Many Professional Pilots Say The Hiring Process In The USA Can Be Complex, and one of growing frustration among professional pilots is the involvement of non-pilot recruiters who may not fully understand the nuances of aviation qualifications, certifications, and operational experience. This can sometimes lead to pilots being prematurely eliminated from the hiring process.

There are a few reasons why this happens and here are some key insights into who these non-pilot recruiters are:

Recruiters May Lack In Industry-Specific Knowledge

Non-pilot recruiters are often HR - Human Resources personnel or third-party recruitment agencies that may not have the technical background to assess pilot qualifications accurately.

This can result in misunderstandings about your:

Flight hours and experience that some recruiters may not rightly distinguish between total time, PIC time, SIC time, or specific aircraft hours.

Type ratings and currency may be overlooked that reflect the significance of your holding a type rating for a particular aircraft or they misunderstand the difference between being type-rated and current.

The Value of Military-to-Civilian Transition for you as a military-trained pilot may not be fully understood for how to translate military flight experience to civilian requirements, leading to disqualification.

The Use Of Automated Screening Systems (ATS)

Many aviation companies use Applicant Tracking Systems (ATS) to manage large volumes of applications. These systems tend to rely on keywords to filter candidates and non-pilot recruiters may configure them in a way that filters out qualified applicants due to:

• Incorrect or inconsistent terminology (e.g., "ATP" vs. "Airline Transport Pilot")
• Your CV/Resume may have missing specific aircraft model names or regulatory certifications
• You may also lack tailored resume formatting for aviation roles

Recruiters That Often Follow Strict, Non-Flexible Criteria

Non-pilot recruiters often work with rigid checklists provided by hiring managers. These checklists may cause recruiters to overlook alternative pathways to meet regulatory and operational qualifications. Ignore and fail to understand the value of your specialized training, such as Oceanic Operations Certification. They may also disregard your soft skills like leadership or international operations experience that are very important skills for quality professional aviators.

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Outsourcing Pilot Recruitment To External Agencies

Some companies outsource pilot recruitment to third-party agencies that are unfamiliar with aviation-specific requirements. These agencies may prioritize speed over accuracy, leading to miscommunication or misunderstandings about your essential pilot credentials.

Corporate Risk Aversion

Non-pilot recruiters may reject you as an applicant when you don't fit a "perfect" mold due to legal and regulatory concerns. This could include not wanting to interpret gray areas when you have a mix of civilian and military experience. They may also overemphasize formal requirements while ignoring important practical experience.

Follow These Steps To Better Navigate This Challenge As A Professional Pilot:

1. Tailor Your CV/Resume for ATS by using aviation-specific keywords and ensure your qualifications match the job description exactly (e.g., include aircraft model numbers, total time, and type ratings in detail).
2. Network Directly with Chief Pilots whenever possible to bypass the recruiter layer by connecting with chief pilots or aviation managers who better understand your experience.
3. Clarify Ambiguous Experience and use clear, standardized terms that are easily understood by non-pilot recruiters.
4. Use Pilot-Specific Platforms that leverage aviation-specific job boards like The Contract Pilot X Change or industry networks that connect you directly with hiring decision-makers.
5. Politely Follow Up if you receive an automated rejection—sometimes, clarifying your qualifications can reopen the door.

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