are you ready for

airline pilot
selection?
Educational guidance by Wayne Westoby
Airline Pilot Selection Panel Member
Airline Training Captain
 the future is exciting!
Many major airlines are again drawing direct entry first officers from endorsed or sponsored “Cadet
Pilot Programs”. Via these programs the airline can “control” the training quality, and ensure crew are
competent and appropriately trained.

For self-sponsored candidates seeking the same position as airline cadets the challenges seem
daunting. Excitingly successful employment is still possible if you follow the correct developmental
pathway to qualify yourself and equip yourself with the “competencies” the airline is seeking, thereby
giving yourself the best chance of employment.

Sadly, there is an adage regarding Airline Pilot selection with commercial operators -

you only get one chance

Therefore, with the stakes being so high, what do

you need to do to ensure you make the best
impression during your selection process when you
get your one chance?
Operational skill sets Commercial
Operators are looking for

“Competency” is the new benchmark for employment. ICAO and IATA have developed CBTA
(Competency Based Training and Assessment) defines EBT (Evidence Based Training), which is a
training and assessment method now used by airlines based on operational data that is characterised
by developing and assessing the overall capability of a trainee across a range of core competencies,
rather than by measuring the performance in individual events or manoeuvres.
To achieve selection success, you need to focus on and ensure you have the “Competencies” that
airlines are looking for when employing pilots.

Understand what position

you are applying for

Pilot employment is cyclic and driven by many factors. Excitingly, the next 10 years, post 2022 forecast
by Boeing and Airbus are to be a period of large pilot demand.

Traditionally there have been 3 pilot entry streams into Airlines:

Low-time pilots from Airline-sponsored/controlled Cadet pilot programs

Direct entry First Officer with requisite experience
Occasionally direct entry Captains in times of pilot shortage or schedule demand.

Recently a new pathway is opening for low time, competent pilots with the required type ratings and
endorsements for direct entry into low-cost operators. Self-sponsored CPL MEIR pilots with MCC and Jet
Famil. certificates and a type rating are being employed as cadets to commence IOE (Initial Operator
Experience) with many airlines.

Industry estimates are

that 75 new Type-rated
pilots are needed each day to
satisfy pilot demand
between 2022 and 2032
Which group of pilots the airline is looking to employ is dependent on the airline route structure
(Domestic, Regional, International), sector lengths, aircraft types flown and industry demand.

Generally, entry into an airline is as a First Officer (Co-Pilot) or 2nd Officer.

Airlines with predominantly short-range route structures employ First Officers, and airlines with
predominantly long-range international route structures employ “low time” candidates as 2nd Officers to
operate as 2nd Officers (inflight relief pilots) on the airline’s network before those pilots are upgraded to
First Officer positions.

Always understand the qualification and experience requirements for the position you are applying for to
give yourself the best chance of being successful. Direct entry as a First Officer into legacy carriers is
difficult without extensive type or flying experience.

Your chances of direct entry into a “Low Cost” operator as a First Officer greatly increase, based on your
flying training exposure, flying competencies, and ratings on the aircraft type they operate.

Low time pilots

- Low-Cost carriers
Experienced pilots
- Legacy carriers

There are many aspects of the selection process that you have direct control over, and these will be
covered in this article.

Most reputable airlines follow similar pilot selection processes. These processes are very rigorous and
transparent ensuring that the best candidates are employed.

Being truthful and honest throughout all the aspects is cardinal.

You will be competing against many

other aspiring
First Officers for limited employment
positions
 Selection phases vary but a typical selection processes could be:

Phase 1 - Pre-selection and screening

Phase 2 - Simulator check flight
Phase 3 - Psychometric testing
Phase 4 - Selection panel interview

During each phase you are awarded a score, and the total points scored will be used to determine your
suitability for employment.

The selection scoring system

Dependent on the Airlines crewing requirements successful employment is based on a myriad of
criteria. During each aspect of each selection phase, you may be scored. To be to be successful in that
phase and to progress to the next selection phase, you may need to score higher than your
competitors.

Certain selection aspects are loaded and carry a higher points allocation than others. These aspects
typically are:

Flying performance - Jet handling

Interpersonal skills - Multi-Crew
Aviation system knowledge - Transport Jet
Your adaptability and suitability to the culture of the airline

At the end of the selection process, points are tallied and candidates scoring the highest points are
generally employed first.

It is therefore vital that in each phase you score the highest points possible. A high score in one aspect
where you are strong and confident will make up for other areas where you are possibly weaker.

So how do you score

the highest points...
Phase 1 – Pre-selection screening
Airlines receive hundreds if not thousands of applications for a limited number of First Officer positions.
The selection process of potential airline first officers is a costly and time-consuming process and
therefore
to filter candidates, carriers may use an online application
process that automatically filters all potential candidates based on required criteria. Once shortlisted,
the HR department will then manually filter the best candidates.

This process “scores” candidates based on certain factors. Factors with the highest loading generally
are:
Transport Jet handling experience
Multi Crew development and experience
Exposure to structured operational principles
Line flying experience
A structured career development record
Formative training at a recognised FTO
Structured exposure to CRM and TEM aspects

Therefore, equipping yourself with the correct experience / competencies is vital in ensuring that you
make it through the first selection phase.

Training at FTOs that provide dedicated First Officer development programs using LOFT, structured
SOPs and operating principles whilst developing Multi-Crew and Jet handling skills, will always
enhance your CV and thereby the points you will score in the Pre-selection screening phase.

Airlines are looking for “Competent” pilots that will cost the least to train to line proficiency.

Your CV must reflect the training and

operational exposure that mirrors the
skills / competencies
required by the airline

Having been successful in the pre-screening phase will get you will be invited to attend the next phases
of the selection process.

The next 3 selection phases are normally conducted at the airline’s home base over 2 - 3 days. A very
intense time for any candidate.

Preparation for theses phases is vital. Airlines will generally cover all costs of the next selection phases
including travel expenses if required.
Phase 2 - Simulator check

This phase is always the most

challenging for any
pilot not familiar with transport jet
handling characteristics, and
complex Flight Management /
Auto flight Systems
Typically, the sim check will be flown on a Level D Flight Simulator that represents an aircraft from the
airline’s fleet. A320, B737NG, B777 or A330 types are generally used.

You will be expected to operate as PF (Pilot Flying) from either seat. The airline will supply a Capt. or
FO as required to act as your PM for the sector, and the simulator instructor’s panel will be manned by
a pilot representing the selection team.
Sim Check the profile you will fly is often sent to you a few days prior to your interview.
A typical sector profile could include:
Exercises will be flown manually and through the auto flight systems:

SOP integration (type-rated / similar type experience)

Appropriate pre-departure briefings including TEM
Take-off (Standard callouts)
Managing and flying a SID
Level-off at an intermediate Flight Level / Altitude
Advanced turning (FD and Raw data)
Low speed flight in various configurations
Raw data or Auto Flight VOR radial interception
FMS programming for a STAR and ILS approach
Radar vectors to LOC intercept
ILS flown to DA (IMC)
 Go Around (symmetrical thrust)
Missed approach procedure
Radar vectors for positioning
Engine failure and related procedures
Asymmetric ILS approach
Asymmetric full stop landing

Throughout the flying you will be assessed and scored on:

Compliance with manufacturer’s recommended operating practices and procedures
Knowledge of scheduled airline operational “Best Practice”
Flying accuracy
Effective multi-crew skills and communication
Effective briefing methodologies
Auto Flight and FMS knowledge
EFIS use and operational knowledge
Your ability to manage change and adapt your operating styles as appropriate
Use of all available resources
TEM knowledge and the use of accepted processes
Aircraft systems knowledge
FAR/JAR Part 25 aircraft performance knowledge
Use of ICAO radiotelephony recommendations

This is a daunting list of assessment criteria. Without previous experience on a similar type aircraft as
those listed (A320, B737NG, B777, A330)candidates are often overwhelmed by the handling
characteristics of a transport jet.

Unfortunately, there are no short cuts to achieve a level of competency required to score successfully
during this phase of the selection process.

Structured exposure to the

required Jet handling and
operating requirements before
your Sim Check is a prerequisite.

Phase 3 - Psychometric testing

Airlines use various tests and tools for this phase of assessment. This phase generally consists of
various written tests and one-on-one interviews.

Aptitude testing through programs such as “Advanced Compass” a comprehensive skills and aptitude
program, is used to achieve an aptitude base line and scoring of candidates.
 Aspects tested include:
Complex Control Tasks (CCT)
ATPL Theoretical questions (ATPL)
Short-term memory (Memory)
Mental arithmetic (Mathematics)
Spatial Orientation (Orientation)
Multi-Tasking (Task Manager)

Candidates are exposed to various psychometric test profiles which test personality and aptitude, and
these scores are used to develop the
base-line score achieved.

As previously stated, honesty and truthfulness are key features to being successful during any selection
process.

Various online programs offer advice on psychometric testing and the process you will be exposed to and
how to prepare.

Phase 4 – Interview
Numerous books and programmes offer solid advice on how to"ace" the interview phase of selection.
Nevertheless, this phase is often the most unknown and misunderstood part of the whole selection
process.

Candidates can expect a thorough yet relaxed interview process by a panel representing:
Human resources department
Flight ops management
Training department
Company psychologist
Aspects you will be expected to discuss could cover
the following:

Welcome and introduction to the panel

Overview of licence, logbook and qualifications presented
General discussion on your motivation for employment
Discussion on aspects noted in your career development
CV detail (Your CV character references given will be contacted for feedback before your interview)

Expect a question-and-answer session covering:

Transport jet aerodynamics

Transport jet aircraft performance and operational criteria
Aircraft systems knowledge
Aerodrome Operating Minima (AOM)
Human factors aspects
Knowledge of Airline operations
Personal attributes
Commercial aviation and current developments
Knowledge of airline route structures, fleets, operational structures, personnel, and current
developments

Throughout the interview process you will be scored on the accuracy of your responses, maturity
demonstrated in your answers, clarity of your communications and your adaptability and ability to
manage stress.

Always remain cognisant that airlines are selecting “Future Captains” and
not just a First Officer.

Generally, at the end of the interview phase you will be given feedback as to your performance
throughout all phases of selection.
Conclusion
Successful airline selection is a complex, challenging process that will only result in employment if all
aspects are scored at an above average score.

Structured career development and focused training exposure that will equip you with
the competencies, knowledge and skills required at the level required by scheduled
airline operations is crucial.

Before losing hope with respect

to your ability to successfully
achieve airline selection consider the
following statistics
published by Boeing
As the commercial aviation industry navigates an uneven global recovery from the recent
market downturn caused by COVID-19, effective training and an adequate supply of personnel
remain critical to maintaining the health, safety and prosperity of the aviation ecosystem.

Long-term demand for newly qualified aviation personnel remains strong, as 602,000 new
pilots, 610,000 new maintenance technicians and 899,000 new cabin crew members will be
needed to fly and maintain the global commercial fleet over the next 20 years.

Meeting projected pilot, aircraft technician and cabin crew demand is wholly dependent on
industry's investment in a steady pipeline of newly qualified personnel to replace those who
have left or will soon leave the industry through retirement, recent layoffs and furloughs, and
ongoing attrition. The global aviation industry will need to keep a sharp focus and engage in
collective efforts to build a robust, diverse talent pipeline through more educational outreach
and recruitment programs, development of new pathways to aviation careers, investment in
early-career learning opportunities, and deployment and adoption of more efficient learning
methods. Opportunity for those aspiring to have an aviation career will abound while
operators will face stiff competition in recruiting and retaining top tier talent.
about the author

With over 30 years of operational scheduled airline, line training and selection
board experience Wayne Westoby leads all training and development of PTC
Aviation products.

A retired A340/330 Captain and current South African CAA DFE1(A) with over 20
years’ experience as a TRE/TRI on Boeing, Airbus and various commuter category
types, Wayne understands the operational challenges and training needs of
scheduled airline and GA operations.

Wayne continues to play a mentorship role to key airline training personnel, honing
their skills, and ensuring their readiness for related training activities.

As mentor and trainer, his airline training focus continues to be the successful
entry of newly qualified CPL pilots into scheduled airline operations

Types flown:

Boeing - B747-200, B747 SP, B747-400, B737-200 Airbus - A319, A320, A330-
200, A330-300, A340-200, A340-300, A340-600, A350,

General Aviation - DHC6, BE20, BE350, BE9F, B190 and various SEA and MEA

wayne westoby