Yes, it does seem very unfair to those of us off the street. However, they have to do something to increase the suitability of applicants, since the ATC courses have a sub-50% success rate. Since no one in the world has obviously found a consistent way to measure who will be successful, it's only logical for NAV Canada to give "bonus points" to applicants referred by someone who's already doing the job, who presumably would be able to identify the soft attributes that may make a person successful.thebigman111 wrote:The employee referral program seems really unfair to me
Application Process Samples
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Re: Application Process Samples
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Re: Application Process Samples
Seems entirely like nepotism to me.yycatchopeful wrote:Yes, it does seem very unfair to those of us off the street. However, they have to do something to increase the suitability of applicants, since the ATC courses have a sub-50% success rate. Since no one in the world has obviously found a consistent way to measure who will be successful, it's only logical for NAV Canada to give "bonus points" to applicants referred by someone who's already doing the job, who presumably would be able to identify the soft attributes that may make a person successful.thebigman111 wrote:The employee referral program seems really unfair to me
How would someone at all have any idea of who's best suited for a job, even if they work there, beyond what large scale personality and iq tests can determine?
They're more likely to refer friends that they have a good time with, that they like. Not because when they interact with their friends they're looking for the best suitable candidate to become an ATC.
Re: Application Process Samples
from what I have been told,
the referred person still has to do tests and an in-person interview if they do well on the tests. Once they hit the final candidate pool, there is no more 'bonus' to being a referral candidate.
the referred person still has to do tests and an in-person interview if they do well on the tests. Once they hit the final candidate pool, there is no more 'bonus' to being a referral candidate.
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Re: Application Process Samples
I LOVE the bitterness in this post. It's tough to disagree that the process of applying is long, with little info, and with 0 guarantee of anything. That's just how it is tho.thebigman111 wrote:Seems entirely like nepotism to me.yycatchopeful wrote:Yes, it does seem very unfair to those of us off the street. However, they have to do something to increase the suitability of applicants, since the ATC courses have a sub-50% success rate. Since no one in the world has obviously found a consistent way to measure who will be successful, it's only logical for NAV Canada to give "bonus points" to applicants referred by someone who's already doing the job, who presumably would be able to identify the soft attributes that may make a person successful.thebigman111 wrote:The employee referral program seems really unfair to me
How would someone at all have any idea of who's best suited for a job, even if they work there, beyond what large scale personality and iq tests can determine?
They're more likely to refer friends that they have a good time with, that they like. Not because when they interact with their friends they're looking for the best suitable candidate to become an ATC.
Bobbert is 100% correct when it comes to the referral process. They still must complete testing, and an interview before even being considered for a course offer. However I've seen this happen in under 5 days from someone off the street to places on course.
This is my fav thing you said. "They're more likely to refer friends that they have a good time with, that they like."
That's a huge part/point of the referral program. A licensed controller who is willing to put their name out there to suggest a candidate who they feel will be suitable for training, along with having the right personality to fit into a control center's work environment. All at a cost of ZERO dollars to Nav.
It blows if it doesn't work out for you. Doesn't mean it isn't a solid program however
Re: Application Process Samples
My experience with the employee referral program thus far is that family members referred are below average, acquaintances and friends referred are above average. So I can conclude that family members are either blind to what attributes their family members have or purposely overlook them.thebigman111 wrote:Seems entirely like nepotism to me.yycatchopeful wrote:Yes, it does seem very unfair to those of us off the street. However, they have to do something to increase the suitability of applicants, since the ATC courses have a sub-50% success rate. Since no one in the world has obviously found a consistent way to measure who will be successful, it's only logical for NAV Canada to give "bonus points" to applicants referred by someone who's already doing the job, who presumably would be able to identify the soft attributes that may make a person successful.thebigman111 wrote:The employee referral program seems really unfair to me
How would someone at all have any idea of who's best suited for a job, even if they work there, beyond what large scale personality and iq tests can determine?
They're more likely to refer friends that they have a good time with, that they like. Not because when they interact with their friends they're looking for the best suitable candidate to become an ATC.
Re: Application Process Samples
FIR : YVR
Preference order: IFR or VFR
Online Application Date: Apr 12/2016
Online application results: Apr 12/2016 (Green Light)
In person assessment invitation date: July 9/2016
In person assessment: Aug 11/2016
In person assessment result: Aug 23/2016 (Green Light)
Phone Interview invite: Sept 3/2016
Phone Interview: Sept 6/2016
Phone Results: Sept 8/2016 (Green Light)
In person simulator/interview invite: Nov 18/2016
Simulator Testing: Jan 9/2017
Simulator Testing Results: Jan 10/2017
In person Interview: Jan 19/2017
In person Results: Jan 24/2017
Offer: Standby (IFR) Feb 24/2017, training seat Mar 10/2017
Training Date: May 1/2017
Preference order: IFR or VFR
Online Application Date: Apr 12/2016
Online application results: Apr 12/2016 (Green Light)
In person assessment invitation date: July 9/2016
In person assessment: Aug 11/2016
In person assessment result: Aug 23/2016 (Green Light)
Phone Interview invite: Sept 3/2016
Phone Interview: Sept 6/2016
Phone Results: Sept 8/2016 (Green Light)
In person simulator/interview invite: Nov 18/2016
Simulator Testing: Jan 9/2017
Simulator Testing Results: Jan 10/2017
In person Interview: Jan 19/2017
In person Results: Jan 24/2017
Offer: Standby (IFR) Feb 24/2017, training seat Mar 10/2017
Training Date: May 1/2017
Re: Application Process Samples
Has anyone been through with the Employee Referral Program?
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Re: Application Process Samples
FIR : YQM
Preference order : IFR, VFR, FSS
Online application date: 2016-06-27
Online Testing : 2016-07-05
Assessment Session Attendance: 2016-11-17
Assessment Session Results: 2016-12-01
Phone Interview Invite : 2016-12-07
Phone Interview : 2016-12-21
Second Round Interview Invite : 2017-10-04
Second Round Interview : 2017-10-23
Placed in pool : Streamed (on Take Charge website) VFR
Offer 1: 2017-12-22 (FSS)
Course Start Date: 2018-03-19
Offer 2 : 2018-01-09 (IFR) - Accepted (option to stay FSS)
Course Start date : 2018-03-12
Preference order : IFR, VFR, FSS
Online application date: 2016-06-27
Online Testing : 2016-07-05
Assessment Session Attendance: 2016-11-17
Assessment Session Results: 2016-12-01
Phone Interview Invite : 2016-12-07
Phone Interview : 2016-12-21
Second Round Interview Invite : 2017-10-04
Second Round Interview : 2017-10-23
Placed in pool : Streamed (on Take Charge website) VFR
Offer 1: 2017-12-22 (FSS)
Course Start Date: 2018-03-19
Offer 2 : 2018-01-09 (IFR) - Accepted (option to stay FSS)
Course Start date : 2018-03-12
Re: Application Process Samples
what stream does Air Traffic Controller fall under - Flight Service Specialist? or instrument flight rules? or Flight information centre?