3rd Quarter 2006

               The Airplane Test                     

When selecting candidates, companies use several techniques.  Resume screening, application forms, interviewing, testing and reference checks are just some of the more common ones.  However, it is often the airplane test that determines the final outcome.

 One of our clients, an operations and logistics consulting firm, has been hiring people with military backgrounds for 25 years.  They utilize one of the most thorough candidate screening processes in the country.  For a recruiting firm, dealing with them can be a frustrating experience.  Because their standards are so high, finding the right people is difficult.  However, knowing in advance that they will consider only those candidates with exceptional academic and professional profiles, the people we ask them to interview are always top-notch.

Several years ago, during a particularly long slump of candidate rejections, we shared our frustration with one of their managing partners.  We asked her for ways to improve our batting average.  She looked at me, smiled, and said, “It’s really very simple.  Although highly qualified, your most recent series of candidates have not passed the airplane test.”  The airplane test?  Well, we thought we knew all of the candidate evaluation methods, but that was a new one.  We asked her to explain.

She set the stage.  Like many consultants, she is heading for the airport to catch a flight so that she can be on-site the following day with one of her clients.  She parks her car, checks in for her flight, clears security, and arrives at the departure gate.  Her flight is called and she boards the aircraft.  As she takes her seat she says good morning to the young man sitting next to her.  After about thirty minutes, the plane leaves the gate, heads for the runway, and the pilot announces they are third in line for takeoff.  After twenty minutes, the pilot announces that a weather problem at their destination has delayed their departure and, since all the gates are full, they will have to sit on the tarmac and wait.  At this point she and the young man strike up a conversation.  They chat for the two hours it takes for the plane to finally take off and interact for the two-hour duration of the flight.  As they deplane, she and the young man shake hands and wish each other well.

How does she feel about this young man after sitting next to him for almost five hours?  Has it been a positive, pleasant, and enjoyable experience?  Or, was it one of the most painful five hours of her life?  That is the airplane test.  Whenever she interviews a candidate, she imagines what it would be like to spend time with him or her under those circumstances.  Regardless of the strength of the resume or how well the candidate tests for the position, in the end it comes down to personality.  Are you the kind of person she wants on her team? 

So, what can you do to make sure you pass this test?  Unfortunately, very little.  Although there is much you can do in the way of preparation for an interview in terms of selling yourself for the position and expressing interest in the company, whether or not someone likes you and the two of you get along simply boils down to interpersonal chemistry.  However, just because you cannot make someone like you does not mean that you cannot “set the stage” for being likeable.  A firm handshake, warm smile, pleasant demeanor, common courtesies, polite conversation, and empathy will go a long way toward increasing your odds of passing the Airplane Test.

© 2006 Tom Wolfe; all rights reserved

Geography: To be or not to be an issue

 Where we choose to live and work can be a very emotional issue.  In the military, we have been subjected to the "needs of the service" in determining where we will take up residence.  There are many reasons for which candidates might impose a geographic restriction (or strong preference) on their job search.  A few are:

 ·        My spouse and I are from XYZ and want to be near family and friends.

·        For the first time I get to choose where to live and I wish to exercise that choice.

·        I have to be near the water.

 Each reason has a varying degree of emotional attachment.  While we understand the emotions of this issue, it is important that a candidate comprehend the restriction they are placing on their job search.

 Career Development represents over 70 companies, most of which are Fortune 200 organizations with interests/opportunities all over the United States.  In general, we can meet most reasonable geographic expectations.  However, be aware that geographic flexibility generally leads to a more thorough and comprehensive job search and a decision influenced by a broad host of parameters (including geography) rather than a single, emotional one.  Depending on the specifics of a certain geography and the background of a particular candidate, we can expect three to five times as many interviews for a "flexible" candidate.  Most of you are flexible and adaptable enough (an attribute our clients find quite appealing) to discover and enjoy aspects of any region in which you have lived.

 Also, be aware that if you are a successful employee, a couple of things will happen.  The "needs of the company" may dictate where you go.  If you are talented, your employer will want to groom you for bigger and better things.  Often this will require a move.  The difference in a civilian career is that you get a vote and generally the company will make it worth your while, professionally and financially, to make the move.  Given that choice, most of you will move.  Why not exercise similar judgment in an initial job search by doing what is best for you professionally.  Another mechanism for easing the pain of not living in your ideal city might be in the judicious selection of a company whose headquarters is close to where you'd like to live.  A long-term commitment to an organization where all roads ultimately lead to the region you desire could provide a more flexible alternative.

Remaining 2006 Conference Dates

(All will take place in Alexandria, VA at the Embassy Suites Hotel)

August 2-3 

September 20-21

November 16-17

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