Recruitment assessments!!!

[P1 Forever]

Hi all,

I am currently training towards CPL/IR fATPL, however my main concern post gaduation is these dredded selection numerical, verbal and psycho profiles the airlines through at you. I have applied to numerous sponsorships in the past and haven't even got past the second stage therefore it's a big concern for me.

I know that some airlines have a straight forward interview and sim assessment which I could cope with but it's those selection tests which I feel could lead to my downfall.

Therefore, I ask, is there anyway I can get better at doing these assessments? Or will I have to realise that I will only get as far as a air taxi/regional jet pilot.

Also, are there anyone else out there who is in the same position as myself who have gained employment.

Look forward to you replys.

Cheers!

[Gin Slinger]

I too was sh1te at airline selection tests - I'm now flying 737s around Europe for a living, having passed a very demanding selection procedure - so there's hope for you yet!

My formula was simple, I bought as many aptitude test books as I could and practiced, practiced, practiced and then practiced some more until I got pretty darn good at them. You can find loads to choose from on Amazon.co.uk.

I would also suggest spending a day with Pilot Pete too - it might make the difference in your interview performance you need. [www.pittraining.co.uk]

Also, don't over look the sim check either, again, practice is the key here, get yourself down to the Trident sim on a regular basis - you never know when you might get the call!

Good luck, GS

[P1 Forever]

Thanks for that GS,

I suppose with the verbal and numerical tests you could get better with practice but what about is it psychometric or personality assessments you sometimes get were you answer say 100 questions in a set time. I can remember the BA sponsorship selection was 300 questions to answer in something like 45 minutes and would ask the same question but worded differently just to add to the fun. With those types of assessments you either fit in to their culture or you don't...that's what worries me. It seems as though you can't practice those types of tests.

cheers for now.

[Gin Slinger]

According to the Britannia HR woman, it's the numerical and verbal reasoning tests people tend to fail on. Britannia use the Parc Aviation tests, which I believe are in very comman useage with other airlines.

I guess as long as you aren't categorised as a nutter or shifty in some way, there shouldn't a problem with psycho-whatnot tests. You can read between the lines in the questions to work out what is a good answer and what is a bad answer. Stuff like: You find a £5 note on the pavement, do you (a) hand it at the nearest police station, or (b) spend it on a quality porno mag? My technique was to put myself in the mind-set of a solid, reliable airline pilot, which I am, or at least I tell myself I am. Best not to get too esoteric. I wouldn't get my knickers in a twist about them.

[StudentInDebt]

Stuff like: You find a £5 note on the pavement, do you (a) hand it at the nearest police station, or (b) spend it on a quality porno mag? My technique was to put myself in the mind-set of a solid, reliable airline pilot,

So you chose (c) and bought the cheapest, tacky porno mag then? :D :D :D

[witchdoctor]

Not quite in the same league as the airlines, but until a few years ago even Woolies (yes, the pic 'n' mix shop) used psychometric profiling as part of the selection procedure.....for sales assistants!

The test was fairly straightforward, a multiple choice A,B,C or D type affair where you picked a response to a statement that most closely matched your opinion. The statements were very much of the same seemingly random nonsense that many other more illustrious blue chip companies use for managerial selection.

However, each statement was designed to provide a score in one of five areas of the candidate's personality, and despite the numbers of these tests I scored, I am ashamed to admit I can no longer remember any of them.:O

Whilst the company had an ideal profile with ideal scores in each of the five areas, there was an element of flexibility within the limits allowed. However, I would always use my judgement in deciding whether an applicant who failed to match the profile criteria was worth interviewing anyway. My basis for that decision would be the scores in the other written tests which the poor devils also had to endure, and more importantly, the overall impression they left me with on the day.

I suppose my point would be that these tests are often only an indicator of suitability rather than the outright final authority on further selection, and that there are still some places where humans are prepared to trust their instincts rather than rely too heavily on the system. Regardless whether you pass or fail a paper test or sim check, the final decision on recruitment is always made by a person, and very often it is the interview performance which will decide your fate.

Sometimes I got it right (OK, more often than not), sometimes I got it wrong (and quite spectacularly too!), but at the end of the day it was always my decision to make, not some bit of paper detailing an 'ideal' profile. I don't want to work with robots.;)

[scroggs]

Personality profiling through psychometric assessment are really only used to weed out the totally unsuitable candidates. Unless you have real problems fitting in to society generally, I wouldn't worry about them.

Verbal reasoning is a big gotcha with many people who've never been taught the mechanics of the English language (and I'm talking about native English speakers here!). It's not enough to think 'I speak English, so I'll be OK'. You only have to read some of the postings on these forums to see that many, many people do not have an appreciation of logical thought and expression, and are, therefore, unlikely to pass a verbal reasoning exam. You can easily improve this area with the help of any one of a number of books, and the same applies to numeracy (though people are more ready to accept and admit that they're not good at maths!).

There are also a number of interview technique guides available, including an old one specifically for the Cathay Pacific interview. These are OK, but I think you can get too wrapped up in the techniques of being interviewed, and end up failing because you're constantly trying to second-guess the interviewer! Far better to make sure you know your aviation stuff, and be yourself and answer honestly to all the non-aviation questions.

Sims can be used for practise; their main benefit is increasing your confidence levels. If you can crack a typical profile in the Trident sim, you should have no problem in more modern equipment.

Scroggs

[Penworth]

Witchdoctor, its interesting that you say ultimately it was you who decided who to interview regardless of their scores in the psychometric tests. When I applied for a sponsorship scheme with Atlantic airways I did these psycho tests, and then went for an interview with them. At the interview they basically told me what my personality was based on my answers to the tests and said they were basing their decision almost entirely on them rather than the interview. They said this was because they trusted the tests but said that I could come into the interview and basically lie my way through it. Some of my personality characteristics were pretty accurate but some of them I am convinced were way off the mark. I really don't have much faith in them producing accurate answers.

As Scroggs says, generally they are just a way off weeding out people who seem to be a bit extreme in any particular area. And this has been the way they've been portrayed by every other company with whom I've done them. Seems Atlantic place more faith in them than most!