Online Pilot Psychometric Test - Hire the perfect Pilots to sail your Fleet

Helps you assess a Pilot’s suitability for the Aviation Industry

Used for recruitment and selection:

With a pressing need for assessing the mental health of pilots stepping into the aviation industry, Mettl helps you identify the behavioral attributes and other psychological factors which impact the psychological well-being of a person taking up this role. As more and more employers in the aviation industry are on the lookout for psychometric testing to scrutinize new and existing pilots, it is imperative to offer them a tool which can provide a good understanding about an individual’s personality and ability to fit into the role they are offering.

The Mettl Aviation Pilot Assessment is one such tool that has been created for the expert purpose of evaluating and qualifying contenders for the specific profile of an aviation pilot. The key competencies which can be measured with the help of the test are:

Behavioral Competencies - Team Management, Process Adherence, Leading by Example, Crisis Management, Emotional Stability

Cognitive Competencies - Decision Making, Communication Skills, Problem Solving, Spatial Reasoning, Attention to Detail


Top Customers

Looking for a customized test?

Are you looking for a customized 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.


Key profiles the test is useful for:

  • Senior Pilot
  • Pilot Trainee

 

Use for:

Mettl Aviation Pilot Assessment fits you the best if you are looking to:-

  • Hire a team of good quality pilots. Mettl’s assessment has been built on 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 Aviation Pilot Assessment also helps identify gaps that indicate scope for training among the pre-existing lot of employees.

 

Test Details:

Number of sections

4

Number of questions

154

Test duration

80 minutes

Test Language English

NOTE: If required, the test can be offered in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

 

Section Details:

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.

Cognitive Skills

Assesses the candidate’s abstract reasoning, critical thinking, communication skills, spatial reasoning and attention to detail.


Answer to common queries:

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:

  1. 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.

  2. 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.

  3. 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.


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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