What is the American Airlines interview process?
As with most organizations, the American Airlines conducts several interviews before selecting an individual for a position. Depending on the position, there can be different number of interviews as well as different kinds of assessments; however, it is common that an applicant can be interviewed at least twice or three times, including phone conversation, in-person conversation, and can have final interview.
The Initial Phone Screening For most positions the only preliminary step is the telephone interview with the company, and this is a part of the American Airlines interview. It is a short call that lasts for about 15 to 30 minutes where the interviewer tries to determine whether the candidate is suitable for the position or not, and if he or she can be considered for an interview and if the candidate’s salary expectations are reasonable for the job opening. Some of the questions a recruiter or hiring manager may say to an applicant include information about the applicant, reasons for applying for a position for American Airlines, expected remuneration and whether they meet basic requirements. They clarify the company’s needs and reduce the number of potential candidates before proceeding to more extensive individual interviews.
The In-Person Interview Rounds The successful candidates will be called for an on-site interview where they may encounter one or more American Airlines interviewers and company information will be provided. The first interview is typically more general, and the interviewer mainly assesses the applicant’s experience and personal traits, while further interviews are devoted to the determination of professional competencies. Here is what to expect in each round:Here is what to expect in each round:
First Round Interview The initial face-to-face/telephonic interview takes 45 minutes to an hour and begins with the interviewer reviewing the position and the general overview of the department and the American Airlines. The rest of the conversation heavily revolves around the coming to know about the candidate, his/her skills, experiences, and other aspects of a personality/ work profile match. These skills include assessment of communication, critical thinking, behavioral competencies and cultural add as reviewed and assessed by the interviewer. Some of the first round questions may include issues such as strength/ weak points, teamwork, customer relations and describing a difficult circumstance. In the later part, the applicant may request to ask questions so as to gain additional insights on day-to-day activities, working relations as well as organizational culture.
Second Round Interview When the employers have long-listed candidates based on the first interview, they then move the candidates to the second interview, which is more rigorous. This takes the discussion a little further by trying to establish who is qualified for the job and who best fits the position. During the interviews, the interviewer tries to determine how the applicant approaches a problem, and his or her technical or functional ability if the job requires it. The second round questions are also somewhat behavioral and focus on the candidate’s approach to specific circumstances. For instance – communication skills development questions may be like describing the process of handling an irate client or learning how to counter objections. Pilots and flight attendants could be given situational questions on how to deal with a such incidents as weather delays, mechanical problems, or passengers causing disruptions. The second interview may also entail the candidate presenting a PowerPoint presentation or an exercise relevant to the position being applied for.
Final Round Interview In general, the final interview is conducted with a higher-ranking officer, and this is particularly true in the case of top-tier vacancies. This discussion is more about the organizational culture rather than the specific qualifications required when applying for a position within the department and/or American Airlines. Companies and interviewers decide whether the applicant fits the organization’s mission, its values, and the environment they wish to create. Candidates should also be willing to give further details on the ways that they fit the position given their experience. The applicant may make use of this final conversation to ask any other questions before getting a call to join the company.
Assessments In addition to the in-person interviews, American Airlines also utilizes various assessments to evaluate candidates for certain positions:In addition to the in-person interviews, American Airlines also utilizes various assessments to evaluate candidates for certain positions:
Personality Assessment: A standard at some companies, it quantifies an applicant’s work habits and attitudes to teamwork. Implemented commonly in industries involving customer relations and the management personnel.
Cognitive Assessment: Assesses learning capability, problem solving prowess and decision making faculties of the learners. They’re typically provided in cases of analyst or technical jobs.
Simulation Assessment: Computer-based simulations of the task demands as well as practice tests of the skills and competencies needed in the job. Specifically in the fields of aviation, such as pilots and flight attendants.
Skills-Based Assessment: Evaluates specific aptitudes relevant to the advertised position through portfolio of works, orals or mock assignments. Most applicable to positions in IT and financial sectors.
Background Checks and References Candidates receiving a job offer from American Airlines must successfully complete several screenings before being formally hired:Candidates receiving a job offer from American Airlines must successfully complete several screenings before being formally hired:
Criminal Background Check: Attests that he or she has not been convicted of any felony or has faced charges involving work in the job in the past.
Employment Verification: Ensures the history on the job and the dates/roles match the information that the candidates provided on their resumes and during the interviews.
Professional Reference Check: Some contacts offered feedback on their perception of the candidate’s job performance and his/her suitability and/or areas of difficulty.
Drug Screening Test: For the applicant to be hired, it must be certain that no prohibited substance is found in the applicant’s system.
The reference and background check occur early when the candidate has not had an opportunity to start yet. On the other hand, the drug test is usually administered only after the candidate has been offered a position by American Airlines where the company can make the final adjustments on the compensation package and give the candidate a formal offer letter.
By the end of each round, the audience should have been entertained and educated on the possibilities of home automation. The structure of the interviews at American Airlines differs depending on whether the applicant is applying for a corporate position or a position in the airport, however, at least two to three rounds of the interviews are the most common. Initial conversations are used to pre-qualify candidates, assess prior work history and review relevant skills while later stages analyze qualifications, and compatibility with the team. It also is useful to prepare success stories to spotlight alignment prior to each stage of the interview. Candidates should also learn as much as they can about the company culture and the mission of the company they are applying for; this way, they will be better placed to show how interested they are in American Airlines during the various stages before reaching a definitive employment offer.