The pandemic may not be over, but it’s clear that people are no longer going to be as willing to lock themselves at home anymore. They want to get out, and they want to travel.
This summer has seen a major boomerang in travel demand that has strained all segments of the travel industry. In some places, getting a rental car will cost upwards of $800 per day for the cheapest car. In many places, restaurants are still struggling to reopen. And at airports, the airlines are bursting at the seams as they have gone from the extreme of parking airplanes wherever they could find a runway to land them, to suddenly scrambling for the most important of all assets: employees.
Virtually every airline did something to reduce their payrolls, and the pilot ranks were no exception. Some, however, may have gone too far. The early retirement offers and long-term leaves of absences that so many took left gaping holes in the staffing models of several carriers. It’s one thing at an company like Southwest or Spirit, where the fleet consists of one model and training can be spooled up pretty quickly, but it’s an entirely different animal at an airline like Delta or American, which fly multiple fleets, and the training has to be done in some kind of a logical sequence in order to properly rebalance the staffing numbers. The same holds true for the regionals.
Most of the domestic flying has returned, and if it isn’t back in full, most cities have had at least some of their service restored. Airplanes are full and ticket prices are increasing, both of which are good. But the impending pilot shortage that was kicking in only months ago is now very much back front and center. United Airlines has recently announced some massive aircraft orders, and while some of them will be replacement aircraft, much of it will be growth, which will necessitate more pilots. In a recently closed bid, United began to kick-start its recovery, and the airline is now hiring almost 50 pilots a week indefinitely. The bid that just closed will trigger at least a thousand training events, hundreds of which will go to pilots not yet on the property. Similar events will happen throughout the industry.
The majors all share one concern: They have a pool of what they consider to be qualified, acceptable pilots that sits at around 5,000 applicants, but that pool is pretty much the same at each carrier, since most pilots apply to multiple airlines. To use United’s projected hiring needs, that pool would be gone in two years. Obviously, some of it will be refilled with fresh applicants as they become competitive and apply, but it’s still a harsh reality that needs to be dealt with in some form.
For job applicants, this is all great news. The world has been through an event unlike anything we have ever seen, and while the work still must continue, the determination to take control of our own lives again is beginning to generate hiring cycles, which will create more economic activity and jobs. If a career as a pilot of any kind is your dream, there is no better time than the present. —Chip Wright