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Industry Specific Roles>Aviation & Marine>Mettl Assessment for Aviation Pilots

Pilot Aptitude Test to Hire Suitable Candidates for the Aviation Industry

Pilot aptitude test helps you hire the best candidates for the specific profile of an aviation pilot by holistically measuring the behavioral attributes and cognitive abilities required for this role.

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Inside This Assessment

Due to the risky nature of the job, it is imperative to assess an individual’s personality and deduce if he/she fits into the role of a pilot. Mercer| Mettl's pilot aptitude test is one such tool created to evaluate and qualify candidates for the specific profile of an aviation pilot. In addition, it helps you identify the behavioral attributes and cognitive abilities required by a person taking up this role, to perform the job.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Cognitive Competencies

Behavioral Competencies

Competencies:

Critical Thinking and Decision Making

Demonstrating the ability to critically assess situations to identify assumptions, draw inferences and evaluate arguments and select a course of action among several alternative possibilities.

Communication Skills

Demonstrating the ability to understand, comprehend and convey messages to be delivered effectively in a precise manner with clarity by formulating grammatically correct sentences.

Problem Solving

Demonstrating the ability to analyse information, detect patterns and relationships, and solve complex and intangible problems and to perform well in a new/novel situation.

Attention to Detail

Demonstrating thoroughness and accuracy in accomplishing a task and also capturing every minute detail, anywhere, at any point of time.

Spatial Reasoning Test

Demonstrating the ability to create a mental image of an object in order to reach a certain conclusion.

Competencies:

Crew Management

The ability to interact with crew members/ATCs, face to face by voice, media or written mode to manage air traffic.

Process Adherence

The ability to be driven by a sense of duty and commitment to one’s work leading to awareness of the processes and systems governing the organization.

Leading By Example

The tendency to lead a group of people by consistently inspiring them to work together, assisting them where necessary and timely resolving conflicts.

Crisis Management

The ability to perform a job in a manner that minimizes hazards to oneself, others, and the environment. It also indicates one's ability to maintain a physical and psychological work environment that contributes to the well-being of others.

Emotional Stability

The ability to maintain a rational and objective demeanour when faced with stressful or emotional situations- a measure of self-composure in a difficult situation.

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The Mercer | Mettl Advantage

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Simple Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

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Frequently Asked Questions (FAQs)

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.   

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.

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.

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.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

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.

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.