What to expect in the United Airlines Holdings, Inc. interview process

Based on information found online, United Airlines Holdings, Inc. operates with a mission of "Connecting People. Uniting the World" and features a structured hiring process, particularly for roles like flight attendants. The candidate journey involves submitting a resume via the Talent Community, completing an online talent assessment (which utilizes tools like the Hogan personality test and situational judgment tests to evaluate safety-first mindsets, de-escalation skills, leadership, and core values such as *fly right, fly friendly, fly together*, and *fly above and beyond*), attending an optional Flyer Friendly Q&A session, completing a pre-recorded interview, and participating in a 30-minute live virtual interview with Talent Acquisition using the STAR method (situation, task, action, result).

For flight attendants entering initial training, trainees are paired with roommates and assigned a base upon successful completion, subject to company needs. International and satellite bases are generally not assigned to new hires because they lack on-site supervisors. New hires can request a transfer after completing a six-month probationary period, which is handled based on company needs and seniority.

To gauge employee sentiment and support internal policies, United implements a comprehensive employee listening program that includes annual surveys, pulse checks, town hall meetings, focused group discussions, and location-specific feedback mechanisms. Additionally, Business Resource Groups (BRGs) operate with executive sponsorship, growing to 52,696 memberships, to celebrate cultures and amplify diverse perspectives within the workforce.