I just flew with a woman who worked at recruiting for United Airlines. She told me she could tell when the person came in and registered with her if they would be hired or not. She said she was 95% correct. United she said is looking for the sorority type person. Someone who was verbal but middle of the road...
She hasn't worked in hiring for years, and now the initial screening is done by an outsourced company, but I am sure this outsourced company knows the type of person United wants.
Monday, February 25, 2008
Sunday, February 24, 2008
Delta Flight Attendants voting on implementing a union
Attendants at Delta request vote to join labor union
By LIZ FEDOR, Star Tribune
February 12, 2008
Since Delta Air Lines began flying passengers nearly eight decades ago, the airline's flight attendants never have been part of organized labor.
But a majority of Delta's attendants have signed cards calling for a union representation election, and those cards will be delivered to the National Mediation Board this week on Valentine's Day. Voting could begin within the next two to three months.
The Delta attendants' organizing election has surfaced as Delta and Northwest Airlines are moving closer to a merger deal. Northwest's 8,500 flight attendants are represented by the Association of Flight Attendants (AFA) and Delta's 13,500 attendants would be voting on whether to join the AFA ranks as well.
"Delta has historically prided itself on being a southern and genteel company," Mark Stell, a Delta attendant and union organizer, said Monday. Delta attendants were often paid wages at the top of the airline industry, so Delta "gave flight attendants very little reasons to need a union," Stell said.
But he added that he and more than 1,100 Delta union activist volunteers want to "bring democracy to our workplace," especially when Delta and Northwest may be facing issues such as integrating their seniority lists under a merger.
Veteran Northwest flight attendants Danny Campbell and Mollie Reiley advised Delta attendants during their organizing drive. Campbell and Reiley served as union officials when the Teamsters represented Northwest attendants. In 2006, Campbell and Reiley were leaders of the campaign to replace an independent union at Northwest with the AFA, which bargains for attendants at 20 airlines.
"We are not surprised by the AFA's intent to file for an election, because Delta flight attendants represent more than $6 million in annual dues that would go straight into the AFA's bank account from our employees' paychecks," said Delta spokeswoman Gina Laughlin.
In response, Campbell said, "We are not motivated by money or greed. We are an organization run by and for flight attendants and we exist to protect and advance our profession."
Northwest attendants took double-digit pay cuts in bankruptcy, but Campbell said there are "labor protective provisions" in the current contract that would require that Northwest attendants' jobs be preserved if a merger takes place.
Delta's Laughlin acknowledged that it is the attendants' right "to choose whether union representation is best for them." But, she added, "We want our flight attendants to get the facts."
Laughlin said, "If you look at what Delta people have today vs. what is happening at some of the AFA-represented carriers with pay and benefits, our people are faring much better."
At Delta, a top-scale attendant flying 75 hours per month would receive $3,080, while a Northwest attendant would be paid $2,953.
Stell said that Delta's unit cost for attendant labor was the lowest among the big six network carriers at the end of 2007.
In 2002, only 29 percent of Delta's attendants voted in favor of joining a union but Stell is optimistic the attendants will reach a different conclusion this time.
Delta is a largely nonunion employer. The Air Line Pilots Association represents pilots at both Delta and Northwest, but ground workers and mechanics at Delta do not have union representation as they do at Northwest.
From what I have learned from Delta Flight Attendants:
Since the paycut during their chapter 11 phase, the Delta flight attendants had a major paycut that would put them near the bottom of the pay scale compared to other major airlines. When they took the paycut they didn't have a say on how they wanted to take the paycut (work rules, straight pay). This is because they are not unionized. If they had been unionize they could have negotiated with the company on how they wanted to take their paycut.
By LIZ FEDOR, Star Tribune
February 12, 2008
Since Delta Air Lines began flying passengers nearly eight decades ago, the airline's flight attendants never have been part of organized labor.
But a majority of Delta's attendants have signed cards calling for a union representation election, and those cards will be delivered to the National Mediation Board this week on Valentine's Day. Voting could begin within the next two to three months.
The Delta attendants' organizing election has surfaced as Delta and Northwest Airlines are moving closer to a merger deal. Northwest's 8,500 flight attendants are represented by the Association of Flight Attendants (AFA) and Delta's 13,500 attendants would be voting on whether to join the AFA ranks as well.
"Delta has historically prided itself on being a southern and genteel company," Mark Stell, a Delta attendant and union organizer, said Monday. Delta attendants were often paid wages at the top of the airline industry, so Delta "gave flight attendants very little reasons to need a union," Stell said.
But he added that he and more than 1,100 Delta union activist volunteers want to "bring democracy to our workplace," especially when Delta and Northwest may be facing issues such as integrating their seniority lists under a merger.
Veteran Northwest flight attendants Danny Campbell and Mollie Reiley advised Delta attendants during their organizing drive. Campbell and Reiley served as union officials when the Teamsters represented Northwest attendants. In 2006, Campbell and Reiley were leaders of the campaign to replace an independent union at Northwest with the AFA, which bargains for attendants at 20 airlines.
"We are not surprised by the AFA's intent to file for an election, because Delta flight attendants represent more than $6 million in annual dues that would go straight into the AFA's bank account from our employees' paychecks," said Delta spokeswoman Gina Laughlin.
In response, Campbell said, "We are not motivated by money or greed. We are an organization run by and for flight attendants and we exist to protect and advance our profession."
Northwest attendants took double-digit pay cuts in bankruptcy, but Campbell said there are "labor protective provisions" in the current contract that would require that Northwest attendants' jobs be preserved if a merger takes place.
Delta's Laughlin acknowledged that it is the attendants' right "to choose whether union representation is best for them." But, she added, "We want our flight attendants to get the facts."
Laughlin said, "If you look at what Delta people have today vs. what is happening at some of the AFA-represented carriers with pay and benefits, our people are faring much better."
At Delta, a top-scale attendant flying 75 hours per month would receive $3,080, while a Northwest attendant would be paid $2,953.
Stell said that Delta's unit cost for attendant labor was the lowest among the big six network carriers at the end of 2007.
In 2002, only 29 percent of Delta's attendants voted in favor of joining a union but Stell is optimistic the attendants will reach a different conclusion this time.
Delta is a largely nonunion employer. The Air Line Pilots Association represents pilots at both Delta and Northwest, but ground workers and mechanics at Delta do not have union representation as they do at Northwest.
From what I have learned from Delta Flight Attendants:
Since the paycut during their chapter 11 phase, the Delta flight attendants had a major paycut that would put them near the bottom of the pay scale compared to other major airlines. When they took the paycut they didn't have a say on how they wanted to take the paycut (work rules, straight pay). This is because they are not unionized. If they had been unionize they could have negotiated with the company on how they wanted to take their paycut.
Friday, February 22, 2008
Could Merges affect flight attendant hiring?
Delta Airlines, Northwest Airlines merger talks progressing
Source: Supply Chain Exec
Date :07/02/2008 01:32:17
Talks about a merger between the two airlines are progressing, say sources, and a deal may be announced soon.
It is reported that the airlines may clinch the landmark accord as early as the middle of this month, but sources cautioned that negotiations could still stall or even collapse.
In their discussions the carriers, two of the world’s largest, have reached a point of settling leadership.
Richard Anderson, Delta chief executive, would remain head, while Doug Steenland, Northwest chief executive, would remain part of a senior team that would include executives from both airlines, the people said.
Terms of the deal
The two airlines are still thought to be discussing the terms of the deal, where they still need to find common ground, including the ration ratio at which Northwest investors will exchange their shares for those in the new company.
There are also no assurances that any of the concessions either side have made will be part of a final agreement, should there be one, the Financial Times said.
Northwest declined to comment on Wednesday. A Delta spokeswoman said: “Delta’s board is working with management to analyse strategic options, including potential consolidation transactions, to ensure Delta maintains its leadership position.”
Combinations
A Delta-Northwest combination could spur other mergers in the industry, in particular negotiations between Continental Airlines and United Airlines.
With strong Pacific routes, a big Chicago hub and a large market share on the West Coast, United would complement Continental, which has big hubs in Houston and Newark and gets more of its revenue from international flights than any other big domestic carrier.
Continental’s chief executive, Larry Kellner, has said that he would prefer not to merge with another airline but that should there be a merger of two other big airlines, he would have to consider following suit to avoid being dwarfed.
Conversely, Glenn F. Tilton, United’s chief executive, has been vocal about wanting to merge with another carrier; sources said it appeared he would be willing to step aside as top officer in such a combination.
Delta and Northwest are about to make the announcement as soon as the pilot's from both airlines agree to the merger terms. This could affect the flight attendant hiring. Delta could possibly be putting their flight attendant hiring on hold until the merger is announced and goes through. This is all speculation, but it seems like there are several people who I know are waiting to hear from Delta and haven't heard anything yet.
Source: Supply Chain Exec
Date :07/02/2008 01:32:17
Talks about a merger between the two airlines are progressing, say sources, and a deal may be announced soon.
It is reported that the airlines may clinch the landmark accord as early as the middle of this month, but sources cautioned that negotiations could still stall or even collapse.
In their discussions the carriers, two of the world’s largest, have reached a point of settling leadership.
Richard Anderson, Delta chief executive, would remain head, while Doug Steenland, Northwest chief executive, would remain part of a senior team that would include executives from both airlines, the people said.
Terms of the deal
The two airlines are still thought to be discussing the terms of the deal, where they still need to find common ground, including the ration ratio at which Northwest investors will exchange their shares for those in the new company.
There are also no assurances that any of the concessions either side have made will be part of a final agreement, should there be one, the Financial Times said.
Northwest declined to comment on Wednesday. A Delta spokeswoman said: “Delta’s board is working with management to analyse strategic options, including potential consolidation transactions, to ensure Delta maintains its leadership position.”
Combinations
A Delta-Northwest combination could spur other mergers in the industry, in particular negotiations between Continental Airlines and United Airlines.
With strong Pacific routes, a big Chicago hub and a large market share on the West Coast, United would complement Continental, which has big hubs in Houston and Newark and gets more of its revenue from international flights than any other big domestic carrier.
Continental’s chief executive, Larry Kellner, has said that he would prefer not to merge with another airline but that should there be a merger of two other big airlines, he would have to consider following suit to avoid being dwarfed.
Conversely, Glenn F. Tilton, United’s chief executive, has been vocal about wanting to merge with another carrier; sources said it appeared he would be willing to step aside as top officer in such a combination.
Delta and Northwest are about to make the announcement as soon as the pilot's from both airlines agree to the merger terms. This could affect the flight attendant hiring. Delta could possibly be putting their flight attendant hiring on hold until the merger is announced and goes through. This is all speculation, but it seems like there are several people who I know are waiting to hear from Delta and haven't heard anything yet.
Wednesday, February 13, 2008
Flight Attendant Hiring for Jet Blue
Position Title: Inflight Crew
I.Position Summary:
Please read if your Passion is People.
Inflight Crewmembers are the ambassadors of the JetBlue Experience, delivering high-quality care to JetBlue Customers on every flight. Inflight Crewmembers are responsible for both Safety and Service in the aircraft cabin. They function effectively in a fast-paced, multi-tasking work environment, oftentimes during non-traditional working hours. In times of irregular operations, the Inflight Crewmembers are the key ingredient in mitigating Customer dissatisfaction, and thus serve as a very visible JetBlue Representative in diverse and challenging situations.
II.Essential Functions
-Provides and promotes the various components of our Inflight product, including beverage and snack service, and onboard sales, including liquor and premium entertainment
-Responds to a broad range of in-flight emergencies
-Assists Customers, which includes lifting carry-on bags into overhead bins and assists disabled Customers with mobility
-Consistently provides outstanding customer service
-Performs various duties as outlined in the Flight Attendant Manual
-Continuously stays connected to the Company by reading e-mail, paper mail, and intranet communications
- Provides high quality service in diverse operating situations
Experience:
Minimum Qualifications:
-High School Diploma or General Education Development (GED) Diploma
-Able to read, speak, write, and understand the English language
-At least twenty (20) years old
-Vision corrected to 20/20
-Two (2) years proven customer service experience
-Able to lift fifty (50) pounds from floor to above the shoulders
-Able to reach six feet three inches (6Á’3Á”) without shoes
-Able to be away from home for up to five (5) nights and six (6) days in a row
-Currently in possession of a valid Passport with the ability to travel in and out of the United States on a frequent basis
-Able to relocate to within one-hour driving time of assigned domicile
-Able to work varying schedules including reserve duty, weekends, evenings, holidays, and last minute drafting
-Regular attendance and punctuality
-Organizational fit for the JetBlue culture, that is, exhibit the JetBlue values of Safety, Caring, Integrity, Fun and Passion
-Well groomed and able to maintain a professional appearance
-Pass a ten (10) year background check and pre-employment drug test
-Legally eligible to work in the country in which the position is located
-When working or traveling on JetBlue flights, and if time permits, all capable Crewmembers are asked to assist with light cleaning of the aircraft
IV.Knowledge, Skills, and Abilities:
-Basic computer knowledge
-Able to care for one hundred fifty (150) Customers and up to nine (9) fellow Crewmembers/non-revenue travelers
-Able to think outside the box in regard to decision making and problem solving
-Able to remain calm in a demanding, fast-paced work environment and take control in unexpected situations
-Able to function effectively with limited hands-on supervisory guidance
-Able to read and comprehend guidance as found in required manuals
-Adherence to JetBlue Inflight Crewmember Uniform Appearance Standards
-Successfully complete JetBlue Airways Inflight Training Program, including Initial Training and Annual Continuous Education Programs
-Able to make sound decisions quickly
-Able to work as a team to deliver the JetBlue Experience
-Excellent verbal and written communication skills
-Possess a strong passion for quality customer service
Here is the link to apply:
http://www.gadball.com/jobs/details.aspx?jid=12590223&AspxAutoDetectCookieSupport=1
I.Position Summary:
Please read if your Passion is People.
Inflight Crewmembers are the ambassadors of the JetBlue Experience, delivering high-quality care to JetBlue Customers on every flight. Inflight Crewmembers are responsible for both Safety and Service in the aircraft cabin. They function effectively in a fast-paced, multi-tasking work environment, oftentimes during non-traditional working hours. In times of irregular operations, the Inflight Crewmembers are the key ingredient in mitigating Customer dissatisfaction, and thus serve as a very visible JetBlue Representative in diverse and challenging situations.
II.Essential Functions
-Provides and promotes the various components of our Inflight product, including beverage and snack service, and onboard sales, including liquor and premium entertainment
-Responds to a broad range of in-flight emergencies
-Assists Customers, which includes lifting carry-on bags into overhead bins and assists disabled Customers with mobility
-Consistently provides outstanding customer service
-Performs various duties as outlined in the Flight Attendant Manual
-Continuously stays connected to the Company by reading e-mail, paper mail, and intranet communications
- Provides high quality service in diverse operating situations
Experience:
Minimum Qualifications:
-High School Diploma or General Education Development (GED) Diploma
-Able to read, speak, write, and understand the English language
-At least twenty (20) years old
-Vision corrected to 20/20
-Two (2) years proven customer service experience
-Able to lift fifty (50) pounds from floor to above the shoulders
-Able to reach six feet three inches (6Á’3Á”) without shoes
-Able to be away from home for up to five (5) nights and six (6) days in a row
-Currently in possession of a valid Passport with the ability to travel in and out of the United States on a frequent basis
-Able to relocate to within one-hour driving time of assigned domicile
-Able to work varying schedules including reserve duty, weekends, evenings, holidays, and last minute drafting
-Regular attendance and punctuality
-Organizational fit for the JetBlue culture, that is, exhibit the JetBlue values of Safety, Caring, Integrity, Fun and Passion
-Well groomed and able to maintain a professional appearance
-Pass a ten (10) year background check and pre-employment drug test
-Legally eligible to work in the country in which the position is located
-When working or traveling on JetBlue flights, and if time permits, all capable Crewmembers are asked to assist with light cleaning of the aircraft
IV.Knowledge, Skills, and Abilities:
-Basic computer knowledge
-Able to care for one hundred fifty (150) Customers and up to nine (9) fellow Crewmembers/non-revenue travelers
-Able to think outside the box in regard to decision making and problem solving
-Able to remain calm in a demanding, fast-paced work environment and take control in unexpected situations
-Able to function effectively with limited hands-on supervisory guidance
-Able to read and comprehend guidance as found in required manuals
-Adherence to JetBlue Inflight Crewmember Uniform Appearance Standards
-Successfully complete JetBlue Airways Inflight Training Program, including Initial Training and Annual Continuous Education Programs
-Able to make sound decisions quickly
-Able to work as a team to deliver the JetBlue Experience
-Excellent verbal and written communication skills
-Possess a strong passion for quality customer service
Here is the link to apply:
http://www.gadball.com/jobs/details.aspx?jid=12590223&AspxAutoDetectCookieSupport=1
Tuesday, February 12, 2008
United Airlines Hiring procedure
From the desk of flightattendanthiringtips.com:
Here are the steps that United Airlines has for the flight attendant hiring process:
Step 1: Apply online and answer the questions online. You will know right away if you pass the online submission.
Step 2: They will give you dates to come to Chicago for an interview. You pick a date to go for the interview. United will fly you on a pass (no charge to you) to Chicago for the interview.
Step 3: You meet with a company that screens you. If you pass this screening they will tell you right away you passed and make arrangements for you to come back to Chicago for an interview with United. If you don't pass, they will tell you they will send you an email to let you know if you passed.
Step 4: You go back for an interview in Chicago, and this time it is with United. The first part of the interview is a group interview. After the group interview you will go to a one on one interview. If you pass this part, they will tell you right away if you are hired.
Don't be discouraged if you don't get hired right away. You can reapply in 6 months. Sometimes it is just the interviewer and other times it is just refining your answers.
Here are the steps that United Airlines has for the flight attendant hiring process:
Step 1: Apply online and answer the questions online. You will know right away if you pass the online submission.
Step 2: They will give you dates to come to Chicago for an interview. You pick a date to go for the interview. United will fly you on a pass (no charge to you) to Chicago for the interview.
Step 3: You meet with a company that screens you. If you pass this screening they will tell you right away you passed and make arrangements for you to come back to Chicago for an interview with United. If you don't pass, they will tell you they will send you an email to let you know if you passed.
Step 4: You go back for an interview in Chicago, and this time it is with United. The first part of the interview is a group interview. After the group interview you will go to a one on one interview. If you pass this part, they will tell you right away if you are hired.
Don't be discouraged if you don't get hired right away. You can reapply in 6 months. Sometimes it is just the interviewer and other times it is just refining your answers.
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