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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.
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.
............................... 65 3 ........................ 11 Nature of the Work ...................... 23 Earnings ......................................................................... 42 Job Interview Tips . 10 Significant Points .................... 22 Job Outlook ........................................... 12 Employment ........................................................................................................................................... 33 Where to Learn About Job Openings ................ 48 Evaluating a Job Offer .................................................. 51 WHAT TO EXPECT FROM THE OTHER SIDE OF THE TABLE…HIRING THE BEST HEALTHCARE EMERGENCY MANAGEMENT AND HEALTHCARE SERVICE ............................. 61 Step 1 ........... 63 Step 2 ................................................................................................................... 35 Applying for a Job......................................................................................................................................................... 30 FINDING AND APPLYING FOR AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS AND EVALUATING OFFERS ...........AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS TABLE OF CONTENTS INTRODUCTION ........................................ 6 AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN – THE LOWDOWN ....................................................................................... 27 Related Occupations ................................................................................................... 34 Job Search Methods ............................................................................................................................................... 59 THE INTERVIEW AND SELECTION PROCESS .............................. 29 Sources of Additional Information ............................
................................... 117 Which References Should I Check? ...............................AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 3 .............................................................................................. 83 Responsible ................................................... 100 Closing .................................. 97 Planning ............................ 91 Unflappable ... 99 Conducting the Interview .................................................................. 75 SAMPLE CUSTOMER SERVICE FOCUSED INTERVIEW QUESTIONS ....................................... 103 TIPS ON INTERVIEWING ............ 105 Interview Questions To Get You Started ....................................................... 86 Believable ..................... 97 Confirming/Scheduling Interview ...................................................................................... 112 Interview Do’s and Don’ts........................................ 107 Supervisor and Manager Competencies ....................................................................................................................................................... 110 Accommodating Persons With Disabilities For An Interview ..................................................... 102 Follow Up ........................................................................................ 105 Questions/ Assessment Tools .............................................. 94 INTERVIEWING ............................................................................................................................................................................................................................................................................... 108 Interviewing People With Disabilities .......................................................................................... 83 Likeable ........................... 73 Step 4 ................................ 119 4 .......................... 89 Outgoing................................................................................................................................ 114 CHECKING REFERENCES ......
................................................... 122 Prohibited Questions and Practices ........... 139 ASSESSING YOUR RECRUITMENT AND SELECTION PRACTICES 141 Policies and Procedures ...................................... 125 RECORDING A PROFILE OF IMPRESSIONS ........................... 129 Building Coalitions/Communication: .... 131 Before Submitting the Vacancy ..................AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Tips for Checking References ........................ 120 The Reference Check Questions To Ask .......... 130 RECRUITING ADMINISTRATIVE SERVICES MANAGER .............................................................................................. 143 5 .............. 127 Supervisory and Managerial Competencies: .................................................................................................... 132 When the Vacancy Announcement is Open ......................................... 137 After The Selection is Made .................... 135 Once the Certificate is Received .................................... 141 Recruitment Strategies .
It also will inspire you to produce some attention-grabbing cover letters that convey your skills persuasively and attractively in your application packets. a book exists that compiles all the information candidates need to apply for their first Aircraft and Avionics Equipment Mechanics and Service Technician job. you'll be prepared for interviews. presentable fashion. It helps you get your career organized in a tidy. 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 . too. It ensures that the narrative will follow a logical structure and reminds you not to leave out the most important points. or to apply for a better job. With this book. or you will be after you conducted the practice sessions where someone sits and asks you potential questions. be much better prepared and a step ahead for the next opportunity. What you'll find especially helpful are the worksheets. It is so much easier to write about a work experience using these outlines. The book comes filled with useful cheat sheets.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS INTRODUCTION For the first time. you'll be able to revise your application into a much stronger document. After studying it.
offers radical but inspired suggestions for success. Highly recommended to any Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker. and in so doing. including the one that will actually hire you. logic.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS connect with prospective employers. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. Think that "companies approach hiring with common sense. 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. Instead. 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). 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. 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. whether you want to work for the government or a company. 7 .
2) has an engaging. insightful advice for everyone from entry-level to senior professionals. 3) explains every step of the job-hunting process . so that you can win them over on paper and then in your interview. 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. None of the other such career guides compare with this one. reader-friendly style. It stands out because it: 1) explains how the people doing the hiring think. 8 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS This book offers excellent. This book covers everything.from little-known ways for finding openings to getting ahead on the job.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 9 .
and Advancement Employment Job Outlook Projections Data Earnings OES Data Related Occupations Sources of Additional Information 10 .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. Other Qualifications.
which offer the best pay and benefits. Job opportunities are likely to continue to be best at small commuter and regional airlines. Job opportunities should be favorable for persons who have completed an aircraft mechanic training program.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). and in general aviation. 11 . at FAA repair stations. but keen competition is likely for jobs at major airlines.
accessories—brakes. pumps. instruments. sophisticated planes equipped with aircraft monitoring systems. make repairs. landing gear. Mechanics and technicians conduct inspections following a schedule based on the number of hours the aircraft has flown.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. Many aircraft mechanics specialize in preventive maintenance. pressurized sections. aircraft and avionics equipment mechanics and service technicians perform scheduled maintenance. cycles of operation. They also keep records related to the maintenance performed on the aircraft. To keep aircraft in peak operating condition. and complete inspections required by the FAA. aircraft mechanics examine engines by working through specially designed openings while standing on ladders or scaffolds or by 12 . for example—and other parts of the aircraft. valves. In planes of all sorts. In large. calendar days since the last inspection. and do the necessary maintenance and replacement of parts. or a combination of these factors. They inspect aircraft engines. and air-conditioning systems. mechanics can gather valuable diagnostic information from electronic boxes and consoles that monitor the aircraft's basic operations.
distortion. a pilot may discover that the aircraft's fuel gauge does not work. propeller-driven airplanes. Others specialize in one section of a particular type of aircraft. and tail. independent 13 . Other mechanics specialize in repair work rather than inspection. such as the engine. or electrical system. using electrical test equipment to make sure that no wires are broken or shorted out.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS using hoists or lifts to remove the entire engine from the craft. They find and fix problems that pilots describe. To solve the problem. such as jets. Some mechanics work on one or many different types of aircraft. After taking an engine apart. They repair or replace worn or defective parts. hydraulics. Mechanics also may repair sheet metal or composite surfaces. mechanics may troubleshoot the electrical system. For example. wings. In small. and helicopters. Mechanics work as fast as safety permits so that the aircraft can be put back into service quickly. and cracks in the fuselage. they must test the equipment to ensure that it works properly. After completing all repairs. measure the tension of control cables. mechanics use precision instruments to measure parts for wear and use x-ray and magnetic inspection equipment to check for invisible cracks. and check for corrosion. during a preflight check. and replace any defective electrical or electronic components.
such as computerized controls. and other instruments and computers that control flight. weather radar systems. or out on the airfield on the "flight lines" where aircraft park. in general aviation. to keep 14 . Work environment. Airframe mechanics are authorized to work on any part of the aircraft except the instruments. Combination airframe-and-powerplant mechanics—called A&P mechanics—work on all parts of the plane except the instruments. repair stations. Powerplant mechanics are authorized to work on engines and do limited work on propellers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS repair shops. Avionics technicians repair and maintain these systems. Mechanics work in hangars. Because of the increasing use of technology. engine. Most mechanics working on civilian aircraft today are A&P mechanics. mechanics usually inspect and repair many different types of aircraft. Avionics systems—components used for aircraft navigation and radio communications. more time is spent repairing electronic systems. Mechanics often work under time pressure to maintain flight schedules or. power plants. and other primary functions—are now an integral part of aircraft design and have vastly increased aircraft capability. and propellers. Technicians also may be required to analyze and develop solutions to complex electronic problems.
They often stand. Overtime and weekend work is frequent. full-time aircraft mechanics and service technicians experienced a higher than average work-related injury and illness rate. Frequently. Aircraft mechanics usually work 40 hours a week on 8-hour shifts around the clock. 15 . or kneel in awkward positions and occasionally must work in precarious positions. mechanics have a tremendous responsibility to maintain safety standards. so ear protection is necessary. Noise and vibration are common when engines are being tested. mechanics must lift or pull objects weighing more than 70 pounds.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS from inconveniencing customers. and this can cause the job to be stressful. At the same time. lie. According to BLS data. such as on scaffolds or ladders.
most learn the skills needed to do their jobs in 1 of about 170 Aviation Maintenance Technician schools certified by the FAA. and Advancement Most mechanics who work on civilian aircraft are certified by the FAA. FAA standards require that certified mechanic schools offer students a minimum of 1. aviation technology. or aviation maintenance management. Most mechanics learn their skills in an FAA-certified Aviation Maintenance Technician School. which requires mechanics to be at least 18 years of age. and aviation electronics. Other Qualifications.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Training. and have a high school diploma or its equivalent in addition to having the needed technical skills. Although a few people become mechanics through on-the-job training. Aircraft trade schools are placing more emphasis on technologies such as turbine engines. fluent in English.900 class-hours. Education and training. About one-third of these schools award 2-year and 4-year degrees in avionics. Coursework in schools normally lasts from 12 to 24 months and provides training with the tools and equipment used on the job. Technological advances have also affected 16 . composite materials. By law. which are increasingly being used in the construction of new aircraft.
The FAA requires that all maintenance work on aircraft be performed by certified mechanics or under the supervision of a certified mechanic. Courses that develop writing skills also are important because mechanics are often required to submit reports. most airlines hire mechanics that have FAA certification. and knowledge of these principles is often necessary to make repairs. electronics. although most airlines prefer to hire mechanics with a combined A&P certificate. computer science. and understand English. Mechanics must be able to read. write.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS aircraft maintenance. meaning mechanics must have an especially strong background in computers and electronics to get or keep jobs in this field. and 30 months of 17 . Mechanics need at least 18 months of work experience before applying for an airframe or powerplant certificate. Licensure. and mechanical drawing are helpful because they demonstrate many of the principles involved in the operation of aircraft. As a result. Their work must be supervised and documented by certified mechanics until they have FAA certificates. physics. A few mechanics are trained on the job by experienced mechanics. chemistry. Courses in mathematics. The FAA offers certification for airframe mechanics and powerplant mechanics.
Applicants must have at least 1. Many mechanics take training courses offered by manufacturers or employers.month period to receive certification. avionics technicians are not required to have FAA certification if they 18 . applicants for all certificates must pass written. FAA regulations require current work experience to keep certificates valid.000 hours of work experience in the previous 24 months or take a refresher course. The FAA allows certified airframe mechanics who are trained and qualified and who have the proper tools to work on avionics equipment. All tests must be passed within a 24. However. usually through outside contractors.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS experience working with both engines and airframes for a combined A&P certificate. although completion of a program at an FAAcertified school can be substituted for theses work experience requirements. while the oral and practical tests are administered by a Designated Mechanic Examiner of the FAA. Mechanics also must take at least 16 hours of training every 24 months to keep their certificates current. and practical tests that demonstrate that they can do the work authorized by the certificate. oral. Written tests are administered at one of the many designated computer testing facilities worldwide. In addition to having experience or formal training.
Because they may work on the tops of wings and fuselages on large jet planes. employers prefer mechanics who can perform a variety of tasks. and able to diagnose and solve complex mechanical problems.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS have avionics repair experience from the military or from working for avionics manufacturers. Some aircraft mechanics in the Armed Forces acquire enough general experience to satisfy 19 . aircraft systems. Employers seek applicants who are self-motivated. aircraft mechanics must not be afraid of heights. Avionics technicians who work on communications equipment must obtain a restricted radio-telephone operator license from the Federal Communications Commission. hardworking. enthusiastic. Additionally. Aircraft mechanics must do careful and thorough work that requires a high degree of mechanical aptitude. They also must continually update their skills with and knowledge of new technology and advances in aircraft technology. Advances in computer technology. and the materials used to manufacture airplanes have made mechanics' jobs more highly technical. Agility is important for the reaching and climbing necessary to do the job. Other qualifications. Aircraft mechanics must possess the skills necessary to troubleshoot and diagnose complex aircraft systems.
with 24 months of hands-on experience. or shop supervisor positions. Those with broad experience in maintenance and overhaul might become inspectors with the FAA. employers consider applicants with formal training to be the most desirable applicants. some open their own aircraft maintenance facilities. Mechanics with the necessary pilot licenses and flying experience may take the FAA examination for 20 . To obtain an inspector's authorization. supervisors sometimes advance to executive positions. As aircraft mechanics gain experience. inspector. In general. jobs in the military services are too specialized to provide the broad experience required by the FAA. although a few receive some credit for the material they learned in the service. With additional study. however. Advancement. military experience is a great advantage when seeking employment.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS the work experience requirements for the FAA certificate. a mechanic must have held an A&P certificate for at least 3 years. where promotion often is determined by examination. In any case. Most Armed Forces mechanics have to complete the entire FAA training program. they may pass the certifying exam. With additional business and management training. they may advance to lead mechanic (or crew chief). In the airlines. lead inspector. Opportunities are best for those who have an aircraft inspector's authorization.
Others become repair consultants. with opportunities to become pilots. some avionics technicians continue their education and become aviation engineers. electrical engineers (specializing in circuit design and testing). and some transfer to other skilled repairer occupations or electronics technician jobs. For example. Mechanics and technicians learn many different skills in their training that can be applied to other jobs. 21 . in-house electronics designers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS the position of flight engineer. or communication engineers. or join research groups that test and develop products.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Employment Aircraft and avionics equipment mechanics and service technicians held about 140.S. the rest were avionics technicians. Employment of aircraft and avionics equipment mechanics and service technicians primarily is concentrated in a small number of industries. About 21 percent worked in aerospace product and parts manufacturing and about 15 percent worked for the Federal Government. Civilian mechanics employed by the U.300 jobs in 2008. Most of the rest worked for companies that operate their own planes to transport executives and cargo. Almost half of aircraft and avionics equipment mechanics and service technicians worked in air transportation and support activities for air transportation. Armed Forces work at military installations. Most airline mechanics and service technicians work at major airports near large cities. about 87 percent of these workers were aircraft mechanics and service technicians. 22 .
In addition. 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. Employment change. but keen competition is likely for jobs at major airlines. Job opportunities should be favorable for people who have completed an aircraft mechanic training program. most airline companies still prefer that aircraft maintenance be performed in the U.S. which is about as fast as the average for all occupations. Employment is expected to increase by 7 percent during the 2008-18 period. as 23 . Passenger air traffic is expected to increase as the result of an expanding economy and a growing population.S. and the need for aircraft mechanics and service technicians will grow accordingly. safety regulations. because overseas contractors may not comply with more stringent U. some mechanics will leave to work in related fields. Although there is an increasing trend for some large airlines to outsource aircraft and avionics equipment mechanic jobs overseas. such as automobile repair. Job prospects.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.
some jobs will become available as experienced mechanics leave for higher paying jobs with the major airlines or transfer to other occupations. Also. work in computerrelated fields. 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. so they attract fewer job applicants. 24 . and in general aviation. Many of the students who have the ability and aptitude to work on planes are choosing to go to college. Job opportunities will continue to be the best at small commuter and regional airlines. 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. or go into other repair and maintenance occupations with better working conditions. If this trend continues. but wages in these airlines tend to be lower than those in the major airlines.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS their skills are largely transferable to other maintenance and repair occupations. Commuter and regional airlines is the fastest growing segment of the air transportation industry. at FAA repair stations. the supply of trained aviation mechanics may not keep up with the needs of the air transportation industry.
Mechanics who keep abreast of technological advances in electronics. Also. Avionics technicians who are trained to work with complex aircraft systems. composite materials. In general.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Nonetheless. technicians with licensing that enables them to work on the airplane. job opportunities with the airlines are expected to be better than they have been in the past. should have the best job prospects. and other areas will be in greatest demand. performing some duties normally performed by certified A&P mechanics. either removing or reinstalling equipment. are expected to be in especially high demand. mechanics who are willing to relocate to smaller rural areas will have better job opportunities. Additionally. 25 . prospects will be best for applicants with experience and an A&P certification.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 26 .
71 in May 2008.45.98 24.95 Median hourly wages of avionics technicians were about $23.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Earnings Median hourly wages of aircraft mechanics and service technicians were about $24. The lowest 10 percent earned less than $15.47 24.02.10 and $28.25 and $29. and the highest 10 percent earned more than $33.96 24. The middle 50 percent earned between $20.87. The lowest 10 percent earned less than $16. and the highest 10 percent earned more than $220.127.116.11 20. The middle 50 percent earned between $20.71 in May 2008. 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 $27.85. Mechanics who work on jets for the major airlines generally earn more than those working on other aircraft. Those who graduate from an aviation maintenance technician 27 .
Airline mechanics and their immediate families receive reduced-fare transportation on their own and most other airlines. Some mechanics are represented by the International Brotherhood of Teamsters. Almost 3 in 10 aircraft and avionics equipment mechanics and service technicians are members of unions or covered by union agreements.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. The principal unions are the International Association of Machinists and Aerospace Workers and the Transport Workers Union of America. 28 .
Electicians. 29 . Electrical and electronics installers and repairers. Elevator installers and repairers.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.
Suite 300. For general information about aircraft and avionics equipment mechanics and service technicians. Alexandria. These numbers are not toll free.usajobs. and charges may result. 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. the Federal Government's official employment information system. This resource for locating and applying for job opportunities can be accessed through the Internet at http://www. 30 .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. 400 North Washington St. contact: Professional Aviation Maintenance Association. VA 22314.gov or through an interactive voice response telephone system at (703) 724-1850 or TDD (978) 461-8404.org For information on jobs in a particular area.pama.opm. contact employers at local airports or local offices of the State employment service.. Internet: http://www.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 31 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 32 .
but knowing more about job search methods and application techniques can increase your chances of success.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. Where to learn About Job Openings Job Search Methods Applying for a Job Job Interview Tips Evaluating a Job Offer 33 . And knowing how to judge the job offers you receive makes it more likely that you will end up with the best possible job.
Trade magazines Internet resources Professional associations Labor unions State employment service offices Federal Government Community agencies Private employment agencies and career consultants Internships 34 . 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.
or professional organizations. conduct mock interviews. neighbors. career testing.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job Search Methods Finding a job can take months of time and effort. and sponsor job fairs. But you can speed the process by using many methods to find job openings. join student. resume writing. former coworkers. People get them by talking to friends. family. Some have career resource libraries. High school and college placement offices help their students and alumni find jobs. To develop new contacts. Most also offer career counseling. host workshops on job search strategy. and effective interviewing. 35 . 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. critique drafts of resumes. community. They also may have lists of open jobs. and job search advice. Many jobs are never advertised. teachers. Some invite recruiters to use their facilities for interviews or career fairs. 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. School career planning and placement offices. acquaintances. Personal contacts. and others who know of an opening. letter writing.
In addition to giving you career information. and they can keep you in mind if a position opens up. Through library and Internet research. Ask them how they got started. what type of qualifications are necessary for the job. Classified ads. do not hesitate to contact the employer: You never know when a job might become available. But when using classified ads. Then call these employers and check their Web sites for job openings. and many people find work by responding to these ads. Consider asking for an informational interview with people working in the career you want to learn more. develop a list of potential employers in your desired career field. what they like and dislike about the work. Directly contacting employers is one of the most successful means of job hunting. keep the following in mind: Follow all leads to find a job. they may be able to put you in contact with other people who might hire you. do not rely solely on the classifieds. 36 . and what type of personality succeeds in that position. The "Help Wanted" ads in newspapers and the Internet list numerous jobs.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Employers. Even if no open positions are posted. Web sites and business directories can tell you how to apply for a position or whom to contact.
also called message boards. begin with an Internet search using keywords related to the job you want. and personal qualifications required for the position. others are local. including the specific skills. Internet resources. Also consider checking Internet forums. educational background. others are general.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Answer ads promptly. 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. 37 . because openings may be filled quickly. To find good prospects. Some job boards provide National listings of all kinds. Also look for the sites of related professional associations. which usually includes the most listings. Some relate to a specific type of work. The Internet includes many job hunting Web sites with job listings. Keep a record of all ads to which you have responded. particularly the Sunday edition. even before the ad stops appearing in the paper. These are online discussion groups where anyone may post and read messages. Read the ads every day.
To use these services. sometimes called the Job Service. The State employment service. and job placement. Many Web sites allow job seekers to post their resumes online for free.S. help job seekers to find jobs and help employers to find qualified workers at no cost to either. associations usually require that you be a member.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS In online job databases. educational programs. Labor unions provide various employment services to members and potential members. operates in coordination with the U. job listings." 38 . State employment service offices. Contact the appropriate labor union or State apprenticeship council for more information. including apprenticeship programs that teach a specific trade or skill. so begin your search using keywords. Many professions have associations that offer employment information. remember that job listings may be posted by field or discipline. including career planning. Department of Labor’s Employment and Training Administration. or by mail. found nationwide. To find the office nearest you. Local offices. Professional associations. look in the State government telephone listings under "Job Service" or "Employment. by telephone. Labor unions. information can be obtained directly from an association through the Internet.
and youth. Services for special groups.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Job matching and referral. By law. increase their employment and earnings potential. Information on obtaining a position with the Federal Government is 39 . including adults. dislocated workers. improve their educational and occupational skills. These programs help to prepare people to participate in the State's workforce. you may examine available job listings and select openings that interest you. Educational and career services and referrals are provided to employers and job seekers. and reduce their dependency on welfare. State employment service offices also refer people to opportunities available under the Workforce Investment Act (WIA) of 1998. Federal Government. After you are job ready. a veterans’ employment representative can inform you of available assistance and help you to deal with problems. If you are a veteran. A staff member can then describe the job openings in detail and arrange for interviews with prospective employers. veterans are entitled to priority job placement at State employment service centers. At the State employment service office. 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.
consider any guarantees that the agency offers. When determining if the service is worth the cost. career development.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS available from the U.usajobs. generally targeted to a particular group.opm. Many nonprofit organizations. including religious institutions and vocational rehabilitation agencies. ex-offenders. But these agencies may charge for their services.gov or through an interactive voice response telephone system at (703) 724-1850 or TDD (978) 461-8404. youths. Community agencies. This resource for locating and applying for job opportunities can be accessed through the Internet at http://www. Office of Personnel Management (OPM) through USAJOBS. These numbers are not toll free. Most operate on a commission basis. Find out the exact cost and who is responsible for paying associated fees before using the service. minorities. or older workers. Private agencies can save you time and they will contact employers who otherwise might be difficult to locate. 40 . charging a percentage of the first-year salary paid to a successful applicant. Private employment agencies and career consultants.S. and job placement services. You or the hiring company will pay the fee. and charges may result. the Federal Government’s official employment information system. offer counseling. such as women.
Many people find jobs with business and organizations with whom they have interned or volunteered. 41 . Look for internships and volunteer opportunities on job boards. and company and association Web sites. 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. but also check community service organizations and volunteer opportunity databases. career centers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Internships.
The goal of these documents is to prove—as clearly and directly as possible—how your qualifications match the job’s requirements. you will probably need to go on interviews to meet with employers face to face. Gathering information. including your name. Resumes and application forms. and skills that most closely fit the job you want.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Applying for a Job After you have found some jobs that interest you. education. Later. which describes your best skills and experience in just a few lines. You will almost always need to complete resumes or application forms and cover letters. mailing address. Resumes and application forms both include the same information. Resumes and application forms give employers written evidence of your qualifications and skills. the next step is to apply for them. As a first step. Do this by highlighting the experience. gather the following facts: Contact information. Type of work or specific job you are seeking or a qualifications summary. 42 . and telephone number. e-mail address (if you have one you check often). accomplishments.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Education. and dates of employment. write. use phrases instead of sentences to describe your work. Be ready to provide references if requested. name and location of employer. and major subject or subjects studied. achievements. or and membership in organizations in a separate section. Include a grade point average if you think it would help in getting the job. or teachers or anyone else who can describe your abilities and job-related traits. "Supervised 10 children" instead of writing "I supervised 10 children. coworkers. proficiency in foreign languages. In a resume." Special skills. Briefly describe your job duties and major accomplishments. Experience. Good references could be former employers. months and years of attendance. You might list computer skills. References. For each job. for example. You will be asked to provide 43 . paid and volunteer. including school name and its city and State. highest grade completed or diploma or degree awarded. Also consider listing courses and awards that might be relevant to the position. include the job title.
After gathering the information you want to present. But make sure you fill it out completely and follow all instructions. but the most important information should usually come first. focus on accomplishments that relate most closely to the job you want. for instance. the next step is to put it in the proper format. or received three letters of appreciation from customers. have someone else look over the form before submitting it. You can even use the job announcement as a guide. in case you make a mistake and have to start over. Most applicants list their past jobs in reverse chronological order. Look for concrete examples that show your skills. Choosing a format. the format is set. When describing your work experience. using some of the same words and phrases to describe your work and education. you might say that you increased sales by 10 percent. In an application form.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS contact information for the people you choose. Throughout the application or resume. Do not omit any requested information. Consider making a copy of the form before filling it out. finished a task in half the usual time. Just fill in the blanks. there are many ways of organizing the information you want to include. In a resume. 44 . If possible.
Many experts recommend that new workers use a one-page resume. ask at least two people to proofread the resume for spelling and other errors and make sure you use your computer’s spell checker.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS describing their most recent employment first and working backward. Before submitting your resume. personal characteristics. make sure that it is easy to read. Keep in mind that many employers scan resumes into databases. or industry buzz words. and dates of employment. Consider using bullets to highlight duties or key accomplishments. Whatever format you choose. Still other applicants choose a format that combines these two approaches in some way. Avoid long blocks of text and italicized material. Choose the style that best showcases your skills and experience. The keywords are usually nouns referring to experience. education. But some applicants use a functional format. Identify keywords by 45 . organizing their work experience under headings that describe their major skills. which they then search for specific keywords or phrases. They then include a brief work history section that lists only job titles. Are the headings clear and consistently formatted with bold or some other style of type? Is the type face large enough? Then. keep your resume short. employers.
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. follow a business letter format. and usually should include the following information: Name and address of the specific person to whom the letter is addressed. Cover letters. It is also a good idea to send a traditionally formatted resume along with your scannable resume. if you know that your resume will be scanned. which could mean some of your keywords don’t get into the database. most people include a cover letter to introduce themselves to the prospective employer. When sending a resume. and graphics. use these same words in your resume. Your cover letter should capture the employer’s attention. Scanners sometimes misread paper resumes. Most cover letters are no more than three short paragraphs. Reason for your interest in the company or position. If you must submit a paper resume. and you have the option. 46 . e-mail an electronic version. if the Aircraft and Avionics Equipment Mechanics and Service Technician includes customer service tasks. make it scannable by using a simple font and avoiding underlines. italics. For example. So. use the words "customer service" on your resume. with a note on each marking its purpose.
Request for an interview. fancy fonts. and underlines.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Your main qualifications for the position. italics. it may be helpful to look for examples on the Internet or in books at your local library or bookstore. As with your resume. Your home and work telephone numbers. you should also include a scannable cover letter. which avoids graphics. but be sure not to copy letters directly from other sources. If you send a scannable resume. 47 .
showing how it relates it the job. 48 . 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. Have a specific job or jobs in mind. Review your qualifications for the job. Personal appearance: Be well groomed. Dress appropriately. so it pays to be well prepared. The interview: Be early. Be ready to answer broad questions. The following information provides some helpful hints. Be ready to briefly describe your experience. Do not chew gum or smoke. Preparation: Learn about the organization.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.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Learn the name of your interviewer and greet him or her with a firm handshake. Resume or application. Be cooperative and enthusiastic. Government-issued identification (driver’s license). Information to bring to an interview: Social Security card. Although not all employers require a resume. Also avoid asking questions about salary and benefits unless a job offer is made. Use body language to show interest—use eye contact and don’t slouch. Relax and answer each question concisely. but avoid questions whose answers can easily be found on the company Web site. Use proper English—avoid slang. Send a short thank you note. Use good manners with everyone you meet. you should be able to furnish the interviewer information 49 . Thank the interviewer when you leave and shake hands. Ask questions about the position and the organization.
dates of attendance.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS about your education. Employers may require an official copy of transcripts to verify grades. and previous employment. Get permission before using anyone as a reference. Transcripts. Try to avoid using relatives as references. training. 50 . coursework. Make sure that they will give you a good reference. Employers typically require three references. and highest grade completed or degree awarded. References.
products or services. goals. Factors to consider include the organization’s business or activity. and location. A public company’s annual report to the stockholders tells about its corporate philosophy. financial condition. There are many issues to consider when assessing a job offer.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Evaluating a Job Offer Once you receive a job offer. Press releases. and recruitment brochures also 51 . company newsletters or magazines. 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. Fortunately. age. particularly a large organization. and financial status. you must decide if you want the job. most organizations will give you a few days to accept or reject an offer. You generally can get background information on an organization. Background information on an organization can help you to decide whether it is a good place for you to work. Most government agencies can furnish reports that describe their programs and missions. history. on its Internet site or by telephoning its public relations office. size.
speak to current or former employees of the organization.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS can be useful. products and services. and number of employees. If you cannot get an annual report. However. and plans for the future. failures. or by using one of the Internet’s search engines. Ask the organization for any other items that might interest a prospective employee. If possible. You can identify articles on a company by looking under its name in periodical or computerized indexes in libraries. 52 . Background information on the organization may be available at your public or school library. 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. such as earnings. check the library for reference directories that may provide basic facts about the company.
online at www. economy.bls. (See the Career Guide to Industries. Ask a career center representative how to find out about a particular organization. are developed by the Bureau of Labor Statistics and revised every 2 years.) Trade magazines also may include articles on the trends for specific industries.S. Career centers at colleges and universities often have information on employers that is not available in libraries. covering the entire U. 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.gov/oco/cg. 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. Long-term projections of employment and output for detailed industries. The library also may have government publications that present projections of growth for the industry in which the organization is classified.
Should you work for a relatively new organization or one that is well established? New businesses have a high failure rate. Jobs in small firms may offer broader authority and responsibility. the excitement of helping to create a company and the potential for sharing in its success more than offset the risk of job loss. a closer working relationship with top management. the more you find out about the job before accepting or rejecting the offer. However. but for many people. However. Even if everything else about the job is attractive. Determining in advance whether you will like the work may be difficult. However. many jobs in large firms tend to be highly specialized. it may be just as exciting and rewarding to work for a young firm that already has a foothold on success. and a chance to clearly see your contribution to the success of the organization. Large employers also may have more advanced technologies.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. you will be unhappy if you dislike the day-to-day work. and better employee benefits than do small firms. more managerial levels for advancement. The job. the 54 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS more likely you are to make the right choice. you should consider the time and expense of commuting. Other jobs require night. Even if the job location is in your area. Consider the following questions: Where is the job located? If the job is in another section of the country. during the day. the availability of housing and transportation. 40 hours a week. In addition. and the quality of educational and recreational facilities in that section of the country. some 55 . or holiday work. 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. Monday through Friday. you need to consider the cost of living. 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. weekend. What will the hours be? Most jobs involve regular hours—for example.
Consider the effect that the work hours will have on your personal life. What valuable new skills does the company plan to teach you? The employer should give you some idea of promotion possibilities within the organization. responsibility. increase your earnings. how long does this usually take? When opportunities for advancement do arise.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS jobs routinely require overtime to meet deadlines or sales or production goals. will you compete with applicants from outside the company? Can you apply for jobs for which you qualify elsewhere 56 . or to better serve customers. Opportunities offered by employers. A good job offers you opportunities to learn new skills. A lack of opportunities can dampen interest in the work and result in frustration and boredom. The company should have a training plan for you. and rise to positions of greater authority. 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. and prestige. 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.
Try to find family. You should also look for additional information. Ask your teachers and the staff in placement offices about starting pay for graduates with your qualifications. 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. If you choose to negotiate for higher pay and better benefits. or acquaintances that recently were hired in similar jobs. make allowances for differences in the cost of living. You also should learn the organization’s policy regarding overtime. objective research will help you strengthen your case. friends. When an employer makes a job offer. Helpwanted ads in newspapers sometimes give salary ranges for similar positions. or rural area. or are mobility within the firm limited? Salaries and benefits. information about earnings and benefits are usually included. which may be significantly higher in a large metropolitan area than in a smaller city. You will want to research to determine if the offer is fair. Depending on the job. specifically tailored to your job offer and circumstances. you 57 . town.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS within the organization. If you are considering the salary and benefits for a job in another geographic area.
or 3 or more years? An employer cannot be specific about the amount of pay if it includes commissions and bonuses. 58 . How much can you expect to earn after 1. Also take into account that the starting salary is just that—the start. 2. Find out exactly what the benefit package includes and how much of the cost you must bear. Benefits also can add a lot to your base pay. Your salary should be reviewed on a regular basis. 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. many organizations do it every year.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.
59 . The mistakes you will avoid make the investment very valuable. Hiring the Best provides you with a process that reduces trial and error in recruiting a lot. but still ensures that you will be able to hire the best. giving you insight into the candidates experience. You will need or encounter a Great Process to Hire the Best. but people make the difference. your manager and your candidates.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. Computers and equipment are wonderful tools. performance history. The process will allow you and your company to select the best candidates for key positions. This chapter guides you to how to perform a truly in-depth hiring process and interview for candidates. Hiring the Best makes it clears just how valuable it is to hire and work with the best. and growth allowing you to determine what they are capable of today and in the future. You will be able to use the materials shown here as an outstanding tool.
in short. let you go from hoping your next hire works out to being confident your next hire will be a star. use this Guide. Before you make your next hire. 60 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS This will.
What are the necessary competencies and skills the person will need in order to achieve the desired results of the position. Asking a series of questions will help you in establishing the technical competencies. direct and specific. What will a person in this job have to do on a regular basis to succeed. observing the job being performed. simple. 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. How will a person hired for this job know he or she is succeeding.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS THE INTERVIEW AND SELECTION PROCESS A position description. and Why have people left this job in the past? After you have analyzed the job and developed several technical competencies. list the top five most important technical competencies the candidate MUST have to succeed in the job. Remember when developing your interview questions to keep the questions open-ended. Ask questions such as: What would the ―perfect‖ candidate’s competencies and skills look like. Base all the questions on the Aircraft and Avionics 61 .
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. Analyze Technical Aspects of Job. 63 . List the top five most important technical competencies the candidate MUST have to succeed in the job.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 1. Develop a Technical Question for Each of the Five Required Technical Competencies. Avoid questions that require a specific knowledge of your division. Keep the questions open-ended. C. 3. 2. Base all your questions on the Aircraft and Avionics Equipment Mechanics and Service Technician and the technical competencies you listed above. simple. Ask for assistance developing technical questions if you are not the technical expert. 5. 64 . 4. direct and specific.
We are experienced in determining if the candidate has the technical skills and abilities to perform the job. For example. customer service focused competencies need to be determined and assessed also. They also need some degree of friendliness for welcoming the public and some degree of extroversion. But in order to get the BEST candidate for the position. since most people calling an organization would like to be met by someone with enthusiasm. 65 . 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.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. Identifying the customer service focused competencies needed to successfully perform the job and determining if the candidate possesses those competencies is critical. Assessing customer service focused competencies during the interview process is something we may not be typically used to doing as managers.
having leadership qualities. focus on the customer service focused competencies or behaviors that an individual needs to exhibit in order to succeed in this job. How will a person hired for this job know he or she is meeting the customer service focused expectations. customer service focused characteristics. What will a person in this job have to do on a regular basis to succeed. such as paying attention to detail. being self-motivated. getting along with others. Depending on the specific job under consideration. What are the necessary customer service focused competencies the person will need in order to achieve the desired results of the position. why have people left this job in the past? As you think about the job vacancy you need to fill. 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. and Related to customer service reasons.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 . are examples of the skills critical to success on the job.
tasks. Towards the end of this document. and self. and well organized. persistent. Believable. and businesslike. Likeable. 67 . Characterized by high levels of responsibility and behaviors these employees are controlled. and reliable. you will find a list of questions to correspond to each personality factor. These questions can be used to develop the examination portion of the recruiting announcement or they can be used in the interview process. Descriptive words have been added to give you ideas and help you determine what behaviors are required for the position. Definitions: Responsible. They approach life as a series of tasks to be accomplished and goals to be reached. and having a well developed sense of ethics and integrity. Outgoing and Unflappable. scrupulous. precise. to develop realistic action plans while remaining sensitive to time constraints and resource availability. and their work is purposeful. Their behavior is consistent. The five descriptive elements of personality are Responsible. disciplined. highly systematic.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS customer service focused competencies. The ability to organize or schedule people.
thoughtful. accommodating. 68 . willing to follow procedures without question. high-integrity. helpful. In the moderate to high range of likeability.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Descriptors: detail-oriented. easygoing. dependable.‖ Highly believable people can be described as practical. and are obviously friendly and caring people. They often form the emotional ―back bone‖ of an organization. responsible. and understanding individuals. 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. exact. supportive. In the middle to low range of believable thinking. committed. easygoing. trustworthy. Believable. Likeable. They are capable of reasonable levels of professional and personal risk taking and are willing to work outside their ―comfort zone. casual. collaborative. we find sympathetic. They appear to accept things as they are. Capable of eliciting belief or trust. nurture others. and kind. cautious. willing to reexamine tenets and consider new ideas. cost-conscious. disciplined. congenial. friendly. helpful. compromising. empathetic. Descriptors: amicable. compassionate. They are agreeable. we find people who are open. quality-focused. empowering. predictable and conventional.
They tend to be enterprising. problem-solving attitude while dealing with a range of stressful conditions. Individuals in the moderately high range of extroversion are upbeat. such as interpersonal conflict. unassuming. cheerful. curious. concrete. and appropriately assertive. 69 . team-building capability. and energetic. original. self-contained. ambitious. generally well balanced.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Descriptors: creative. open-to-new-ideas. positive. The ability to maintain a mature. conventional. spontaneous. outgoing. practical. task-oriented. restrained. They demonstrate leadership. untraditional. formal. systematic. quiet. and are able to coach or facilitate a work team’s progress. flexible. assertive. independent. and able to work well either alone or in small groups. enthusiastic. hazardous conditions. energizing. personal rejection. or time demands. Individuals who are moderately introverted are often viewed as self-contained. reserved. Descriptors: active. risktaking. Describes the ability to work with people in such a manner as to build high morale and group commitments to goals and objectives. entrepreneurial. persuasive. Outgoing. down-to-earth. hostility. venturesome. methodical. dominant. thoughtful. traditional. Unflappable. forceful. uninhibited.
They are steady. optimistic. committed. poised. Use the previously identified personality factors to help you. responsible. composed. high-integrity. well adjusted. easygoing. cost conscious. secure. exact. Descriptors: calm. selfreliant. resilient. even-tempered. cautious.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS At moderately high levels of stress tolerance we find relaxed. realistic. Responsible – detail-oriented. self-assured. unflappable. disciplined. CUSTOMER SERVICE FOCUSED BEHAVIORS ASSESSMENT GUIDE Job Title: _____________________________________ A. trustworthy. casual. List the most typical Customer Service Focused behaviors required on this job on a daily basis. and able to cope effectively across a wide range of situations and circumstances. dependable. qualityfocused. 70 . self-confident. but to the ability to maintain a clear perspective under stressful conditions as well as those that elicit little or no stress. and hardy individuals who are poised and adaptive in a wide range of situations. They demonstrate maturity that is not necessarily related to age. secure.
composed. open-to-new-ideas. unassuming. assertive. entrepreneurial. restrained. task-oriented. self-assured. energizing. persuasive. compromising. Outgoing – active. collaborative. forceful. reserved. traditional. self-contained. thoughtful. dominant. formal. Unflappable – calm. poised. List of Customer Service Focused Behaviors 1. easygoing. flexible. empowering. methodical. 71 . untraditional. accommodating. even-tempered. helpful. 3. optimistic. quiet. down-to-earth. concrete.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Likeable – amicable. congenial. secure. supportive. risktaking. self-confident. unflappable. 2. curious. systematic. original. Believable – creative. practical. independent. B. 4. resilient. uninhibited. spontaneous. empathetic. well-adjusted. outgoing. venturesome. enthusiastic. friendly. conventional. ambitious.
C. 2. 5. Develop a Question for Each of the Customer Service Focused Behaviors 1. 3.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 5. 72 . 4.
only about 5 behavioral-based questions can comfortably be asked.” Don’t ask. If you feel the candidate is making up an answer. Think of a time when you had to deal with a difficult customer and tell us what you did. ―Yes. ―This job involves dealing with difficult customers. In a half-hour interview. Ask. You can ask for the candidate to think 73 . or are making up the situation. depending upon the type of job.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. If five questions are asked. at least two of them should be customer service-type questions. or is giving you a ―canned‖ answer.‖ But it won’t tell you HOW the individual works with difficult customers. I work with difficult customers all the time. if they have read a book on ―most commonly asked interview questions‖ and memorized an answer. ask a probing question or two to get more detail. ―What exactly did you say to the customer to get them to stop yelling?” Generally. Always ask open-ended questions. a probing question will generally fluster them and they will not be as confident in giving an answer. ―Have you ever dealt with difficult customers?” You probably will get an answer like.
Using the list of most important tasks you developed during the review of the Position Description. develop open-ended questions to determine if the candidate has the technical skills necessary for the job. Only ask technical questions that relate to that particular job.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS of another example to use in answering the question. develop open-ended questions to determine the candidate’s customer service focused competencies. 74 . They are arranged by the five personality factors identified above. There is a list of sample interview questions at the end of this document to help you. Using the list of customer service focused skills you identified from the position description are needed to do the job. Don’t ask a question about using equipment if they don’t use that equipment to do their job.
Before the interview starts. some managers may also wish to include a non-management employee with special knowledge of the position duties as part of a panel. Welcome the candidate and establish rapport by introducing them to the members of the interview panel. It is encouraged that all interview panels be as diverse as possible.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 4 Conducting the Interview Have an interview panel of at least two managers/supervisors. If you have handed the position description and organization chart out while they waited for the 75 . 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. 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. be sure to discuss interviewing procedures and confidentiality of candidate information with the employee prior to the interviews. If you choose to include a non-management employee on your interview panel.
―Let’s get a bit more focused and start asking the interview questions. approximate length of the interview. you need to diplomatically interrupt and redirect the candidate to the question at hand.‖ Even though the interview process is accomplished through a panel.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS interview to start. You may have to wait 30. or even 90 seconds for the candidate to start 76 . ask if they have any questions about the position or organization. Explaining the interview process can also help ease a candidate’s nervousness and also gives them information about the process. give ―canned‖ speeches. sometimes a candidate will need to think for a few seconds to come up with an appropriate example. one person should act as ―facilitator‖ and make sure the interview stays focused. In such cases. ―I think we’ve gotten a little off target here. ―Please give me a specific example about when you…‖ Because behavior-based questions require specific examples to answer them successfully. the interview will be a series of prepared questions asked by the interview panel designed to get to know the candidate. Let me restate my question. 60. including.‖ To clarify a response or to get a candidate to give specific examples you can ask. Some candidates tend to wander. or simply try to deliver a monologue. You might simply say. Transition into the main purpose of the interview by saying. and the panel will be taking notes during the interview.
All employment decisions will be based on the 77 . Every effort will be made to reach out to the broadest possible labor market. 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. If an answer does not give you the information you need to rate the candidate’s answer. so the candidate can start thinking of specific examples ahead of time and organizing their thoughts. or complete the rating process. After each interview take a few minutes for the panel members to summarize their thoughts and score the questions. 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. Affirmative Action Organizations value diversity in the workplace. 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.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS answering the question.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS most suitable candidate relative to a position. 78 . while taking into consideration Affirmative Action goals.
Occasionally. In these cases. 79 . persons listed by the candidate as references.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. more specific probing questions will be asked. 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. The Human Resources Background Investigator will verify information provided by the applicant by contacting former and current supervisors. In these instances. The Background Investigator listens for subtle innuendoes and long pauses after posing questions. and will evaluate whether the individual giving the reference sounds like he/she is struggling to carefully select each word.
For example.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. interview. 80 . examination. and the Director or Deputy Director. evaluation of background and references. 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 you have the approval of your supervisor. please work closely with Human Resources staff to verify certain information. you may contact that candidate and offer him/her the position. 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. Before you contact the candidate. This signed copy must be returned to Human Resources to document the understanding and the acceptance of the terms.
Human Resources can help you with this step. the best thing to do is to simply tell them that we hired the most suitable candidate for the position. each of the remaining candidates should be contacted to notify them that the hiring decision has been made. Informing Unsuccessful Candidates After the selected candidate formally accepts your job offer.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. If they continue to ask for information. Retention of Interview Materials Please collect all interview and selection materials and notes and return them promptly to Human Resources. contact your Human Resources staff for guidance in how to answer the candidate’s questions. 81 . If a candidate contacts you directly to ask why he or she was not hired.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 82 .
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. 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. 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. How did you do it and what happened? 6 Tell us about a demanding situation in which you managed to remain calm and composed. 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. Tell us about a time when you worked independently. 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 .
16 What has been your greatest success. 10 Tell us about a time when you achieved success through your willingness to react quickly. 11 Tell us about a time when you disagreed with a procedure or policy instituted by management. 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. 14 If I call your references. 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. Give us a specific example of when you had to give yourself that extra push. 13 How do you determine what constitutes a top priority in scheduling your work? Give a specific example.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS time. personally or professionally? 84 . 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. How did you discover or come to notice it. and what did you do? 9 We often have to push ourselves harder to reach a target.
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.
Give us a specific example of when you had to vary your work style with a particular individual. 86 . 4 Describe a particularly trying customer complaint or resistance you had to handle. How did you handle it? 7 In working with people. positive relationship with one of your customers. Give us a specific example of when you were able to do this. How did it work out? 8 It is important to remain composed at work and to maintain a positive outlook. 3 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. we have to be flexible in our style of relating to others. Tell us about a time when you encountered such a person. 2 Give us an example of how you have been able to develop a close. feelings and concerns. 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.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. Therefore.
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. What did you do? What was the outcome? 12 There are times when people need extra assistance with difficult projects. Give us an example of a time when you achieved success through attaining insight into the other person’s perspective. Give us an example of when you offered assistance to someone with whom you worked.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. 87 . 13 Tell us about a situation in which you became frustrated or impatient when dealing with a coworker. Give us an example of a time when you worked on a team to complete a project. 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. What did you do? What was the outcome? 14 Many jobs are team-oriented where a work group is the key to success.
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. How did you communicate the decision and what was the outcome? 88 . tell me how you handled it. How did you handle the situation? 18 We don’t always make decisions that everyone agrees with. If you have had such an experience. Give us an example of an unpopular decision you have made.
6 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. 8 All jobs have their frustrations and problems. What did you do? 5 It is important that performance and other personnel issues be addressed timely.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Believable 1 Describe your ideal supervisor. 7 Give a specific example of how you have involved subordinates in identifying performance goals and expectations. 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. Including examples of the process you used for any disciplinary action taken or grievance resolved. particularly one that was odd or unusual. Why were they frustrating and what did you do? 9 Jobs differ in the degree to which unexpected changes can disrupt daily 89 . Describe some specific tasks or conditions that have been frustrating to you. Give examples of the type of personnel issues you’ve confronted and how you addressed them.
What did you do about it? 12 What do you do differently from other (__________)? Why? Give examples. 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. 13 We don’t always make decisions that everyone agrees with. 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. 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. 90 .
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.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. How did you manage yourself? 8 Many of us have had co-workers or managers who tested our patience. What was the outcome? 5 On occasion. Give us the details surrounding a situation when you had to insist on doing something ―your way‖. What did you do. 6 Being successful is hard work. even though there was pressure to act quickly. we have to be firm and assertive in order to achieve a desired result. 7 In job situations you may be pulled in many different directions at once. 2 Tell us about a time when you had to motivate a group of people to get an important job done. 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. Tell us about a specific achievement when you had to work especially hard to attain the success you desired. Tell us about a time when you restrained 91 . Tell us about a time when you had to do that.
(restrained) 9 In working with people. Therefore. Give us a specific example of when you had to vary your work style with a particular individual. 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. we find that what works with one person does not work with another. we have to be flexible in our style of relating to others.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS yourself to avoid conflict with a coworker or supervisor. 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. Think of a time when you had to handle unreasonable requests. 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. What did you do? What was the outcome? 14 Sooner or later we all have to deal with a customer who has unreasonable demands.
Why were you effective? What was the outcome? 16 How do you know if your customers are satisfied? 93 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS complaint.
What was the outcome? 4 We have to find ways to tolerate and work with difficult people. 5 Many times. How did it turn out? 9 Tell us about a time when you put in some extra effort to help move a project 94 . 3 On occasion. we experience conflict with our superiors. Tell us about a time at work when you had to change focus onto another task. boss. What was the outcome? 6 Tell us about a time when you received accurate.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. or customer. Tell us about a time when you have done this. 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. a job requires you to quickly shift your attention from one task to the next. negative feedback by a coworker. Describe such a situation and tell us how you handled the conflict. 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.
How did you do that? What happened? 10 Describe suggestions you have made to improve work procedures.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS forward. How did it turn out? 95 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 96 .
You should: Review the position description and qualification requirements (refer to the vacancy announcement). 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. Thoroughly review all candidate applications.
Although you are not required to interview all candidates. 98 . Formulate questions and write them down. This will help ensure you ask all candidates the same questions.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS others? Decide who you will interview. Allow 1-2 hours for the interview. think about the perception of other candidates if you interview only one person.
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 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Conducting the Interview After welcoming the candidate. Probe for additional information. spend a few minutes chatting informally. or you may use neutral phrases. 100 . If you are silent for a few seconds after the candidate responds. Ask questions and listen. It’s distracting to you and the candidate. oh? That may prompt the candidate to elaborate further. It will help you both relax. that may allow them time to think of additional things to say. or. Take notes. you are not prohibited from asking additional questions. but don’t try to capture every word. Give a brief overview of the job and mission of the organization. it is the candidate who should be doing most of the talking.) Indirect probing is also an effective way to elicit more information. such as: I see. (Although it is important that you write down a list of questions before you begin the interviews. The point is that in this phase of the interview. Ask the candidate to elaborate on or clarify what was just said.
This is where you can elaborate on the Organization. TIPS ON INTERVIEWING. your lab. etc. Some suggested interview questions can be found in Section III. leave. holidays.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Allow the candidate time to ask questions. Inform the candidate about maxi flex. and/or the specific job. benefits. 101 .
102 . Be prepared to advice on the timeframe for selection and how the selectee will be notified. and/or having an interest in the Organization and position. Inform the candidate of the next step. Inform the candidate that references will be checked. you may: Ask if the candidate is still interested in the position.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Closing If the candidate won’t be considered further. Thank the candidate for coming for the interview. close the interview diplomatically. If you are interested in the candidate. applying for the position. Write up your notes.
You may wish to do so after a selection has been made.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. 103 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 104 .
or environment. The panel is facilitated by a person trained in the method. The candidate describes. a past experience that demonstrates the KSA or competency to a panel. in detail. debriefing. and abilities) and SPFs (selective placement factors) you used in the vacancy announcement. Questions are developed prior to the interview. activity.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS TIPS ON INTERVIEWING Questions/ Assessment Tools Careful thought should be given to constructing the interview. orientation. the 105 . Encourage the candidate to give an example of a real situation. The same basic questions are asked of each candidate. skills. The Traditional Interview. There are various assessment tools available to evaluate candidates including: A. The phases of the process include planning. or problem that includes: a description of the context. and interviewing. the kind of questions you ask will determine the type of person you select for your position. Together with the KSAs (knowledge. and follow-up documentation. Additionally the interviewer can. evidence or characteristics of the audience. The Behavioral Event Inventory (BEI). B.
The only yes or no question you should ask is. and the outcome.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS action taken. ―Are you still interested in this position?‖ 106 . Asking yes and no questions will severely limit the kind of information you obtain from the interview. Ask open-ended questions.
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.
mentoring. problem or event that demonstrates: 108 . Ask each candidate to describe a situation. and integrity/honesty (either work related or outside experience). Use of skills and abilities as a leader under stressful conditions. Ability to instill trust and confidence in others. This competency includes oral and/or written communication. influencing/negotiating. or event that demonstrates: Ability to work with a diverse group. all candidates must be evaluated using the following two competencies: A. partnering. team building. Ask each candidate to describe a situation. problem. B. This competency includes conflict management.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). and political savvy. cultural awareness. Leading People. interpersonal skills. Building Coalitions/Communications. Ability to prevent or mediate a conflict or disagreement or overcome dissension in a group.
etc. 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. 109 . 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.
Remember. The American with Disabilities Act (ADA) separates the hiring process into three stages: pre-offer. post-offer and employment. experiences and interests.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Interviewing People With Disabilities Concentrate on the applicant’s technical and professional knowledge. not on the disability. abilities. skills. at which stage pre-offer. Definition of a ―Disability-Related Question‖ means a question that is likely to elicit information about the disability. post-offer. Definition of ―Medical Examination‖ is a procedure or test that seeks information about an individual’s physical or mental impairments or health. hire a person. and supervise a person. You can interview a person. At each stage.. hire a disability or supervise a disability. Therefore. the rules differ regarding the permissibility of disability-related questions and medical examinations. you cannot interview a disability. 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. or employment) in the employment process? 110 .e.
For examples of some commonly asked questions on ―Pre-employment Disability Related Questions and Medical Examination Questions. even if the questions or examinations are related to the job.‖ please refer to the Equal Employment Opportunity Commission website at www.gov/docs/preemp. 111 . the law allows all disability-related questions and medical examinations.eeoc. as long as all entering employees in the job category are asked the questions or given the examinations.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS At the first stage (the pre-offer stage). The law requires that medical information collected at any stage must be kept confidential. At the third stage (after the employee starts work). the ADA prohibits all disability-related questions and medical examinations. At the second stage (after the applicant is given a conditional job offer). the law permits disability-related questions and medical examinations only if they are job-related and consistent with business necessity.html.
if he or she requests one. Agencies employment offices and interviewing location(s) are to be accessible to applicants with mobility. 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. provide an interpreter for an applicant who is deaf.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). provide the assistance. provide details or specific instructions to applicants with cognitive disabilities. 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. if this type of accommodation is required. The ADA prohibits disability-related questions or medical exams before a real job offer is made. visual. Do not let a rehabilitation counselor. if a person who is blind states he or she will need help filling out forms. 112 . hearing or cognitive disabilities. For example.
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. how. when and by whom each task or operation is performed. Make sure that all questions asked during the interview are job-related. because such information is likely to reveal whether or not the individual has a disability. Do not ask whether or not the individual needs an accommodation to perform these functions. 113 . This is an ADA requirement to ensure that an applicant with a disability in not excluded before a real job offer is made. Speak to essential job functions regarding the position for which the applicant is applying. as well as why. where.
Use professional terminology to evaluate the candidate’s knowledge. Keep the interview under control. help the candidate feel at ease. even if it means saying something negative (e. Know yourself and your Understand that we tend to hire people who look like us. Do they concern opportunities for self-improvement and increased responsibilities.. or only pay and fringe benefits? Be objective. Be honest..g. it’s your job to get back on track. Listen attentively.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Interview Do’s and Don’ts DO. Consider potential as well as current ability. Be friendly to establish rapport.. stereotypes. Note the kinds of questions the candidate asks. If the interviewee becomes verbose or drifts off the subject. the facility is 114 .
Take detailed notes. Relax and enjoy the interview. and probe. Try to impress the interviewee with your knowledge. You’ll become more flexible and react easily to different situations and personalities as you gain experience. DON’T. knowing that you can easily get back on track. Hide demands of the job. It may keep you from observing nonverbal 115 .. Make commitments you may regret or are not authorized to make. Look for reasons. Observe the candidate. A good candidate reacts favorably to these..AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS old and there is not much office space). Just don’t overemphasize it. Use a rigid or overly standardized approach. Talk too much. If you’ve prepared your questions. Be satisfied with surface facts. you can be flexible during the interview.
Raise candidates’ hopes when they are not likely to be selected. or over-defined Be aggressive or evasive. Ask convoluted questions. Ask questions in a way that indicates the answers you want.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS responses and maintaining the conversational flow. 116 .
Reference checks will help: Verify information the candidate provided both in the application and during the interview. Never make an offer (remember.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS CHECKING REFERENCES You have completed the interviews. but the reference check is really the only way you have to verify information given by the candidates. 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. A resume and interview are great tools. A comprehensive reference check goes back 5 years and includes contacting a minimum of three sources that are knowledgeable about the candidate’s abilities. Normally. you will conduct a reference check on the one or two finalists. You gain insight into who your candidates are and how they behave in the workplace. Reliability of the reference check is based on the concept that past performance is a good predictor of future performance. but you are not done yet.
118 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS your selection.
Candidate’s colleagues–business or work associates will sometimes provide an objective analysis of the candidate’s strengths and weaknesses.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Which References Should I Check? Academic references–institutions and teachers/professors. Ask them for names and positions of other persons who know the candidate and contact them. Seek your own independent sources who know the candidate. Your network of associates/associations. 119 . professional Candidate’s personal references–they will generally provide a favorable reference. Current and former supervisors– immediate supervisors are often the best sources for reliable information about a candidate’s work performance.
keep listening and asking more questions. Always check dates and times the person giving the reference worked with or supervised the candidate. Keep the conversation casual. If you speak to the person in a relaxed manner. Seek out judgmental comments and try to read between the lines of what the person is telling you. 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.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. and then Determine if there is a personal 120 . Ask open-ended questions and probe. you will get better results. Do not eliminate one candidate because of poor references and then neglect to check references from the remaining candidate(s). Use telephone reference checks rather than mail inquiries since they are faster and less time consuming. If the reference provider keeps talking.
let the other person do most of the talking. 121 . overshadow less obvious or possibly negative traits. Do not use leading questions such as ―He’s a good manager.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS relationship. Give only a general description of the vacant position. isn’t he?‖ Do not let a prominent characteristic. such as a poor leave record. Too many details may bias the reference person in formulating their answers. Speak to someone in addition to the current supervisor. Listen carefully to the answers you are given and take notes. such as a good academic record. A dishonest supervisor may try to unload a problem employee by giving a glowing reference. As in the case of the employment interview.
with 1 being poor and 5 being excellent. we may become obligated to disclose the information to the applicant or others involved in the selection or review process. The information you provide will be considered along with other information submitted by the applicant and other references. RATINGS 12345 Work ethic? 122 . ―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. 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.‖ Then. we recommend you begin with. 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.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS
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
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS
Would you rehire the candidate? Is there any other information concerning the candidate’s qualifications, character, conduct and general fitness I should know about?
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS
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
126 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS for employment as a reprisal. 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).
confidence.g. the candidate responded to questions with: (e. What are the candidate’s shortcomings in relation to this position? 3. poise. The candidate was evasive about: 6. Overall..AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS RECORDING A PROFILE OF IMPRESSIONS Candidate’s Name_______________________ 1. openness. Contradictions or inconsistencies noted were: 5. 127 . The candidate seemed knowledgeable about/ interested in: 4. What are the candidate’s strongest assets in relation to the requirements for this position? 2.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS directness. evasiveness. Overall. less than positive. glibness. mediocre. etc. reference checks were positive.) Examples? 7. Examples/key descriptions or characteristics? 128 .
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Supervisory and Managerial Competencies: Leading People is there evidence demonstrating: 1. Ability to foster cooperative working environment among employees? 5. Ability to develop management problems? 3. Ability to objectives? establish solutions to performance 4. Ability to gain commitment and support from others? 2. Ability to deal with morale and employee concerns? 129 .
Working as a member of a team? 3. Expression of ideas and views that others understand and that influence (persuade) them to act? 130 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Building Coalitions/Communication: Is there evidence demonstrating: 1. Conflict resolution? 2.
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. Simply posting the vacancy on job websites will not guarantee that you receive quality applications for the job. 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. This chapter provides suggestions on steps YOU should take to ensure YOUR recruitment activity works for YOU. desirable pool of candidates. 131 .
o Develop your ―Quality Experience‖ definition. o Determine if it accurately reflects the knowledge. o Determine if you will need to recruit nationwide or if there will be sufficient candidates in the local commuting area 132 . Federal Career Intern Program. Identify experience a candidate will need to bring to the job on day one. special hiring authorities for individuals with disabilities or veterans. or other hiring methods. skills. and USDA Direct Hire Authority. Career Enhancement Program.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. o Ensure that the KSAs can be directly related back to duties and responsibilities in the position description. Consider alternative hiring methods o Determine if the position can be filled using the Student Career Experience Program (SCEP). and abilities (KSAs) needed to perform the job. Think about the vacancy announcement o Determine who the applicants are you are trying to reach.
AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS to give you a diverse applicant pool from which to select. o Identify newspapers. journals. o Identify colleges and universities or professional societies and organizations where the announcement should be mailed. Contact your servicing HR Specialist o Discuss recruitment strategies and alternatives. or online advertising sites that might be useful in marketing the job. Submit all required paperwork 133 . o Contact the Recruitment Office and your Area Civil Rights Manager for ideas on how to reach a diverse candidate pool. o Identify colleagues (both within and outside the organization) who can help in marketing the job. and Professors if you are located on a campus to promote and highlight the many career opportunities available with ARS. o Visit or contact the Career Center. o Keep in touch with your HR Specialist by e-mail during the recruitment process. as well as expectations for completion of the action. Develop a strategy to reach your candidate o Identify ways to market the job announcement to reach potential applicants. Deans.
o Submit draft ad text along with the request to save time (remember. o Submit your ―Quality Experience‖ definition. your servicing HR Specialist must review and approve all ads prior to being placed).AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS o Submit all position descriptions and forms needed to request the personnel action. 134 .
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. and don’t give the impression they will get the job. and online job boards. magazines. however. colleagues. 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. or organizations you have identified. o Document your efforts. stakeholders. and place ads in newspapers. Develop Interview Questions 135 . replace panel members immediately. and peers with a brief note asking for assistance in publicizing the job. o E-mail the announcement to co-workers. o Ask interview panel members to block out time on their calendars for the interview process. schools and colleges.
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. Contact Your HR Specialist Throughout The Process o Ask if you are receiving applications. 136 .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.
if they are on the certificate. 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. they meet the qualifications for the position. Set a timeframe to complete the interviews. Remember. interview panel – give them guidelines). Ask for help from colleagues as needed. o Advise the candidates of the process you will use to conduct interviews (for example. o Advise applicants of your timeframe for conducting the interviews – if they are interested.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. they will make themselves available. Talk to your HR Specialist if you have concerns. Conduct Reference Check 137 .
o Notify HR Specialist of your decision and discuss options for offering recruitment incentives. recruitment incentives and bonuses. o Ask the HR Specialist to issue the written employment offer including information on negotiated pay. the HR Specialist must make the official offer of employment. incentives. Remember. and EOD date.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS o Always conduct reference checks on top candidates! This is more critical than ever before. o Obtain required area/organization approvals of the selection and incentives being proposed. 138 . Make Your Tentative Selection o Contact the candidate selected to advise that their name is being recommended to Human Resources. etc. Ask if any issues with pay. EOD.
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. and other documents the new employee should read. Prepare for the new employee/s arrival o Make copies of appropriate policies. o Prepare the performance plan and provide it along with a copy of the position description on the first day of work. procedures.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. 139 . discuss the job and work they will be doing. o Set time on your calendar to spend with the new employee on the first day – show them around the facility. o Have the employee’s workspace cleaned up and the desk stocked with essential supplies. o Contact the candidates interviewed and encourage them to apply for other positions.
if any.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS provide time to read through materials. o Make sure the employee is set up with an e-mail address and computer access. o Inform the employee of the probationary period requirements as well as the promotion potential. 140 . and let the employee know they can ask questions. etc. o Identify a mentor and develop an Individual Development Plan (IDP) to address with the employee. of the position.
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. 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 .) How widely communicated are the organization’s written recruitment. Ask yourself these questions to help assess whether or not your organization’s policies and procedures are current and include new requirements. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. assessment and selection processes supported by written policies and procedures that are up-todate. assessment and selection processes. accurate and complete? (Ideally within 2 years. Are recruitment.) Does the organization utilize these policies and procedures for the recruitment.
and evaluating candidates)? 142 .) Does the organization provide training and/or written guidelines about recruitment. 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. 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. 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. reviewing applications. supervisors.) On average.g. conducting interviews..AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Does the organization follow a formal recruitment.
networking.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. Employment Security Department. 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. local and regional newspapers. etc. civic organizations.) Does the organization track the effectiveness of different recruiting methods? Are recruitment sources periodically evaluated to assure they meet the needs 143 . county or local labor force demographics? Does the organization utilize specialized recruitment strategies to attract hard-tofind. professional organizations. as well as attract a diverse pool of applicants. qualified candidates? What recruitment strategies are utilized to attract hard-to-find qualified candidates? (Ideally executive search firms. job fairs. internet job sites.
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 . bargaining agreements. 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. laws. regulations. and professional standards.
background checks.) 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.) What percentage of the final selection decisions is documented? (This includes reasons for hire versus non-hire. regulations. What methods are used for the selection process? (Ideally selection matrix. interview notes. and professional standards. reference checks. skills testing. etc.
138 Accommodating Persons 5. 74. 117. 13-15. 21. 17 Aircraft and Avionics Equipment Mechanics and Service Technician 8. 50. 137-8. 55. 82. complex 20. 144-5 qualified 25. 144 applicants 19-21. 24 aircraft mechanics 13. 44. 20. 77-8. 9. 68. 21. 81. 45. 65 Aircraft and Avionics Equipment Mechanics and Service Technician job 9 aircraft capability. 130. 144 application forms 43. 62 AIRCRAFT 2-147 aircraft. 28 full-time 16 aircraft mechanics gain experience 21 aircraft systems. 133. 106. 26. 45 applications 7.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS INDEX* A ability 25. 52. 143 impressive 140 146 . 56. 115. 80. 11. 124. combined 18-19 A&P mechanics 15 applicant pool 134. increased 15 aircraft maintenance 18. 18 airframes 18-19 airlines 18. 100. 66. 25-6. 26 airframe mechanics 15. 133. 23-4. 81. 136. 24-5. 26 American with Disabilities Act see ADA announcement 134. 25 airplanes 13-14. 31. 113 accommodations 113-14 ADA (American with Disabilities Act) 111-13 ads 37-8. 28-9. 140. 37 advancement 3. 57. 31 large 24-5 major 12. 98. 17. 145 answers 49-50. 135-6 classified 35. 122-3 candidate's 78 A&P certificate. 46. 113. 47. 70-1. 109-11. 137. 57 agencies 41 aircraft 7. 123. 29. 23-4. 118. 41. 17-18. 16. civilian 15. 111-14. 28 regional 12.
62. 134 candidate time 102 106. 84 candidate 60. organization's 52. 67 Behavioral Event Inventory (BEI) behaviors 67-8. required 139 Armed Forces work 23 assessment 142-3 assessment tools 5. 109 106. 57. 15. 98. 140 calm 71-2. 101-4. 138. 26.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS area/organization approvals. 109 147 . 28 B background 80-1. 7-9. 71-3 BEI (Behavioral Event Inventory) BEST candidate 66 book 2. 90 authority 55. 145 best 60. 144 evaluating 143 non-selected 140 potential 136 qualified 8. 132-4. 144 selected 82 top 139 candidate applications 98 candidate contacts 82 candidate information 76 candidate pool 132. 66. 108 atmosphere 87-8. 123-8. 126 aviation 12. 64. 62. 138-40. 22-3. 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. 146 candidate's 118 background information 52-3 basis. 106. regular 59. 58. 109. 74 business. 54 C calendars 136. 106 associations 39 professional 35. 74-82. 38-9. 98-9. 86. 120-1. 11518. 64.
138 certification 18-19 children 44 co-workers 88. 39. 44. 66-8. 136 colleges 25. 51 coworkers 36. 18. 80. 108 certificates 5. 66-8. 144 contact employers 31. 45 copy 45. 36-7. 46-7 148 . 36-7. 139-40. 31. 134. 67 compliance 145-6 computers 15. 123-4. 88. 8. 53. 64 technical 62-5. 58. 80-2. 71 counseling 40-1 country 56 coursework 17. 136 interpersonal 70 contact 31. 136. 55-7. 137. 100 conflict 93. 47. 19. 106. 136 community service organizations 42 commuter 12. 23. 125. 136 conduct interviews 138 conduct mock interviews 36 Confirming/Scheduling Interview 4. 64.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. 41 contact information 43. 74-5. 142. 42. 95. 127. 140 cost 39. 60 compensatory time 59 competencies 62. 54. 118. 60 conduct 118. 41. 109. 145 perfect candidate's 62. 134. 58-9. 109. 93. 71-5. 84 candidate's 75 perfect candidate's 67 D databases 42. 120. 92-3. 95 customer service 47. 40. 25 company 2. 56.
44. 57-8 easygoing 69. 17. 106. 139-40 unpopular 89. 130. 81. 95 evidence 43. 126-7. 91 degree 44. 60. 11. 39-40. 49. 72 duties 26. 112 examples 48. 51. 89. 136 earnings 3. 49-52. 68. 111. 26 Eligibility for Personal benefits 81 employees 53. 113-14. 23-4. 139. 40. 98. 130-1 examinations 21. 133 E e-mail 47. 133 cognitive 113 Diverse Group of Interview Panel Members diversity. 53. 140-1 non-management 76 employee's workspace 140 employers 19-21. 113 disability 111. 37. 145 employment interview 122 Employment of aircraft and avionics equipment mechanics 23 employment process 111 engines 13-16. 56. 112. 57-9. 54. workforce 144 Descriptors 69-71 designations 2 Develop Interview Questions 74 diagnose 20 Disabilities 5. 91. 91. 77-8. 85. 109. 111. 51. 66. 51 electrical work 30 electronics 18. 129 experience 19-21. 76. 46. 133 F 136 149 . 126. 42-4. 42-4. 26. 39-40. 80. 75 Equipment Mechanics and Service Technician 63 evaluations 81. 22. 46. 11. 21.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS decision 84. 43-6. 54. organizations value 78 down-to-earth 70. 123 employment 3. 134. 90-1. 71-2 education 17. 112. 67. 19 equipment 14. 89. 46. 111. 111. 90 demographics. 91. 81. 126. 35. 137. 28. 66.
139-40 I IDP (Individual Development Plan) 141 Individual Development Plan (IDP) 141 individuals 29. 58 Federal Aviation Administration see FAA Federal Government 23. 98. 54 air transportation 25 information candidates 7 informational interview 37 Informing Unsuccessful Candidates 82 inspection 13-14 inspectors 21 instructions 2. 109-10 guides 45. 99 HR see Human Resources HR Specialist 134. 17-19. 136-9 servicing 134-5 Human Resources (HR) 81-2. 21 FAA certification 18-19 families 29. 9. 28. 36. 113. 92. 142-3 holiday work 56 hours 13. 60. 91. 59. 70. 145 hiring decision 80. 40-1 firms 55 large 55 format 45-6 G Good references 44. 98. 31. 111. 70. 132. 45. 56. 35. 19. 16. 60-1 H half-hour interview 74 hard-to-find 144 he/she 80-1 hiring 4. 41. 51 graphics 47-8 groups 38.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS FAA (Federal Aviation Administration) 12-13. 110. 113 150 . 82 hiring methods 133 hiring process 80. 136 industries 23. 133.
49 job listings 38-40 job openings 3. 84. 99. 111 International Association of Machinists and Aerospace Workers 29 Internet 31. 145 job applicants 25. 133 candidate's 115 151 . 56. 36. 106. 50. 77. 47. 40 job search wisdom 8 job seekers 39-40 Job Service 39 job title 44. 71 K keywords 38-9. effective 36 interviewing location 113 Interviewing People 111 interviewing procedures 76. 145 sample 75 suggested 102 interviewee 115-16 interviewer 40. 74. 53-4. 138. 64. 65. 108. 134. 113-16. 1034. 15 interests 40. 111. 76-8. 103-4. 43. 113 job candidate 123 Job Interview Tips 3. 46. 143 interview panel 76-7. 50. 77. 48 internships 35. 101. 68. 136. 106-7. 34-7. 113 Interviews Immediately 138 italics 47-8 J job announcement 45. 138 interview panel members 136 Interview Panel Members and Set 136 interview process 66. 102.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS instruments 13. 63. 106 Interviewing 4-5. 34. 106 interviewer information 50 interviewing 62. 41. 20. 81-2. 113. 118. 116. 7-9. 136 interview questions 4-5. 48-50. 98. 40. 46-7 knowledge 18. 132. 38-9. 106 interviewing. 108. 98. 62-3. 42 interview 4-5.
36 mind 37. 40. 81-2 liability 2 libraries 37. 68-9. 47-8. 21. 18 mechanics work 14-15 Median 28 Medical Examination 111-12 members 29. 87 limited work 15 list 37.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS KSAs L Labor unions 35. 122. 95 106. 45. 17 Most workers 12 N newspapers 37. 92. 145 letters 7. 71. 59. 133 152 . 90 Manager Competencies 5. 136 mechanics 13-22. 72. 72 methods. 36. 92. 76. 142-3 personnel 31 marketing 134. 134. 109 Managerial Competencies 5. 25 maintenance work 18 management style 87. job search 3. 62. 136 nonprofit organizations 41 O occasion 89. 46. 58 Likeable 4. 39 laws 17. 66. 53. 53-4. 130 managerial interviews 109 managers 60. 58. 43. 34. 24-6. 49 Most mechanics 15. 28-30 certified 18 powerplant 15. 136 maintenance 13. 112. 75 M magazines 52-3. 64. 131 methodical 70. 39. 76. 124.
70. 75 personnel 143 personnel action 126. 87-8. 107 outgoing 4.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS occupations 3. 64. 134. 44. prohibited 126 person's ability 69 person's perspective 88 phases 101. 71. 106. 104. 93. 136-7 paperwork 84 performance. 30 Office of Personnel Management (OPM) 31. 66. 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. 64. 111. 106. 136 panel members 78. 12. 136. 116. 99. 41 optimistic 71-2 order 62. 101-4. 92 overtime 16. 80. 69. 49-50. 22 placement offices 35-6. 135 personnel issues 90 Personnel Management 41 personnel practice. 62. 91-5. 92. 24-5. 106 phrases 45-6 pilots 14. 142-6 civic 144 large 52 organization chart 76 organization track 144 organization's goals 144 outcome 84. 87-9. 120-2. 52-9. 57-9 P panel 76-7. 72. 124 five descriptive elements of 67-8 personality factors 68. 68. 11. 77. 76-7. 80. 66-7. 41 open-to-new-ideas 70. 108. 110 organization 42. candidate's work 120 person 2. 47. 58 153 . 67.
140. 120 referrals 40 regulations 145-6 Reliability 118. 135 questions candidate's 82 disability-related 111-13 open-ended 74-5. 80 R range 70-1 high 69-70 recruiting 60. 132. 15. 44. 58. aircraft mechanic training 12. 142-3 recruitment incentives 139 recruitment process 132. 142 position announcements 145 post 38-9 Pre-employment Disability 112 Private employment agencies 35. 103. 60. 116. 90. 121 problem 14. 134. 144 Reference Check Questions 5. 24 project 84-5. 132. 138. 109 process 34. 123. 142 products 2. 144 professions 38-9 programs. 88. 106 policies 6. 80-1.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS planes 13. 91. 134. 37. 95 propellers 15 publisher 2 Q qualifications 3. 23. 51. 51. 11. 142 applicable organization 145 organization's 58. 76-8. 107. 123 reference person 122 references 44. 22. 108. 120-1. 142 Quality Experience definition 133. 140. 121 probing 74. 143 recruitment strategies 6. 132. 85. 98. 52-3 professional organizations 36. 85. 85. 41 probe 101. 124 154 . 40. 146 References 5. 20. 106. 36. 47-9. 106. 43. 144 recruitment 6. 25 planning 4. 129. 86. 17. 136. 137-8. 90. 118.
52. 57. 84. 123. 103-4. 118 scannable 47-8 Retention of Interview Materials 82 risk. 66. 87. 95. 68. 111 interpersonal 109. 28-9. 139-40 selection policies 142-3 selection procedures 145-6 selection processes 4. 11. 62. 39 State employment service offices 35. 115 155 . 76. 124 technical 17. 133 resume 36. 77. 62. 50. 86. 9. 124 skills/experience 98 social worker 114 staff. 55-7. 52-3 set 45. 50. 21. 88-9. 91. 13. 142. 119. 58-9 schedule 13. 667. professional 145-6 start 45. 109. 43. 39-40 State organization 81 State's workforce 40 step 4. 64. 135 resilient 71-2 responsibilities 16. 74. 17-18. 93 subjects 44. personal 69 S salary 28. 45. 46. 23-4. 116 skills 7. 25. 143 State employment service 31. 103. 38-9. organization's HR 145 standards. 43-8. 20. 43. 59. 145-6 self-confident 71-2 Service Technician 3-4. 136. 7. 126. 74. 64. 45-6. 138. 66. 91-3. 39-41. 82. 22. 75.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS repairers 30 request 48. 14. 80. 132 style 9. 138 scheduled interviews 100 scheduling 85-6 School career planning 35-6 seconds 77. 16. 98. 31 SERVICE TECHNICIAN JOBS 2-147 service technicians work 23 services 2. 109. 75. 56-7. 106. 101 selection 5. 141 Share interview questions 137 situation 71.
74. 45. 17. 86 electrical 14 official employment information 31. 138 approximate 136 TIPS 4. 26 technologies 15. 78. 75. 88. 41 T tasks 20. 22. 120. 90 success 8. 93. 93. 52. 53. 91-3. 122-4. 15. 60. 95.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS subordinates 87. 90-1. formal 19. 20 tests 14. 55. 106 Tips for Checking References 5. 85. 68. 19. 56. 88. 56 air 23 U unions V 29 156 . 95. 121. 91-2 achieved 85. 98. 102. 62-4 Top-Paying Aircraft and Avionics Equipment Mechanics 8 top priority 85-6 track 115-16 trademarks 2 Traditional Interview 106 training. 22. 118 behavioral interviewing 145 top 20. 130 system 9. 135-6 time constraints 68 time demands 70 time pressure 15 timeframe 103. 132-3. 19. 34. 143 Supervisory and Managerial Competencies 5. 36. 121 tools 17. 41. 80-1. 91. 15-16. 62. 67. 45. 114 technicians 15. 88 supervise 111 Supervisor and Manager Competencies 5. 109 supervisors 21. 21 transcripts 51 Transport Workers Union of America 29 transportation 28. 111 time 7-8. 84-9.
hourly 28 Web sites 37. 138 W wages. 108-9. 84-5. 54-5. 132-3 vacancy announcement 5. 92-3. 68-70. 93 work team's progress 70 work telephone numbers 48 workers 23. 30. 59-60. 101 work 3. 124 work ethic 123 work experience 7. 37-8. 136 venturesome 70. 52. 88. 106. 45-6 work experience requirements 21 theses 19 work group 88 work history section 46 work-related injury 16 work style 87. 133. 43-5. 98. 41 dislocated 40 qualified 39 workers use 46 Workforce Investment Act (WIA) 40 workplace 78. 39 weekend work 16 WIA (Workforce Investment Act) 40 words 45. 118 workshops 86 host 36 Y youths 40-1 157 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS vacancy 5. 13-20. 47. 87-8. 24-6. 57. 18-19. 140 work environment 15. 95. 133. 80. 72 veterans 40.
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