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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Sections

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

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

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

ISBN 978-1-74244-561-8

90000

9 781742 445618

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

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

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

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

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

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

including the one that will actually hire you. 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. logic. The triumphant jobseeker is the one who not only recognizes these inconsistencies and but also uses them to his advantage. Instead.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS connect with prospective employers. 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. Think that "companies approach hiring with common sense. 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. it deliberately challenges conventional job search wisdom. whether you want to work for the government or a company. Highly recommended to any Aircraft and Avionics Equipment Mechanics and Service Technician jobseeker. You'll plan on using it again in your efforts to move up in the world for an even better position down the road." for example). and in so doing. offers radical but inspired suggestions for success. 7 .

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

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 9 .

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

but keen competition is likely for jobs at major airlines. and in general aviation. at FAA repair stations. Job opportunities are likely to continue to be best at small commuter and regional airlines. 11 . 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). which offer the best pay and benefits.

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

and check for corrosion. measure the tension of control cables. and tail. Mechanics work as fast as safety permits so that the aircraft can be put back into service quickly. propeller-driven airplanes. mechanics use precision instruments to measure parts for wear and use x-ray and magnetic inspection equipment to check for invisible cracks. and cracks in the fuselage. hydraulics. Some mechanics work on one or many different types of aircraft. They repair or replace worn or defective parts. distortion. mechanics may troubleshoot the electrical system. Others specialize in one section of a particular type of aircraft. wings. or electrical system. such as jets. After completing all repairs. and replace any defective electrical or electronic components. To solve the problem. a pilot may discover that the aircraft's fuel gauge does not work. they must test the equipment to ensure that it works properly. After taking an engine apart. 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. Mechanics also may repair sheet metal or composite surfaces. such as the engine. In small. For example. Other mechanics specialize in repair work rather than inspection. independent 13 . They find and fix problems that pilots describe. during a preflight check. and helicopters.

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

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

most learn the skills needed to do their jobs in 1 of about 170 Aviation Maintenance Technician schools certified by the FAA. Aircraft trade schools are placing more emphasis on technologies such as turbine engines. Coursework in schools normally lasts from 12 to 24 months and provides training with the tools and equipment used on the job. Although a few people become mechanics through on-the-job training.900 class-hours. and aviation electronics.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Training. aviation technology. Education and training. Most mechanics learn their skills in an FAA-certified Aviation Maintenance Technician School. or aviation maintenance management. Other Qualifications. Technological advances have also affected 16 . FAA standards require that certified mechanic schools offer students a minimum of 1. About one-third of these schools award 2-year and 4-year degrees in avionics. By law. and have a high school diploma or its equivalent in addition to having the needed technical skills. fluent in English. composite materials. and Advancement Most mechanics who work on civilian aircraft are certified by the FAA. which requires mechanics to be at least 18 years of age. which are increasingly being used in the construction of new aircraft.

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

FAA regulations require current work experience to keep certificates valid. The FAA allows certified airframe mechanics who are trained and qualified and who have the proper tools to work on avionics equipment. Written tests are administered at one of the many designated computer testing facilities worldwide. oral. applicants for all certificates must pass written. usually through outside contractors. In addition to having experience or formal training. Mechanics also must take at least 16 hours of training every 24 months to keep their certificates current. All tests must be passed within a 24.000 hours of work experience in the previous 24 months or take a refresher course. while the oral and practical tests are administered by a Designated Mechanic Examiner of the FAA. avionics technicians are not required to have FAA certification if they 18 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS experience working with both engines and airframes for a combined A&P certificate. Many mechanics take training courses offered by manufacturers or employers. and practical tests that demonstrate that they can do the work authorized by the certificate. However.month period to receive certification. although completion of a program at an FAAcertified school can be substituted for theses work experience requirements. Applicants must have at least 1.

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

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

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

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

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

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

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

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 26 .

10 and $28.25 and $29.47 24. The middle 50 percent earned between $20.71 in May 2008.87.85.45.95 Median hourly wages of avionics technicians were about $23.71 in May 2008. Those who graduate from an aviation maintenance technician 27 . The middle 50 percent earned between $20.02.98 24.96 24.27 20.19. and the highest 10 percent earned more than $30.25. The lowest 10 percent earned less than $15.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Earnings Median hourly wages of aircraft mechanics and service technicians were about $24. Mechanics who work on jets for the major airlines generally earn more than those working on other aircraft. and the highest 10 percent earned more than $33. 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. The lowest 10 percent earned less than $16.

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. 28 . Some mechanics are represented by the International Brotherhood of Teamsters. The principal unions are the International Association of Machinists and Aerospace Workers and the Transport Workers Union of America. Airline mechanics and their immediate families receive reduced-fare transportation on their own and most other airlines.

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

VA 22314. contact:  Professional Aviation Maintenance Association. the Federal Government's official employment information system. For general information about aircraft and avionics equipment mechanics and service technicians. Suite 300.opm.pama. Alexandria. and charges may result. This resource for locating and applying for job opportunities can be accessed through the Internet at http://www.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.org For information on jobs in a particular area.gov or through an interactive voice response telephone system at (703) 724-1850 or TDD (978) 461-8404. These numbers are not toll free. Internet: http://www. contact employers at local airports or local offices of the State employment service. 400 North Washington St. 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.usajobs.. 30 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 31 .

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 32 .

     Where to learn About Job Openings Job Search Methods Applying for a Job Job Interview Tips Evaluating a Job Offer 33 .AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS FINDING AND APPLYING FOR AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS AND EVALUATING OFFERS Finding—and getting—a job you want can be a challenging process. but knowing more about job search methods and application techniques can increase your chances of success. 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. National and local newspapers ii.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.

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

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

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

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

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

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

Look for internships and volunteer opportunities on job boards. 41 . career centers.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Internships. Many people find jobs with business and organizations with whom they have interned or volunteered. 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. and company and association Web sites.

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

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

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

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

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

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

Do not chew gum or smoke. Dress appropriately. The interview:  Be early. showing how it relates it the job. 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. so it pays to be well prepared. Have a specific job or jobs in mind. Be ready to answer broad questions. 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. The following information provides some helpful hints. Be ready to briefly describe your experience. 48 . Review your qualifications for the job.  Personal appearance:    Be well groomed.

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

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

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

Ask the organization for any other items that might interest a prospective employee. Background information on the organization may be available at your public or school library. or by using one of the Internet’s search engines. You can identify articles on a company by looking under its name in periodical or computerized indexes in libraries. and number of employees. and plans for the future. products and services. failures. If you cannot get an annual report. such as earnings. 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. However. check the library for reference directories that may provide basic facts about the company. speak to current or former employees of the organization.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS can be useful. If possible. 52 .

gov/oco/cg.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. (See the Career Guide to Industries. covering the entire U. The library also may have government publications that present projections of growth for the industry in which the organization is classified. economy.) Trade magazines also may include articles on the trends for specific industries. are developed by the Bureau of Labor Statistics and revised every 2 years. 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.bls.S. online at www. Ask a career center representative how to find out about a particular organization.  53 . Career centers at colleges and universities often have information on employers that is not available in libraries.

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

Consider the following questions: Where is the job located? If the job is in another section of the country. you need to consider the cost of living. Monday through Friday. 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. the availability of housing and transportation. What will the hours be? Most jobs involve regular hours—for example. Other jobs require night.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS more likely you are to make the right choice. 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. 40 hours a week. Even if the job location is in your area. or holiday work. during the day. some 55 . weekend. In addition. and the quality of educational and recreational facilities in that section of the country. you should consider the time and expense of commuting.

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

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

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. How much can you expect to earn after 1. or 3 or more years? An employer cannot be specific about the amount of pay if it includes commissions and bonuses. Find out exactly what the benefit package includes and how much of the cost you must bear. 58 . 2. Also take into account that the starting salary is just that—the start. Your salary should be reviewed on a regular basis. Benefits also can add a lot to your base pay.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. but they vary widely. many organizations do it every year.

Hiring the Best makes it clears just how valuable it is to hire and work with the best. You will need or encounter a Great Process to Hire the Best. your manager and your candidates. 59 . This chapter guides you to how to perform a truly in-depth hiring process and interview for candidates. and growth allowing you to determine what they are capable of today and in the future. but still ensures that you will be able to hire the best. Hiring the Best provides you with a process that reduces trial and error in recruiting a lot. The process will allow you and your company to select the best candidates for key positions. Computers and equipment are wonderful tools.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. You will be able to use the materials shown here as an outstanding tool. but people make the difference. The mistakes you will avoid make the investment very valuable. performance history. giving you insight into the candidates experience.

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

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

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

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS Step 1 Technical Competencies Assessment Guide Job Title: _____________________________________ A. List the top five most important technical competencies the candidate MUST have to succeed in the job.)    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. Analyze Technical Aspects of Job. 63 . (Answer questions and list competencies in the space.

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

Identifying the customer service focused competencies needed to successfully perform the job and determining if the candidate possesses those competencies is critical. They also need some degree of friendliness for welcoming the public and some degree of extroversion. We are experienced in determining if the candidate has the technical skills and abilities to perform the job. 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. since most people calling an organization would like to be met by someone with enthusiasm. Assessing customer service focused competencies during the interview process is something we may not be typically used to doing as managers. customer service focused competencies need to be determined and assessed also.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. For example. But in order to get the BEST candidate for the position.

being self-motivated. customer service focused characteristics.  What will a person in this job have to do on a regular basis to succeed. getting along with others. such as paying attention to detail. and  Related to customer service reasons. and being tolerant of stressful events.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS To determine what customer service focused competencies are needed for the position. why have people left this job in the past? As you think about the job vacancy you need to fill.  How will a person hired for this job know he or she is meeting the customer service focused expectations. Below you will find five descriptive elements of personality to assist you in determining 66 .  What are the necessary customer service focused competencies the person will need in order to achieve the desired results of the position. Depending on the specific job under consideration. are examples of the skills critical to success on the job. 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. 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.

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

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

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

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

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

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

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

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

be sure to discuss interviewing procedures and confidentiality of candidate information with the employee prior to the interviews. 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. 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. If you choose to include a non-management employee on your interview panel. 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. 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. If you have handed the position description and organization chart out while they waited for the 75 . Before the interview starts.

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

Affirmative Action Organizations value diversity in the workplace. 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. All employment decisions will be based on the 77 . Every effort will be made to reach out to the broadest possible labor market. 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.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS answering the question. An option available to the hiring manager is to hand out the list of questions to the candidates a few minutes before the interview starts. If an answer does not give you the information you need to rate the candidate’s answer. 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.

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

more specific probing questions will be asked. In these instances. The Human Resources Background Investigator will verify information provided by the applicant by contacting former and current supervisors. persons listed by the candidate as references. and others who are thought to be able to provide information about the competencies of a candidate.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. 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. and will evaluate whether the individual giving the reference sounds like he/she is struggling to carefully select each word. Occasionally. a finalist will indicate they do not wish you to contact their current employer. The Background Investigator listens for subtle innuendoes and long pauses after posing questions. 79 . In these cases.

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

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 82 .

4 It is often easy to blur the distinction between confidential information and public knowledge.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. How did you do it and what happened? 6 Tell us about a demanding situation in which you managed to remain calm and composed. 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. Tell us about a time when you worked independently. 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. 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 .

How did you discover or come to notice it.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS time. 10 Tell us about a time when you achieved success through your willingness to react quickly. 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. 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. 11 Tell us about a time when you disagreed with a procedure or policy instituted by management. 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. 16 What has been your greatest success. 14 If I call your references. and what did you do? 9 We often have to push ourselves harder to reach a target. 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.

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. 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. workshops or retreats? What steps did you take to plan the event? 85 .

Therefore. 4 Describe a particularly trying customer complaint or resistance you had to handle. Give us a specific example of when you were able to do this. we find that what works with one person does not work with another. 3 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. 86 . Give us a specific example of when you had to vary your work style with a particular individual. we have to be flexible in our style of relating to others. How did it work out? 8 It is important to remain composed at work and to maintain a positive outlook. 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. 2 Give us an example of how you have been able to develop a close.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. feelings and concerns. How did you handle it? 7 In working with people. positive relationship with one of your customers. Tell us about a time when you encountered such a person.

Give us an example of a time when you achieved success through attaining insight into the other person’s perspective. What did you do? What was the outcome? 14 Many jobs are team-oriented where a work group is the key to success. Give us an example of when you offered assistance to someone with whom you worked. 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. 87 . Give us an example of a time when you worked on a team to complete a project. Describe the qualities of that work environment.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 9 Having an understanding of the other person’s perspective is crucial in dealing with customers. What did you do? What was the outcome? 12 There are times when people need extra assistance with difficult projects. 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. 13 Tell us about a situation in which you became frustrated or impatient when dealing with a coworker.

If you have had such an experience. tell me how you handled it. What was the outcome? Would you do anything differently today? 17 Describe a time when you weren’t sure what a customer wanted. How did you communicate the decision and what was the outcome? 88 .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 handle the situation? 18 We don’t always make decisions that everyone agrees with. Give us an example of an unpopular decision you have made.

Give examples of the type of personnel issues you’ve confronted and how you addressed them. Including examples of the process you used for any disciplinary action taken or grievance resolved. 7 Give a specific example of how you have involved subordinates in identifying performance goals and expectations. Describe some specific tasks or conditions that have been frustrating to you. particularly one that was odd or unusual. 6 Give us an example of how you establish an atmosphere at work where others feel comfortable in communicating their ideas. 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. feelings and concerns. Why were they frustrating and what did you do? 9 Jobs differ in the degree to which unexpected changes can disrupt daily 89 . 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. 8 All jobs have their frustrations and problems.

13 We don’t always make decisions that everyone agrees with. 90 . 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. Tell what you did and us about a time when this happened. What did you do about it? 12 What do you do differently from other (__________)? Why? Give examples. 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. 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. 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.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS responsibilities.

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

we find that what works with one person does not work with another. Think of a time when you had to handle unreasonable requests. How did it work out? 10 Describe some particularly trying customer complaints or resistance you have had to handle. 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.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. Give us a specific example of when you had to vary your work style with a particular individual. we have to be flexible in our style of relating to others. What did you do and what was the outcome? 15 Tell us about a time when you were effective in handling a customer 92 . Therefore. (restrained) 9 In working with people.

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

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

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

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 96 .

You should:  Review the position description and qualification requirements (refer to the vacancy announcement).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. 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     . Thoroughly review all candidate applications.

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

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 .

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

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

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

103 . 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.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS 104 .

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

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

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. 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.

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

Negotiating skills to gain approval for change or modification to programs. Ability to make presentations to groups in order to gain acceptance of an idea by the group.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 . etc. procedures.

Therefore. At each stage. The American with Disabilities Act (ADA) separates the hiring process into three stages: pre-offer. hire a person. Definition of ―Medical Examination‖ is a procedure or test that seeks information about an individual’s physical or mental impairments or health. skills. the rules differ regarding the permissibility of disability-related questions and medical examinations. 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. Definition of a ―Disability-Related Question‖ means a question that is likely to elicit information about the disability. you cannot interview a disability. post-offer.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. Remember.e. and supervise a person.. You can interview a person. or employment) in the employment process?  110 . experiences and interests. hire a disability or supervise a disability. at which stage pre-offer. post-offer and employment. abilities.

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

For example. Do not let a rehabilitation counselor. The ADA prohibits disability-related questions or medical exams before a real job offer is made. Agencies employment offices and interviewing location(s) are to be accessible to applicants with mobility. visual.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). 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.    112 . if a person who is blind states he or she will need help filling out forms. hearing or cognitive disabilities. provide the assistance. 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. if this type of accommodation is required. provide an interpreter for an applicant who is deaf. provide details or specific instructions to applicants with cognitive disabilities. if he or she requests one.

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

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

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

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

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

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

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

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. Ask open-ended questions and probe. If you speak to the person in a relaxed manner. you will get better results. keep listening and asking more questions. Keep the conversation casual. 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. Always check dates and times the person giving the reference worked with or supervised the candidate. Seek out judgmental comments and try to read between the lines of what the person is telling you. Use telephone reference checks rather than mail inquiries since they are faster and less time consuming. and then Determine if there is a personal        120 . Do not eliminate one candidate because of poor references and then neglect to check references from the remaining candidate(s). If the reference provider keeps talking.

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

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

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

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

124

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

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

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

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

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

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

This chapter provides suggestions on steps YOU should take to ensure YOUR recruitment activity works for YOU.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. 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. desirable pool of candidates. Simply posting the vacancy on job websites will not guarantee that you receive quality applications for the job. 131 .

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

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

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

Develop Interview Questions   135 . and online job boards. however. colleagues. magazines. replace panel members immediately. o E-mail the announcement to co-workers. and peers with a brief note asking for assistance in publicizing the job. o Send the vacancy announcement to individuals. 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.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. or organizations you have identified. o Clear your calendar also! o Keep your interview panel members informed throughout the recruitment process – if conflicts arise. schools and colleges. o Ask interview panel members to block out time on their calendars for the interview process. and place ads in newspapers. and don’t give the impression they will get the job. stakeholders. o Document your efforts.

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

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

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

 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. o Have the employee’s workspace cleaned up and the desk stocked with essential supplies.AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS After The Selection is Made  Notify other candidates interviewed of your decision o HR will notify all non-selected candidates of the final outcome. and other documents the new employee should read.  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 Contact the candidates interviewed and encourage them to apply for other positions. procedures. 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 Share a copy of other impressive applications with the Recruitment Office – this office can refer the applications to others recruiting for similar positions.

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

assessment and selection policies to those who are involved in the process? (Ideally to all staff.)  Does the organization utilize these policies and procedures for the recruitment. assessment and selection processes. 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?  Does the organization have a written policy describing procedures for the review of competencies and/or qualifications? 141 .  Are recruitment. accurate and complete? (Ideally within 2 years.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. Ask yourself these questions to help assess whether or not your organization’s policies and procedures are current and include new requirements.)  How widely communicated are the organization’s written recruitment. assessment and selection processes supported by written policies and procedures that are up-todate.

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

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. internet job sites. networking. county or local labor force demographics?  Does the organization utilize specialized recruitment strategies to attract hard-tofind. Employment Security Department.)  Does the organization track the effectiveness of different recruiting methods?  Are recruitment sources periodically evaluated to assure they meet the needs 143 . professional organizations. local and regional newspapers. etc. civic organizations. job fairs.  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. qualified candidates?  What recruitment strategies are utilized to attract hard-to-find qualified candidates? (Ideally executive search firms. as well as attract a diverse pool of applicants.

laws. 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. and professional standards. relevant interview questions? Selection Process Selection procedures should be developed and administered in 144 .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. regulations. bargaining agreements.

AIRCRAFT AND AVIONICS EQUIPMENT MECHANICS AND SERVICE TECHNICIAN JOBS       compliance with all applicable laws. resume ranking. 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 . etc. skills testing. and professional standards.) What percentage of the final selection decisions is documented? (This includes reasons for hire versus non-hire. regulations. interview notes. What methods are used for the selection process? (Ideally selection matrix. reference checks.

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

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

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

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

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

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

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

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

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

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

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

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

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