us about yourself” is yet another opportunity to highlight you and your

USP’s.

Don’t tell them where you were born or how many brothers or sisters you have.

The company has just invited you for an interview so they consider you a possible

employee, don’t disappoint them.

Focus on what you want them to know about you and the fact that you are a

success. (See Exercise 13)

Have a look at the following examples to gain an understanding of why questions

are asked and what they are designed to show the interviewer about you (or not).

“Tell us about yourself.”

Intent: To broaden the limited picture that the company presently has of you.

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

Response: Use your resume as the foundation for your response in terms of your

successful aviation career to date but make sure that you also fill them in on some

personal details – hobbies, interests etc. The “Tell us about yourself,” should

demonstrate that you can mix with a group of people you have never met and at

the same time give them enough information so that they would genuinely want to

catch up with you again. Your interests aren’t just all about aviation.

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

“What is your greatest strength?” (USP) Intent: To find out if you yourself recognise your strengths. If you haven’t figured

out what your strong points are yet, neither you nor the company will reap the

benefits.

Context: Everybody has strengths. They want to know what yours are and will

they be of use to the company and to you as a pilot or person.



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

“What is your greatest weakness?”(USP) Intent: To find out if you know the areas you need to work on. If you know your

own weakness – it stands to reason you are trying to make improvement and they

will, most likely, support you in this.

Context: Everybody has a weakness. Although you may prefer to keep it to

yourself, it can be a positive in the interview. It gives you an opportunity to

demonstrate that you are in control of your own personal and professional

development.

Response: Say something along the lines of, ‘I have difficulty with ……, and

these are the strategies I use to get around it.’ E.g. “I tend to be a bit

disorganised, however, I use a diary now which keeps me on track.” Just make

sure it is not something that could be a career killer.

“Tell me about a time when you failed?”(USP)

Intent: You can’t succeed all the time, so the key here is to discuss what you

learned from a situation that went awry. The interviewer also may want to hear

how you handled any resulting fallout.

Context: Failure comes in different forms: taking the wrong action, omission, not

doing enough or taking action soon enough. Some failures are big, most are small.

Response: Tell a story that isn't a career killer but shows you learned something

from the experience. Talk about the lesson you learned from the mistake.

1. What your failure was

2. What you did to fix it

3. What you learnt from the failure




Tell us a bit about yourself?

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

minutes for the interview.



7.1.3. Group Exercise Another common type within the context of the interview is the Group exercise.

Usually you are divided into groups of three or four or the entire group and given

an exercise, for example;

• Our company has to select a new Chief Executive Officer (CEO) what are

the attributes that you believe would be necessary for your candidate to

have and why should he/she be selected?

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

• All the candidates are seated at a table. In front of each candidate is a

profile of some astronauts and the mission that the astronauts have to

complete. The groups’ task is to select the most suitable astronaut for the

mission. (The mission is the same for all the astronauts) Minimum

requirements for the most suitable astronaut are given.

Because the airline has as much knowledge as you or I about what makes a

suitable astronaut - choosing the correct astronaut is not as important as how you

go about choosing the correct astronaut. What is important is how you interact

with the group to choose the astronaut.

Some important points to consider when participating in group exercises (skills

they want to see you demonstrate) -

• Leadership - identify somebody to facilitate/moderate the group.

• Collaboration – work together as a team.

• Communication - be clear and clarify information.

• Objective (open minded) - at some point in your career you may be placed

in a situation where you have to consider all the options.

• Participation – don’t hang back, input.

• Risk – in all decisions there is an element of risk. Your task is to minimise

risk while being aware that it is always present to some degree.

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



• Win/Win - Realising that making the correct choice and accomplishing the

mission goal is more important than having ‘their’ astronaut picked above all

others.

• Feedback – Both ways - give it and take it. It is an important part of

effective communication.

• Decision Making – Sometimes it’s hard for a person to make the final

decision. Are you capable and will you take ownership of your decision?

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

identify conflict and manage it?

Group exercises such as the ones given above provide the airline with a ‘CRM

snapshot’ of how well you work together in a group and in doing so give them an

insight as to how you will work in the cockpit with your fellow crew members.

Important tip #18 Group exercises

A Pilots Guide to the Successful Interview The Interview – A Positive Attitude


8. A Positive Attitude (The right stuff)

f you have read everything that is required of you up to this point, completed

the exercises, and are not feeling just a little concerned at the amount of

work in front of you, then I would suggest you either suffer from denial or

you are clinically dead. Neither are desirable qualities of a pilot so I will assume

that if you have read this far then you are going to tough it out, roll up your sleeves

and give it a go. Good for you!

“Work is only opportunity dressed in overalls.”

8.1. Mental “toughening”

It is time to look at how you can best deal with the actual interview and its effect on

you and your emotions. It’s time for a little bit of mental ‘Toughening’.

It can be quite daunting walking into the corporate atmosphere of a major airline.

One of the first things that always strikes me is the never-ending symbolism of the

corporation. It is everywhere. It seems impenetrable. It should also make you

realise the importance of what message the company is trying to portray in its

efforts to be dominant in the market place. It is about image, it is about the “first

impression that leaves a lasting impression!” A lasting impression is what makes

their customers want to return…time after time.

Are you beginning to see, from the company’s point of view, the real importance of

the ‘first impression’ yet? So what has this got to do with mental toughening I hear

you ask? The answer is plenty! If you are not prepared for the interview, if you do

not have a good understanding of the company image and the company culture,

and where you fit into it, then you are already behind the eight ball.

I



There are positive impressions and there are negative impressions.

It’s your choice and your choice only as to which impression you

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

8.2. Visualisation “Coaches who can outline plays on a black board are a dime a dozen. The ones

who win get inside their player and motivate.” Vince Lombardi (Authors bolding)

What sort of mental picture do you have of –

• The room you will be interviewed in

Perhaps a training room or boardroom with photos or models of company

aircraft, whiteboard and table with single chair in front for you. Some note

pads for the interviewers and a jug of water with glasses for each person.

The room will have a business like feel that makes you want to be part of

the company.

• You meeting the panel for the first time

Standing tall, smiling, enthusiastic and genuine with firm handshake.

• Who will be on the panel

Knowledgeable professionals who can appreciate the amount of hard work

and sacrifice you have put into your career (they were you once). People

you would be proud to work with and be mentored by.

• How the interview will go

Accept that it will have its ups and downs. Nobody answers all of the

questions correctly and in many cases there are no right or wrong answers,

just your experiences and how you respond(ed) to them. Your preparation

will make it a positive experience and a success.

CAUTION



• How you might recover from a poor answer or a tough question

Get over it. The interview will move on. You need to concentrate on the

next question.

• What you want out of the interview

You want the job. Tell them!

• How the interview will finish

Standing tall, smiling, enthusiastic and genuine with firm handshake

thanking them for their time and the opportunity to show them why they

should employ you.

Interviews can be conducted in the boardroom, hotel conference rooms, training

room-in fact just about anywhere.

Have you considered?

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

• What you will do watching the other candidates come and go and how you

will feel watching their entry and exit personas

• How you will combat your nerves as your initial confidence slowly melts

away while waiting for the interview to start

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



Interview stress - Here is my way of dealing with the pressures involved in the

period before the interview starts. How I deal with those negative self-doubts that

worm their way into my thoughts while I am waiting for the interview to begin.

“The enemy is in front of us, behind us, to the left of us and to the right of us. They

can’t escape us this time!” Lieutenant Lewis B. Puller-US Marine

The above quote is the penultimate definition of a person who sees a positive in

everything. It always comes to mind whenever I attend an interview. Of course I

don’t think of the panel as the enemy, instead I imagine that in effect I will have

their complete attention for the next 30-60 minutes or so. Finally, after all my effort,

all my work I have them right where I want them; “they can’t escape me this time.”

How good is that!

It never fails to give me a surge of confidence and an understanding that no matter

what lays ahead I have prepared myself fully and will give a good account of

myself.

Hint: A lot of effort and serious stuff has gone into your preparation to this point.

On that note it is a good time to remind you that a sense of humour never goes

astray. Don’t forget to use it when appropriate.

On a Personal Note



The Interview, A Positive Attitude – Summary

• The interview panel genuinely want you to perform at your best

• Listen to the question carefully

• Engage brain before tongue when answering questions – even if that

means a short pause to gather your thoughts

• Once considered answer naturally and spontaneously

• Answer with the most important points first

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

• Prepare for expected questions based on your USP’s e.g. “Tell us a bit

about yourself?”

• A positive attitude is a winning attitude

• If you find yourself in a difficult place during the interview – draw yourself up

inwardly and fight, don’t give in – it’s only a question

• Your reply should answer the question and only the question

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

Successful Interview

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

• If you have done the hard yards in preparing for the Successful Interview by

using the concept of the USP and CReDUSEC™ then you have given

yourself a tool to deal with the stress

A Pilots Guide to the Successful Interview Your Checklist


9. Phase Six – Your Checklist

So now you have come to the end of what has been a very comprehensive brief

on the interview, the techniques used as well as comments from those that

actually do the interviewing, and along the way picked up a fistful of important tips

and hints. It is time to follow up with a checklist to ensure your Proper Pre

Interview Preparation will Prevent Poor Performance and ensure a Positive review!

To summarise you need to know and be aware of;

• What you look like (presentation)

• Who you are (Strengths and weaknesses)

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

Do you

• Know the company’s’ history

• Know who the senior management is

• Know why the company should employ you over every one else

• Know why it is that you want to work for the company (besides the money

and the fact that you just have to get out of GA)

• Fit the company image

• Mirror what is written in your resume

• Know your current aircraft

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

Common traps:

• Poor preparation

• Poor knowledge of the company

• Not listening to questions carefully

• Being too enthusiastic (can be viewed as false)

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

• Being too friendly

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

• Derogatory remarks about your present or past employer(s)

A Pilots Guide to the Successful Interview Your Checklist


One Week Prior

• Confirm travel, hotel, and car reservations as required

• Get outfit dry cleaned, shoes shined

• Conservative haircut

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

• Further practice answering interview questions, refining your answers

Memorize ideas you wish to share, not worded answers

One Day Prior

• Visit interview location - if possible

• Confirm appointment time and directions to interview site

• Have a backup plan for any transportation problems

• Get good rest

INTERVIEW – On the day

Be the consummate professional -

• Arrive 10 to 15 minutes early

• Pop in a breath mint if needed (No gum)

• Smile and offer a firm handshake

• Show energy and enthusiasm

• Make eye contact

• Listen to the question

• Do not exaggerate

• Answer questions concisely, provide examples

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

Note: I don’t recommend arriving earlier than fifteen minutes but if you are very

early then find a café, have a cup of coffee and relax.

A Pilots Guide to the Successful Interview Quick Revision Quiz


10. Quick Revision Quiz

Place a yes or no next to the statements listed below. If there are any that you

don’t know or feel you need to revise go back over these notes or conduct your

own research.

I have suitable attire to wear to the interview and I have ensured that my grooming and deportment is excellent.

I have invested much time in reviewing my career to date- where I’ve been and what it is that I have accomplished.

I have examined what I want to do in my career, my personal and work areas of interest and the job and company traits that are important to me.

I understand myself, my strengths and weaknesses and I believe in myself and my abilities.

I know what kind of environments I can thrive in and am successful in. I know what behavioural interviews are and how they work. I know how to deal with behavioural interviews. I know what traditional interviews are and how they are structured, and how to deal with them

I know what group interviews are and how they are structured and how to deal with them

I have a thorough understanding of what my USP’s are and how they relate to my work, career and personal life.

I have practiced my answers to common predictable questions out loud but I do not sound as if I have rehearsed them.

A Pilots Guide to the Successful Interview Resources


11. Resources

The list of resources that I have listed here is just a drop in the ocean when

compared to the amount of information available however it forms a recurring list

of those that not only do I personally use but it also appears on a regular basis on

other web sites such as those listed below.

Gouge (a web term, peer-to-peer collective wisdom. In this case other pilots’ interview experiences)

Gouge is a useful part of your research. Beware of using it exclusively or of

placing all your interview preparation and faith in this form of information. It is

believable because it is written first hand by a Pilot who has experienced the

interview however the information could be outdated (companies have a habit of

changing their interview questions and requirements).

Use gouge to give you background knowledge then apply it to your own research

and use ‘A Pilots Guide to the Interview’ to thoroughly prepare for your interview.

During the course of my interviews with panel members, it was

made quite clear to me that, although most of the airlines follow a

set format for the interview, new questions may be introduced or questions may be

changed around at any time. The airlines are all aware of the amount of

information available on the web, and that pilots who have completed the interview

make notes after the interview that they then pass onto their colleagues.

For this reason I cannot stress enough that the only effective way to prepare for

the interview is through proper pre-interview preparation and to know yourself –

to have your story straight as it were – to know your USP’s, your career to date,

your current aircraft and what your goals and aims are.

The two biggest killers of the successful interview in my company are lack of

knowledge about their own aircraft and not knowing themselves e.g. being caught

out trying to be something they are not.

CAUTION



11.1. Manufacturers • www.boeing.com

• www.airbus.com/en/

• www.saabaircraft.com

• www.bombardier.com

• www.atraircraft.com

• www.cessna.com

• www.raytheonaircraft.com

11.2. Web Resources - Australia

• www.airniugini.pg

• www.rex.com.au “About Rex“ This page gives information about the

Company and it’s History, Subsidiaries, Major Policies (good for those end

of interview questions) and Career Opportunities. This page details the

minimum requirements for pilot applicants. This section also has the

companies mission statement - make sure you read it.

• www.qantas.com.au ‘About Qantas’ - this web page is a gold mine of

information and provides information on the company’s - History, Subsidiary

companies, Fleet developments, Flight Operations Training, Engineering

and Maintenance, Corporate Governance, etc. It is here that you will find

details about pilot employment. Obviously a ‘must read’ for those interested

in a career with Qantas.

Under ‘Subsidiary Companies’ you will find information relevant to Sunstate,

Eastern Australia Airlines, JetStar, and Australian Airlines

See also (on the same page) under “Company Information” – Qantas Facts.

On this one web site there is enough information to give you a broad

overview of the company and a substantial amount of information for the

interview.



• www.virginblue.com.au

• www.nationaljet.com.au

• www.skywestairlines.com.au

• www.pearlav.com.au

• www.airnorth.com.au

• www.rfds.com.au

• www.wagenet.gov.au/wagenet/search

For pay, awards and conditions - Australia

11.3. Web Resources – International

• www.icao.int/

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

• FAA http://www.faa.gov/

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

• http://www.faa.gov/ats/aat/ifim/ FAA International Flight Information Manual

- You can go to specific countries & often check the direct link for their

respective AIP (& other essential data)

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

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

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

• www.jaa.nl The Joint Aviation Authorities (JAA) is the associated body of

the European Civil Aviation Conference.

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

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

• www.gcaa.ae/en/ General Civil Aviation Authority for the United Arab

Emirates

• www.uae.gov.ae/Government/ports.htm General information about air and

sea ports in Abu Dhabi

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

11.4. Web Resources – Airlines • www.cathaypacific.com Cathay Pacific

• www.dragonair.com Dragonair



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

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

11.5. Online employment agencies • www.pilot.staffcv.com.staff

• www.parcaviation.com

• http://www.directpersonnel.com/

• http://www.aviationjobsearch.com/

• http://www.findapilot.com/

11.6. Other Useful websites • http://www.pirep.org/forum/index.php?c=3 Aviation – Australia & worldwide

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

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

• www.avianation.com website for aviation jobs worldwide

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

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

• www.checkride.com

• www.grapeshisha.com Information and insight on the UAE

• www.expatwoman.com Thinking of working in the Middle East – This is a

great site for your partner

• www.infinidim.org Information on working in actual airline based in the

UAE, including rostering etc

• http://213.132.44.184/emiratestoday/

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

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

11.7. Government/Regulatory Aviation Departments - Australia • http://casa.gov.au/rules/orders/index.htm For Civil Aviation Regulations.

• www.airservicesaustralia.com check out approach charts (site

map/publications)

11.8. Weather Websites

• http://www.pilotweatherbriefing.com/



• http://aviationweather.noaa.gov/

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

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

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

400/awsac/

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

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

11.9. Recommended Book Resources

• Beyond Aviation Human Factors- Daniel E Maurino, James Reason, Neil

Johnstone and Rob Lee (Ashgate Publishing Limited, UK)

• Human Factors in Multi-Crew Operations- Harry W. Orlady and Linda M.

Orlady (Ashgate Publishing Limited, UK)

• Redefining Airmanship- Tony Kern (McGraw Hill)

• Body Language- Allan Pease (Camel Publishing Company)

• Handling the Big Jets- D.P. Davies

• Fly the Wing- James Webb

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

• Flight without Formulae- AC Kermode

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

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

• Any books on IQ testing and psychometric testing will assist. Any good

book shop will have them.

• Charles Kingsford Smith- Pedr Davis (Summit Books published by Paul

Hamlyn Pty Limited)

• Kingsford Smith – Peter Fitsimmons

Note: Be careful of placing too much faith in just one resource. As I have tried to

point out all the way through this guide the only way to be successful is to have a

broad depth of knowledge through targeting what you already know, both

technically and personally and expanding on that.

A Pilots Guide to the Successful Interview Sample Interview Questions


12. Sample Interview Questions

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

12.1. Traditional 1. Tell us a little bit about yourself

2. Are you enthusiastic and easy to work with?

3. Can you work under pressure?

4. Can you manage your time effectively?

5. Can you handle constructive criticism in a productive manner?

6. Are you objective in evaluating yourself and others?

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

8. Why do you want to work for us?

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

10. Have you had any interviews with other companies?

11. Why did you become a pilot?

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

13. How do you think your sim session went? If you had to give it a rating out

of ten (ten being the highest) how would you rate yours?

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

15. Tell me about the CRM training you have had?

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

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

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

19. Have you had any in flight emergencies?

20. What is the biggest mistake you have ever made?

21. What is the most rewarding thing about flying?

22. What are/is your strongest point? Your weakest?

23. What do you do outside of work?

24. Why do you think goals are important?

T



25. What is your engine failure brief? (If you don’t have one then make sure

you get one before any interview occurs)

26. We see your flying various types of aircraft for different companies, how

will you feel about coming to work here and flying just one type of

aircraft? Do you think it will become monotonous or boring?

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

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

29. How did you prepare for this interview?

30. What do you want out of us?

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

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

33. As a pilot what is your most important task?

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

35. The least? Why?

36. What was your worst flight? Why?

37. Will you work in any of our bases?

38. How would you handle a situation where your Captain didn’t seem to like

you or talk to you?

Hint: Beware of the interviewer who repeats the last few words of your answer

and then remains silent whilst looking at you. They are looking for you to respond

further, checking to see if you are confident in your answer.

12.2. Behavioural 1. What mistakes have you made in pursuing your aviation career and what

have you learned from them?

2. Have you ever set yourself a goal? Did you achieve it? Tell me what

your goal was and how you achieved it?

3. Give me an example of a time when you were able to build motivation in

your co-workers or subordinates at work.

4. Describe a time when you have had to adapt and fit into a situation

different to the one you are used to.



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

6. I am sure you have been involved in a team, either at work or on the

sports field. Can you tell us about your role as part of that team and what

team works means to you?

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

What was the outcome?

8. Describe an incident in which you disagreed with a supervisor? How did

you resolve it?

9. Give me examples where you have demonstrated leadership, teamwork

problem solving and conflict resolution skills? What were the results?

10. Describe a time when you have been under great pressure to achieve a

deadline? How did you cope? Would you tackle the situation differently?

11. Describe a situation where you have been totally un-motivated? How did

you re-motivate yourself? How have you avoided lack of motivation

since?

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

13. What was the greatest difficulty for you to overcome to be where you are

today?

14. What is your greatest achievement outside of aviation?

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

16. Tell us about a time when you thought you made a big mistake? What

did you learn about the whole situation? Surely it would have been better

to do……? (Whatever they can come up with. They are trying to get you

to justify/defend your decision)

12.3. CRM questions

1. The flight attendant comes up to the cockpit and tells you that he/she is

having trouble with a passenger and they won’t do as she asks. The

passenger is beginning to worry the other passengers. The Captain looks

at you for a response. What would you suggest? How would you handle

the situation if you were the flight attendant? What would you say to the

passenger?



2. The Captain continues an approach below minimums; he tells you that he’s

shot the approach a thousand times. What will you do?

Hint: The pregnant pause – is sometimes a deliberate ploy to see if you change

your answer. It’s a mini stress test. The antidote is to remain calm.

12.4. Company specific

1. What do you know about our company?

2. What sort of aircraft do we fly?

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

4. Where do we fly to?

5. Who is the CEO of our company?

6. The Chief Pilot?

7. Manager Training and Checking?

8. Fleet Manager?

9. What other companies do we own?

12.5. Aircraft Specific

1. What aircraft are you most familiar with?

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

3. What is the generator voltage?

4. In the event of a complete hydraulic failure how would you lower the

gear?

5. What type of engines does it have?

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

7. Describe the fuel system?

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

current aircraft.

Hint: Sometimes a question is repeated or worded differently. This may be

because they want to -1) check the truth or consistency of your answer & 2) get

more information from you. The important thing is to not let it frustrate you.

A Pilots Guide to the Successful Interview Dealing with Rejection


13. Dealing with rejection “Stand tall. The difference between towering and cowering is totally a manner of

inner posture. It’s got nothing to do with height, it costs nothing, and it’s more fun.” Malcolm Forbes

ets face it nobody enjoys being told that they were unsuccessful. No

matter how nice the letter or phone call it still bruises your confidence. In

fact it can be quite soul destroying if the rejection letter comes from the

company you had set your sights on working for since you first decided to make

aviation your career and livelihood.

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

kill you makes you stronger.

Look at it this way the next airline may be the one where you really shine. After all

they are giving you another chance. In effect they are saying to you, “we consider

you acceptable welcome aboard!” Who cares about the airline you really really

wanted to work for. This company is prepared to recognise your ability and skills

and give you a go; grab the offer with both hands.

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

L



When I decided that I wanted to work for a regional airline within Australia, I did so

with a number of goals in mind. One of them was that it had to have a simulator

and the other was that, if possible, I wanted to live back home in Queensland.

This meant that Sunstate Airlines was top of my list. Not long after applying I was

pleasantly surprised to be given an interview. I then waited to find out if I was

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

unsuccessful I was devastated. To make matters worse, I had just started a two

week driving holiday from Alice Springs through to Townsville, Queensland. My

family was magnificent and wallowed with me in my misery… (for about ten

minutes) before deciding that the ever changing scenery was more interesting and

I was left to dwell on where I had gone wrong (see ‘on a personal note’ page 91).

In my worst moments, I briefly considered throwing in the towel and returning to

my trade.

During the holiday we stayed in Sydney for the night. The next day I visited

Hazelton Airlines and talked briefly with the woman responsible for resumes, as

well as being introduced to some of the other staff members, before departing

Sydney to continue the drive through to Townsville. The following day as we

passed through Coffs Harbour my phone rang. It was Hazelton Airlines.

Someone had pulled out of an interview and they wanted to know if I could make it

the following week. After the interview, and as I was checking out of the Hotel, I

was again contacted by Hazelton’s. This time it was to congratulate me on my

successful interview, and to ask me if I could start the following Monday.

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

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

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

On a Personal Note



Dealing with rejection - Final Word

I’ll leave the final word to Peter Fogarty of Fogartys’ Aviation Academy. He

recommends that if a student fails any part of the training or exams then they are

allowed 24 hours of misery before it is time to get over it and get on with life. Pretty

good advice! And still as relevant today as it was when I first heard it over 25 years

ago.

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

A Pilots Guide to the Successful Interview About the Authors


14. About the Authors Glen Solly (tell us bit about yourself) I have been involved in the business end of aircraft since starting to learn to fly in

1985 and have logged over 11 000 hours flight time. I was 27 when I began flying

for a “crust” in 1988. At 27 I was considered “old”. My first ever charter flight was

from Alice Springs (Northern Territory) to Weipa (Queensland) in a Cessna 210.

My first full time employment was flying tourists around Ayers Rock and The

Olgas. Aircraft endorsements include Beechcraft Baron, Cessna 401/411 series,

Piper Chieftain (PA31), Cessna 421, Beechcraft King air (B200), Metro 3/23,

SAAB 340, F100 as well as the usual handful of Cessna and Piper single engine

aircraft. During my career I have lived and worked in Queensland, Western

Australia, Northern Territory and New South Wales and held Chief Pilot, Training

Captain (Metro 23) and Operations Manager positions. I have flown charter, mine

commute and Aerial Medical operations and was fortunate enough in 1996 to have

completed a crossing of the “pond” in a Metro 23, over the following route; San

Francisco-Hilo (Hawaii)-Tarawa (Kiribati)-Brisbane. In doing so I completed a long

held goal of mine to pilot an aircraft across the Pacific Ocean, which was crossed

for the first time in an aircraft by Sir Charles Kingsford Smith and his crew (Charles

Ulm, and Americans Captain Harry Lyons and James Warner) in 1928.**

Along the way I have been interviewed by, and was successful in either being

employed by or placed on a hold file for the following companies; Skyport (Now Air

North), Mining and Executive Air Charter (no longer operating), Island Link (Now

Inland Pacific), Air Cairns, SkyWest Aviation (Now Pearl Aviation), Hazelton

Airlines (Now Regional Express) and Eastern Australia Airlines. In between these I

managed to fit in a three-day interview with Air Niugini for the position of F/O on

the Fokker Jet (F-28). A position for which I was successful and placed on the hold

file for the next twelve months before deciding that Regional Flying was where I

wanted to be.

I hold a current Australian ATPL and PNG ATPL. I owned and operated PACES

Auto Gear from 1980 to 1982. From 1979 through to 1988 I was involved in civil



construction works building bridges throughout NSW and Queensland. Between

1984 and 1986 I took a couple of years off and went to Groote Eylandt (a mining

community in the Gulf of Carpentaria which is on Aboriginal land) as Site Manager

for a tyre company, (Klinge & Co) which serviced the mine site. Groote Eylandt is

where I took my first flying lesson and soloed in VH-RWQ a C-172 operated by the

Gove Aero Club.

* * *

** Smithy’s route was San Francisco-Hawaii-Suva-Ballina NSW. Total flight time

was 88 hours. He had to fly at low altitudes (200 feet) often through tropical

thunderstorms with only basic instruments, no autopilot and except when within

radio range they used a compass and sextant for navigation

In stark contrast I flew at 20,000 feet for each of the three sectors and carried two

GPS receivers as well as ADF and VOR and except for a layer of scattered

cumulus at 5000 feet I never saw a cloud. As well as this I had a complete

emergency kit in the event of a ditching, HF communication throughout the entire

flight and was often in contact with overflying commercial airliners. My flight time

was 26 hours

My USP’s Writing is one of my favourite USP’s’. I enjoy it because of where it takes me,

who it introduces me to and because it forces me to confront and challenge my

own beliefs.

Dealing with the day-to-day stuff is my favourite work USP. Why do I rate this as my favourite work USP? Because each day is different and

because it makes the day fly! (Excuse the pun)

Being a successful member of a great team of people is a close second. Why do I think I am a successful member of a team? Because something that

feels as good as shooting an approach to the minima and landing from it, or

receiving praise from the passengers for a good landing or simply offering

encouragement to other crew members on the last sector of a long hard day is a

success in my book. (about 4 minutes to read aloud) Did you find it informative?



Jo Solly Born in Dumfries, Scotland. Started a career in Hospitality (Perth, Scotland).

Moved to London and worked in the Real estate, Advertising, Recruitment and

Hospitality industries (the obligatory evening bar job in Earl’s Court) before (on the

advice of the Aussie patrons) shifting to Australia to escape the cold. Within two

years she was living in the Northern Territory where it often gets above thirty-five

degrees Celsius (she definitely succeeded in escaping the cold).

Her work in Australia, essentially, has been the development and delivery of

professional development training in areas such as Effective Communication,

Customer Service, Time Management, Conflict Resolution, Negotiation, Dealing

with Negative Attitudes in the Workplace, Dealing with Difficult People,

Supervisory Skills, Business - Frontline Management and Cert IV in Training and

Assessment. Jo is an accredited Senior First Aid trainer and also teaches in IT -

MYOB, MS Office, desktop publishing and graphic design. Over the years, Jo has

held a variety of senior administration, management and HR positions.

Each move to a different town and State (a necessity in aviation career

progression) brought a new role –

• Ayers Rock Executive Assistant to the Resort Manager

• Townsville Established and managed Disability Access Support Unit

• Katherine Established and managed Job Skills Centre

Co-ordinated Young Australian Student Access Program

• Alice Springs Co-ordinated IT training support unit for NT Health Services

• Ballina Established and managed an Adult Community Education

facility

• Lismore Executive Manager for a peak industry body

Contracted to rewrite position competencies for Local

Council

General Administrative Officer, Richmond LAC, NSW Police

Force



Jo puts up with all my paper, manuals and notebooks being strewn around our

house while I write. As well as editing and pointing out the obvious, she has

serious input into the concepts of what makes a person employable.

A Pilots Guide to the Successful Interview Appendix 1


Appendix 1

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

Name Charles K Smith

Personal Details Address: 25 Cobblestone Parade, Old Sydney Town, NSW 8000 Contact details: P-08333000 M-02153642 e-mail [email protected] Pilot Qualifications and Flight Time ATPL Australian Total Hours 1650 Pilot in Command 1520 Multi Engine 500 ME IFR Procedures 400 Instrument 185 Night 200

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

Tertiary Qualifications 1999 Trades certificate NSW Tafe - (Mechanic) 1996 Higher School Certificate (HSC) Kings State High School Up-Skilling 2002 OH&S Course 2002 Dangerous Goods Course 2000 Senior First Aid 1999 Certificate IV Business (Frontline Management) Objective To secure a position with a major/regional airline which has opportunity for growth and a Training and Checking department with access to a simulator so that I can continue to develop my skills. What I have to offer Dedication, enthusiasm and a desire to be part of a professional team. Availability Immediately



Aviation Experience Line Pilot/OH&S coordinator and DG trainer 2005-Present Fly-Me Airways Bankstown Fly-Me Airways is a RPT and charter operator at Bankstown Airport in Sydney with a fleet of four Piper Chieftain and a Cessna Caravan. It has an extensive route network throughout NSW as well as mine commute contracts. It has two bases in Western NSW, one at Coonabarabran and one at Dubbo. Position As the coordinator and trainer for OH&S and DG I report directly to the General Manager. I oversee all the training and implementation of these requirements including;

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

Achievements

• Introduced on-line self paced learning and exams for DG (Cost saving as pilots at remote bases no longer need to brought to Sydney for training)

• Designed wrote and Introduced OH&S documentation for company computer network then conducted roll out at all bases.

Charter Pilot 2003-2005 Crackerjack Airways Darwin NT Crackerjack Airways is a charter company based in Darwin and operates general charter flights throughout the Northern Territory and the top of Western Australia. It also operates a mail service from Darwin to Alice Springs five nights a week. Position Reporting to the Chief Pilot. Responsibilities included;

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

Achievements

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



Flight training – Blue Sky Aviation Academy 2001-2002 Maroochydore QLD Completed Blue Sky’s CPL Aviation degree, including 50 hours charter on the Academy’s BeechCraft Baron. Career Summary At present I am a line pilot with Fly-Me Airways which employs eight full time and four casual pilots. I have extensive experience in DG training and OH&S within the aviation industry and have proven strengths in the following areas:

• Technical Skills I have gained a comprehensive knowledge of my present aircraft systems by involving myself in maintenance of company aircraft in my spare time. I also have a trade background as a mechanic.

• Communication My experience with delivering DG training and OH&S policy has meant I have had to develop effective communication skills (particularly necessary for multi-crew operations). I am required to liaise with our customers through my DG & OH&S duties in order to meet contractual requirements, and I enjoy the interaction with both internal and external clients.

• Planning and Time Management My strong organisational, planning and time management skills ensure I successfully manage my time to enable me to complete my often very full complement of work duties.

IT Computer skills in MS Word, Excel and Web Development Awards Lions youth community award 1998 Interests Surfing, Baseball and Basketball References Bill Crackerjack- Crackerjack Airways 06 333 253 Sam Knight- Blue Sky Aviation Academy 07 555 2

Pilots Guide to the successful interview

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