Ait carriers, on-demand operators and corporate Might departments se various ethos dete pls thy wart toemploy among appcants who met minimur egiemeats of etieaton and experience (ee “Wiing Procedures Dir ‘Among Ailins” page 2). Recent research has shown that strutired pit selection systems are most effective in Felping sicaf operators to enify pts who mate tie requirements, compared with casual selection systems. In casual seection systems, the interview often is tunatuctred and the Interviewer may not be tuned in imerview techriques, Typical, bere isno systematic method of ombining information fom te etervew, the igh sis test andthe application form: airing decision, therefore, asd solely ona manager's amen, which sometimes can bein lensed by a variety of subjective actor, Casal pt selection systems typically have not been developed by Specialists with appropiate expertise and often hee is 20 tore documentation of how and why they came to eit “These systems aluo may lack enplic ring sandards, nd "he manager ofen has only general idea of ow todetermine ‘which applicants would best match the company's requirments ‘Casal syste typical to sccomplish hee major goals onmon among pt section sem *+ To idenify the pls who best match the opertoe's requirements: Pilot Selection Systems Help Predict Performance Research shows that structured selection systems can identify applicants who possess the knowledge, skils, abilities and personality traits most valued by a particular aircraft operator and who will succeed as pilots in that operator's ine operations. Diane L. Damos, Ph.D. + To accomplish this ideucation ina costefficient + To be legally defensible ifthe processor selection ecsions ae challenged, In contas, structured pilot selection systems — which ‘spiel include a consistent set of writen anor computer based tests of knowledge, skills and abies (KSAS). personality assessments: intevews and simulator assessments (beck rides) —atiove thee goals i the following ways: + Developing the system requires management to analyze the KGAs and personality rats eguied bythe erat ‘operator This development process often reveals many diferent assumptions and disagreements among individual direty involved inthe hiring process, Developing the system reques management toevalte ‘hese arsomptions an toconfon dierencesn opinion about which KSA and personality tits ae required, + Wiring decision are made through the use of decision sida statistical process that combines scores rom all {ess amined sx pr ofthe pit selection process ‘0 predict how well te aplican wil perm a ple inthe company. The decison ad does mot eliminate the ofthe hiring proces FLIONT SAFETY FOUNDATION = FLIGHT SAFETY DIGEST» FEBRUARY 202Hiring Procedures Ditfer Among Alrlines Some air cartier determine whather a pt wil bo hired tera angi tenon: eter bate thor hing deiions Fotonionnervews but alao onthe plots perarmance on ‘Trumber testa cap Kt Dat omar and president of Ai In, a Alar, Georg, US. career niormation resource company tal provides servious fo pte seeking sitine jobs and [minster stir US sina, said thal be ing proces i eonsstantyinconestat” “Therese mao figs hat otto ann at (cont -mitertarvow ead Dary alsoa Boeing 76 captain ‘ih United Airis “Oars have mere gorau est” Several major US. sirtnos administer compete sets ot ‘writen taste o¢ computeroasea tess, more than hall ‘Sominster peyehoaga! tsi. mst admistr simustr faluatons, and. almost all administer aeronautical Knowledge tests, ho sid A tow aiines have sina ‘lator evluaions i avr of cogntva toss (ypialy emu 2abed eas opaperand-pene! tessa Imoasure an nial fearing ably), hes. Plot seacion systems are most fective when he nls ‘orough and caning, Darby said. AS an earl, he cag on sting that added cose toss to Is bot eacton system without ling ls gourd inutrs tat the system had bean changed. Th ielctor became ‘are ofa change, however, because thoy observed tha. Compared wth te previous staan ae aha the new Stidnfs were quete to understand concepts borg tag Darby's company mentors he hing actos of about 20 Usattinesndpromcs thal hoy wal ie abut 7.000 pots 2003, compared wth 6,00 pts 2002, 12000 pacts in 2000 and 10,000 pots in 1099, which was the sith aneecuve annua reco Of the 7.000 pts expected 12 te hed tis yar, about 500 pacts wl be ied by major finlnee, ne said. About 7,900 U.S. plots have been fetughed, capt. charles Hageman, ves chalman oho Ar Lie Pils ‘Associaton teratonel(ALPA) Pt Tring Coune 2.8 | tpatnenasnisodteaing” about ernaton of smuaior ‘alustors” “Simulator evalustone or ing pots ar jst snapshots ot {plots ably: Hogeman snd "There are numberof cvtrpi lusions — teach te tat | | appleants rea yng abit However, applicants are ‘raluted evenly and fry, simular evauston may cent appar who may nathavesutieint sks capt toaiing in jet vanspart” Hogan said that hels“Shpsea about te extort which ognte fests can ad in he slocson af ew pts ut that ‘tints inigttoapscant houge rocosos andes toward fying panes canbe decors Hough wal managed personnal niervien” ‘Sharon Jone, fight operations rerun th hun resource department of Coma sala er ans one those hatha imines sada evauaton cae “may not gv a accurate easng ofthe appar abit toy te alana” “The pil selection process at Comat — whlch ha 1.600 Pilots and expect fo a8 368 plat In 2008 — cis Interven, 9 shor paycologeal ee anda compute-besed copie test. “cognitive sereoning ies usa baer opportunity fo tst ‘hor als ct way sald Nek Mor, Cora manager Jonaa sald tnat Coma election process has “ua bean ‘ie dofned Year of ening ma process havo prove as ‘hat works best” ‘Capt. cistian Magnusson of Seannavian Aine Systm (AS) cal that forthe past wo yea, he ane hes boon ‘woking to determina nowt recta nem ype oot nto SxS nt because the recruling pote we use wrong bptbocase nea abe updated" Magauston, manager ofthe projet, sid thatthe work has included a ase analyse o ee what pst SAS realy does fy an astacement of tho rqurenants of ‘SAS aera and a review ofthe abies ot young jb appears, “we looking more into the nontachelshisecuired ot piols—communeatng undertanang er peoples ois ‘hvew managing sayeem woking a spine andpecn® he cad Plots in he hur need to havo basi yng sis Dural ent enough Thy need fy an aie also manage he sion” Previous plat appcants have undergone tives day of tests tnd itrvews, netxng one day paycrosoia ssa wen tat oe dy of stor evaluations andre bntorwons Now tse ae being dovouped ad sould be In plas for appa i ate 2008 oo 2008 to asoss leadership and management sis, Magnusson si those ‘eas wl ote ovations by peyehotogite anda ot {pplcnts perlrmaness on nanwetan probiom sang Fepresentves of several air cates contacto for this {rit dinetreepondto question abot her ot loction —____]procedures. Some ar carers however, decues thar ig Processes —iniaying detain printed informaton orn ‘Some sings to prospective eppcans what 1 expect during. the selection process, describe minimum ‘eurements fr ict applcats andor provide conser. ‘stall on hae ealeconsytome, For example, Betis Aways dscibs tho persnaly ak ‘aioe in is pots leadership, detrinaton, rely, igh personal stancaras, motivation lexi, we evaloped customer seria sks and eames ants Always geccrbes te teat — fur aptitude tests Gosgned o assess verbal tasonng,eamercal easonng, Gagrammatc abies end. spatial siites — and ‘uestonnaos ~ two questenraos cealng wih maton Sand porsonay Ounas aso provides tales of th Nps of questions that wil be included on each test and ‘uestionnare,proviges suggestion fr improving tat Prtomarcs and ors to fonowing a Don't be dscouraged if you found the questions eu Tore aro cover things yeu cn dota mere Yyour peromance. Read newspaper, repor busines joural Go verealpebiomsavng exarasas (eg, eoseword punish read snarl rapt ohippers tent ra your ni arithmetic; solve puzzles in novspapers a ‘agaanos nvating dagrans: pay ghmes swovng Sequonces or stataies eg, chess.) look a plans Systm results ae ea weal guancavely. ll plot selection systems ae, in some sense, methods of ‘edition ie they ret ow wellajb aplian wil ‘formas pit inthe company). The predictive valiity ofthe pit selector system ean be tacked overtime (Predictive validity ithe determination ofthe ene ‘which the seores on test predic acual perfomance) A decease apres vaey may mete aneodtorevse | pursorttepierscetionsyzen lok fone sources ‘ofp sppicants orb change the inal iin of newly hed pits. Tis mesuemet of sats al lows the costefetveness oF the plot selection sytem to be Cdeserminedelativel easily and, ‘+The sytem relies of documentation In countries with laws prbibiing discimination in biring —forexampe, the United States ant South Africa —~ docueattion canbe used to defend the company before cours and ‘epulatory bodies. “he documentation aso provides Import “corporate memory” forthe human resources \depareeat and he Bight operations department. “The statistical methods wed ia stucured plot selection system requir that when an craft operator bens 1 hie ‘nd [dos-yourse] manuals; mako up pattorns oF esis fara nagine how varus object ook rom ‘torent angos® FSF Edd! Stat Notes: 1. Darby, Kt, Tebphoneitanow by Wereiman, Linda ‘evandsa, Vigna, US, Jan 28, 2003. Fight Salely Foundation, Aecandra, Vins, US. 2, Hogeman, Chavis. E-mail communication with Wirtiman, Crd. Alsxanca, Virgin, US. Fad. 5 2003, Fight Sty Foundation, lexan, gna, US. ‘9. dones, Shara; Milo, Nik. Telephone interview by Wirtsinan, Unda. Alorandia, Virginia, US. Feb. 7, £2003, Figh Sty Foundaton, Alana, Vigna, U.S “4, Magnusson, Christian. Tolophons intorviw by Wiratman, Unda. Alexa, Vagina, US. Feb. 10, 2003, Figh Say Found, Nanda, Vigna, US. '. Brian Always. Direct Entry Plot Scheme: The Guaitiee We Seok and How Ie Develop Them. = Sc Opn MO Figure 2 ses a mul- hurdle model with wo stages, he selection tests are divided among the two stages, withthe least ‘expensive tess administered daring he first stage and thermos expensive ests administered during the second stage All applicant compete the iste tests. The tess then ae scored, and asubtaatal proportion of the lowest-anking applicant are roppe fom frber consideration. The remaining applicants then complete {he second stage tests. The test els are analyzed witha decision nd, and ieeject decision s made {oreach applicant. The stages may occur successively ‘onthe same day, o hey may be sepuraedby substantial petiods of time, Typically, the per-applicant costs for a structured pilot selection system with «mut, hurdle model are less than those fora sngle-burdle ‘mode ‘The third model isa progressive mol also known a rolling model ora cascade model. This model it ‘asentially a mul-stage mode but lifes on two mar Plilosophical sues rom the single stage model andthe ‘mlstage model, One major dference i thatthe pilot selection proces continues during taining ther than ‘nding athe ime ofthe hiring decision "The second ference i thatthe propessive model is designed to help ensure thatthe alert operator doesnot overook 4m pplicant wo would perform well onthe enteion rmeasres; bot the single-stage model andthe mule sage model ar designed to miniize the possibility that Sn operator Would hr an aplieant who subsequently ‘Would perform poorly onthe criterion measures. A progressive modells most useful wben tning is Conducted over many monte o yer and when the ‘pliant polis small compared with the namber of viable postions, Progressive model most often are ‘sed for ab ini systems because ab iio tsining ‘ypialy eguires several years: + The decision aid uses a variety of statistical methods 0 sel sores en the teste the eterion to produce at ‘mpoymentrecommendaton, The mst commonly wet Sass method is regression eal, n which the Selection sure us une ur ore ase ied pret Performance on veteion and, + Altick piste menor edie aly or ssmtusd pi seston syn Al cso et focrenly irl pis babe ern dae ‘The eth op sonia te He pls ton inure wih so her sores on slston tes Fergal naar clas te pice aly af theron The pve vali of ny ston ‘prem decrees on tne bcm face sch hanes inthe pant pos cage thermo hanger i nil Sing Te Fed oop nab he scion to dtermine when te Freie val i desening and tke prope Scenemenues. ln ones whee employment ina cmon, the ft that a Sompay has {ede loop ower company en to nove ipso prs an fre ro an ional tease of proton again ton Selection systems mustbe designed and must be administered to comply wit all sppicable regulations and employment laws, akbough comping with enploymnent laws pialy considered an element ofa srctured pt selection ysem, Selection-system Development Includes Five Steps ‘The first selection systems were developed by indusil/ ‘organizational payehologste more than 50 years 280.7 Selection systems pilots ypiclly ae developed according ‘o tesame rtp a selestonsysems forahereegoies of employees"? Aira opertrs held follow fv tps inthe development ‘of gstrcred pit selection system, The steps need nt bein Jn the order ges (2, stp 2 may bepn before sep 1), and Some steps may ovelp, but all tps must Be completed in ler (Le step I shauld be completed ist, then step sep 3sep 4 and step 3) The process and the outcome ofeach of thee tps also mast be documented carefully for inter se and for defending aginst subsequea legal challenges, ‘Step 1s conducting a jb analysis to identity the KSAS and nai wis routed o perform sucessfly a lt or Specific operator Theob analysis deseies what he pt des tthe ob, wha he pot mt kno fo perf he jo and what resures the pilot ms so perfor the jb sucess. “Mach ofthe job anys for pilot involves task analysis, hich sa died description of pls work activities. ANtier operator may tuna tsk analy or ts pits by tne te method + tier cuierparicipaes in anauvanced uation progam (or over vhasay aciatve tale Fegulatory fegurements for pilot taining), then the Coir already shoud have sk analysis ofthe pilots job hat was developed or sining purposes. Ts tsk alysis ean be modiisd fr we tna stated pio ‘election system. This the best method obiain task Stays forthe selection syst because the atlyst tas been designed! sposfealy forthe operator's fet sid proce Some seca citer house employes oF ouside nalts in setred pls selection systems have {esk nae foros that an Be mode for a speciic Sieraftoperatr (Conan ay ot ave tsk anaes forthe openers reat however and, [An air cater may conduct the tsk analysis sel Performing sk analysis fra pilot job desertion an he time-consuming process and can require staal expert, so this method of btng ask "lyri iste yond the inhouse resources many taller ieralt opto “The uty of a tak analysis ly ide the personality trltsthat ar equi to perfor well ats specie company: ‘aherterbniguesmust be used ode thoes, Usa, Ser operator ve song opinions about the personaly ‘ait euiements forthe pts they wat ire ante moe tlleive mt to enti howe requires toss subject rnterexpert(SMEs, who typeally techie poesand senior ‘pan Those SMEs Caney the problema the erat ‘pentor his experienced wih i pies nsicient job ASI aco depend. poe leaden sills por sess angeren, Tey al can wer the personality ats of ‘census, sucha conscenousess — qpclly one tf thems ighy valved peal wats for loc aplicans leadership ais. This nfermaton maybe obsined ‘uogh intriews, srveye oe sal Uscunsionsroups, and ter the information has been ubained. a specialist in "aued pit selection rst ypically matches ech of the successful pilot trait with generally recognized ernlity tuts ARer this scp ix complete, the eal pero wl veto all of known KSAS and tis 3 ‘cesT pl wii tbe eran Spi the Metfaton ofthe tess oe ype of ets) tobe ‘somite forincasom a sletion sje, enttying appropriate tests aly 12 straightforward posure for hema sesources specialists. Typically, Speci In utr plo selection system eons. testa meanire the regaed KSAS ad personality tas ‘emliednstp ore thn nett salable to means 4 spssitle KSA or personality iil the specials wypically| makes recommendation based onthe ost pe applicant he te ered to admin he es th eliaby of he es fad the probable predictive validly f the et, Based on the Sometimes tht te no cxising sanz est omeasne specific KSA or personality tat In such teumstances. he tert operate has wo coe: develop fest to measure the KSA ori choose notio sess the KSA ota Tes. evelopment shouldbe pursed ite KSA ora scomsidered ‘ey impoant frit cess, Arlt peat hat dono. ploy individ ith experi in est development un tine pins. Mos commaony.stscanot be amiisered trey all KSAv ad personally als identified in sep 1 case of tine lmao; ome tet ra be ied Step 3 requltes the identification oF development of rerformance measires to ete i eerie Fr the plo. ‘Sleton spt, For example, oneperormance mes, uch {the score onthe check ride atthe end of tain, Frey Shes all ofthe important fete of pilots job for a Pariculr ser operat Siete pil selection systems can be designed 0 predict sever tuts ofthe crenon, Far example a ai car ay wa opie measures of pi’ performance ding training. ding proboton al ring pero Ming. Many ease re generated ring traning hat ean be use in he “stron suc a time to comple taining, the score 08 he Final check ride othe sere n he fn cel examination Computer-based ning (CBT) groans sso may generale ‘numberof measres of pila pelieat's progress during Teaming. During probation, the sere onthe cheek ride ‘Minsteredat teed pcan ad expats’ assesment, fof an applicant ae ptemil mesures. Peformance 383m ‘operation pilot iy be refletegin check ide sores andthe time required wo complete resurnt training; CBT mesa. lho my provide useful indiestore of performance during freuen ining or uparade ating. Setresom annual check tides may be ase, and personel records may include faluable measres that have ben averooked ich a the umber fines daring 12-oah pevihat pleaives Tae fora igh Neste. the following dius my ocurin assessing pilot pevfonnance: + Many common measures ofperformance in sition age expressed pi Sh nests which te refered to as “dichotomized” scoes. pill ae not good ‘rierion menses, nace performance prediction istic,” Messrs thi ase carefully developed ‘ale are preferable, + scasioly, there are wo performance messes at ane apropie forthe rien, For example he ratc operator may have no measures of how well a plot fntrats with other erewmembers. In that event the operator must develop performance measures. Nevertheless, developmene of performance measures requires epeifie technical Knowledge and should be Atdertaken in conslaion wit ppropie specialists, ‘Step requires administration ofthe et to obtain preci measures, to collet the evierion dats, when aalable, and ‘em the most cost fcen et, ‘This step begins the process of determining how well he hose tests scully prediet performance. Traian, aviation, his step hasbeen condocted by administering te ew tests oa group of pilot pplicants who have pasted the Screening proce The scores onthe new esate ot sed in making an employment decision about the applicant: at this stage, the useless ofthe scores is unknown. Instead, ‘management ceceves coves fom the less anor interviews Used previously and makes hiring decisions base on them. Fovetample the aera operator as eon sing anv and simulator evaluation these scores ae used ia making eng decisions. Newt tind plo exe ting, nd hone we compte {ringed ine yng Screen cton aes Secale he appopat tnefem euyed Po Stil nae wel determine how rely te {nde much impede vay of hg ‘fiom Teeter show tt sme of tn et fe not coreien and sould be dropped om aer ‘Cosson, Smita my tow a se Stem athe sr opera en ig ‘tic ad sl be clmiate Aer idenifcation ofthe ett best prec the criterion, ‘he vosling et of tests may be given tothe next proup of ‘pplicans For his erp, the scores rom al ofthe est are sien to management. Ale he citron dla are elected, Static analyses again are used to ealculate the peditve ‘ality and 10 help entre thatthe predictive vality is safiient forthe operator's requirements, Step 5 isthe development ofa monitoring system. Before further grops of applicants are tested, management stood esblisa monitoring system so that they wil now wheter the pilot selection sytem continues to prec he eniterion measures established bythe aera opera. A ypieal monitoring system cll test sores and citron Scores, performs the statistical analysis an ales management ifthe pedcive validity ofa stuctared pile selecton system ecotses below preset alu Ifa decree ocr, thet ros management that changes are required inthe st of tests or in the analyses (cision aid). Management should ‘identity reason fo the decrease changes in he poo oF plot applicants changes ia waning content or standards) and ‘Should take cometve ston, ‘The monitoring system also documents he aircraft operator's {ott and actos Io ensue that asiructred pit selection stem function as intended andi improved pride. Selection Tests Assess Many Skills and Abilities “Many eypes of tess icing ineligene tes, current re sed to assess KSASand personality ais. Since World War Scores on ineligence es have Ben elated demonsuably 19 Peformance in ab into mary plot traning! Research from Qantas Airways" and SAS!" shows that scores on eset lo provide valid predision of tsning perfomance tnd operational performance for experienced pilot. In dono hei preci ality he following reasons shoud be considered for including an Inelligence test in the staf tess used ina pio seletion stem + lneligence teste are reltively inexpensive and cot effceneo administer The wana pper-and pene tests require no special apparates and can be ministered to large groups of applicants. Tests stally an be administered by at pert’ human esouces personnel Comper based itligence tests may be Imore expensive but offer the advantage of immediate res ‘+ Many other tests used in pilot selection coreate ‘moderately with scores on neligeace tests. In erms of ‘vera pred vali itelgence tents ofen re the test precios plot performance among alls ina priciest ae ‘+ Many srraft operators today find tha the ection level and background of plot applicants is changing. For example, unt relatively recently, many USS. ar carers fed predominately ex-mlitary pls. These pilots previously had been selected through rigorous Play processes," and hey had college depres. US. tic cars no longer hie predominately ex-military pilots, ti some do not requ pilot pict to hive Segrecs from accredited colleges or universities. Ar ‘ures in some other pat ofthe world hae reported liicaliesreruting pt atthe ab into evel and the ‘experienced evel, an ike their U.S couriers, some hate lowered ter educational requiements and have bepunrecrting trom nontadonal sources. When educational quirement ar lowere, however, some pilot applicants may not have the knowledge required o complete ning within he required ime. [carver could expect to correct defiiencies by Providing additional usining. Nevertheless, someIndiv das ay not have the required incligence fvewome the defiiences im the allowed time Tmeligence ting is one of the fe ald methods of eying sh inva Motor Tests Best Suited to Ab Initio Pilot Selection Tests that avolve manipulation of some type of physical ppartsar Krown anor sts oe "psychoro.or ess ‘They lonely were called “oars test") The dstnetion between # motor test and’ psychomotor test is not ‘Standard but paychomotr” generally implies thar some "yp of coeiie procesing is required to perfor We test ‘well For ecaypleatest that egpres the applicant tap his index foger spi a posible would belle motor tes ett request applicant to place 3 pointer ana dott ves tire speeds ina geht pater on acomputeseeen sully would eclled peyshomotr test Motor tests pial te not used slet experienced pias. Nevesheless, motor txts, which len use relatively inexpensive apparatus, may be Useful For ab into pilot ‘election nate where pile applicants mayb had limited taposure to technologically advanced machinery and “Computers, Payhomotor fests — which often measure eye hand coonination — ae included i test batteries or caprience pits: or example, these tesis sed by Qantas Conainso eof eye hndeooedinatonandatestofee-han= Foot oorlnation”Payctomotor tse lo may be wed i ab Ino plot sletonbateres, such as one used during the [990 by Cathay PasicArwoys, which conse aneyesand orion text and eyesand-footcoordation ts” Scores fom the psychomotor texte used by Qantas colted ‘with Rightriing performance reports that were obtained ter the pls were ssigned to operational lying alos ss tvellauagces rom a simulta als was eluded in {he set lt selection ests, “The majodivadvaniage of paychomaor tess is teirexpense ‘dition skhough the Qunts rests sow a eonetaion ferwcon sores onthe psychomotor lest and scores onthe Fighting performance repos they ees data ro aly Alves operators shoul develop a structured pt selection fystem cf should establish its predictive valty and then shoud detemine whether adding a psychomotor est Information-processing Tests Measure Reaction Time Information processing ests mesa the speed at which an individ pertorms various cognitive Tanetons." The isinguishing Feature ofthese tests is their we of reaction time, mesuned in miliseconds, asthe peimary measure of performance. Hecate reaction tipe mist be measured 50 Securely dese ests ae conducted using computer. Forcxampe an information procesing test ight be designed todetermin ow rp nial ean espnd oa simple inl on computes display. During the tet te names “tough” would Be shows one tine, at random on te displ The ob applica would be regied to pes the ‘espnding mmeron ake andthe computer sovare would measure how rapidly the teeter responded 1 the pearance of eich sumer A tal of 100 numerals Sppear, and the 109 eesponse ties would he averaged to mest the es ake’ performance. Mary commercial software packages arable to conduct. Information-processing txts, Basie software packages include several diferent information processing ces. More omprebensive oftware packages include separate ests id Combiations of seth ae designed to tes iesharing Sills Inatimesharng eth essake is asked to peform {wo information-processing tasks concurrently. The ‘reitve val of timesarig tats ili greater than the pred valid of information processing ets. ‘The most comprehensive software packuges include ychomor texts, combinations of sformaton processing fens, combinations of information-processing Tess With paythomotor tests, and feedback (a response) about the Individuals performance onthe ets, Te svar ean ase. {ctor sch an nds isk taking ais and decison Imaking abilities 1 addiion to the speed of eopnitive Drocesing and timesharing. Some software may require Specialized somputer and peripheral equipment toadniser the tes, Information processing et ave several characteris hat uke thn atritive fr sretred put selection systems. ‘They haven "game ike” quay tape appliesstypically enjoy. Bocose they ae administered using 3 compte, the Fess re availble mediately. When used unde onl endo, cores on thee tess are wallet by Beer and csc. ‘The major diavanage of those tests is tei cost. Aral operators nay be equ to porhase peopitary hardWare Si software and may be ehage fe foreach applicant who these as Personality-trait Testing Involves Caveats “exes to vate ero eas of ples may te the least Seeesfl type fet in icy Heterogeneous counties Fovexanple some reports on personaly testing in US,© rity plot selection stems sy that sch test ve not eceated "The use of slept pesonlty Scores id nat enhance he predictive validity ofa slection system sid ene report on Pesonliy-asesiment st used by the US. Air Fore. "The Snalyses of personality ‘arabes tnder investigation by the [Ar Force show very Title promise for use in selecting oF siying aviation canddstes™ ‘A study ofthe pil selection system t Qantas, however, sid ‘hat there were significant pose eorelations between peronality eas and performance sores in training snd probation European air caries hive had more sucess with testo afte personality tris. A study of one European charter operator (the study id aden the operstn messed an Increase inthe “elasificaton accuracy” fits slecton system from 78 percentio 793 percent after atest vane esol tits war dt he ef tests *(Clasfation curacy isthe pereentage of aplcans whose performance ‘on. pasa erterion was predicted corey) TW repons (on SAS pt selection system — writen moe than 30 yee apart — presen ata for personaly tests. Both epot Sid ‘at SAS used experienced peychologiststoadminiserthe tse nd wo interpret them ?* ‘Tests to evaluate personality tis have been ecized for their culture specie. For example, data show a trong predictive validity fr ve test — the Defense Mechanism ‘Test — ln Scandinavia and an absence of predictive validity for the same test in the Netherlands and the United Kingdom Other data show that atest developed for ‘Lufthansa Aisines in Garnany had poor predicve validity in Chinato aplt applicants overall ight-raining grad.” Researchers were unre he cause but planned to condt further tiesto compare test developed in China with the ‘one developed in Gera Some researchers also have ertcized tests 1 evaluate personality tits for thei "wanspareney" — tats, the ease ‘with which jb applicans determine the desired response 0 ach question and ten respond accordingly" Thee nswers may reflec lit about tee real personalities: he Predictive validity of tetest is, teefore, questionable Inthe United Stats, fps factors in testing related to sonality ls must be onsdered. The Cll Rights Act of 1901 specifically prohibis different scoring of items by ttni group or gender Fo example, question asks the od pliant abouthivher frre spr in secondary eco and ‘answers of "boxing "vng” and “gymoasis” are known ‘ocorelte bighly with secs in tsning men tere newer oul be given higher coe than other answers to this tem, “Boxing” may havea negative coreatin with success in plat training for women, however. Nevertheless, under the ei "ght av his answer mus recsve the same score for both ten and women. This etrcion on diferent sorng a limited the usefulness of personality est or pilot selection inthe United States, Biographical inventories — types of questionnaies — sometimes are used instead of personality-telated tet particularly inthe United Sates, ak about the applicant's Family, education, hobbies and sports interest.” Some ‘uextions also pera to ntrest in aviation aod eacer goals. Reponss tothe items are coreated with eteron fore. ems that corelate positively with one oe mare of the crterion sores are ncladed inthe applicants otal coe Interviews Remain Valuable Tools Interviews may be the most common element ofa plot section system used by aicraft operators. Interviews may be conducted by one person or by a board (group) ‘The interviewers may be human resources specilist, psychologists o senior piles. At large at carers, pilot pplican may have sever india nterviows, a well 5 & boar interview ‘Studies have showa thi stricture interviews in which the same questions ae asked fal applicants and the responses fre assessed) have greater predictive validity for jd Performance than ynsintued interviews, pepe because Unstructured interviews type do nt present al applicants withthe same questions and because they lack scoring cane Cost is one probes asocsted with interviews conducted by one or more plots who are on fight sates. Some slrfl epeatrs may underestimate the cost, they pay ot nly the pls” salaries and benefits but also lost revenue Another problem i that interview questions may become Known in adiance o applicant, compromising spontaneous responses: Some aieratt operators inerview questions are tvallble onthe Tntenet fora Tee, many hooks provide _uidane on how to respond in an interview, apd consultants may advise job apieans on the appropiate responses and ‘opropriate demesnor for intrview's at specifics car, ‘Theeect of is vance reparation on he predictive validity ofinterviewshas no been elise Flight-skills Tests ‘Conducted on the Ground ‘Many srcrtt operators require an assessment of pilot pplicantlght ils. Traditionally these assessments were ‘ondoctedinan air but oda. hype conducted ina malar or other ight-ranig device.Some sinlator assessments are based on national test, ‘andard forthe appropriate level of pi license (ie the Aitinetaospor license or an instrument rting), nd coring ofthe csessments sometimes presents problems. The predictive vali of test closely related tis rib atest ns aow relabiiy ts predictive vali also is iow For texts with sores ase on observer rags eal i measure! in terms of “iterate elibliy” (he corelaton etweenthe sores piven By to check ples ating the same lt performance), “Two 1997 research repos sald that iterate reliability {yplely is poor at care. The report sid that esos ‘were no. determined but that isuficlen ning of check ‘lots might bon sause Reseach on improving thee. fer relbility of heck pls found that more intensive taining of check plots and period ering woeld belp improve iteratr eit. System Development Can Take Months Airrltoperatorsrypically make wo mistakes in developing lor reisng a srutied pilot selection system ‘They donotallow sficient time forthe developmsn process or revnon process ad, tere, introduce the proces (00 late nee ining cycle an sir eae decides o develop 3 now ile selection system th process must bein before pit Tisng gins. Some ai carers, However, wat una few vee fore hiring Degas to consider changing the pilot {election system Management shoud allow three moat ‘x mons to develop ae structured pilot selection system fora stale air carer toa mesim-sie ai carer Tis allows sficient time for system developers to schedule ‘eens with management, to mak informed decisions about ‘Beer and tess, and rain testing personel, check lets land interviewers. A large ai carer that anally hires Inundre of new plots may require considerably moe time forthe development proces. Revising an existing plot seletion system ypiclly requires ‘uch le time than Geveloping anew system. Three moos iesuficent for making most changes. ‘The cher common mistake is purchasing an expensive test vithot adequate consiertion ofthe ppote of he Ws thealeratves Management shoud no purchase atest nls the tet is demonsvably related to the KSAS or personality trl tht on icra operator wants: plots toposes. Even ‘if teat elated vo KSAS or personality tis of importance tothe orator ading the test may naincrease the preicave ‘ality ofthe selection system. [Management should not purchase atest solely because of the epredwsfuless ofthe tert to oter sical operators, ‘perso: that appear similar may ifr n sube ways that fect the predictive validity of thei tests. For example, although one air carrier may find that » particular test increases the predictive validity of is structored pilot ‘lection system, another ir carer may find that he Sane testhas no effec onthe predictive vad) Airrafoperatrs tho consider purchasing soch tests should sek appropiate txpertite to evaluate the vendor's claims and perform cost! benefit anal yes. For maximum effecivenes, ess, lke other element ofthe piltsletion sem, shoal developed maichanaircrat ‘Sperator's peli reuiements, In tht way, the system will beable to idem the applicants mont likly to succeed as pilots for speci srr operator Notes 1. Guion, Robert M. Assessment, Measurement and ‘rection for Personnel Dclions Mahwah, New Jersey, US: Lawrence Erboum Asoc, 1998 2, Hunter, David R; Burke, Eugene F Handbook of Plot Selection. Alesse. England: Avebury Aviation, 1985. 4. Tanke, Ame, “The Pryholopist a an Inseument of Prediction” Journal of Applied Psychology Volume &3 (0959: 170-175, 4, Stead, Grp. "A Validation Sty of the QANTAS Pilot Selection Process” chapter in Haman Resource “Management Aviation eed by Eri Farmer, Aldershot, England: Avebury Techical, 1991 5, Gordon, Hans, “Seection of AB Io Pilot Candas ‘The SAS System,” chapter in Human Resource Management vain edited Ei Parmer. Ales. England: Avebury Technica. 1991. 6. Gopher, Daniel. “A Selective AtentonTestas Predictor of Scess in Flight Traiing” Hunan Factors Volume 28 (98: 173-188, 1. Thorndike, Robert L. Personnel Selection Test and Meaturement Techngues. New York, New York, US. Sohn Wiley and Sons, 199, 8, Hunter snd Bare 9, Geion 10, Cohen, Jacob. “The Cost af Dichotmiation” Applied Peychoogical Measurement Volume 7 (1983) 248.253, 11, Sebi, Neal: Chan, David. Personnel Selection: A Pheoretcal Approach, Thousand Oaks, Calfomia, US. Sage, 1958. 0 {LIGHT SAFETY FOUNDATION «FLIGHT SAFETY DIGEST - FEBRUARY 205, €© , Most curent theories of itligence say that human Jneligece is composed of numberof abies. (AR ‘ncigence test usally iscomposedofsobeststhat mses ‘unber of ables comprising human intalligece. The ‘manager ofasructured pilot selection sytem may choose ‘include an ee inligence test or ony few ofits subests inthe system For example. a manage may dice ‘use only the "spa elations sues ofan imeligence test consisting of 10 subtests, Such subiests may be ‘fered oa abliy teste) Another commonly misunderstood term is stanine™ “his term refers oa method of ecorig test on nine point seale and iss contraction ofthe term "standard Hine." [according to Introduction 10 Classica and ders Tex Theor by Linda Crocker and ames Agia. For Worth, Teas, US. Harcourt Brae Jovanovich, 1986, and "US. Ar Fore Plo Sletion Tests: What 1k Measured and What Is Predictive?” by Thomas Carreta and Malcolm J. Ree in Aviation, Space and Brronmental Medicine Vole 67 (1996): 779-283] Daring World War Th te piltassessment iets were scored using the stage method. Plots seem to have refered othe tessa “staine ets" ond gradually this term began to be ued to Fler to sy pape and peri bit test ‘uilfor. 1: Lace. John. Printed Clase Tests {Report No. 3. Army Ait Forces Aviation Peyehology ‘Program Reseach Repos. Washiagton,D.C.US US. ‘Government Priatng Of, 1947. Although this aici examines civilian pilot selection ‘ystems for experienced pilots, naional governments Hstriaily have fanded much research on test evelopment and on the deniicaion and refinement of ‘terion measures to improve the miltary pt selection system, many references In this paper reflect this volition Sead ‘rank Gorton. Caretts, Tomas R; Ree, Mall J. US. Ait Force lot Selection Tests: What Is Measured and What is editive” Aviation Space nd Environmental Medicine Volume 67 (1996) 279-283, Melton, Aur W. Apparans Tess Report Ne. Army ‘ir Fores Aviation Psychology Program Research Reports. Washington, D.C, US: U.S. Government ming Oe, 1947 send 20. 2 2, n », 50, a1 2. 2. 3 Bartram, Dave: Boxter, Petr. “Validation of the Cathay cific Airways Plot Selection Program.” Intemational Journal of aviation Peychology Voume 6 (1996): 149 170, Wickens, Christopher D. Engineering Psychology and “Human Performance, 204 eiton, New York, New York, US: HarperCollins Publishers, 1992 amos, Diane L “Using Meta Analysis o Examine the Predictive Validity of Single and Mull ask Measures ‘Flight Peformance” Human Factors Volume 351993) 615-628. Dolgin, Daniel Ls Gibb, Gerald D. “Person ‘Assesment in Aviator Selection,” chapter in Avaron Peychology edited by Richard. Jensen, Aldershot, England: Gower Technical, 1988, Sie, Froderick M. "Predictive Valli ofan Awomated Personality Inventory for Air Force Pilot Selection, Imematonal Journal of Aviation Prychology Vola (1992): 261-270 Sex orman, Has-Juge; Masce, Pete. “On the Relation Between Personality and Job Performance of Airline Pilots. International Journal of Aviation Psychology Volume 6 (199): 171-178 ‘rank Gordo, Mantnessen, Monica; Torjussen, Tore. ‘Does DMT Pedic Pilot Peformance Only in Scandinavia” In The Proceedings ofthe Seventh International Syne on Aviaiion Psychology, edited by R'S, Jensen and D. Neumeister Columbus, Ohio, U.S. Ohio S University, 1993 ormann, Hans Jurgen: Lo, Xin Li. "Development and ligation of Selection Methods for Chinese Student Pits” In Tenth Invearional Symposium on Aviation Peychology, edited by Richard Jensen tl. Colambus, Obi, US Ohio State Universi, 1991 Hunter and Bure, Dolgin and Gib Siem, ‘Anssasi, Anne: Using, Susana. Prychologic! Testing, “Th edition. Upper Saddle River. New Iersey, US. Prentice Hal 1997235, Hunt and Burke 36. MeDanil Michael A, eta."The Vaid of Employment Interns: A Compeciesive Review nd Meany” Jourial of Applied Peychology Volume 79 (1994); ‘99°56 37, Janz, Thomas; Hellervik, Lowell Gilmore, David C, ‘Behavior Desrption Interviewing. Upper Sade Rive, | Newlersey, US! rence Hall, 1986 38, Baker, David Ps Dismukes, R. Key, "Tools for Investigating Rater Reliability and. Accuracy.” In Proceeding ofthe Ninh Interntinol Symposion on Aviaion Paychology, edited by Richard 8. Tense, Columbus, Ohio, U'S! Odo tte Univers, 1997 39, Wilms, Donns Ms Hol, Rober W.; Boshm-Davis, DDeboah A Tring or ltrraterReliblty: Baselines and Benchmarks." In The Proceedings of the Ninth Imernarinal Symposium Aviation Psychology edited bby Richard 8 Jensen Columbus, Ohio, U.S Ohio State Univesity, 1997 40, Baker and Dishes 42, Hanna, Wiliam R; Bensien, J Mathew; Hol, Robert \W."Bralating InsrctorEvaluatr ner terRelihty From Performance Database Information” It The Proceedings ofthe Tenth International Symposium on ‘Avion Psychology, edited by Richard Jensen, et Coluntus, Ohio, US. Ohio State University, 1999 About the Author Diane. Damos, Ph.D. has worked inthe area of pilot Selection for more than 30 years She recived a doctorate Aviation chology fom the Univers of Minos 1977 fan tug from 1977 wil 1997 ot the State University of New York Arizona State Universiy and the University of Southern California. Sheba lectured and ha aug courses onpilor section in Taiwan, Sout fice, Sein and Canada 1n 1995, se funded Damor Aviation Services. Dames ha; conducted esearch on plo selection forthe US. ‘Air Force cn the US. Navy and elped develop the compar ‘sed vest used bythe Ar Force She has conte ith ational governments and air carriers on military plot ‘election and cian plot selection. Dames has recetved ‘merous roms and contrat fromthe Navy, Air Force aed the US atonal Aeronautes and Space Adminstration 10 “suppor her research. She has writen more than 25 aces in telentfic publications and 50 technical reports and proceedings aricls on amin, cognition and plo election ‘Stems She isa consulting eto forthe intemationl our of Aviation Pryhology and fellow ofthe Human Factors ‘and Ergonomics Soc She served onthe Nrinal Academy ‘of Sciences National Research Connell Panel of Human Factors a Air Tae Control atomarion. She alo has been ‘anesprt wines many ition relaed court easeson plot cenifcaion taining and performance Damar holds a commercial plo certificate wih ratings in single-engine airplanes and maicengine itplanes and an ‘nstrinent rating. om odvonced ground itactor license and ‘an srrument ground insractor eens Further Reading From FSF Publications Global Aviation Information Network (GAIN) Aviation Operate Safety Pratces Working Group. "Operator's Flight Safety Handbook” Fl Safer Diggs Vom 21 (May-June 2002), Shappel Scot A; Wiegmana, Douglas A “Human Factors Analysis and Cision System” Flight Safety Digest Volume 20(Febrinry 200). Sie, GP; Gibbons, D.M. “Propulsion System Malfunction Pls inappropriate Crew Response PSMICR)” Flight Sfey Diges Volume 18 (November-December 1995), Wines, Earl Ls Chute, Rebecea Daj Moses, Jon H. “Aransition to Glass: Poe Training for High technology ‘Transport Aircraft" Flight Sofery Digest Volume 18 une ‘sas 1993), Pine, Jean; Enders, John H. “Human Factors in Aviston: A ‘Consliduted Approach” Flight Sofey Digest Volume 18 (May 1999) FSF ears Commins “Aviation Safety: Aine Management Sele sui" ig Sfery Digest Volume 18 (May 199). ‘National Civil Aviation Review Commission “A Safe Flight In the Nex Milnnium.” Flight Sofery Digest Volare 17 (snus 199), Mears, Allen. “Education — The Corporte Possibilities” ‘Fligh Safety Digest Volume 9 January 199) “The Futur ofthe Cv Aiton Sytem” light Safer Digest Volume 9 January 190),