In the old days, as in pre-2013, the regional airlines that feed the majors in the United States had their pick of pilot candidates, often aviators right out of a university aviation program with fresh certificates and a few hundred hours in their logbooks. Then came the 2013 rule requiring all first officers in air carrier service to hold an airline transport pilot certificate (ATP) to even be considered. In just three years, the marketplace for airline pilots was turned on its ear with a fat supply turning into a shortage. Not only did the employment requirements change, but so too did some of the intricacies of how professional pilot candidates might reach their goal.
It’s Not the Same Old Pilot Marketplace
Key Takeaways:
- The 2013 ATP rule created a pilot shortage, shifting leverage to pilot candidates and transforming the training and hiring landscape in the airline industry.
- Aspiring pilots can choose between university programs, which offer degrees and federal financial aid, or faster Part 141 flight schools that may require alternative financing due to lacking degree programs.
- Regional airlines are offering significant incentives, including substantial signing bonuses, improved pay rates, and guaranteed flow-through agreements to major carriers, to attract and retain pilots.
- Developing skills through a flight instructor (CFI) rating is highly valued for in-depth knowledge and instrument proficiency, and resources like FAPA provide crucial career guidance and interview preparation.
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