You had to concoct some inane answer to this HR derived psycho babble BS!
How do you whittle down the applicants then? There's going to be far more people wanting the job than positions available so how can you decide who to take? Are you suggesting just the top 5/10% of performances in an aptitude test or sim ride? Whoever has the most total hours when applying? Maybe the interviews and the "tell me about a time" q's let out the real character of potential recruits and whether or not they are wanted?