Recruiting from within the company creates opportunities for promotion among the ranks, creating a highly motivating environment for its employees. The advantage of JetBlue is that it has a wide base of individuals to choose from. It has 2,500 people on a waiting list just for the position of reservation agent in Salt Lake City alone. Because they emphasize ‘ fit’ within the company as a key to maintaining their smooth operations, the wide database of people gives the members of JetBlue’ s People Team, the chance of finding and hiring people with great attitudes to work with them. They can turn down a candidate who they think does not fit into their company culture as in the case of the pilot who was not hired because of his arrogance or of the mechanic who was hired because he showed that he had the ‘ integrity’ to be part of JetBlue’ s team.
Barbara Shea, a colleague of Ann Rhoades, looks at her job at JetBlue as ‘ hiring people with great attitudes’ . People without previous experience in the aviation industry have a chance of becoming hired if they pass the series of interviews set by the People Team. All of the personnel of JetBlue undergo this rigorous interview process before they are hired by the company. Using the five values of the company: ‘ safety, caring, integrity, fun and passion, ’ people being interviewed are asked to recall incidents in the past where they had exhibited a particular behavior related to the company values – the mechanic demonstrating his integrity (when he refused to sign off a flight and caused delays) and the pilot, who by his answers showed his arrogance. Finding pilots who were especially comfortable with computers and who fit in the JetBlue environment was a primary goal for its People Team because all their pilots undergo very expensive ($ 30,000) seven-week training for qualification on the A320. With this kind of investment, it is imperative that they find someone who would stay with the company for an extended period of time.
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