PILOT SELECTION AND PSYCHOLOGICAL ASSESSMENT

Ferenc Albert, Ph. D, Senior Aviation Psychologist, Asst. Professor

“Commercial pressure is the biggest enemy of professional selection”

The final investigation report of the German Wings Flight 9525 is presently published. The
conclusions are very clear, unambiguous and important implications for the future civil aviation
and pilot safety can be drawn. The contribution of psychological factors is undoubtedly involved
as the aircraft went down after the co-pilot lock himself up in the cockpit in order to arrange his
suicide and take additional 150 innocent passengers’ lives. As several doctors has given the co-
pilot advices to turn himself into psychiatric treatment there are some discussions going on how
medical confidentiality should be arranged to satisfy ethical aspects and flight-operational safety
as well and how sensitive personal data
should be exchanged between the two
organisations. Indeed, it is an important
issue, differently handled in various
countries and airlines. However,
conclusions in the investigation report
common for all airlines are pointing at a
need of a more detailed psychological
selection focused on assessment of
personality and not mainly on aptitudes.
Today, most airlines seem to be more focused on skills and abilities and selection processes
produce pilots with high mental ability, quick perception, relevant spatial ability, stable problem
solving capacity, high simultaneous capacity etc. etc. but I am sure – based on the investigation
report and my own experience - today is the right time to revise many selection processes within
civil aviation worldwide. Especially as we in the near future are in front of a massive need for
pilots in many parts of the world.

Under my 25 years as aviation psychologist I have often been asked if a pilot need a special
personality and my answer has always been a clear and loud “NO”. When we talk about

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“personality” assessment, we are not looking for a standard person with specific traits. It is more
fruitful to see the personality as a sort of filter and after that skills and capacities are filtered
through the personality; we are able to assess the “Effective Pilot Abilities” shown in every aspect
of the pilot’s operations on board (see picture below).

It means that capacities and skills are still important, but only after they have been studied and
assessed in perspective of personality traits. An excellent logical capacity is not enough if the pilot
lacks a reasonable power of decision or reasonable judgement. A well-functioning perception and
spatial ability is easily restricted by a passive attitude. In the same way high technical
comprehension, multi-tasking and other pilot related skills are of restricted value unless the pilot
have high panic resistance, emotional stability, independence etc. Thus, a relevant pilot operation
can quickly deteriorate by different personality disorders or psychopathologies – in extreme cases
with loss of aviation safety. It is widely known that about 70% of accidents and incidents are
created by human factors and much efforts are laid down to improve training and procedures,
but we have to remember that it is in the selection process we find the right stuff who later can
be trained and develop into excellence.

I have noticed a trend that today we have more and more people in pilot selection from very
divergent disciplines: statistics, chemistry, mathematics, management consulting etc. while
clinical psychology – and the personality aspects of piloting - seems to be under decreasing
importance. The fatal German Wings accident has sat focus on the interaction between skills and
emotions and should be an alarm clock the airline industry should listen to even if we never will
find a 100% safe selection system as well as we will probably never reach 100% safe operation in
civil aviation unless we ground the whole fleet of every airline.

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An additional trend we can observe today in pilot selection is the increasing use of personality
tests. It is understandable and perhaps natural that when so much focus is laid upon measurable
aptitudes, also personality is object to measurable tests. I have no intention to discuss the relative
weak validity but high financial profitability of personality tests, but I just will draw the readers’
attention to the fact that the interpretation of complex personality traits is never more valid than
the interpreter’s expertise in psychology, personal disorders and psychopathology. We definitely
recommend airlines to check if they have aviation psychologist with clinical training and empirical
experience, prepared to make a full-fledged assessment needed in the context of pilot selection.

A final conclusion from the Investigation report is that a recurrent follow up of pilots are
necessary. Life is a continuous dynamic process, changing people all the time. As it is said you can
never dip your toes twice into the same river. We are passing through different phases of life,
some aspects we can control, others like family catastrophes, personal setbacks etc. come over
us without our command. Therefor continuous follow up is something which cost for the airline,
but saves life and actually money in the long run.

“Tests and other mechanical measurements can never substitute dynamic psychological
knowledge and experience.”

Reliability and safe operations is not only a major competitive

advantage, but an investment in the good-will of an airline.
Today — more than ever — every crew is expected to make
decisions of vital importance under demanding conditions.
Albert Consulting Ltd has more than 30 years of broad
experience from aviation business in different cultures and
from close cooperation with major airlines. We offer highly
professional and cost-effective selection processes of new
crew members. Our ambition is to ensure that each selected
crew member will meet highest performance standards and
will be able to adopt to a changing business environment as well. We have helped our customers
to reduce the training and pilot failure rate significantly. We have created selection concepts for
C/A and we have trained Cabin Managers. We have additionally developed successful assessment
centers for airline execute management candidates as well.

Albert Consulting Ltd is an organization dedicated to discovering more effective ways to

identifying, selecting and developing flying crews. We aspire to find solutions in partnership that
not only produce more value for our customers, but also enrich the organization with reliable co-

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workers and successful leadership built upon genuine care for results, people and growth in a
long-term perspective.

1. Objective:

To provide high quality selection services giving the Indonesian Airlines and Flying school
successful students, professional and reliable employees in a Multi Crew environment.

For the Flying school this means fewer failures and improved output of training investments,
saved time and efforts for instructors and staff, and fewer delays and re-examinations due to
students who are not meeting the required standards.

For the Indonesian Airlines this means to receive graduates who are able and motivated for their
careers, to develop professionally as well as personally as they gain experience, and also to be
ready for manager and command responsibilities in due time; pursuing flight safety and growth.

2. We offer:

 Excellent quality of assessments contributing to the branding and ambitions of the

Indonesian Flying school and the Indonesian Airlines

 Time efficient and cost-effective assessment packages

 Aviation psychologists/consultants with solid experience from selection to highly

esteemed airline companies and flying training organizations

 Excellent service and flexibility

 Assessment packages aiming to make all applicants ambassadors of your institution; by

meeting all of them with a respectful, professional and friendly attitude, no matter
whether they are accepted for training or not

 A stable trail of delivery without cancellations on our part through the last 25 years

 A long term and dedicated cooperation

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3. Computer based vs. Paper based Aptitude Testing

Our computer-based solutions will be more efficient than paper-based testing because the latter
requires extra time for scoring and also to administrate. Additionally, computer-based testing has
a clear advantage because test data will be ready for statistical analyses, development of local
Indonesian norms, evaluation and research. Our computer-based solutions will be more dynamic,
easier to update when needed, and generally appear more modern than paper-based tests.

Paper based is an option; functional everywhere in almost all conditions, also a bit cheaper, but
because of the volume of applicants to your Flight School and high demands on efficiency, we
recommend the computer-based solution. We will thus focus on this but add comments on the
implications of using paper based, if that turns out to be what you prefer.

REQUIREMENT for aptitude testing on computers: We have designed models and programs
based on having 2 x 15 candidates tested simultaneously. This requires 2 function rooms and 30
computer stations or computers running on Windows OS, with headphones; 15 in each room. We
will also need 2 projectors for instructions to the computer-based test.

The computer-based aptitude testing will take about 3.5 hours for the ab-initio pilot candidates,
including two breaks.

4. We have developed a cost-effective selection model working in 3 steps with

continuous reduction of candidates:
1. Step 1. Written aptitude tests in large groups. Candidates not able to pass
this step is washed out from the further process.
2. Step 2. Group exercises and Computer based Pilot ability test. Candidates not
able to pass this step is washed out from the Third step.
3. Step 3. Individual dynamic examination.

Albert Consulting selection process has following unique characteristics:

a. We accomplish dynamic assessments. No single test or assessment is a

determining factor. We compare, integrate and analyse data in a holistic
approach. Data are sat in relation to each other to gain a full understanding
of all the candidate’s abilities and an individual and dynamic profile is created
for each experienced pilot or ab initio candidate.
b. Our prognosis is not only based on an evaluation of present competences, but
also includes an analysis of future potentials for example for captaincy. This is

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 only feasible with a thorough clinical examination of both abilities and
personality.
c. Our selection process is culture-sensitive both in the broad sense and also
concerning company culture. We familiarize with the actual culture, make an
analysis of the vital characteristics in relation to aviation operations and adjust
our profiles to gain optimum efficiency.

We have the same concept for selection of C/A. We integrate assessment of safety aspects with
service attitudes. To increase cost-efficiency, on request we train company representatives to
make the selection based on concept.

In the daily operations however, the variations are almost endless. The human being is bound to
make errors, at times also intentionally violating the procedures. The question is not if, but how
to ensure the best possible outcome. Every day.

Albert Consulting provide and develop training programs based on the fact that human errors are
unavoidable, and that violations often include some sound intentions. Beside human resource
management training for pilots, cabin crew and ground staff, we integrate knowledge on how to
trap and reduce the consequences of human errors.

5. Report formats

Results are given by prognoses from 1-9 where “5” nominates an acceptable level and “9” is the
highest and best. Prognoses are given for value of aptitudes and variables covering personal
functioning and potentials pertaining to the Pilot requirements and standards in international
aviation.

Below the profile with prognoses, a brief written text is stating essentials of aptitude test results,
stability and performance in high mental workload situations, personal suitability, potential for
teamwork/command as given the training applied for, and a conclusive recommendation based
on the total assessment results.

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 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9
Sound Flying Ability Self Management
Motor co-ordination Emotional stability
Multi-tasking / Sim- Integrity
cap
Stress Management Co-ordinated
independence
Spatial Ability Self-esteem
Speed of perception Awareness of
responsibility
Situational
awareness
Analytical Ability Decision making
Inductive intelligence
Numerical Social Responsibility
understanding
Social competence
Technical Co-operative ability
Comprehension
Communication Ability
English Prognosis as F/O
Pilot Motivation Prognosis as F/C

Prognosis for F/C is based on assessment of such variables as Motivation to lead, Supportiveness,
Positive model behavior, Openness, Integrity, Power of initiative, Firmness, Cultural flexibility,
Representative Appearance etc.

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6. Additional options to assessment packages

Group exercises:

Task Management, Situational Awareness, Communication and Cooperation skills may also be
observed in group exercises. We applied this very successfully when assessing ab-intio pilot
students for both Thai Airways International Scandinavian and Shanghai Airways. We have
several group exercise tasks that can be applied.

The advantage with group exercises is the opportunity to observe behavior and performance
among peers. This is a different setting with different psychological mechanisms than the ones
influencing performance both in aptitude testing and interviews.

Typical set-up is 6-8 applicants solving a task together for about 30 minutes. The good part is
useful extra assessment data from another angle. The downside is the time it takes. Subject to
manpower of aviation psychologists several group exercises can be run in parallel.

Organization Task

We can also develop and deliver Organization Tasks in which the applicant works individually. The
typical framework is to give pieces of information that have to be combined and prioritized, then
organized in order to solve the task. These kinds of tasks might be more open-ended; like in
selecting a limited number of tools if your are left alone in a desert, or more structured like in
organizing a lunch with only pieces of the requests from the guests available.

Multitasking, stress tolerance and manual skills

During the interview/individual examination of pilot candidates we apply a method where the
candidate has to apply both hands for a manual task, and simultaneously handle mental problem
solving with increasing complexity. It is a challenge to handle. The method gives information
about capacity & function levels, and equally important; reaction patterns when errors are being
done, the ability to recover etc.

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7. Evaluations & Follow up

Delivery of high quality services over time requires a close cooperation and information sharing.
Besides statistical reviews and quality assurance on the applied tests and tools, we strongly
encourage periodically evaluation studies in which we can compare scores and prognoses from
the testing and assessments with performance data from training. Relevant performance data are
scores from theoretical exams, any kind of evaluations made of student personal suitability and
behavior etc. For student pilots, scores on practical flying skills, basic and advanced is naturally
also relevant.

8. Culture and diversity

Aptitude testing, personality testing and assessment require dedicated attention to cultural
uniqueness. As mentioned we will review and analyze all test scores and performances as the
database from the testing at your Flight School. We will pay special attention to the personality
test in order to optimize this as a tool in our assessments.

We are also looking forward to explore and learn more about how Indonesian cultural factors
may affect testing, assessments and candidate behavior. Discussions with your staff will be most
appreciated. Relevant topics are also the educational system in Indonesia, regional and or ethnical
diversity, company culture in different Indonesien airlines in which the successful candidates are
likely to have their career.

9. Transference of assessments to staff

While being genuinely motivated to offer our assessment services to you for a long period ahead,
we are also fully aware of the benefits of transferring tasks in-house and to your Airlines and Flight
School staff. The computer-based tests are basically ready for local administration We can also
provide training in interviewing and assessment.