In Flight Supervisor applicants have rated the interview process at United Airlines with 3.7 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 67% positive. To compare, the company-average is 74% positive. This is according to Glassdoor user ratings.
Candidates applying for In Flight Supervisor roles take an average of 40 days to get hired, when considering 3 user submitted interviews for this role. To compare, the hiring process at United Airlines overall takes an average of 26 days.
Common stages of the interview process at United Airlines as a In Flight Supervisor according to 3 Glassdoor interviews include:
Personality test: 15%
Group panel interview: 15%
Skills test: 15%
Background check: 8%
Drug test: 8%
One on one interview: 8%
Other: 8%
IQ intelligence test: 8%
Presentation: 8%
Phone interview: 8%
Here are the most commonly searched roles for interview reports -
I applied online. The process took 2 months. I interviewed at United Airlines
Interview
Applied online. Completed a personality test immediately after, about 3 weeks later I was emailed for a video interview, but only had a few days to complete. After was called for in person interview-STAR format. Writing prompt.
I applied online. The process took 4 weeks. I interviewed at United Airlines (Houston, TX) in May 2016
Interview
The interview was approximately 45 minutes long and consisted of several questions. The two managers that interviewed me seemed very knowledgeable. They were impressed with my past experience. I received an offer about 2 weeks later and accepted.
I applied online. The process took 4 weeks. I interviewed at United Airlines (San Francisco, CA) in Mar 2016
Interview
The interview consisted of a prilminary phone screen (approximately one month after submitting an online application), which if conducted successfully resulted in panel interview at the position domicile. The phone screen & interview were both conducted with the utmost professionalism. The interview panel was in the middle of some time sensitive activities during my interview, but was (in my opinion) genuinely vested in finding the right candidate for the position.
If I were to point out one area of improvement for United's interview process, it would be extending the courtesy of the, "TBNT" in a timely fashion or in my case, at all. Recruiting in the inflight sector can be tough. Millions of applicants would kill for any job in this proffesion. That being said, it would seem that after initial screening, phone interviews and cross country positive space tickets to interview a candidate in person, you'd at least reach out to extend the courtrsey of saying thanks for meeting with us.
United has struggled for almost a decade with employee relations that have crippled their name amongst legecy carriers. It would be a great idea for UA to focus on initial employment processes. There are a great many ways to change a company, but none more effective then hiring the right people. And whether a candidate is right or wrong aligning your processes with core values is a sure fire way of maintaining a great name in the industry.
Interview questions [1]
Question 1
Basic STAR question's followed an informal conversation about the base, it's leadership and the position. I was also able to give insight into my background and competencies during this time.