Alliance Ground International (AGI) provides airline cargo handling services, mail handling services, passenger services, and security services in 62 airports across the United States. Warehouse and ramp operations schedules are constantly adjusted to flight operations. AGI facilities are staffed 24 hours a day, seven days a week, even on holidays, office and warehouse are staffed according to the carrier’s requirements. The size of the operation allows AGI to adjust workforce requirements to adapt to carrier delays and schedule changes with very little notice. Maintaining an “open door” policy with airline clients is essential to AGI’s successful working relationships. Drawing from the unique interchange of information through individualized solutions with clients allows AGI to incorporate these ideas within the structure of the operation.
1 What obstacles do you typically see when hiring new airport employees?
Christine Pilarinos: Airports are usually very hectic, so our ground handlers must be well-trained and always alert. Despite this high workload, everyone’s safety must be ensured. The hours can be unconventional, and the work can be physically and emotionally taxing. Those who make the aviation industry a career absolutely love it. They are all in, fully immersing themselves in the community and culture of aviation and airports. It’s common to find many long-time airport employees changing careers but still staying at the airport.
2 What skills are most desired when reviewing job candidates?
Christine Pilarinos: When reviewing job candidates, several key skills are highly desired. These typically include strong communication abilities, problem-solving skills, teamwork and collaboration, adaptability, and technical proficiency relevant to the role.
Additionally, ambition is crucial; it signifies a candidate’s drive for continuous improvement, willingness to take on challenges, and motivation to contribute to the company’s long-term success. Ambitious individuals often bring innovative ideas and demonstrate a commitment to personal and professional growth, making them valuable assets to any organization.
3 Do you look for any red flags during the hiring process?
Christine Pilarinos: When evaluating candidates during the hiring process, several red flags may indicate potential issues:
- Lack of Preparation – Candidates who show little knowledge about the company or the role they are applying for might not be genuinely interested or invested.
- Inconsistent Employment History – Frequent job changes without clear explanations can suggest instability or a lack of commitment.
- Negative Attitude – Speaking poorly about previous employers or colleagues may indicate a lack of professionalism and potential difficulties in team integration.
- Vague or Evasive Answers – Candidates who provide unclear responses or avoid answering questions directly might be hiding something or lack the necessary experience.
- Poor Communication Skills – Difficulty articulating thoughts clearly and concisely can be a concern, especially for roles requiring strong communication.
- Unprofessional Behavior – Arriving late, dressing inappropriately, or displaying a lack of respect during the interview process can be indicative of poor workplace behavior.
- Lack of Enthusiasm – A noticeable lack of enthusiasm or interest in the role and the company might suggest that the candidate is not a good cultural fit.
By being attentive to these potential red flags, we can better identify candidates who are more likely to succeed and thrive within our organization.
4 What role do you see the most need for, and is there one that is the hardest to fill?
Christine Pilarinos: Management is the most in-demand role and typically includes project managers & operational managers. These roles are crucial for ensuring that projects are completed on time, operations run smoothly, and products are developed and brought to market effectively.
Among these, operation managers are often the hardest to fill due to the need for a unique combination of skills, including technical knowledge, leadership abilities, strong communication skills, and the capacity to manage multiple deadlines simultaneously. Finding individuals who possess this blend of skills and experience can be challenging for many organizations and industries, not just aviation or airports.
5 Does AGI currently have a need to fill open positions at the New York airports?
Christine Pilarinos: Yes, we do have open positions. AGI is actively seeking to fill open positions at the New York airports, specifically for Cargo Warehouse Agents, Duty Manager and Supervisor
Office Agents, and Tractor Trailer Drivers.
