Originally Posted by
FLYhigh129
I do wonder how the process works now - do you think the recruitment team sit down and go through everyone's individual performance across the entire recruitment process, i.e., looking at how we performed during the assessment day and also in the sim and then rank us? or do you think they are purely looking at the sim assessment now to decide the successful candidates and nothing else?
Personally I think they'll rank us 1-50 based on the assessment day and simulator assessment because ultimately they may really like certain individuals who had a great interview etc.
let me know what you guys think!
Firstly, I think they should get a move on and be more transparent to why there is a delay - Speedbird has just emailed candidates advising them of a delay owing to the time taking to review. That stops the rumour mill and more so the internal over thinking and rumination to why I haven't heard back yet! Human beings need either closure, or some information as we assume and generalise otherwise.
Secondly, back to your post - If I was on the assessment/recruitment/training team, I would want to go through the sim check, assessment day and also all of the tests beforehand (so everything in its entirety). I'd weight them all, enter the scores and totals will pop out at the end of a spreadsheet. That's the more robust and thorough way to evaluate candidates (be it a pilot academy or any other position in an organisation).
As you said, some may have had a great interview and that could be weighted quite high as that's very important to them, something like the verbal test or the group discussion may less important (not to say they don't matter, but slightly less so compared to the interview) and if someone scored low on those, then as the weighting is low, it's not so bad. Where as scoring low on a high weighted assessment is more impactful. So pick out the important elements and score them accordingly.
As no one knows the delay, and as said we start to fill the gaps so I'll chuck in my wild ideas - they could be as crazy as they could be discussing having only 2 cohorts and thus they need to finalise that position first, which would obviously impact the 50. Or, on a more positive guess, they could increase to 4 cohorts so while they finalise the budgets, business case and approvals, they have to hold on as that would mean only 2 candidates get the 'hard luck' email.
So we'll continue to speculate and for those waiting, another 4 weeks or so of nail biting and hopefully not, sleepless nights.
Best of luck to those waiting and those who were unsuccessful, practice and research more, and keep trying!