An aviation pilot is a person who has undergone extensive training to fly an aircraft. Mettl helps you identify the behavioral attributes and cognitive abilities which are required by a person taking up this role, to perform one’s job efficiently. As employers in the aviation industry are on the lookout for assessing new and existing pilots with the help of psychometric tests, it is imperative to offer them a tool which can provide insight about an individual’s personality and their ability to fit into the role they are being offered. The Mettl Aviation Pilot Assessment is one such tool that has been created for the purpose of evaluating and qualifying candidates for the specific profile of an aviation pilot.
What does Mettl Aviation Pilot Assessment measure?
The key competencies which can be measured with the help of the psychometric test for pilots are:
Crew Management: This demonstrates the candidate’s ability to build positive interpersonal relationships with crew members and ensure a conducive environment within the team.
Process Adherence: This demonstrates the candidate’s ability to follow the standard operating procedures while performing tasks and ensure that others adhere to the established rules and regulations.
Leading by Example: This demonstrates the candidate’s ability to present oneself in a professional manner and showcase one’s leadership skills to ensure customer satisfaction.
Crisis Management: This demonstrates the readiness required by a pilot to deal with crisis situations and take corrective action when required.
Emotional Stability: This demonstrates the candidate’s ability to remain emotionally stable and calm when encountered with difficult circumstances.
Decision Making: This demonstrates the candidate’s ability to identify and choose alternatives or select a course of action among several alternative possibilities.
Communication Skills: This demonstrates the candidate’s ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.
Problem Solving: This demonstrates the candidate’s ability to analyse the given information from different perspectives by breaking it down into simple components and by structuring the information in a logical order to arrive at a solution.
Spatial Reasoning: This demonstrates the candidate’s ability to create a mental image of an object in order to reach a certain conclusion.
Attention to Detail: This demonstrates the candidate’s thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.
Are you looking for a customised version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.
Mettl Assessment for Aviation Pilots fits you the best if you are looking to:-
Build a team of pilots. Mettl’s assessment has been built after thorough market research that has helped derive both the basic skill set as well as the specialized qualities required for a potential candidate.
Accomplish a productive recruitment process in less time with little effort. Keeping in view the enormity of recruitments that our clients do, the assessment has been configured in such a way that multiple candidate reports can be generated once the test has been attempted.
Follow a reliable and easy system of short-listing eligible candidates from a pool/pipeline. Mettl’s assessments are accompanied with an extensive and highly reliable benchmarking procedure that is consistent with the industry’s standards as well as the respective client’s organizational standards.
Spot gaps in the competency level of the existing employees. Along with its utility as a reliable tool in recruitments, Mettl Assessment for Aviation Pilots also helps identify gaps that indicate scope for training among the pre-existing lot of employees.
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NOTE: If required, the test can be offered in other languages as well. Please connect with us for any such requirement.
Mettl Personality Profiler
Assesses the person's behavioural competencies and is based on the Big Five Model of Personality.
Situational Judgement Test
Assesses the person’s mental make-up and ability to handle unseen situations through situational judgement questions.
Assesses the candidate’s abstract reasoning, critical thinking, communication skills, spatial reasoning and attention to detail.
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role. Please write to us and we would be glad to assist.
Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?
We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.
Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How have norms been decided for MPP?
The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
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Related TagsAviation & Marine