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How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job: Your Complete Guide to Opportunities, Resumes and Cover Letters, Interviews, Salaries, Promotions, What to Expect From Recruiters and More!

How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job: Your Complete Guide to Opportunities, Resumes and Cover Letters, Interviews, Salaries, Promotions, What to Expect From Recruiters and More!

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Published by Emereo Publishing
For the first time, a book exists that compiles all the information candidates need to apply for their first Aircraft and Avionics Equipment Mechanics and Service Technician job, or to apply for a better job.

What you'll find especially helpful are the worksheets. It is so much easier to write about a work experience using these outlines. It ensures that the narrative will follow a logical structure and reminds you not to leave out the most important points. With this book, you'll be able to revise your application into a much stronger document, be much better prepared and a step ahead for the next opportunity.

The book comes filled with useful cheat sheets. It helps you get your career organized in a tidy, presentable fashion. It also will inspire you to produce some attention-grabbing cover letters that convey your skills persuasively and attractively in your application packets.

After studying it, too, you'll be prepared for interviews, or you will be after you conducted the practice sessions where someone sits and asks you potential questions. It makes you think on your feet!

This book makes a world of difference in helping you stay away from vague and long-winded answers and you will be finally able to connect with prospective employers, including the one that will actually hire you.

This book successfully challenges conventional job search wisdom and doesn't load you with useful but obvious suggestions ("don't forget to wear a nice suit to your interview," for example). Instead, it deliberately challenges conventional job search wisdom, and in so doing, offers radical but inspired suggestions for success.

Think that "companies approach hiring with common sense, logic, and good business acumen and consistency?" Think that "the most qualified candidate gets the job?" Think again! Time and again it is proven that finding a job is a highly subjective business filled with innumerable variables. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. Not sure how to do this? Don't worry-How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job guides the way.

Highly recommended to any harried Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker, whether you want to work for the government or a company. You'll plan on using it again in your efforts to move up in the world for an even better position down the road.

This book offers excellent, insightful advice for everyone from entry-level to senior professionals. None of the other such career guides compare with this one. It stands out because it: 1) explains how the people doing the hiring think, so that you can win them over on paper and then in your interview; 2) has an engaging, reader-friendly style; 3) explains every step of the job-hunting process - from little-known ways for finding openings to getting ahead on the job.

This book covers everything. Whether you are trying to get your first Aircraft and Avionics Equipment Mechanics and Service Technician Job or move up in the system, get this book.
For the first time, a book exists that compiles all the information candidates need to apply for their first Aircraft and Avionics Equipment Mechanics and Service Technician job, or to apply for a better job.

What you'll find especially helpful are the worksheets. It is so much easier to write about a work experience using these outlines. It ensures that the narrative will follow a logical structure and reminds you not to leave out the most important points. With this book, you'll be able to revise your application into a much stronger document, be much better prepared and a step ahead for the next opportunity.

The book comes filled with useful cheat sheets. It helps you get your career organized in a tidy, presentable fashion. It also will inspire you to produce some attention-grabbing cover letters that convey your skills persuasively and attractively in your application packets.

After studying it, too, you'll be prepared for interviews, or you will be after you conducted the practice sessions where someone sits and asks you potential questions. It makes you think on your feet!

This book makes a world of difference in helping you stay away from vague and long-winded answers and you will be finally able to connect with prospective employers, including the one that will actually hire you.

This book successfully challenges conventional job search wisdom and doesn't load you with useful but obvious suggestions ("don't forget to wear a nice suit to your interview," for example). Instead, it deliberately challenges conventional job search wisdom, and in so doing, offers radical but inspired suggestions for success.

Think that "companies approach hiring with common sense, logic, and good business acumen and consistency?" Think that "the most qualified candidate gets the job?" Think again! Time and again it is proven that finding a job is a highly subjective business filled with innumerable variables. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. Not sure how to do this? Don't worry-How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job guides the way.

Highly recommended to any harried Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker, whether you want to work for the government or a company. You'll plan on using it again in your efforts to move up in the world for an even better position down the road.

This book offers excellent, insightful advice for everyone from entry-level to senior professionals. None of the other such career guides compare with this one. It stands out because it: 1) explains how the people doing the hiring think, so that you can win them over on paper and then in your interview; 2) has an engaging, reader-friendly style; 3) explains every step of the job-hunting process - from little-known ways for finding openings to getting ahead on the job.

This book covers everything. Whether you are trying to get your first Aircraft and Avionics Equipment Mechanics and Service Technician Job or move up in the system, get this book.

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Published by: Emereo Publishing on Sep 16, 2010
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10/31/2014

Sections

  • INTRODUCTION
  • Significant Points
  • Nature of the Work
  • Employment
  • Job Outlook
  • Earnings
  • Related Occupations
  • Sources of Additional Information
  • Where to Learn About Job Openings
  • Job Search Methods
  • Applying for a Job
  • Job Interview Tips
  • Evaluating a Job Offer
  • THE INTERVIEW AND SELECTION PROCESS
  • Step 1
  • Step 2
  • Step 3
  • Step 4
  • SAMPLE CUSTOMER SERVICE FOCUSED INTERVIEW QUESTIONS
  • Responsible
  • Likeable
  • Believable
  • Outgoing
  • Unflappable
  • INTERVIEWING
  • Planning
  • Confirming/Scheduling Interview
  • Conducting the Interview
  • Closing
  • Follow Up
  • TIPS ON INTERVIEWING
  • Questions/ Assessment Tools
  • Interview Questions To Get You Started
  • Supervisor and Manager Competencies
  • Interviewing People With Disabilities
  • Accommodating Persons With Disabilities For An Interview
  • Interview Do’s and Don’ts
  • CHECKING REFERENCES
  • Which References Should I Check?
  • Tips for Checking References
  • The Reference Check Questions To Ask
  • Prohibited Questions and Practices
  • RECORDING A PROFILE OF IMPRESSIONS
  • Supervisory and Managerial Competencies:
  • Building Coalitions/Communication:
  • RECRUITING ADMINISTRATIVE SERVICES MANAGER
  • Before Submitting the Vacancy
  • When the Vacancy Announcement is Open
  • Once the Certificate is Received
  • After The Selection is Made
  • ASSESSING YOUR RECRUITMENT AND SELECTION PRACTICES
  • Policies and Procedures
  • Recruitment Strategies

How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job

For the first time, a book exists that compiles all the information candidates need to apply for their first Aircraft and Avionics Equipment Mechanics and Service Technician job, or to apply for a better job. What you'll find especially helpful are the worksheets. It is so much easier to write about a work experience using these outlines. It ensures that the narrative will follow a logical structure and reminds you not to leave out the most important points. With this book, you'll be able to revise your application into a much stronger document, be much better prepared and a step ahead for the next opportunity. The book comes filled with useful cheat sheets. It helps you get your career organized in a tidy, presentable fashion. It also will inspire you to produce some attention-grabbing cover letters that convey your skills persuasively and attractively in your application packets. After studying it, too, you'll be prepared for interviews, or you will be after you conducted the practice sessions where someone sits and asks you potential questions. It makes you think on your feet! This book makes a world of difference in helping you stay away from vague and longwinded answers and you will be finally able to connect with prospective employers, including the one that will actually hire you. This book successfully challenges conventional job search wisdom and doesn't load you with useful but obvious suggestions ("don't forget to wear a nice suit to your interview," for example). Instead, it deliberately challenges conventional job search wisdom, and in so doing, offers radical but inspired suggestions for success. Think that "companies approach hiring with common sense, logic, and good business acumen and consistency?" Think that "the most qualified candidate gets the job?" Think again! Time and again it is proven that finding a job is a highly subjective business filled with innumerable variables. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. Not sure how to do this? Don't worry-How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job guides the way. Highly recommended to any harried Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker, whether you want to work for the government or a company. You'll plan on using it again in your efforts to move up in the world for an even better position down the road. This book offers excellent, insightful advice for everyone from entry-level to senior professionals. None of the other such career guides compare with this one. It stands out because it: 1) explains how the people doing the hiring think, so that you can win them over on paper and then in your interview; 2) has an engaging, reader-friendly style; 3) explains every step of the job-hunting process - from little-known ways for finding openings to getting ahead on the job. This book covers everything. Whether you are trying to get your first Aircraft and Avionics Equipment Mechanics and Service Technician Job or move up in the system, get this book.

ISBN 978-1-74244-561-8

90000

9 781742 445618

Getting and Finding Aircraft and Avionics Equipment Mechanics and Service Technician Jobs – The Ultimate Guide for Job Seekers and Recruiters

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS
Copyright Notice of Rights All rights reserved. No part of this book may be reproduced or transmitted in any form by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. No Claim to Orig. U.S. Govt. Works. Notice of Liability The information in this book is distributed on an ―As Is‖ basis without warranty. While every precaution has been taken in the preparation of the book, neither the author nor the publisher shall have any liability to any person or entity with respect to any loss or damage caused or alleged to be caused directly or indirectly by the instructions contained in this book or by the products described in it. Trademarks Many of the designations used by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the designations appear as requested by the owner of the trademark. All other product names and services identified throughout this book are used in editorial fashion only and for the benefit of such companies with no intention of infringement of the trademark. No such use, or the use of any trade name, is intended to convey endorsement or other affiliation with this book.

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................ 35 Applying for a Job......................................................................................................................................................................... 23 Earnings ............................................................................................................................................................................................................ 48 Evaluating a Job Offer ............................................................. 59 THE INTERVIEW AND SELECTION PROCESS ....................................................................................................................................................................... 61 Step 1 .. 29 Sources of Additional Information ................................................................ 34 Job Search Methods ................................ 42 Job Interview Tips ..................................................AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS TABLE OF CONTENTS INTRODUCTION .................................. 10 Significant Points .......... 11 Nature of the Work ................. 30 FINDING AND APPLYING FOR AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS AND EVALUATING OFFERS ................................................ 51 WHAT TO EXPECT FROM THE OTHER SIDE OF THE TABLE…HIRING THE BEST HEALTHCARE EMERGENCY MANAGEMENT AND HEALTHCARE SERVICE ......................... 22 Job Outlook ............ 65 3 .............................................................. 33 Where to Learn About Job Openings ................................................................................... 12 Employment ................ 6 AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN – THE LOWDOWN ..................................... 63 Step 2 ..................................................... 27 Related Occupations ...

..........................AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 3 ..................................................................................................................... 110 Accommodating Persons With Disabilities For An Interview .......... 83 Likeable ............. 94 INTERVIEWING ......................................... 107 Supervisor and Manager Competencies ................................................................................................ 83 Responsible ............................................................................................ 105 Interview Questions To Get You Started .............. 99 Conducting the Interview . 91 Unflappable ........................................................ 89 Outgoing......................................................................................... 114 CHECKING REFERENCES ......................... 103 TIPS ON INTERVIEWING .......................................................................... 102 Follow Up ......................................................... 108 Interviewing People With Disabilities ............................................................................................................. 112 Interview Do’s and Don’ts........................................................... 75 SAMPLE CUSTOMER SERVICE FOCUSED INTERVIEW QUESTIONS ................................. 105 Questions/ Assessment Tools ......................................................... 73 Step 4 ........................................................................................ 97 Confirming/Scheduling Interview .................................................................................................................... 97 Planning ............................................... 117 Which References Should I Check? ................................................................................................ 119 4 ..................................................................................... 100 Closing ............................................................................. 86 Believable ...................................

........ 135 Once the Certificate is Received .......................... 130 RECRUITING ADMINISTRATIVE SERVICES MANAGER .............................. 132 When the Vacancy Announcement is Open .......................................... 125 RECORDING A PROFILE OF IMPRESSIONS ........................................................ 137 After The Selection is Made .................................................................................. 143 5 ................................ 141 Recruitment Strategies .................................. 120 The Reference Check Questions To Ask ................................................ 127 Supervisory and Managerial Competencies: .... 131 Before Submitting the Vacancy ................AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Tips for Checking References ...................... 129 Building Coalitions/Communication: ............ 139 ASSESSING YOUR RECRUITMENT AND SELECTION PRACTICES 141 Policies and Procedures ................................................... 122 Prohibited Questions and Practices ..........................

It makes you think on your feet! This book makes a world of difference in helping you stay away from vague and longwinded answers and you will be finally able to 6 . What you'll find especially helpful are the worksheets. After studying it. you'll be able to revise your application into a much stronger document. With this book. you'll be prepared for interviews. It ensures that the narrative will follow a logical structure and reminds you not to leave out the most important points. It is so much easier to write about a work experience using these outlines. It also will inspire you to produce some attention-grabbing cover letters that convey your skills persuasively and attractively in your application packets. or you will be after you conducted the practice sessions where someone sits and asks you potential questions. a book exists that compiles all the information candidates need to apply for their first Aircraft and Avionics Equipment Mechanics and Service Technician job. too. The book comes filled with useful cheat sheets. or to apply for a better job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS INTRODUCTION For the first time. presentable fashion. be much better prepared and a step ahead for the next opportunity. It helps you get your career organized in a tidy.

Highly recommended to any Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. and good business acumen and consistency?" Think that "the most qualified candidate gets the job?" Think again! Time and again it is proven that finding a job is a highly subjective business filled with innumerable variables. 7 . Instead. including the one that will actually hire you. You'll plan on using it again in your efforts to move up in the world for an even better position down the road. it deliberately challenges conventional job search wisdom. whether you want to work for the government or a company. offers radical but inspired suggestions for success. Think that "companies approach hiring with common sense. logic." for example). This book successfully challenges conventional job search wisdom and doesn't load you with useful but obvious suggestions ("don't forget to wear a nice suit to your interview. and in so doing. Not sure how to do this? Don't worry-How to Land a Top-Paying Aircraft and Avionics Equipment Mechanics and Service Technician Job guides the way.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS connect with prospective employers.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS This book offers excellent. 2) has an engaging. This book covers everything. insightful advice for everyone from entry-level to senior professionals. 3) explains every step of the job-hunting process .from little-known ways for finding openings to getting ahead on the job. so that you can win them over on paper and then in your interview. reader-friendly style. It stands out because it: 1) explains how the people doing the hiring think. None of the other such career guides compare with this one. 8 . Whether you are trying to get your first Aircraft and Avionics Equipment Mechanics and Service Technician job or move up in the system. get this book.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 9 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN – THE LOWDOWN           Significant Points Nature of the Work Training. and Advancement Employment Job Outlook Projections Data Earnings OES Data Related Occupations Sources of Additional Information 10 . Other Qualifications.

Job opportunities are likely to continue to be best at small commuter and regional airlines.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Significant Points    Most workers learn their jobs in 1 of about 170 schools certified by the Federal Aviation Administration (FAA). at FAA repair stations. and in general aviation. 11 . which offer the best pay and benefits. but keen competition is likely for jobs at major airlines. Job opportunities should be favorable for persons who have completed an aircraft mechanic training program.

cycles of operation. or a combination of these factors. accessories—brakes. aircraft and avionics equipment mechanics and service technicians perform scheduled maintenance. make repairs. Many aircraft mechanics specialize in preventive maintenance. and air-conditioning systems. valves. for example—and other parts of the aircraft. They inspect aircraft engines. In large. and complete inspections required by the FAA. They also keep records related to the maintenance performed on the aircraft. pumps. mechanics can gather valuable diagnostic information from electronic boxes and consoles that monitor the aircraft's basic operations. Mechanics and technicians conduct inspections following a schedule based on the number of hours the aircraft has flown. instruments. and do the necessary maintenance and replacement of parts. calendar days since the last inspection. sophisticated planes equipped with aircraft monitoring systems.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Nature of the Work Today’s airplanes are highly complex machines with parts that must function within extreme tolerances for them to operate safely. aircraft mechanics examine engines by working through specially designed openings while standing on ladders or scaffolds or by 12 . In planes of all sorts. landing gear. To keep aircraft in peak operating condition. pressurized sections.

For example. such as the engine. Mechanics work as fast as safety permits so that the aircraft can be put back into service quickly. and replace any defective electrical or electronic components. and helicopters. Other mechanics specialize in repair work rather than inspection. a pilot may discover that the aircraft's fuel gauge does not work. measure the tension of control cables. using electrical test equipment to make sure that no wires are broken or shorted out. or electrical system. wings. and check for corrosion. They find and fix problems that pilots describe. propeller-driven airplanes. To solve the problem. Mechanics also may repair sheet metal or composite surfaces. mechanics may troubleshoot the electrical system. independent 13 . such as jets. and tail. mechanics use precision instruments to measure parts for wear and use x-ray and magnetic inspection equipment to check for invisible cracks. and cracks in the fuselage. In small. After taking an engine apart. they must test the equipment to ensure that it works properly. Others specialize in one section of a particular type of aircraft. distortion. After completing all repairs.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS using hoists or lifts to remove the entire engine from the craft. hydraulics. They repair or replace worn or defective parts. Some mechanics work on one or many different types of aircraft. during a preflight check.

Work environment. and other primary functions—are now an integral part of aircraft design and have vastly increased aircraft capability. to keep 14 . Because of the increasing use of technology. and propellers. repair stations. Technicians also may be required to analyze and develop solutions to complex electronic problems. Mechanics work in hangars. such as computerized controls. Most mechanics working on civilian aircraft today are A&P mechanics. in general aviation. Mechanics often work under time pressure to maintain flight schedules or. Combination airframe-and-powerplant mechanics—called A&P mechanics—work on all parts of the plane except the instruments. mechanics usually inspect and repair many different types of aircraft. or out on the airfield on the "flight lines" where aircraft park. power plants. and other instruments and computers that control flight. engine. Avionics systems—components used for aircraft navigation and radio communications.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS repair shops. more time is spent repairing electronic systems. weather radar systems. Avionics technicians repair and maintain these systems. Powerplant mechanics are authorized to work on engines and do limited work on propellers. Airframe mechanics are authorized to work on any part of the aircraft except the instruments.

At the same time. lie. so ear protection is necessary. They often stand. Noise and vibration are common when engines are being tested. Overtime and weekend work is frequent. Aircraft mechanics usually work 40 hours a week on 8-hour shifts around the clock. According to BLS data. full-time aircraft mechanics and service technicians experienced a higher than average work-related injury and illness rate. mechanics have a tremendous responsibility to maintain safety standards. and this can cause the job to be stressful.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS from inconveniencing customers. or kneel in awkward positions and occasionally must work in precarious positions. mechanics must lift or pull objects weighing more than 70 pounds. such as on scaffolds or ladders. 15 . Frequently.

By law. and have a high school diploma or its equivalent in addition to having the needed technical skills. Most mechanics learn their skills in an FAA-certified Aviation Maintenance Technician School. most learn the skills needed to do their jobs in 1 of about 170 Aviation Maintenance Technician schools certified by the FAA. Coursework in schools normally lasts from 12 to 24 months and provides training with the tools and equipment used on the job. FAA standards require that certified mechanic schools offer students a minimum of 1.900 class-hours. and aviation electronics. Although a few people become mechanics through on-the-job training. and Advancement Most mechanics who work on civilian aircraft are certified by the FAA. Education and training. aviation technology. Technological advances have also affected 16 . which requires mechanics to be at least 18 years of age. Aircraft trade schools are placing more emphasis on technologies such as turbine engines.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Training. which are increasingly being used in the construction of new aircraft. fluent in English. composite materials. or aviation maintenance management. Other Qualifications. About one-third of these schools award 2-year and 4-year degrees in avionics.

computer science. Their work must be supervised and documented by certified mechanics until they have FAA certificates. chemistry. and 30 months of 17 . As a result. meaning mechanics must have an especially strong background in computers and electronics to get or keep jobs in this field. and understand English. and knowledge of these principles is often necessary to make repairs. Mechanics need at least 18 months of work experience before applying for an airframe or powerplant certificate. and mechanical drawing are helpful because they demonstrate many of the principles involved in the operation of aircraft. Courses in mathematics. write. electronics. Licensure. Courses that develop writing skills also are important because mechanics are often required to submit reports. although most airlines prefer to hire mechanics with a combined A&P certificate. Mechanics must be able to read. The FAA requires that all maintenance work on aircraft be performed by certified mechanics or under the supervision of a certified mechanic. physics. A few mechanics are trained on the job by experienced mechanics. most airlines hire mechanics that have FAA certification.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS aircraft maintenance. The FAA offers certification for airframe mechanics and powerplant mechanics.

Written tests are administered at one of the many designated computer testing facilities worldwide.000 hours of work experience in the previous 24 months or take a refresher course. Many mechanics take training courses offered by manufacturers or employers. Mechanics also must take at least 16 hours of training every 24 months to keep their certificates current. In addition to having experience or formal training. oral. and practical tests that demonstrate that they can do the work authorized by the certificate. although completion of a program at an FAAcertified school can be substituted for theses work experience requirements. usually through outside contractors. The FAA allows certified airframe mechanics who are trained and qualified and who have the proper tools to work on avionics equipment. avionics technicians are not required to have FAA certification if they 18 .month period to receive certification. All tests must be passed within a 24.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS experience working with both engines and airframes for a combined A&P certificate. However. while the oral and practical tests are administered by a Designated Mechanic Examiner of the FAA. applicants for all certificates must pass written. Applicants must have at least 1. FAA regulations require current work experience to keep certificates valid.

aircraft mechanics must not be afraid of heights. Aircraft mechanics must possess the skills necessary to troubleshoot and diagnose complex aircraft systems. Advances in computer technology. employers prefer mechanics who can perform a variety of tasks. Agility is important for the reaching and climbing necessary to do the job. Some aircraft mechanics in the Armed Forces acquire enough general experience to satisfy 19 . enthusiastic. Avionics technicians who work on communications equipment must obtain a restricted radio-telephone operator license from the Federal Communications Commission. Because they may work on the tops of wings and fuselages on large jet planes. Additionally. and the materials used to manufacture airplanes have made mechanics' jobs more highly technical. aircraft systems. Other qualifications. Employers seek applicants who are self-motivated. Aircraft mechanics must do careful and thorough work that requires a high degree of mechanical aptitude. and able to diagnose and solve complex mechanical problems. hardworking.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS have avionics repair experience from the military or from working for avionics manufacturers. They also must continually update their skills with and knowledge of new technology and advances in aircraft technology.

supervisors sometimes advance to executive positions. Opportunities are best for those who have an aircraft inspector's authorization. where promotion often is determined by examination. however. some open their own aircraft maintenance facilities. with 24 months of hands-on experience. although a few receive some credit for the material they learned in the service. In the airlines. inspector. With additional study. Mechanics with the necessary pilot licenses and flying experience may take the FAA examination for 20 . In any case.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS the work experience requirements for the FAA certificate. they may pass the certifying exam. jobs in the military services are too specialized to provide the broad experience required by the FAA. In general. To obtain an inspector's authorization. a mechanic must have held an A&P certificate for at least 3 years. As aircraft mechanics gain experience. military experience is a great advantage when seeking employment. they may advance to lead mechanic (or crew chief). Those with broad experience in maintenance and overhaul might become inspectors with the FAA. Most Armed Forces mechanics have to complete the entire FAA training program. or shop supervisor positions. Advancement. employers consider applicants with formal training to be the most desirable applicants. lead inspector. With additional business and management training.

or join research groups that test and develop products. with opportunities to become pilots. or communication engineers. For example. 21 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS the position of flight engineer. and some transfer to other skilled repairer occupations or electronics technician jobs. in-house electronics designers. Others become repair consultants. Mechanics and technicians learn many different skills in their training that can be applied to other jobs. electrical engineers (specializing in circuit design and testing). some avionics technicians continue their education and become aviation engineers.

Civilian mechanics employed by the U. about 87 percent of these workers were aircraft mechanics and service technicians.300 jobs in 2008. Employment of aircraft and avionics equipment mechanics and service technicians primarily is concentrated in a small number of industries.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Employment Aircraft and avionics equipment mechanics and service technicians held about 140. Most airline mechanics and service technicians work at major airports near large cities. the rest were avionics technicians. Armed Forces work at military installations. 22 . About 21 percent worked in aerospace product and parts manufacturing and about 15 percent worked for the Federal Government. Almost half of aircraft and avionics equipment mechanics and service technicians worked in air transportation and support activities for air transportation. Most of the rest worked for companies that operate their own planes to transport executives and cargo.S.

Passenger air traffic is expected to increase as the result of an expanding economy and a growing population. Employment is expected to increase by 7 percent during the 2008-18 period. but keen competition is likely for jobs at major airlines. Most job openings for aircraft mechanics through the year 2018 will stem from the need to replace the many mechanics expected to retire over the next decade. Job prospects. which is about as fast as the average for all occupations.S. such as automobile repair.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job Outlook Job growth for aircraft and avionics equipment mechanics and service technicians is expected to be about as fast as the average for all occupations. safety regulations. Job opportunities should be favorable for people who have completed an aircraft mechanic training program. Although there is an increasing trend for some large airlines to outsource aircraft and avionics equipment mechanic jobs overseas. most airline companies still prefer that aircraft maintenance be performed in the U. because overseas contractors may not comply with more stringent U. In addition. as 23 .S. some mechanics will leave to work in related fields. and the need for aircraft mechanics and service technicians will grow accordingly. Employment change.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS their skills are largely transferable to other maintenance and repair occupations. at FAA repair stations. some jobs will become available as experienced mechanics leave for higher paying jobs with the major airlines or transfer to other occupations. Many of the students who have the ability and aptitude to work on planes are choosing to go to college. If this trend continues. Also. 24 . work in computerrelated fields. or go into other repair and maintenance occupations with better working conditions. Commuter and regional airlines is the fastest growing segment of the air transportation industry. Job opportunities will continue to be the best at small commuter and regional airlines. the supply of trained aviation mechanics may not keep up with the needs of the air transportation industry. Also contributing to favorable future job opportunities for mechanics is the long-term trend toward fewer students entering technical schools to learn skilled maintenance and repair trades. but wages in these airlines tend to be lower than those in the major airlines. and in general aviation. Mechanics will face more competition for jobs with large airlines because the high wages and travel benefits that these jobs offer generally attract more qualified applicants than there are openings. so they attract fewer job applicants.

Mechanics who keep abreast of technological advances in electronics. Avionics technicians who are trained to work with complex aircraft systems. prospects will be best for applicants with experience and an A&P certification. are expected to be in especially high demand. technicians with licensing that enables them to work on the airplane. and other areas will be in greatest demand. Also. composite materials.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Nonetheless. either removing or reinstalling equipment. mechanics who are willing to relocate to smaller rural areas will have better job opportunities. In general. should have the best job prospects. Additionally. job opportunities with the airlines are expected to be better than they have been in the past. 25 . performing some duties normally performed by certified A&P mechanics.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 26 .

87. and the highest 10 percent earned more than $33.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Earnings Median hourly wages of aircraft mechanics and service technicians were about $24.85.47 24.25.96 24.98 24.19. The lowest 10 percent earned less than $16.45.95 Median hourly wages of avionics technicians were about $23. Mechanics who work on jets for the major airlines generally earn more than those working on other aircraft.10 and $28. and the highest 10 percent earned more than $30. The middle 50 percent earned between $20.71 in May 2008. The lowest 10 percent earned less than $15.71 in May 2008.25 and $29.02. The middle 50 percent earned between $20.27 20. Median hourly wages in the industries employing the largest numbers of aircraft mechanics and service technicians in May 2008 were: Scheduled air transportation Federal Executive Branch Aerospace product and parts manufacturing Nonscheduled air transportation Support activities for air transportation $27. Those who graduate from an aviation maintenance technician 27 .

Some mechanics are represented by the International Brotherhood of Teamsters. The principal unions are the International Association of Machinists and Aerospace Workers and the Transport Workers Union of America.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS school often earn higher starting salaries than individuals who receive training in the Armed Forces or on the job. Almost 3 in 10 aircraft and avionics equipment mechanics and service technicians are members of unions or covered by union agreements. 28 . Airline mechanics and their immediate families receive reduced-fare transportation on their own and most other airlines.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Related Occupations Workers in some other occupations that involve similar mechanical and electrical work include: Automotive service technicians and mechanics. Electrical and electronics installers and repairers. Elevator installers and repairers. Electicians. 29 .

contact employers at local airports or local offices of the State employment service.org For information on jobs in a particular area. 400 North Washington St. For general information about aircraft and avionics equipment mechanics and service technicians.usajobs.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Sources of Additional Information Information about jobs with a particular airline can be obtained by writing to the personnel manager of the company. This resource for locating and applying for job opportunities can be accessed through the Internet at http://www.opm. 30 . and charges may result. the Federal Government's official employment information system.pama.. These numbers are not toll free. Alexandria.gov or through an interactive voice response telephone system at (703) 724-1850 or TDD (978) 461-8404. contact:  Professional Aviation Maintenance Association. Internet: http://www. Suite 300. Information on obtaining positions as aircraft and avionics equipment mechanics and service technicians with the Federal Government is available from the Office of Personnel Management through USAJOBS. VA 22314.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 31 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 32 .

And knowing how to judge the job offers you receive makes it more likely that you will end up with the best possible job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS FINDING AND APPLYING FOR AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS AND EVALUATING OFFERS Finding—and getting—a job you want can be a challenging process. but knowing more about job search methods and application techniques can increase your chances of success.      Where to learn About Job Openings Job Search Methods Applying for a Job Job Interview Tips Evaluating a Job Offer 33 .

Professional journals iii.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Where to Learn About Job Openings     Personal contacts School career planning and placement offices Employers Classified ads: i. National and local newspapers ii. Trade magazines Internet resources Professional associations Labor unions State employment service offices Federal Government Community agencies Private employment agencies and career consultants Internships         34 .

School career planning and placement offices. and effective interviewing. host workshops on job search strategy. teachers. join student. conduct mock interviews. People get them by talking to friends. High school and college placement offices help their students and alumni find jobs. Data from the Bureau of Labor Statistics suggest that people who use many job search methods find jobs faster than people who use only one or two.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job Search Methods Finding a job can take months of time and effort. They also may have lists of open jobs. career testing. 35 . acquaintances. and sponsor job fairs. Be sure to tell people that you are looking for a job because the people you know may be some of the most effective resources for your search. Most also offer career counseling. Some invite recruiters to use their facilities for interviews or career fairs. resume writing. former coworkers. and job search advice. and others who know of an opening. family. community. or professional organizations. But you can speed the process by using many methods to find job openings. letter writing. neighbors. critique drafts of resumes. To develop new contacts. Some have career resource libraries. Many jobs are never advertised. Personal contacts.

Web sites and business directories can tell you how to apply for a position or whom to contact. and they can keep you in mind if a position opens up. and many people find work by responding to these ads. do not hesitate to contact the employer: You never know when a job might become available. they may be able to put you in contact with other people who might hire you. do not rely solely on the classifieds. and what type of personality succeeds in that position. The "Help Wanted" ads in newspapers and the Internet list numerous jobs. Directly contacting employers is one of the most successful means of job hunting. Ask them how they got started. But when using classified ads. keep the following in mind:  Follow all leads to find a job. what type of qualifications are necessary for the job. 36 . Then call these employers and check their Web sites for job openings. In addition to giving you career information. Consider asking for an informational interview with people working in the career you want to learn more. Even if no open positions are posted. Through library and Internet research. Classified ads.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Employers. what they like and dislike about the work. develop a list of potential employers in your desired career field.

begin with an Internet search using keywords related to the job you want. because openings may be filled quickly. 37 . including the specific skills. also called message boards. which usually includes the most listings. others are local. Some relate to a specific type of work. others are general. and personal qualifications required for the position. The Internet includes many job hunting Web sites with job listings.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS    Answer ads promptly. Also consider checking Internet forums. Read the ads every day. Also look for the sites of related professional associations. particularly the Sunday edition. educational background. These are online discussion groups where anyone may post and read messages. Keep a record of all ads to which you have responded. Use forums specific to your profession or to career-related topics to post questions or messages and to read about the job searches or career experiences of other people. Internet resources. To find good prospects. even before the ad stops appearing in the paper. Some job boards provide National listings of all kinds.

information can be obtained directly from an association through the Internet. To find the office nearest you. Labor unions provide various employment services to members and potential members. including career planning.S. help job seekers to find jobs and help employers to find qualified workers at no cost to either. including apprenticeship programs that teach a specific trade or skill. Professional associations. remember that job listings may be posted by field or discipline. job listings. sometimes called the Job Service. Department of Labor’s Employment and Training Administration. Local offices. by telephone. Contact the appropriate labor union or State apprenticeship council for more information. so begin your search using keywords. Labor unions. To use these services. Many Web sites allow job seekers to post their resumes online for free. and job placement. associations usually require that you be a member. operates in coordination with the U. State employment service offices. educational programs. found nationwide. The State employment service." 38 . look in the State government telephone listings under "Job Service" or "Employment. or by mail. Many professions have associations that offer employment information.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS In online job databases.

an interviewer will determine if you are "job ready" or if you need help from counseling and testing services to assess your occupational aptitudes and interests and to help you choose and prepare for a career. By law. improve their educational and occupational skills. and reduce their dependency on welfare. At the State employment service office. Information on obtaining a position with the Federal Government is 39 . These programs help to prepare people to participate in the State's workforce. State employment service offices also refer people to opportunities available under the Workforce Investment Act (WIA) of 1998. increase their employment and earnings potential. you may examine available job listings and select openings that interest you. Federal Government. a veterans’ employment representative can inform you of available assistance and help you to deal with problems. If you are a veteran. After you are job ready. A staff member can then describe the job openings in detail and arrange for interviews with prospective employers. Services for special groups. and youth. veterans are entitled to priority job placement at State employment service centers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job matching and referral. Educational and career services and referrals are provided to employers and job seekers. dislocated workers. including adults.

or older workers.gov or through an interactive voice response telephone system at (703) 724-1850 or TDD (978) 461-8404. 40 . offer counseling. You or the hiring company will pay the fee. When determining if the service is worth the cost. This resource for locating and applying for job opportunities can be accessed through the Internet at http://www. Community agencies. Find out the exact cost and who is responsible for paying associated fees before using the service. consider any guarantees that the agency offers.opm. These numbers are not toll free. charging a percentage of the first-year salary paid to a successful applicant. Office of Personnel Management (OPM) through USAJOBS. ex-offenders. Private employment agencies and career consultants. Many nonprofit organizations. the Federal Government’s official employment information system. such as women. including religious institutions and vocational rehabilitation agencies. minorities. and job placement services. generally targeted to a particular group. and charges may result. youths. Private agencies can save you time and they will contact employers who otherwise might be difficult to locate. Most operate on a commission basis.S. But these agencies may charge for their services. career development.usajobs.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS available from the U.

Many people find jobs with business and organizations with whom they have interned or volunteered. but also check community service organizations and volunteer opportunity databases. Some internships and long-term volunteer positions come with stipends and all provide experience and the chance to meet employers and other good networking contacts. Look for internships and volunteer opportunities on job boards.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Internships. and company and association Web sites. 41 . career centers.

Gathering information. Type of work or specific job you are seeking or a qualifications summary. mailing address. accomplishments. which describes your best skills and experience in just a few lines. The goal of these documents is to prove—as clearly and directly as possible—how your qualifications match the job’s requirements. Resumes and application forms both include the same information. and telephone number. education. Do this by highlighting the experience. e-mail address (if you have one you check often). As a first step. you will probably need to go on interviews to meet with employers face to face.  42 . You will almost always need to complete resumes or application forms and cover letters. Later. the next step is to apply for them. gather the following facts:  Contact information.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Applying for a Job After you have found some jobs that interest you. Resumes and application forms give employers written evidence of your qualifications and skills. and skills that most closely fit the job you want. Resumes and application forms. including your name.

Good references could be former employers. Also consider listing courses and awards that might be relevant to the position. paid and volunteer. coworkers. name and location of employer. achievements. for example. proficiency in foreign languages. and dates of employment. References. include the job title.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS     Education. Experience. months and years of attendance. highest grade completed or diploma or degree awarded. Briefly describe your job duties and major accomplishments. Include a grade point average if you think it would help in getting the job. including school name and its city and State." Special skills. write. and major subject or subjects studied. Be ready to provide references if requested. You might list computer skills. For each job. In a resume. You will be asked to provide 43 . use phrases instead of sentences to describe your work. or and membership in organizations in a separate section. "Supervised 10 children" instead of writing "I supervised 10 children. or teachers or anyone else who can describe your abilities and job-related traits.

in case you make a mistake and have to start over.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS contact information for the people you choose. When describing your work experience. Choosing a format. focus on accomplishments that relate most closely to the job you want. In an application form. Most applicants list their past jobs in reverse chronological order. Do not omit any requested information. 44 . you might say that you increased sales by 10 percent. In a resume. the format is set. have someone else look over the form before submitting it. or received three letters of appreciation from customers. Throughout the application or resume. You can even use the job announcement as a guide. there are many ways of organizing the information you want to include. After gathering the information you want to present. But make sure you fill it out completely and follow all instructions. Look for concrete examples that show your skills. using some of the same words and phrases to describe your work and education. the next step is to put it in the proper format. for instance. If possible. finished a task in half the usual time. Consider making a copy of the form before filling it out. Just fill in the blanks. but the most important information should usually come first.

Before submitting your resume. Keep in mind that many employers scan resumes into databases. organizing their work experience under headings that describe their major skills. Consider using bullets to highlight duties or key accomplishments. or industry buzz words. Choose the style that best showcases your skills and experience. which they then search for specific keywords or phrases.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS describing their most recent employment first and working backward. But some applicants use a functional format. Avoid long blocks of text and italicized material. Are the headings clear and consistently formatted with bold or some other style of type? Is the type face large enough? Then. Whatever format you choose. employers. education. ask at least two people to proofread the resume for spelling and other errors and make sure you use your computer’s spell checker. They then include a brief work history section that lists only job titles. and dates of employment. Many experts recommend that new workers use a one-page resume. keep your resume short. The keywords are usually nouns referring to experience. make sure that it is easy to read. Identify keywords by 45 . personal characteristics. Still other applicants choose a format that combines these two approaches in some way.

italics. For example. and you have the option. use these same words in your resume. most people include a cover letter to introduce themselves to the prospective employer. use the words "customer service" on your resume. Your cover letter should capture the employer’s attention. with a note on each marking its purpose. and usually should include the following information:   Name and address of the specific person to whom the letter is addressed. if the Aircraft and Avionics Equipment Mechanics and Service Technician includes customer service tasks. Reason for your interest in the company or position. 46 . if you know that your resume will be scanned. and graphics. Most cover letters are no more than three short paragraphs. which could mean some of your keywords don’t get into the database. When sending a resume. It is also a good idea to send a traditionally formatted resume along with your scannable resume. follow a business letter format. Scanners sometimes misread paper resumes. So. e-mail an electronic version. make it scannable by using a simple font and avoiding underlines. Cover letters.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS reading the Aircraft and Avionics Equipment Mechanics and Service Technician and qualifications in the job ad. If you must submit a paper resume.

As with your resume. If you send a scannable resume.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS    Your main qualifications for the position. you should also include a scannable cover letter. which avoids graphics. it may be helpful to look for examples on the Internet or in books at your local library or bookstore. 47 . Your home and work telephone numbers. italics. fancy fonts. and underlines. but be sure not to copy letters directly from other sources. Request for an interview.

Preparation:      Learn about the organization. Be ready to briefly describe your experience. such as "Why should I hire you?" "Why do you want this job?" "What are your strengths and weaknesses?" Practice an interview with a friend or relative. showing how it relates it the job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job Interview Tips An interview gives you the opportunity to showcase your qualifications to an employer.  Personal appearance:    Be well groomed. Do not chew gum or smoke. Review your qualifications for the job. The following information provides some helpful hints. Be ready to answer broad questions. Dress appropriately. The interview:  Be early. so it pays to be well prepared. Have a specific job or jobs in mind. 48 .

Also avoid asking questions about salary and benefits unless a job offer is made. Although not all employers require a resume. Resume or application. Thank the interviewer when you leave and shake hands. Use body language to show interest—use eye contact and don’t slouch. Send a short thank you note. you should be able to furnish the interviewer information 49 . Be cooperative and enthusiastic. but avoid questions whose answers can easily be found on the company Web site. Information to bring to an interview:    Social Security card. Government-issued identification (driver’s license). Use proper English—avoid slang. Relax and answer each question concisely. Use good manners with everyone you meet. Ask questions about the position and the organization.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS           Learn the name of your interviewer and greet him or her with a firm handshake.

Employers typically require three references. Get permission before using anyone as a reference. training. and previous employment. Employers may require an official copy of transcripts to verify grades. References. and highest grade completed or degree awarded. 50 . Try to avoid using relatives as references. Transcripts.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS   about your education. Make sure that they will give you a good reference. coursework. dates of attendance.

you must decide if you want the job. company newsletters or magazines. Factors to consider include the organization’s business or activity. and recruitment brochures also 51 . goals. most organizations will give you a few days to accept or reject an offer. and financial status. particularly a large organization. Press releases. on its Internet site or by telephoning its public relations office. and location. Most government agencies can furnish reports that describe their programs and missions. You generally can get background information on an organization. A public company’s annual report to the stockholders tells about its corporate philosophy. Background information on an organization can help you to decide whether it is a good place for you to work. Will the organization be a good place to work? Will the job be interesting? Are there opportunities for advancement? Is the salary fair? Does the employer offer good benefits? Now is the time to ask the potential employer about these issues—and to do some checking on your own? The organization. size. Fortunately. age. financial condition. history.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Evaluating a Job Offer Once you receive a job offer. There are many issues to consider when assessing a job offer. products or services.

or by using one of the Internet’s search engines.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS can be useful. check the library for reference directories that may provide basic facts about the company. and plans for the future. However. If you cannot get an annual report. You can identify articles on a company by looking under its name in periodical or computerized indexes in libraries. Ask the organization for any other items that might interest a prospective employee. products and services. and number of employees. such as earnings. Background information on the organization may be available at your public or school library. If possible. Some directories widely available in libraries either in print or as online databases include:      Dun & Bradstreet’s Million Dollar Directory Standard and Poor’s Register of Corporations Mergent’s Industrial Review (formerly Moody’s Industrial Manual) Thomas Register of American Manufacturers Ward’s Business Directory Stories about an organization in magazines and newspapers can tell a great deal about its successes. 52 . speak to current or former employees of the organization. failures.

) Trade magazines also may include articles on the trends for specific industries. (See the Career Guide to Industries.  53 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS it probably will not be useful to look back more than 2 or 3 years.bls. The library also may have government publications that present projections of growth for the industry in which the organization is classified. covering the entire U. online at www.gov/oco/cg. Long-term projections of employment and output for detailed industries. Ask a career center representative how to find out about a particular organization. During your research consider the following questions:  Does the organization’s business or activity match your own interests and beliefs? It is easier to apply yourself to the work if you are enthusiastic about what the organization does. Career centers at colleges and universities often have information on employers that is not available in libraries. economy.S. are developed by the Bureau of Labor Statistics and revised every 2 years.

The job. However. and better employee benefits than do small firms. Determining in advance whether you will like the work may be difficult. Large employers also may have more advanced technologies. more managerial levels for advancement. the 54 . you will be unhappy if you dislike the day-to-day work.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS  How will the size of the organization affect you? Large firms generally offer a greater variety of training programs and career paths. Should you work for a relatively new organization or one that is well established? New businesses have a high failure rate. Even if everything else about the job is attractive. a closer working relationship with top management. the more you find out about the job before accepting or rejecting the offer. However. However. but for many people. many jobs in large firms tend to be highly specialized. and a chance to clearly see your contribution to the success of the organization. Jobs in small firms may offer broader authority and responsibility. it may be just as exciting and rewarding to work for a young firm that already has a foothold on success. the excitement of helping to create a company and the potential for sharing in its success more than offset the risk of job loss.

Even if the job location is in your area.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS more likely you are to make the right choice. weekend. you need to consider the cost of living. 40 hours a week. What will the hours be? Most jobs involve regular hours—for example. or holiday work. Other jobs require night. Does the work match your interests and make good use of your skills? The duties and responsibilities of the job should be explained in enough detail to answer this question. and the quality of educational and recreational facilities in that section of the country. the availability of housing and transportation. during the day. Consider the following questions: Where is the job located? If the job is in another section of the country. Monday through Friday. you should consider the time and expense of commuting. some 55 . How important is the job to the company or organization? An explanation of where you fit in the organization and how you are supposed to contribute to its overall goals should give you an idea of the job’s importance. In addition.

increase your earnings. and rise to positions of greater authority.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS jobs routinely require overtime to meet deadlines or sales or production goals. or to better serve customers. A lack of opportunities can dampen interest in the work and result in frustration and boredom. What is the next step on the career ladder? If you have to wait for a job to become vacant before you can be promoted. how long does this usually take? When opportunities for advancement do arise. Opportunities offered by employers. What valuable new skills does the company plan to teach you? The employer should give you some idea of promotion possibilities within the organization. How long do most people who enter this job stay with the company? High turnover can mean dissatisfaction with the nature of the work or something else about the job. will you compete with applicants from outside the company? Can you apply for jobs for which you qualify elsewhere 56 . Consider the effect that the work hours will have on your personal life. The company should have a training plan for you. responsibility. and prestige. A good job offers you opportunities to learn new skills.

which may be significantly higher in a large metropolitan area than in a smaller city. town. friends. or acquaintances that recently were hired in similar jobs. Helpwanted ads in newspapers sometimes give salary ranges for similar positions. or are mobility within the firm limited? Salaries and benefits. You will want to research to determine if the offer is fair. objective research will help you strengthen your case. specifically tailored to your job offer and circumstances. If you are considering the salary and benefits for a job in another geographic area. make allowances for differences in the cost of living. Depending on the job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS within the organization. You also should learn the organization’s policy regarding overtime. Check the library or your school’s career center for salary surveys such as those conducted by the National Association of Colleges and Employers or various professional associations. information about earnings and benefits are usually included. You should also look for additional information. Ask your teachers and the staff in placement offices about starting pay for graduates with your qualifications. When an employer makes a job offer. or rural area. you 57 . If you choose to negotiate for higher pay and better benefits. Try to find family.

Benefits also can add a lot to your base pay. 2. or 3 or more years? An employer cannot be specific about the amount of pay if it includes commissions and bonuses. How much can you expect to earn after 1.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS may or may not be exempt from laws requiring the employer to compensate you for overtime. Find out exactly what the benefit package includes and how much of the cost you must bear. many organizations do it every year. Also take into account that the starting salary is just that—the start. Your salary should be reviewed on a regular basis. 58 . Find out how many hours you will be expected to work each week and whether you receive overtime pay or compensatory time off for working more than the specified number of hours in a week. but they vary widely.

giving you insight into the candidates experience. but people make the difference. Hiring the Best provides you with a process that reduces trial and error in recruiting a lot. performance history. You will need or encounter a Great Process to Hire the Best. This chapter guides you to how to perform a truly in-depth hiring process and interview for candidates. You will be able to use the materials shown here as an outstanding tool. The mistakes you will avoid make the investment very valuable. and growth allowing you to determine what they are capable of today and in the future.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS WHAT TO EXPECT FROM THE OTHER SIDE OF THE TABLE…HIRING THE BEST HEALTHCARE EMERGENCY MANAGEMENT AND HEALTHCARE SERVICE This chapter is all about clarity of the total hiring process – for you. Hiring the Best makes it clears just how valuable it is to hire and work with the best. but still ensures that you will be able to hire the best. your manager and your candidates. Computers and equipment are wonderful tools. 59 . The process will allow you and your company to select the best candidates for key positions.

in short. let you go from hoping your next hire works out to being confident your next hire will be a star. Before you make your next hire. 60 . use this Guide.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS This will.

How will a person hired for this job know he or she is succeeding. Ask questions such as:    What would the ―perfect‖ candidate’s competencies and skills look like. list the top five most important technical competencies the candidate MUST have to succeed in the job. Base all the questions on the Aircraft and Avionics 61 . Remember when developing your interview questions to keep the questions open-ended. What will a person in this job have to do on a regular basis to succeed. and interviewing the previous and current holders of the job and the immediate supervisor will be helpful in determining the competencies required and the performance standard. observing the job being performed. and Why have people left this job in the past?   After you have analyzed the job and developed several technical competencies. Asking a series of questions will help you in establishing the technical competencies. simple.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS THE INTERVIEW AND SELECTION PROCESS A position description. What are the necessary competencies and skills the person will need in order to achieve the desired results of the position. direct and specific.

62 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Equipment Mechanics and Service Technician and the top five technical competencies. Avoid questions that require overly specific knowledge. Below is a sample Technical Competency Assessment Guide for use in determining the technical competencies and developing relevant interview questions.

)    What would the ―perfect‖ candidate’s competencies and skills look like? What will a person in this job have to do on a regular basis to succeed? What are the necessary competencies and skills the person will need in order to achieve the desired results of the position? How will a person hired for this job know he or she is succeeding? Why have people left this job in the past?   B. (Answer questions and list competencies in the space.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 1 Technical Competencies Assessment Guide Job Title: _____________________________________ A. List the top five most important technical competencies the candidate MUST have to succeed in the job. 63 . Analyze Technical Aspects of Job.

C. 2. simple. Develop a Technical Question for Each of the Five Required Technical Competencies. direct and specific. 4. 3.    64 . 5. Avoid questions that require a specific knowledge of your division.  Base all your questions on the Aircraft and Avionics Equipment Mechanics and Service Technician and the technical competencies you listed above. Ask for assistance developing technical questions if you are not the technical expert. Keep the questions open-ended.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 1.

customer service focused competencies need to be determined and assessed also. Identifying the customer service focused competencies needed to successfully perform the job and determining if the candidate possesses those competencies is critical. an individual working in a receptionist position will need to be flexible and unflappable in order to handle the pressure of multiple phone calls and simultaneous visitors. But in order to get the BEST candidate for the position. They also need some degree of friendliness for welcoming the public and some degree of extroversion. We are experienced in determining if the candidate has the technical skills and abilities to perform the job. Assessing customer service focused competencies during the interview process is something we may not be typically used to doing as managers. since most people calling an organization would like to be met by someone with enthusiasm.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 2 Determine the Customer Service Focused Competencies of the Job A large percentage of employees who did not succeed in a position had the technical skills but did not have the customer service focused skills required for the job. 65 . For example.

Depending on the specific job under consideration.  How will a person hired for this job know he or she is meeting the customer service focused expectations. customer service focused characteristics. and  Related to customer service reasons.  What will a person in this job have to do on a regular basis to succeed. having leadership qualities. such as paying attention to detail.  What are the necessary customer service focused competencies the person will need in order to achieve the desired results of the position. being self-motivated. are examples of the skills critical to success on the job. focus on the customer service focused competencies or behaviors that an individual needs to exhibit in order to succeed in this job. getting along with others. questions similar to those asked to determine the technical competencies should be answered:  What would the ―perfect‖ candidate’s customer service focused competencies look like.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS To determine what customer service focused competencies are needed for the position. and being tolerant of stressful events. Below you will find five descriptive elements of personality to assist you in determining 66 . why have people left this job in the past? As you think about the job vacancy you need to fill.

Outgoing and Unflappable. to develop realistic action plans while remaining sensitive to time constraints and resource availability. 67 . tasks. Believable. and reliable. and their work is purposeful. The five descriptive elements of personality are Responsible. disciplined. and self. and businesslike. precise. These questions can be used to develop the examination portion of the recruiting announcement or they can be used in the interview process. highly systematic. scrupulous. you will find a list of questions to correspond to each personality factor. They approach life as a series of tasks to be accomplished and goals to be reached. Descriptive words have been added to give you ideas and help you determine what behaviors are required for the position. Definitions: Responsible. and well organized. and having a well developed sense of ethics and integrity. Towards the end of this document. Characterized by high levels of responsibility and behaviors these employees are controlled. persistent.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS customer service focused competencies. Likeable. Their behavior is consistent. The ability to organize or schedule people.

responsible. we find people who are open.‖ Highly believable people can be described as practical. They are agreeable. thoughtful. Likeable. helpful. predictable and conventional. compassionate. and kind. They appear to accept things as they are. and are obviously friendly and caring people. dependable. congenial. willing to reexamine tenets and consider new ideas. we find sympathetic. nurture others. 68 . trustworthy. helpful. Describes a person’s ability to modify their behavioral style to respond to the needs of others while maintaining one’s own objectives and sense of dignity. empathetic. cost-conscious. disciplined.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Descriptors: detail-oriented. easygoing. empowering. exact. supportive. Descriptors: amicable. They are capable of reasonable levels of professional and personal risk taking and are willing to work outside their ―comfort zone. willing to follow procedures without question. easygoing. cautious. friendly. and understanding individuals. accommodating. Capable of eliciting belief or trust. In the middle to low range of believable thinking. collaborative. high-integrity. committed. They often form the emotional ―back bone‖ of an organization. In the moderate to high range of likeability. compromising. quality-focused. casual. Believable.

and able to work well either alone or in small groups. and are able to coach or facilitate a work team’s progress. entrepreneurial. team-building capability. Unflappable. enthusiastic. unassuming.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Descriptors: creative. hostility. methodical. cheerful. generally well balanced. The ability to maintain a mature. quiet. task-oriented. uninhibited. forceful. positive. energizing. restrained. concrete. and appropriately assertive. They demonstrate leadership. down-to-earth. personal rejection. conventional. or time demands. Individuals in the moderately high range of extroversion are upbeat. outgoing. Individuals who are moderately introverted are often viewed as self-contained. 69 . thoughtful. practical. formal. Describes the ability to work with people in such a manner as to build high morale and group commitments to goals and objectives. Descriptors: active. self-contained. ambitious. Outgoing. dominant. independent. venturesome. problem-solving attitude while dealing with a range of stressful conditions. original. curious. open-to-new-ideas. They tend to be enterprising. spontaneous. systematic. hazardous conditions. untraditional. risktaking. persuasive. traditional. flexible. such as interpersonal conflict. and energetic. reserved. assertive.

secure. self-assured. resilient. List the most typical Customer Service Focused behaviors required on this job on a daily basis. cost conscious. composed. disciplined. CUSTOMER SERVICE FOCUSED BEHAVIORS ASSESSMENT GUIDE Job Title: _____________________________________ A.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS At moderately high levels of stress tolerance we find relaxed. but to the ability to maintain a clear perspective under stressful conditions as well as those that elicit little or no stress. Use the previously identified personality factors to help you. Descriptors: calm. They demonstrate maturity that is not necessarily related to age. and hardy individuals who are poised and adaptive in a wide range of situations. and able to cope effectively across a wide range of situations and circumstances. responsible. qualityfocused. realistic. poised. optimistic. self-confident. committed. selfreliant. unflappable. trustworthy. even-tempered. casual. high-integrity. 70 . well adjusted. easygoing. cautious. Responsible – detail-oriented. They are steady. secure. exact. dependable.

untraditional. enthusiastic. original. helpful. entrepreneurial. 2. task-oriented. unassuming. practical. easygoing. self-assured. systematic. Unflappable – calm. energizing. accommodating. independent. curious. restrained. congenial. traditional. B. unflappable. empathetic. persuasive. composed. friendly.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Likeable – amicable. uninhibited. Believable – creative. risktaking. open-to-new-ideas. 4. collaborative. venturesome. flexible. thoughtful. self-contained. quiet. ambitious. secure. compromising. conventional. forceful. dominant. reserved. empowering. poised. down-to-earth. even-tempered. well-adjusted. spontaneous. 71 . List of Customer Service Focused Behaviors 1. outgoing. supportive. 3. optimistic. concrete. methodical. self-confident. formal. resilient. Outgoing – active. assertive.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 5. Develop a Question for Each of the Customer Service Focused Behaviors 1. 3. C. 2. 72 . 5. 4.

If you feel the candidate is making up an answer. ―This job involves dealing with difficult customers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 3 Develop Interview Questions to Assess Both Technical and Customer Service Focused Competencies Decide how long the interviews will be and select a reasonable number of questions to ask. only about 5 behavioral-based questions can comfortably be asked. If five questions are asked.” Don’t ask. In a half-hour interview. ―What exactly did you say to the customer to get them to stop yelling?” Generally. or are making up the situation. I work with difficult customers all the time.‖ But it won’t tell you HOW the individual works with difficult customers. Think of a time when you had to deal with a difficult customer and tell us what you did. You can ask for the candidate to think 73 . ask a probing question or two to get more detail. ―Yes. depending upon the type of job. a probing question will generally fluster them and they will not be as confident in giving an answer. or is giving you a ―canned‖ answer. at least two of them should be customer service-type questions. Ask. Always ask open-ended questions. if they have read a book on ―most commonly asked interview questions‖ and memorized an answer. ―Have you ever dealt with difficult customers?” You probably will get an answer like.

Don’t ask a question about using equipment if they don’t use that equipment to do their job. They are arranged by the five personality factors identified above. Using the list of most important tasks you developed during the review of the Position Description. 74 . Using the list of customer service focused skills you identified from the position description are needed to do the job. develop open-ended questions to determine if the candidate has the technical skills necessary for the job. There is a list of sample interview questions at the end of this document to help you. Only ask technical questions that relate to that particular job. develop open-ended questions to determine the candidate’s customer service focused competencies.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS of another example to use in answering the question.

It is encouraged that all interview panels be as diverse as possible. Before the interview starts. If you choose to include a non-management employee on your interview panel. Welcome the candidate and establish rapport by introducing them to the members of the interview panel. establish the criteria used for scoring and then meet with the interview panel to discuss the process and review the questions and criteria used for scoring. some managers may also wish to include a non-management employee with special knowledge of the position duties as part of a panel.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 4 Conducting the Interview Have an interview panel of at least two managers/supervisors. be sure to discuss interviewing procedures and confidentiality of candidate information with the employee prior to the interviews. Ask easy questions such as ―Did you have any difficulty finding the office?‖ or ―Would you like a glass of water before we begin?‖ Give a brief explanation of the organization or section and show the organization chart so they understand how this position fits within the organization. If you have handed the position description and organization chart out while they waited for the 75 .

the interview will be a series of prepared questions asked by the interview panel designed to get to know the candidate. ―I think we’ve gotten a little off target here. and the panel will be taking notes during the interview. You might simply say. Some candidates tend to wander. sometimes a candidate will need to think for a few seconds to come up with an appropriate example. Explaining the interview process can also help ease a candidate’s nervousness and also gives them information about the process. you need to diplomatically interrupt and redirect the candidate to the question at hand. including. 60. In such cases. Let me restate my question. ―Please give me a specific example about when you…‖ Because behavior-based questions require specific examples to answer them successfully.‖ Even though the interview process is accomplished through a panel. one person should act as ―facilitator‖ and make sure the interview stays focused. ask if they have any questions about the position or organization. give ―canned‖ speeches. ―Let’s get a bit more focused and start asking the interview questions.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS interview to start. or simply try to deliver a monologue.‖ To clarify a response or to get a candidate to give specific examples you can ask. Transition into the main purpose of the interview by saying. approximate length of the interview. or even 90 seconds for the candidate to start 76 . You may have to wait 30.

so the candidate can start thinking of specific examples ahead of time and organizing their thoughts. An option available to the hiring manager is to hand out the list of questions to the candidates a few minutes before the interview starts. If an answer does not give you the information you need to rate the candidate’s answer. Resist the temptation to talk during this silence! It takes time to recall specific behavioral examples that clearly answer your questions and you want the candidate to do their best during the interview. Every effort will be made to reach out to the broadest possible labor market.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS answering the question. or complete the rating process. All employment decisions will be based on the 77 . use open-ended probes such as: ―Could you review your role in…?‖ ―Please describe how you…‖ ―What happened after…?‖ If after the first or second try to get an answer more relevant to the question move on to the next question. After each interview take a few minutes for the panel members to summarize their thoughts and score the questions. Affirmative Action Organizations value diversity in the workplace.

while taking into consideration Affirmative Action goals.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS most suitable candidate relative to a position. 78 .

and will evaluate whether the individual giving the reference sounds like he/she is struggling to carefully select each word. The Human Resources Background Investigator will verify information provided by the applicant by contacting former and current supervisors. In these instances. In these cases. The Background Investigator listens for subtle innuendoes and long pauses after posing questions. more specific probing questions will be asked. Occasionally.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 5 Background and Reference Checks The final stage of the hiring process is the background and reference checks. 79 . you need to explain that the organization needs to contact this employer to assist with the hiring decision and that we don’t hire anyone without completing a background and reference check with the current employer. a finalist will indicate they do not wish you to contact their current employer. and others who are thought to be able to provide information about the competencies of a candidate. persons listed by the candidate as references.

examination. Before you contact the candidate. and you have the approval of your supervisor. 80 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Making a Job Offer When you have identified the candidate to whom you would like to make a job offer based on the information gathered through the application. This signed copy must be returned to Human Resources to document the understanding and the acceptance of the terms. For example. please work closely with Human Resources staff to verify certain information. Classification Salary Range Rate of pay and timing of first pay increase Vacation accrual rate and ability to transfer vacation accruals from another State organization Trial Service period Eligibility for Personal benefits Confirming Job Offer Letter Human Resources staff will send a confirming job offer letter. and the Director or Deputy Director. interview. evaluation of background and references. The letter will outline the terms of the job offer and will provide a space for the candidate to sign his or her name confirming that he/she accepts the terms of employment. you may contact that candidate and offer him/her the position.

If they continue to ask for information. contact your Human Resources staff for guidance in how to answer the candidate’s questions. Informing Unsuccessful Candidates After the selected candidate formally accepts your job offer. the best thing to do is to simply tell them that we hired the most suitable candidate for the position. Human Resources can help you with this step. If a candidate contacts you directly to ask why he or she was not hired. Retention of Interview Materials Please collect all interview and selection materials and notes and return them promptly to Human Resources. each of the remaining candidates should be contacted to notify them that the hiring decision has been made.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS It is important that all information in this letter of confirming letter of hire be correctly stated because it is an implied employment contract. 81 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 82 .

What facts did you consider? How long did it take you to make a decision? 3 Jobs differ in the extent to which people work independently or as part of a team. What did you do and what was the outcome? 7 There are times when we have a great deal of paperwork to complete in a short 83 . Have you ever been faced with this dilemma? What did you do? 5 Tell us about a time when you put in some extra effort to help move a particular project forward. How did you do it and what happened? 6 Tell us about a demanding situation in which you managed to remain calm and composed.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS SAMPLE CUSTOMER SERVICE FOCUSED INTERVIEW QUESTIONS (Grouped by customer service based behaviors) Responsible 1 Tell us about a time when the details of something you were doing were especially important. Tell us about a time when you worked independently. How did you attend to them? 2 Describe a time when you had to make a difficult decision on the job. 4 It is often easy to blur the distinction between confidential information and public knowledge.

Give us a specific example of when you had to give yourself that extra push. How do you do to ensure your accuracy? 8 Give an example of a time you noticed a process or task that was not being done correctly. How did you discover or come to notice it. 11 Tell us about a time when you disagreed with a procedure or policy instituted by management. and what did you do? 9 We often have to push ourselves harder to reach a target. personally or professionally? 84 . What was your reaction and how did you implement the procedure or policy? 12 What kinds of measures have you taken to make sure all of the small details of a project or assignment were done? Please give a specific example. 13 How do you determine what constitutes a top priority in scheduling your work? Give a specific example. 14 If I call your references. 16 What has been your greatest success.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS time. what will they say about you? 15 What are two or three examples of tasks that you do not particularly enjoy doing? Tell us how you remain motivated to complete those tasks. 10 Tell us about a time when you achieved success through your willingness to react quickly.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 17 What can you tell us about yourself that you feel is unique and makes you the best candidate for this position? 18 What strengths do you have that we haven’t talked about? 19 Tell us about a time when you had to review detailed reports or documents to identify a problem. workshops or retreats? What steps did you take to plan the event? 85 . How did you go about it? What did you do when you discovered a problem? 20 How do you determine what constitutes a top priority in scheduling your time (the time of others)? 21 Do you have a system for organizing your own work area? Tell us how that system helped you on the job. 22 Have you planned any conferences.

we have to be flexible in our style of relating to others. feelings and concerns. Therefore. Give us a specific example of when you were able to do this. positive relationship with one of your customers. 2 Give us an example of how you have been able to develop a close. 86 . How did it work out? 8 It is important to remain composed at work and to maintain a positive outlook.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Likeable 1 Tell us about a time when you were able to build a successful relationship with a difficult person. 4 Describe a particularly trying customer complaint or resistance you had to handle. 3 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. How did you react and what was the outcome? 5 How would you describe your management style? How do you think your subordinates perceive you? 6 Some people are difficult to work with. we find that what works with one person does not work with another. Tell us about a time when you encountered such a person. How did you handle it? 7 In working with people. Give us a specific example of when you had to vary your work style with a particular individual.

What did you do? What was the outcome? 14 Many jobs are team-oriented where a work group is the key to success. Give us an example of when you offered assistance to someone with whom you worked. Give us an example of a time when you worked on a team to complete a project. 87 . 10 Have you ever had difficulty getting along with a co-worker? How did you handle the situation and what was the outcome? 11 Tell us about a time when you needed someone’s cooperation to complete a task and the person was uncooperative.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 9 Having an understanding of the other person’s perspective is crucial in dealing with customers. What did you do? What was the outcome? 12 There are times when people need extra assistance with difficult projects. Describe the qualities of that work environment. How did it work? What was the outcome? 15 Tell us about a job where the atmosphere was the easiest for you to get along and function well. Give us an example of a time when you achieved success through attaining insight into the other person’s perspective. 13 Tell us about a situation in which you became frustrated or impatient when dealing with a coworker.

How did you communicate the decision and what was the outcome? 88 . What was the outcome? Would you do anything differently today? 17 Describe a time when you weren’t sure what a customer wanted.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 16 On occasion we may be faced with a situation that has escalated to become a confrontation. tell me how you handled it. Give us an example of an unpopular decision you have made. If you have had such an experience. How did you handle the situation? 18 We don’t always make decisions that everyone agrees with.

Why were they frustrating and what did you do? 9 Jobs differ in the degree to which unexpected changes can disrupt daily 89 . 7 Give a specific example of how you have involved subordinates in identifying performance goals and expectations. particularly one that was odd or unusual. 8 All jobs have their frustrations and problems. feelings and concerns. 2 What were some of the most important things you accomplished on your last job? 3 What is your management style? How do you think your subordinates perceive you? 4 Give us an example of when someone brought you a new idea. What did you do? 5 It is important that performance and other personnel issues be addressed timely. 6 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. Give examples of the type of personnel issues you’ve confronted and how you addressed them.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Believable 1 Describe your ideal supervisor. Describe some specific tasks or conditions that have been frustrating to you. Including examples of the process you used for any disciplinary action taken or grievance resolved.

What did you do about it? 12 What do you do differently from other (__________)? Why? Give examples. 90 . Tell what you did and us about a time when this happened. How did you communicate the decision and what was the outcome? 14 Describe a situation in which you received a new procedure or instructions with which you disagreed. Give us an example of an unpopular decision you made.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS responsibilities. What did you do? 15 Describe a situation in which you had to translate a broad or general directive from superiors into individual performance expectations. How did you do this and what were the results? 16 Give an example of how you monitor the progress your employees are making on projects or tasks you delegated. 13 We don’t always make decisions that everyone agrees with. 10 What are your standards of success in your job and how do you know when you are successful? 11 Sometimes supervisors’ evaluations differ from our own.

2 Tell us about a time when you had to motivate a group of people to get an important job done. Tell us about a time when you restrained 91 . even though there was pressure to act quickly. what was the outcome? 3 Tell us about a time when you delayed responding to a situation until you had time to review the facts. 4 There are times when we need to insist on doing something a certain way. Tell us about a time when you had to respond to this type of situation. 7 In job situations you may be pulled in many different directions at once.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Outgoing 1 Describe a time when you were able to effectively communicate a difficult or unpleasant idea to a superior. Tell us about a time when you had to do that. Give us the details surrounding a situation when you had to insist on doing something ―your way‖. 6 Being successful is hard work. we have to be firm and assertive in order to achieve a desired result. What was the outcome? 5 On occasion. Tell us about a specific achievement when you had to work especially hard to attain the success you desired. What did you do. How did you manage yourself? 8 Many of us have had co-workers or managers who tested our patience.

What did you do? What was the outcome? 14 Sooner or later we all have to deal with a customer who has unreasonable demands. we have to be flexible in our style of relating to others. (restrained) 9 In working with people. Therefore. What did you do and what was the outcome? 15 Tell us about a time when you were effective in handling a customer 92 . How did it work out? 10 Describe some particularly trying customer complaints or resistance you have had to handle. Think of a time when you had to handle unreasonable requests.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS yourself to avoid conflict with a coworker or supervisor. we find that what works with one person does not work with another. Give us a specific example of when you had to vary your work style with a particular individual. What did you do? What was the outcome? 13 Tell us about a situation in which you became frustrated or impatient when dealing with a coworker. How did you react? What was the outcome? 11 Have you ever had difficulty getting along with co-workers? How did you handle the situation and what was the outcome? 12 Tell us about a time when you needed someone’s cooperation to complete a task and the person was uncooperative.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS complaint. Why were you effective? What was the outcome? 16 How do you know if your customers are satisfied? 93 .

What was the outcome? 6 Tell us about a time when you received accurate. Tell us about a time at work when you had to change focus onto another task. boss. How did you handle the evaluation? How did it affect your work? 7 Give us an example of when you felt overly sensitive to feedback or criticism. we experience conflict with our superiors. Tell us about a time when you have done this. Tell us about a time when you felt pressured at work and how you coped with it. 2 Give us an example of a demanding situation when you were able to maintain your composure while others got upset.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Unflappable 1 There are times when we all have to deal with deadlines and it can be stressful. How did you handle your feelings? 8 Give us an example of when you made a presentation to an uninterested or hostile audience. How did it turn out? 9 Tell us about a time when you put in some extra effort to help move a project 94 . or customer. a job requires you to quickly shift your attention from one task to the next. 3 On occasion. What was the outcome? 4 We have to find ways to tolerate and work with difficult people. Describe such a situation and tell us how you handled the conflict. negative feedback by a coworker. 5 Many times.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS forward. How did you do that? What happened? 10 Describe suggestions you have made to improve work procedures. How did it turn out? 95 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 96 .

Ask yourself: – What are the strengths/weaknesses of this candidate? What is the candidate’s relevant skills/experience? – Does the education fit the job requirements? Is there evidence of the ability to communicate with individuals and groups from diverse backgrounds in a variety of situations? Is there evidence of the ability to lead and accomplish work through 97     .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS INTERVIEWING A Practical Guide for Selecting THE INTERVIEW PROCESS Planning Time spent planning will ensure the interview process proceeds smoothly and that you obtain the information needed to assess the candidates. You should:  Review the position description and qualification requirements (refer to the vacancy announcement). Thoroughly review all candidate applications.

  98 . Formulate questions and write them down. Although you are not required to interview all candidates. This will help ensure you ask all candidates the same questions. think about the perception of other candidates if you interview only one person.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS others?  Decide who you will interview. Allow 1-2 hours for the interview.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Confirming/Scheduling Interview Selecting officials are encouraged to confirm scheduled interviews with applicants in writing. 99 .

or you may use neutral phrases.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Conducting the Interview After welcoming the candidate. (Although it is important that you write down a list of questions before you begin the interviews. oh? That may prompt the candidate to elaborate further. 100 .  Take notes. Probe for additional information. such as: I see. that may allow them time to think of additional things to say. but don’t try to capture every word. It will help you both relax. The point is that in this phase of the interview.) Indirect probing is also an effective way to elicit more information. If you are silent for a few seconds after the candidate responds. spend a few minutes chatting informally. it is the candidate who should be doing most of the talking. or. It’s distracting to you and the candidate. you are not prohibited from asking additional questions. Ask the candidate to elaborate on or clarify what was just said. Ask questions and listen.    Give a brief overview of the job and mission of the organization.

 Some suggested interview questions can be found in Section III. and/or the specific job. benefits. Inform the candidate about maxi flex. leave. TIPS ON INTERVIEWING. your lab. holidays. etc. This is where you can elaborate on the Organization. 101 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS  Allow the candidate time to ask questions.

you may:   Ask if the candidate is still interested in the position. Be prepared to advice on the timeframe for selection and how the selectee will be notified. Write up your notes. Inform the candidate that references will be checked.    102 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Closing If the candidate won’t be considered further. Inform the candidate of the next step. and/or having an interest in the Organization and position. If you are interested in the candidate. applying for the position. Thank the candidate for coming for the interview. close the interview diplomatically.

103 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Follow Up A good customer service practice is to write all candidates acknowledging the interview and thanking the person for showing an interest in the organization. You may wish to do so after a selection has been made.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 104 .

Additionally the interviewer can. the 105 . debriefing. The phases of the process include planning. evidence or characteristics of the audience. or problem that includes: a description of the context. orientation. There are various assessment tools available to evaluate candidates including: A. Together with the KSAs (knowledge. skills. and follow-up documentation.  Encourage the candidate to give an example of a real situation.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS TIPS ON INTERVIEWING Questions/ Assessment Tools Careful thought should be given to constructing the interview. The same basic questions are asked of each candidate. Questions are developed prior to the interview. the kind of questions you ask will determine the type of person you select for your position. The Behavioral Event Inventory (BEI). in detail. The panel is facilitated by a person trained in the method. activity. B. The Traditional Interview. a past experience that demonstrates the KSA or competency to a panel. and interviewing. and abilities) and SPFs (selective placement factors) you used in the vacancy announcement. The candidate describes. or environment.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS action taken. Asking yes and no questions will severely limit the kind of information you obtain from the interview. and the outcome.  Ask open-ended questions. The only yes or no question you should ask is. ―Are you still interested in this position?‖ 106 .

What planning processes have you found useful? In what way do you feel you have improved in your planning abilities/methods? How does your past experience impact your qualifications for this position? in    107 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Interview Questions To Get You Started       What interests position? you most about our What role do you take in a group situation? Give an example. Why do you want to work for our organization? What are your short-term and long-term goals? What are the two biggest accomplishments in your life? What has been your greatest technical achievement in your current position? Your career? Describe your participation professional associations.

  B. This competency includes oral and/or written communication. influencing/negotiating. cultural awareness. problem. Leading People. mentoring. Ask each candidate to describe a situation.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Supervisor and Manager Competencies When preparing for supervisory or managerial interviews (whether using traditional or BEI). Building Coalitions/Communications.  Ability to prevent or mediate a conflict or disagreement or overcome dissension in a group. partnering. problem or event that demonstrates: 108 . This competency includes conflict management. and political savvy. Use of skills and abilities as a leader under stressful conditions. and integrity/honesty (either work related or outside experience). Ask each candidate to describe a situation. all candidates must be evaluated using the following two competencies: A. team building. interpersonal skills. or event that demonstrates:  Ability to work with a diverse group. Ability to instill trust and confidence in others.

  109 . etc. Ability to make presentations to groups in order to gain acceptance of an idea by the group. Negotiating skills to gain approval for change or modification to programs. procedures.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS  Ability to express ideas or give instructions not easily or readily understood by their audience.

. not on the disability.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Interviewing People With Disabilities Concentrate on the applicant’s technical and professional knowledge. at which stage pre-offer. Therefore. post-offer and employment. or employment) in the employment process?  110 . Definition of a ―Disability-Related Question‖ means a question that is likely to elicit information about the disability. Definition of ―Medical Examination‖ is a procedure or test that seeks information about an individual’s physical or mental impairments or health. post-offer. and supervise a person. Remember. the rules differ regarding the permissibility of disability-related questions and medical examinations. skills. experiences and interests. At each stage. abilities. The American with Disabilities Act (ADA) separates the hiring process into three stages: pre-offer. the two most important questions for employers to address are:  Is the question disability-related or is the examination medical? And Where are we (i. hire a person. you cannot interview a disability.e. You can interview a person. hire a disability or supervise a disability.

At the third stage (after the employee starts work). At the second stage (after the applicant is given a conditional job offer).html. the ADA prohibits all disability-related questions and medical examinations.eeoc.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS At the first stage (the pre-offer stage). For examples of some commonly asked questions on ―Pre-employment Disability Related Questions and Medical Examination Questions.gov/docs/preemp. even if the questions or examinations are related to the job. 111 . the law permits disability-related questions and medical examinations only if they are job-related and consistent with business necessity.‖ please refer to the Equal Employment Opportunity Commission website at www. The law requires that medical information collected at any stage must be kept confidential. as long as all entering employees in the job category are asked the questions or given the examinations. the law allows all disability-related questions and medical examinations.

if he or she requests one. When setting up the interview explain what the hiring process involves and ask the individual if he or she will need reasonable accommodations for any part of the interview process. provide details or specific instructions to applicants with cognitive disabilities. Agencies employment offices and interviewing location(s) are to be accessible to applicants with mobility.    112 . visual. The ADA prohibits disability-related questions or medical exams before a real job offer is made. provide the assistance.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Accommodating Persons With Disabilities For An Interview  Application and interviewing procedures should comply with the American with Disabilities Act (ADA). if this type of accommodation is required. provide an interpreter for an applicant who is deaf. if a person who is blind states he or she will need help filling out forms. Do not let a rehabilitation counselor. Be willing to make appropriate and reasonable accommodations to enable a job applicant with a disability to present him or herself in the best possible light. For example. hearing or cognitive disabilities.

 Make sure that all questions asked during the interview are job-related. Speak to essential job functions regarding the position for which the applicant is applying. This is an ADA requirement to ensure that an applicant with a disability in not excluded before a real job offer is made. when and by whom each task or operation is performed. as well as why. how. where.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS social worker or other third party take an active part in or sit in on an interview unless the applicant requests it. 113 . Do not ask whether or not the individual needs an accommodation to perform these functions. because such information is likely to reveal whether or not the individual has a disability.

If the interviewee becomes verbose or drifts off the subject. it’s your job to get back on track. help the candidate feel at ease. Listen attentively.g. stereotypes.    Be friendly to establish rapport. Do they concern opportunities for self-improvement and increased responsibilities.. Keep the interview under control. Be honest.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Interview Do’s and Don’ts DO. Use professional terminology to evaluate the candidate’s knowledge. or only pay and fringe benefits? Be objective. Know yourself and your       Understand that we tend to hire people who look like us. even if it means saying something negative (e. the facility is 114 .. Consider potential as well as current ability. Note the kinds of questions the candidate asks..

If you’ve prepared your questions. Use a rigid or overly standardized approach. Hide demands of the job. A good candidate reacts favorably to these.   Observe the candidate.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS old and there is not much office space). Try to impress the interviewee with your knowledge. Make commitments you may regret or are not authorized to make. Relax and enjoy the interview. Be satisfied with surface facts. Just don’t overemphasize it.   Talk too much. It may keep you from observing nonverbal 115      .. you can be flexible during the interview. and probe. DON’T. Look for reasons. Take detailed notes. knowing that you can easily get back on track.. You’ll become more flexible and react easily to different situations and personalities as you gain experience.

116 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS     responses and maintaining the conversational flow. Ask convoluted questions. or over-defined Be aggressive or evasive. Ask questions in a way that indicates the answers you want. Raise candidates’ hopes when they are not likely to be selected.

Reference checks will help:  Verify information the candidate provided both in the application and during the interview. Contact Enough references to confirm the quality of 117 . you can only make a tentative offer) without first doing an exhaustive check of the candidate’s background. You gain insight into who your candidates are and how they behave in the workplace. but you are not done yet.  Never make an offer (remember. A resume and interview are great tools. Normally. A comprehensive reference check goes back 5 years and includes contacting a minimum of three sources that are knowledgeable about the candidate’s abilities.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS CHECKING REFERENCES You have completed the interviews. you will conduct a reference check on the one or two finalists. Reliability of the reference check is based on the concept that past performance is a good predictor of future performance. but the reference check is really the only way you have to verify information given by the candidates.

118 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS your selection.

Your network of associates/associations.   119 . Current and former supervisors– immediate supervisors are often the best sources for reliable information about a candidate’s work performance. professional   Candidate’s personal references–they will generally provide a favorable reference.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Which References Should I Check?   Academic references–institutions and teachers/professors. Seek your own independent sources who know the candidate. Ask them for names and positions of other persons who know the candidate and contact them. Candidate’s colleagues–business or work associates will sometimes provide an objective analysis of the candidate’s strengths and weaknesses.

and then Determine if there is a personal        120 . A reference who says the candidate tried hard or is a people person may be saying such things to avoid talking about real problems or issues. Do not eliminate one candidate because of poor references and then neglect to check references from the remaining candidate(s). Keep the conversation casual. Always check dates and times the person giving the reference worked with or supervised the candidate. If the reference provider keeps talking. keep listening and asking more questions. Ask open-ended questions and probe. If you speak to the person in a relaxed manner. Use telephone reference checks rather than mail inquiries since they are faster and less time consuming. Seek out judgmental comments and try to read between the lines of what the person is telling you.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Tips for Checking References  Ask only job-related questions and ask the same questions about each candidate. you will get better results.

As in the case of the employment interview.  Give only a general description of the vacant position. Do not use leading questions such as ―He’s a good manager. let the other person do most of the talking.     121 . such as a poor leave record. such as a good academic record. isn’t he?‖ Do not let a prominent characteristic. Speak to someone in addition to the current supervisor. overshadow less obvious or possibly negative traits.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS relationship. A dishonest supervisor may try to unload a problem employee by giving a glowing reference. Too many details may bias the reference person in formulating their answers. Listen carefully to the answers you are given and take notes.

The information you provide will be considered along with other information submitted by the applicant and other references. how would you rate the candidate in comparison to most others you have known. Please be aware that under the Federal government’s employment policies. we recommend you begin with. we may become obligated to disclose the information to the applicant or others involved in the selection or review process. with 1 being poor and 5 being excellent.‖ Then. ―Thank you for taking a few moments to provide information about our job candidate.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS The Reference Check Questions To Ask When contacting a reference. RATINGS 12345 Work ethic? 122 . ask and record the answers to the following:     How long have you known the candidate? In what capacity were you associated with the candidate? As employer? Supervisor? Co-worker? Friend? Other? Using a scale of 1-5.

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Work quality? Technical skills? Writing skills? Communication skills? Interpersonal skills? Reliability & dependability? Receptivity to feedback? Adaptability to change? Ability to deal with job stress? 

______ ______ ________ ________ ________ ________ ________ ________ ________ ________ ________

What would you consider to be some of this candidate’s most positive attributes or strengths? What would you consider to be some areas where this person is not as strong or needs to improve? What type of work environment does the candidate require to excel? Describe the candidate’s initiative, personality, and negative habits. How does the candidate get along with customers? Co-workers? Supervisors and managers? Is the candidate reliable? Honest? Trustworthy? Of good character? 123

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Would you rehire the candidate? Is there any other information concerning the candidate’s qualifications, character, conduct and general fitness I should know about?

124

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Prohibited Questions and Practices Please do not put yourself in a position of engaging in a prohibited personnel practice related to employment and selection. As a selecting official with the authority to take, direct others to take, recommend, or approve any personnel action, you must not:  Discriminate for or against any employee or candidate for employment on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status. Deceive or willfully obstruct any person with respect to such person’s right to compete for employment. Influence any person to withdraw from competition for any position for the purpose of improving or injuring the prospects of any other person for employment. Appoint or employ a relative to a position over which you exercise jurisdiction or control as a selecting official. Take or fail to take a personnel action with respect to a candidate 125

 Discriminate for or against a candidate for employment on the basis of conduct which does not adversely affect the performance of the candidate or the performance of others (except for criminal behavior).AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS for employment as a reprisal. 126 .

the candidate responded to questions with: (e.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS RECORDING A PROFILE OF IMPRESSIONS Candidate’s Name_______________________ 1. Overall. What are the candidate’s shortcomings in relation to this position? 3. What are the candidate’s strongest assets in relation to the requirements for this position? 2. poise. Contradictions or inconsistencies noted were: 5. The candidate seemed knowledgeable about/ interested in: 4..g. confidence. The candidate was evasive about: 6. 127 . openness.

etc. glibness. mediocre.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS directness. Examples/key descriptions or characteristics? 128 . reference checks were positive. evasiveness.) Examples? 7. Overall. less than positive.

Ability to objectives? establish solutions to performance 4. Ability to deal with morale and employee concerns? 129 . Ability to foster cooperative working environment among employees? 5. Ability to develop management problems? 3. Ability to gain commitment and support from others? 2.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Supervisory and Managerial Competencies: Leading People is there evidence demonstrating: 1.

Expression of ideas and views that others understand and that influence (persuade) them to act? 130 . Working as a member of a team? 3.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Building Coalitions/Communication: Is there evidence demonstrating: 1. Conflict resolution? 2.

Considering these suggestions can help minimize the time required for recruitment on YOUR end and also help the Human Resources (HR) Specialist speed up the process. 131 . desirable pool of candidates. Simply posting the vacancy on job websites will not guarantee that you receive quality applications for the job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS RECRUITING ADMINISTRATIVE SERVICES MANAGER It Takes More Than A Job Announcement! One of the critical steps in the recruitment process involves the actions you take to speed up the process and reach the largest. This chapter provides suggestions on steps YOU should take to ensure YOUR recruitment activity works for YOU.

Identify experience a candidate will need to bring to the job on day one. special hiring authorities for individuals with disabilities or veterans.  Consider alternative hiring methods o Determine if the position can be filled using the Student Career Experience Program (SCEP). or other hiring methods. Career Enhancement Program. o Determine if you will need to recruit nationwide or if there will be sufficient candidates in the local commuting area 132 .  Think about the vacancy announcement o Determine who the applicants are you are trying to reach. and USDA Direct Hire Authority.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Before Submitting the Vacancy  Review and rethink the position description o Ensure that the duties and responsibilities reflect the needs (or discipline) of the position at this time. Federal Career Intern Program. o Ensure that the KSAs can be directly related back to duties and responsibilities in the position description. o Determine if it accurately reflects the knowledge. skills. o Develop your ―Quality Experience‖ definition. and abilities (KSAs) needed to perform the job.

o Identify colleges and universities or professional societies and organizations where the announcement should be mailed. o Visit or contact the Career Center. o Identify colleagues (both within and outside the organization) who can help in marketing the job.  Develop a strategy to reach your candidate o Identify ways to market the job announcement to reach potential applicants. journals. o Keep in touch with your HR Specialist by e-mail during the recruitment process. o Contact the Recruitment Office and your Area Civil Rights Manager for ideas on how to reach a diverse candidate pool.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS to give you a diverse applicant pool from which to select. or online advertising sites that might be useful in marketing the job. as well as expectations for completion of the action. Deans. o Identify newspapers.  Contact your servicing HR Specialist o Discuss recruitment strategies and alternatives.  Submit all required paperwork 133 . and Professors if you are located on a campus to promote and highlight the many career opportunities available with ARS.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS o Submit all position descriptions and forms needed to request the personnel action. o Submit draft ad text along with the request to save time (remember. 134 . your servicing HR Specialist must review and approve all ads prior to being placed). o Submit your ―Quality Experience‖ definition.

or organizations you have identified. replace panel members immediately. Identify a Diverse Group of Interview Panel Members and Set Up Panel Dates o Ask your HR Specialist for an approximate timeframe for receipt of the certificate of eligibles. o Ask interview panel members to block out time on their calendars for the interview process. o Document your efforts. however. and peers with a brief note asking for assistance in publicizing the job. schools and colleges. o E-mail the announcement to co-workers. colleagues. and online job boards. and don’t give the impression they will get the job. o Clear your calendar also! o Keep your interview panel members informed throughout the recruitment process – if conflicts arise.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS When the Vacancy Announcement is Open  Conduct your Marketing o Be PROACTIVE! o Personally identify potential candidates and send a note with the announcement or call to encourage them to apply – be cautious. o Send the vacancy announcement to individuals. Develop Interview Questions   135 . magazines. stakeholders. and place ads in newspapers.

Contact Your HR Specialist Throughout The Process o Ask if you are receiving applications. Ask your HR Specialist to scan applications received to get an idea of the quality of applicants before making a decision to extend the closing date.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS  o Share interview questions with the panel members for comments and suggestions. o Determine if you need to extend the closing date. 136 .

they meet the qualifications for the position. Set a timeframe to complete the interviews. Ask for help from colleagues as needed.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Once the Certificate is Received  Schedule the Interviews Immediately So The Best Candidates Are Still Available o Review the certificate right away and identify the candidates you believe should be interviewed. Talk to your HR Specialist if you have concerns. o Advise applicants of your timeframe for conducting the interviews – if they are interested. Remember. o Have an open mind – interview ―Preference Eligible‖ (Veterans and Displaced) candidates before making judgments on their ability to do the job. o Schedule the interviews close together to minimize losing a desirable candidate and to maximize the likelihood of remembering individual candidates’ strengths and weaknesses.  Conduct Reference Check 137 . interview panel – give them guidelines). they will make themselves available. if they are on the certificate. o Advise the candidates of the process you will use to conduct interviews (for example.

the HR Specialist must make the official offer of employment. 138 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS o Always conduct reference checks on top candidates! This is more critical than ever before. etc. incentives. EOD. and EOD date. o Notify HR Specialist of your decision and discuss options for offering recruitment incentives. Ask if any issues with pay. o Ask the HR Specialist to issue the written employment offer including information on negotiated pay.  Make Your Tentative Selection o Contact the candidate selected to advise that their name is being recommended to Human Resources. Remember. recruitment incentives and bonuses. o Obtain required area/organization approvals of the selection and incentives being proposed.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS After The Selection is Made  Notify other candidates interviewed of your decision o HR will notify all non-selected candidates of the final outcome. and other documents the new employee should read. 139 . o Prepare the performance plan and provide it along with a copy of the position description on the first day of work. discuss the job and work they will be doing. o Have the employee’s workspace cleaned up and the desk stocked with essential supplies. o Set time on your calendar to spend with the new employee on the first day – show them around the facility. o Contact the candidates interviewed and encourage them to apply for other positions.  Share impressive applications o Share other impressive applications with colleagues who may be recruiting for similar jobs – they can contact and encourage quality applicants to apply for their positions. o Share a copy of other impressive applications with the Recruitment Office – this office can refer the applications to others recruiting for similar positions. procedures.  Prepare for the new employee/s arrival o Make copies of appropriate policies.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS provide time to read through materials. o Identify a mentor and develop an Individual Development Plan (IDP) to address with the employee. o Inform the employee of the probationary period requirements as well as the promotion potential. if any. etc. of the position. 140 . and let the employee know they can ask questions. o Make sure the employee is set up with an e-mail address and computer access.

assessment and selection processes supported by written policies and procedures that are up-todate.)  How widely communicated are the organization’s written recruitment.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS ASSESSING YOUR RECRUITMENT AND SELECTION PRACTICES Policies and Procedures Your organization’s policies and procedures should thoroughly document the recruitment. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. accurate and complete? (Ideally within 2 years. assessment and selection policies to those who are involved in the process? (Ideally to all staff. assessment and selection processes?  Does the organization have a written policy describing procedures for the review of competencies and/or qualifications? 141 .  Are recruitment. assessment and selection processes.)  Does the organization utilize these policies and procedures for the recruitment. Ask yourself these questions to help assess whether or not your organization’s policies and procedures are current and include new requirements.

how long does it take to fill a position within the organization from the start of recruitment until an offer is extended? (Ideally 2 months or less. assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers. and personnel involved in the hiring process should receive comprehensive training in the organization’s full recruitment process and thoroughly understand proper interview and selection techniques. reviewing applications.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS      Does the organization follow a formal recruitment.) On average..) Does the organization provide training and/or written guidelines about recruitment.g. Who performs recruitment activities for the organization? (Ideally HR with unit management participation. assessment and selection policies and procedures to managers and supervisors prior to them seeking to fill a position (e. conducting interviews. supervisors. and evaluating candidates)? 142 .

civic organizations. Employment Security Department. as well as attract a diverse pool of applicants.  Does the organization develop a specific recruiting and marketing plan to identify how and who they need to contact to help achieve finding the best candidates?  Does the organization have a plan to recruit qualified applicants who represent the diversity of the State or local service area?  Does the organization compare its workforce demographics to the State.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Recruitment Strategies The organization should tailor their recruitment strategy to meet the need for the specific position and the organization’s goals. qualified candidates?  What recruitment strategies are utilized to attract hard-to-find qualified candidates? (Ideally executive search firms. internet job sites. county or local labor force demographics?  Does the organization utilize specialized recruitment strategies to attract hard-tofind.)  Does the organization track the effectiveness of different recruiting methods?  Are recruitment sources periodically evaluated to assure they meet the needs 143 . job fairs. professional organizations. networking. etc. local and regional newspapers.

regulations. bargaining agreements. and professional standards. Is a job analysis conducted to identify the key responsibilities of a position prior to announcement? Are required qualifications reviewed prior to position announcements to assure they are job related? Are preferred qualifications reviewed prior to position announcements to assure they are job related? Does the organization’s HR staff assure all applicants selected for employment meet the posted qualifications for the position? What percentage of job announcements identify the competencies needed to perform the job? Are essential functions of the position discussed with the candidate? Does the organization utilize a behavioral interviewing tool to develop standardized.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS            of the organization and return on investment calculated? Recruitment Process and Hiring Recruitment procedures should be developed and administered in compliance with all applicable organization policies. relevant interview questions? Selection Process Selection procedures should be developed and administered in 144 . laws.

and professional standards. etc. What methods are used for the selection process? (Ideally selection matrix. reference checks.) What percentage of the final selection decisions is documented? (This includes reasons for hire versus non-hire. background checks. skills testing.) How long is the selection documentation retained? Does the organization evaluate and assess how well the selection procedures worked? How frequently does the organization assess its selection procedures? Does the organization maintain documentation of the assessment process? 145 . resume ranking.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS       compliance with all applicable laws. regulations. interview notes.

55. 140. 31. 143 impressive 140 146 . 56. 81. 137-8. 13-15. combined 18-19 A&P mechanics 15 applicant pool 134. 26. 133. 65 Aircraft and Avionics Equipment Mechanics and Service Technician job 9 aircraft capability. 24 aircraft mechanics 13. 26 American with Disabilities Act see ADA announcement 134. 26 airframe mechanics 15. 138 Accommodating Persons 5. 144 application forms 43. 25-6. 23-4. 137. 11. 117. 106. 68. 77-8. 21. 29. 28-9. 113 accommodations 113-14 ADA (American with Disabilities Act) 111-13 ads 37-8. 82. 122-3 candidate's 78 A&P certificate. 21. 50. 18 airframes 18-19 airlines 18. 31 large 24-5 major 12. 70-1. 98. increased 15 aircraft maintenance 18. 37 advancement 3. 100.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS INDEX* A ability 25. 44. 80. 52. 118. 144-5 qualified 25. 115. 123. 111-14. 45 applications 7. 57. 57 agencies 41 aircraft 7. 46. 16. 144 applicants 19-21. 28 regional 12. 74. 28 full-time 16 aircraft mechanics gain experience 21 aircraft systems. 24-5. 135-6 classified 35. 113. 133. 145 answers 49-50. 81. 25 airplanes 13-14. 9. complex 20. 17-18. civilian 15. 23-4. 66. 130. 124. 136. 17. 17 Aircraft and Avionics Equipment Mechanics and Service Technician 8. 20. 109-11. 45. 47. 41. 62 AIRCRAFT 2-147 aircraft.

74 business. 7-9. 138-40. 28 B background 80-1. 101-4. 106 associations 39 professional 35. 140 calm 71-2. 138. 98. 67 Behavioral Event Inventory (BEI) behaviors 67-8. 15. 64. 108 atmosphere 87-8. 146 candidate's 118 background information 52-3 basis. 84 candidate 60. 109 147 . 98-9. regular 59. 57. 62. 109. 106. 132-4. 86. 145 best 60. 11518. 120-1. 54 C calendars 136. 62. 64. 144 evaluating 143 non-selected 140 potential 136 qualified 8. 123-8. 74-82. 58. 71-3 BEI (Behavioral Event Inventory) BEST candidate 66 book 2. 22-3. 66. 126 aviation 12. 109 106. 144 selected 82 top 139 candidate applications 98 candidate contacts 82 candidate information 76 candidate pool 132. 25 avionics equipment mechanic jobs overseas 24 Avionics Equipment Mechanics and Service Technician job 7 Avionics Equipment Mechanics and Service Technician Job 8 avionics technicians 19-20.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS area/organization approvals. required 139 Armed Forces work 23 assessment 142-3 assessment tools 5. 134 candidate time 102 106. 26. organization's 52. 38-9. 90 authority 55.

71 counseling 40-1 country 56 coursework 17. 136 conduct interviews 138 conduct mock interviews 36 Confirming/Scheduling Interview 4. 66-8. 137. 58-9. 41. 45 copy 45. 127. 58. 84 candidate's 75 perfect candidate's 67 D databases 42. 8. 60 compensatory time 59 competencies 62. 134. 64 technical 62-5. 125. 138 certification 18-19 children 44 co-workers 88. 55-7. 25 company 2. 42. 92-3. 39. 80-2. 88. 140 cost 39. 139-40. 95. 67 compliance 145-6 computers 15. 142. 44. 36-7. 134. 40. 136 community service organizations 42 commuter 12. 41 contact information 43. 53. 46-7 148 . 136 interpersonal 70 contact 31. 100 conflict 93. 56. 66-8. 51 coworkers 36. 47. 60 conduct 118. 109. 93. 18. 23. 31. 36-7. 106. 74-5. 145 perfect candidate's 62.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS candidate's abilities 118 Candidate's colleagues-business 120 candidates experience 60 candidate's initiative 124 Candidate's Name 128 candidate's nervousness 77 candidate's qualifications 125 candidate's shortcomings 128 candidate's strengths 120 career 7. 120. 80. 64. 118. 95 customer service 47. 108 certificates 5. 136. 144 contact employers 31. 136 colleges 25. 19. 71-5. 123-4. 109. 54.

22. 76. 133 cognitive 113 Diverse Group of Interview Panel Members diversity. 53. 23-4. 37. 57-8 easygoing 69. 71-2 education 17. 54. 46. 133 F 136 149 . 11. 129 experience 19-21. 43-6. 91. 95 evidence 43. 77-8. 80. 126-7. 111. 112 examples 48. 98. 113 disability 111. 109. 91. 75 Equipment Mechanics and Service Technician 63 evaluations 81. 46. 111. 126. 39-40. 91 degree 44. 67. 42-4. 19 equipment 14. 26. 136 earnings 3. 130. 133 E e-mail 47. 51. 140-1 non-management 76 employee's workspace 140 employers 19-21. 21. 44. 42-4. 81. 68. 112. 17. 56. 134. 91. 49-52. organizations value 78 down-to-earth 70. 90-1. 89. 11. 112. 60. 66. 51. 85. 139. workforce 144 Descriptors 69-71 designations 2 Develop Interview Questions 74 diagnose 20 Disabilities 5.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS decision 84. 26 Eligibility for Personal benefits 81 employees 53. 46. 145 employment interview 122 Employment of aircraft and avionics equipment mechanics 23 employment process 111 engines 13-16. 54. 39-40. 66. 139-40 unpopular 89. 28. 111. 40. 130-1 examinations 21. 137. 111. 51 electrical work 30 electronics 18. 35. 81. 57-9. 123 employment 3. 72 duties 26. 89. 126. 90 demographics. 106. 113-14. 49.

58 Federal Aviation Administration see FAA Federal Government 23. 35. 139-40 I IDP (Individual Development Plan) 141 Individual Development Plan (IDP) 141 individuals 29. 56. 98. 92. 132. 113 150 . 136-9 servicing 134-5 Human Resources (HR) 81-2. 113. 136 industries 23. 31. 21 FAA certification 18-19 families 29. 60. 45. 70.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS FAA (Federal Aviation Administration) 12-13. 70. 99 HR see Human Resources HR Specialist 134. 110. 9. 142-3 holiday work 56 hours 13. 36. 59. 133. 16. 111. 145 hiring decision 80. 40-1 firms 55 large 55 format 45-6 G Good references 44. 28. 98. 82 hiring methods 133 hiring process 80. 54 air transportation 25 information candidates 7 informational interview 37 Informing Unsuccessful Candidates 82 inspection 13-14 inspectors 21 instructions 2. 41. 91. 51 graphics 47-8 groups 38. 60-1 H half-hour interview 74 hard-to-find 144 he/she 80-1 hiring 4. 109-10 guides 45. 17-19. 19.

113 Interviews Immediately 138 italics 47-8 J job announcement 45. 50. 38-9. 46-7 knowledge 18. 145 job applicants 25. 20. 64. 106 Interviewing 4-5. 101. 71 K keywords 38-9. 111 International Association of Machinists and Aerospace Workers 29 Internet 31. 40 job search wisdom 8 job seekers 39-40 Job Service 39 job title 44. 108. 143 interview panel 76-7. 106. 132. 42 interview 4-5. 133 candidate's 115 151 . 15 interests 40.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS instruments 13. 106 interviewer information 50 interviewing 62. 43. 98. 68. 41. 108. 63. 116. 74. 77. 77. 118. 53-4. 65. 81-2. 98. 138 interview panel members 136 Interview Panel Members and Set 136 interview process 66. 47. 99. 106 interviewing. 136 interview questions 4-5. 36. 134. 138. 34-7. 50. 136. 62-3. 103-4. 106-7. 1034. 145 sample 75 suggested 102 interviewee 115-16 interviewer 40. 113-16. 48 internships 35. effective 36 interviewing location 113 Interviewing People 111 interviewing procedures 76. 48-50. 49 job listings 38-40 job openings 3. 76-8. 84. 56. 111. 7-9. 40. 113 job candidate 123 Job Interview Tips 3. 34. 102. 46. 113.

47-8. 39 laws 17. 87 limited work 15 list 37. 136 mechanics 13-22. 71. 36. 134. 43. 45. 68-9. 21. 145 letters 7. 66. 136 nonprofit organizations 41 O occasion 89. 81-2 liability 2 libraries 37. 58 Likeable 4. 24-6. 28-30 certified 18 powerplant 15. 62. 53-4. 53. 90 Manager Competencies 5. 25 maintenance work 18 management style 87. 49 Most mechanics 15. 131 methodical 70. 34. 136 maintenance 13. 40. 76. 142-3 personnel 31 marketing 134. 92. 18 mechanics work 14-15 Median 28 Medical Examination 111-12 members 29. 39. job search 3. 17 Most workers 12 N newspapers 37. 95 106. 130 managerial interviews 109 managers 60. 133 152 . 109 Managerial Competencies 5. 36 mind 37. 46. 59. 92. 58. 75 M magazines 52-3. 72 methods. 72. 122. 76. 124. 112.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS KSAs L Labor unions 35. 64.

92 overtime 16. 104. 68. 92. 67. 47. 134. 72. 70. 124 five descriptive elements of 67-8 personality factors 68. 135 personnel issues 90 Personnel Management 41 personnel practice. 110 organization 42. 106 phrases 45-6 pilots 14. 57-9 P panel 76-7. 30 Office of Personnel Management (OPM) 31. 106. 106. 108. 41 optimistic 71-2 order 62. 75 personnel 143 personnel action 126. 41 open-to-new-ideas 70. 99. 58 153 . 126 Personal appearance 49 personal characteristics 46 Personal contacts 35-6 personal life 57 personal qualifications 38 personal rejection 70 personality 37. 72 OPM (Office of Personnel Management) 31. 12. 66-7. 87-8. 64. 101-4. 93. candidate's work 120 person 2. prohibited 126 person's ability 69 person's perspective 88 phases 101. 91-5. 87-9. 142-6 civic 144 large 52 organization chart 76 organization track 144 organization's goals 144 outcome 84. 77. 66. 107 outgoing 4. 22 placement offices 35-6. 64. 62. 80. 49-50. 120-2. 111. 136-7 paperwork 84 performance. 136. 71. 80. 76-7. 116. 44. 24-5. 11.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS occupations 3. 52-9. 136 panel members 78. 69.

116. 20. 136. 80-1. 144 recruitment 6. 15. 142 applicable organization 145 organization's 58. 138. 142 Quality Experience definition 133. 43. 134. 86. 85. 76-8. 90. 23. 142 products 2. 106 policies 6. 36. 85. 120-1. 120 referrals 40 regulations 145-6 Reliability 118. 95 propellers 15 publisher 2 Q qualifications 3. 146 References 5. 118. 88. 134. 108. 37. 91. 25 planning 4. 144 professions 38-9 programs. 85. 132. 121 problem 14. 58. 109 process 34. 121 probing 74. 103. 24 project 84-5. 107. 106. 142 position announcements 145 post 38-9 Pre-employment Disability 112 Private employment agencies 35. 132. 142-3 recruitment incentives 139 recruitment process 132. 124 154 . 129. 106. 51. 80 R range 70-1 high 69-70 recruiting 60. 98. 22. 90. 52-3 professional organizations 36. 140. 144 Reference Check Questions 5. aircraft mechanic training 12. 123 reference person 122 references 44. 47-9. 137-8. 44. 11.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS planes 13. 140. 17. 51. 135 questions candidate's 82 disability-related 111-13 open-ended 74-5. 41 probe 101. 60. 143 recruitment strategies 6. 132. 40. 123.

119. 62. 135 resilient 71-2 responsibilities 16. 93 subjects 44. 109. 11.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS repairers 30 request 48. 138 scheduled interviews 100 scheduling 85-6 School career planning 35-6 seconds 77. 76. 80. 118 scannable 47-8 Retention of Interview Materials 82 risk. 124 technical 17. 7. 66. 64. 55-7. 43-8. personal 69 S salary 28. 116 skills 7. 39-40 State organization 81 State's workforce 40 step 4. 17-18. 39 State employment service offices 35. 124 skills/experience 98 social worker 114 staff. 22. 82. professional 145-6 start 45. 115 155 . 64. 20. 95. 111 interpersonal 109. 75. 38-9. 77. 50. 123. 62. 52-3 set 45. 88-9. 84. 31 SERVICE TECHNICIAN JOBS 2-147 service technicians work 23 services 2. 87. 28-9. 86. 25. 43. 9. 57. 132 style 9. 74. 16. 141 Share interview questions 137 situation 71. 68. 23-4. 103-4. 50. 56-7. 106. 21. 133 resume 36. 91. 138. 98. 145-6 self-confident 71-2 Service Technician 3-4. 46. 101 selection 5. 14. organization's HR 145 standards. 667. 39-41. 109. 45-6. 45. 43. 91-3. 13. 52. 58-9 schedule 13. 126. 142. 139-40 selection policies 142-3 selection procedures 145-6 selection processes 4. 103. 66. 59. 136. 143 State employment service 31. 75. 74.

78. 91-2 achieved 85. 120. 55. 15-16. 62-4 Top-Paying Aircraft and Avionics Equipment Mechanics 8 top priority 85-6 track 115-16 trademarks 2 Traditional Interview 106 training. 74. 111 time 7-8. 88. 121 tools 17. 75. 19. 41 T tasks 20. 135-6 time constraints 68 time demands 70 time pressure 15 timeframe 103. 91. 90 success 8. 88 supervise 111 Supervisor and Manager Competencies 5. 26 technologies 15. 95. 60. 22. 106 Tips for Checking References 5. 102. 52. 86 electrical 14 official employment information 31. 68. 67. 15. 85. 109 supervisors 21. 56 air 23 U unions V 29 156 . 138 approximate 136 TIPS 4. 62. 19. 80-1. 93. 132-3. 88. 22. 41. 121. 118 behavioral interviewing 145 top 20. 53. 122-4. formal 19. 45. 45. 34. 114 technicians 15. 93. 17. 20 tests 14. 95. 130 system 9. 90-1.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS subordinates 87. 98. 91-3. 21 transcripts 51 Transport Workers Union of America 29 transportation 28. 56. 84-9. 36. 143 Supervisory and Managerial Competencies 5.

39 weekend work 16 WIA (Workforce Investment Act) 40 words 45. 92-3.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS vacancy 5. 84-5. 138 W wages. 24-6. 68-70. 80. 136 venturesome 70. 87-8. 54-5. 30. 45-6 work experience requirements 21 theses 19 work group 88 work history section 46 work-related injury 16 work style 87. 133. 98. 106. 88. 140 work environment 15. 95. 47. 124 work ethic 123 work experience 7. 13-20. 57. 132-3 vacancy announcement 5. 41 dislocated 40 qualified 39 workers use 46 Workforce Investment Act (WIA) 40 workplace 78. 108-9. 133. 72 veterans 40. 118 workshops 86 host 36 Y youths 40-1 157 . 101 work 3. 43-5. 37-8. 93 work team's progress 70 work telephone numbers 48 workers 23. 18-19. 52. hourly 28 Web sites 37. 59-60.

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