Airline Pilot Selection

2

Overview

Selection Process

Minimum Requirements

Desired Attributes

Computer-based Aptitude Test

Validation of Selection System

Attrition Analysis

Some Key Considerations

Challenges

Questions & Answers

Ab-Initio Cadet Pilot Selection and Training Overview

Attend Prelim Interview

Submit application

Attend Tea Party

Medical Check up

Flying School

Outward B

ound Sch

ool

(Lumut, M

alaysia)

Check out a

s

First O

fficer

Type C

onversi

on training on

one of SIA

’s Fleet T

ype

Appointed Seco

nd Offic

er and

undergo Line T

raining

Basic F

lying T

raining a

nd ATPL papers

(Seletar,

Singapore &

Jandako

t, Austr

alia)

Advance

d Jet T

rainer Pack

age

(Marooch

ydore, A

ustralia

)

2 – 3 wks 2 – 3 wks 1 – 3 mths2 days 12– 15 mths21 days 3 mths3-6 mths 9 – 12 mths

Flight Crew

Training Department

Selection Phase2 – 4 months

Training Phase2 – 2.5 years

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Minimum Requirements

University Degree At least 1.65 m in height Not more than 500 degrees myopia and not more

than 125 degrees astigmatism, fully correctable with optical aids. For candidates who have undergone corrective eye surgery (e.g., Lasik), the pre-surgical visual acuity should meet the above requirements as well

Medically fit

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Attributes

Technical Aptitude

Sound educational foundation General intelligence Reasoning ability Communication skills

(language, logic and depth of discussion)

Situational awareness Multi-tasking Psychomotor skills

Personal Qualities

Leadership Interpersonal skills Temperament Bearing and confidence Accountability-Dependability Maturity Stress management/Emotional

Stability Integrity General motivation/Drive

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Preliminary Interview

Applicants who meet minimum requirements are shortlisted

Preliminary Interview panel of 2 members (1 Management Pilot, 1 ground Staff)

Yield: 20%

7

Tea Party Round

Short English essay

Computer-based Aptitude Test

Final Interview

Panel Review

Yield: 45%

Computer-based Aptitude Test Battery

8

Developed internally in consultation with Aviation Psychologist

Components

– Cockpit Simulation

– Perception & Reaction Time (e.g., eye-foot coordination, multi-tasking)

– Cognitive abilities (e.g., 3D perception, short term memory, Numerical ability, etc)

– Tracking ability (i.e., tracking movements on-screen using a joystick)

Final composite scores are standardized against norming pool of applicants to arrive at individual aptitude ranking

Cognitive Ability

Perception & Reaction Time

Multi-tasking

Psychomotor Ability

Psychomotor Ability

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Attrition Analysis

Stage of Recruitment/Career Success Rate Main Reasons for AttritionShort-listed for interview 21% Do not meet min. requirements

Passed Preliminary Interview 23%

Low situational awareness, lack ample preparation & general knowledge, language

Passed Final Interview 45%

Lack of ample preparation, low aptitude test scores, communication skills

Cleared Statutory clearances 93% Do not meet medical requirements

Recruited 91% Decline offer due to personal reasons 

Attain rank of First Officer 89%

Lack of flying aptitude, unable to pass ATPL subjects

Attain rank of Commander 99% Command qualities

Reasons for Attrition of Ab-initial training

Handling skills 40%

Multi-tasking abilities 40%

Situational awareness 50%

Airmanship 20%

Ground school 10%

Basic aircraft knowledge 10%

Motivation 10%

Factors Leading to Attrition

– Reserved behaviour– Lack of group participation– Stuck in the First Officer Mode– Wrong perception of command role– Looking for fixed templates– Low profile– Underdeveloped handling skills– Technical grounding– Over reliance on FMC – Composure– Lack of SA

Good communication skills Appreciates the big picture Able to think on his feet Confidence and assertiveness Takes responsibility

Desired Qualities

Focus on developing leadership qualities, teamwork, character building, and bonding among cadets

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Personal Qualities

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Challenges

Limited pool of local applicants, in the face of increasing global demand for pilots

Considerable management time required in selection process

Inter-rater reliability in our pool of interviewers

Challenges

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Highly competitive labor market. Job seekers today have a range of careers to choose from

Gen Y’s aspirations & expectations of a career

To be able to identify qualities/attributes that are required later in the career (e.g, for selection of Commanders) at selection

Projected global shortage of pilots

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