Should I stay or should I go?

The first thing I uncovered was these are not pilots struggling to carve out a career here. One pilot I spoke to progressed steadily from general aviation to regional services flying turbo props. He gained night freight experience and even a training role, then on to narrowbody jets for a low-cost carrier. To most, this seems like the perfect run, and all over an eight-year period. The only thing missing was what many see as the pinnacle: a mainline, full service airline role.

Between 2008-2016 those roles were few and far between. A series of economic downturns meant the industry had stalled. We saw pilots with 2,000-3,000+ hours decide the grass was greener elsewhere. Qantas even encouraged incumbent pilots to take 12 months’ leave and take roles elsewhere. Many went to Emirates.

Since 2016 we, as an industry have been in solid upturn. Yet this upturn has itself created issues around long hold files and lack of training availability that have unsettled pilots in what should be a good time to dig in and stay put, grab hold of that seniority number and work your way to the widebodies.

Over a series of questions I discovered the following incentives and disincentives for staying or going.

Deciding to go:

– Australian flying can become boring as it lacks variety.
– Slow progression within Australian airlines and fluctuating growth.
– In the Middle East you are very central to Europe, Asia, Africa and the US.
– The opportunity to fly the most modern aircraft in the world and a culturally diverse environment.
– Exposure to 150 destinations that continually challenge.
– A staff-travel system that gives you and your family the opportunity to travel in a premium product, such as business, at a low price.
– Working in a tax-free environment.
– Working for a company that has strong profit margins allowing job security and stability.
– The packages airlines offer for families are excellent. Full health insurance, company accommodation and resort-style facilities; an education allowance in USD dollars per child; schooling in Australia or abroad.
– The airline supports you and your family’s transition in every way possible.

Here’s the ‘heads-up” if you are considering this move:

– Everything will change, from simple things such as driving on the other side of the road, currency, banking and sending money home.
– Being away from family and friends means you need to develop a network quickly, get involved in activities early on.
– Often is it not just you who is challenged. Your partner and family will be adjusting and need support also.
– Cultural sensitivity: what we find no big deal, such as public displays of affection, can be frowned upon. It is important to have an open mind.
– You are competing for this role against a global body of experienced pilots in one of the biggest players in the world. Competition is stiff. You must be fully prepared for every aspect of the assessment.

Do ex-pat pilots return to Australia?

Yes they do. Over the past couple of years I have had pilots returning from Hong Kong, the USA, the Middle East, mainland Asia and Indonesia.

For some it has always been part of the plan, even if it means starting from the bottom as a second officer. For others, this is too much of a backward step. If you have had a widebody command for some time, returning for a first officer narrowbody role with another eight to 10 years to command is a deal breaker. While the seniority system rightly protects the incumbents, it is a disincentive to those wishing to return and bring a wealth of experience with them.

Overseas airlines in our own region are also providing attractive alternatives. For example, ANA provides a two-week on, two-week off roster, and some Hong Kong-based airlines offer ‘live anywhere’ options allowing pilots to establish themselves back in Australia without forgoing seniority.

Australian aviation is still powering, and strides have been taken in addressing the pilot shortage through training availability and inspiring aspiring pilots to this career path. Thinking long term, in what we know is a cyclic industry, retaining our experience and creating an attractive pathway back needs to be part of the employment conversation.

‘Retaining our experience and creating an attractive pathway back needs to be part of the conversation’