If you’ve got to the interview, half the job is done. Now you need to confirm to the recruiters that you are the right person for the job. Airline interviews usually comprise of two parts, a competency assessment and a technical assessment. The technical part of the interview is self explanatory, you could be asked a range of subjects across the theoretical ATPL spectrum ranging from performance of flight to meteorology.
The section that people most commonly struggle with is the competency based interview. Part of this is through a lack of understanding as to why this part of the interview is conducted. Many airline interviews are now a “tick box” exercise. This basically means that the assessor has a number of boxes to tick to show you have demonstrated the required competencies – if you tick all the boxes you get the job and if you fail to show you have the required attributes the assessor can’t progress your application. Your job is to make sure that every box gets ticked.
So what are the recruiters looking for? The airline industry has developed considerably over the last few decades, as has the role of the pilots. It’s a given that the pilots can fly an ILS approach, instead much of the emphasis is now placed on the flight crew’s soft skills. On a daily basis the pilots are required to manage a multitude of situations that can be influenced by a vast range of factors ranging from, technical issues, weather, passengers, air traffic control, language barriers, other crew members. All of this of course whilst operating and managing a highly complex multi million pound aircraft with potentially hundreds of people on board. When managing such situations, you are expected to do so in a commercially expeditious manner, i.e. you put the interest of the customers and company first.