A competency-based Interview is a type of interview that permits an individual or organisation evaluating the applicant to quickly and easily assess the candidate's abilities, attitudes and personality.

During the assessment of pilot candidates, due to the competitive nature of the profession and subsequent high numbers of applicants, competency-based interviews are heavily employed.

In a competency-based interview, a series of questioning is used that enables the candidate to demonstrate their experiences and actions which indicate abilities, attitudes and personality which may be suitable for the role that they're applying for - e.g. a position within a cadet scheme, or as a First Officer in an airline.

In flight training organisations such as Egnatia Aviation, these types of interviews are often employed due to the candidate's lack of role-related experience.

Due to their lack of role-related experience, these interviews provide the candidate with an opportunity to demonstrate how they have approached situations, pursuant to their attitudes and personality, or utilised their abilities to identify and resolve problems in the past.

When demonstrating their abilities, attitudes and personality, the individual or organisation evaluating the applicant may then easily assess their suitability for the role of a professional pilot, or in this case, to embark on a training program with the flight training organisation.

When assessing applicants for their professional flight training courses, a flight training organisation like Egnatia Aviation may choose to incorporate questioning on the following competencies in their competency-based interview:

• Aviation Knowledge
• Problem Solving and Decision-Making
• Motivation and Commitment
• Communication and Teamwork

Questions that may be asked during a competency-based interview which can help an applicant to demonstrate their competencies in the above areas can include:

When preparing for a competency-based interview within any industry, the most commonly offered advice is to utilise the STAR Technique, which is a method of constructing and articulating a response that satisfies the questioning posed to the applicant.

The STAR Technique aids in structuring responses to competency-based interview questions, and consists of the following structure:

• Situation
• Task
• Action
• Result

Each of the four parts of this structure enable applicants to provide an answer which satisfies a question posed, helping them to effectively and easily demonstrate their abilities using a real-world example.

Below is an example of how the STAR Technique may be used to answer a question posed in a competency-based interview.

Computerised pilot assessments (often also referred to as 'Computerised Pilot Aptitude Tests') are those assessments designed to evaluate the competencies required of a professional pilot and typically take the form of a series of separate tests (known as a 'Test Battery') undertaken either on-site at a facility, or remotely using a desktop or laptop computer.

These assessments differ from other types of aptitude tests used in other industries, typically aiming to evaluate competencies (or skills) such as Multi-Tasking, Motor Skills, Reaction Time, Spatial Awareness and Memory Recall.

Evaluation of the above competencies is often achieved using a variety of different methods and mechanisms - for example, memory recall may be assessed with a task to memorise and recall information displayed on screen, whereas multi-tasking may be evaluated by asking the candidate to perform multiple concurrent tasks using a keyboard and mouse, or motor skills may be appraised by asking the candidate to center a ball within a targeted area using a joystick.

In some cases, the candidate may be required to undertake two attempts of each test, or to undergo a Verification Test some time after completing their original pilot assessment.

On completion of assessment, a candidate's score may be compared to that of other candidates who have previously undertaken the assessment (known as Norm-Referencing) or, their scoring may be assessed against a defined criteria or pass mark (known as Criterion-Referencing).

Egnatia Aviation incorporate a computerised pilot assessment produced by Aon (Cut-E) in to their selection process.

This pilot assessment is undertaken remotely, completed by the applicant in their web browser in the comfort of their own home.

In particular, this assessment is constructed of a Test Battery which can include modules referred to as Complex Control, Ability to Concentrate, Sense of Direction and Deductive Reasoning amongst others.

Shown below are depictions of those modules incorporated in to Aon (Cut-E) pilot assessments:

To prepare effectively for this part of the Egnatia Aviation selection process, it is recommended to both familiarise yourself with the methods and mechanisms employed, and to improve those competencies which are evaluated, in the Aon (Cut-E) computerised pilot assessment.

Our software provides realistic simulations of this assessment contained within a section dedicated to Egnatia Aviation, accompanied by Explainer Videos, Visual Walkthroughs as well as the provision of detailed feedback regarding your Performance, and how it compares with other applicants.

To further your preparation, it is also recommended to create a Preparation Strategy specific to this assessment using the CoPilot Wizard and establish Targets to be achieved prior to undertaking evaluation.

Those individuals operating successfully as pilots require a specific set of personality traits that are well-suited for the demands of the job, such as decisiveness, composure under stress, risk-assessment abilities, and strong communication skills.

Comprised of a large number of questions with theoretically no correct answer and often completed within an hour, personality tests can help identify whether a candidate exhibits the 'right stuff' for a piloting career, helping to evaluate different aspects of personality and providing insights into how well the candidate may perform in their future profession as a pilot.

A variety of models exist, both new and old, which may be used to analyse and understand those personalities of candidates who are embarking in flight training as well as within other roles in other industries.

Models of contemporary personality testing share considerable similarity with those models which were devised many years before, with those newer models of testing building on the successes of, and enhancing the areas of evaluation achieved by the older models.

Common models of testing used in the assessment of pilots can include:

• Five-Factor Model (FFM)
• Myers-Briggs Type Indicator (MBTI)
• NEO PI-R*
• Checklist Personality Profile (CPP)*
• ADEPT-15*
• APQ*

Note that those models displayed with asterisks rely either fully, or partially, upon modelling provided by the Five-Factor Model and the Myers-Briggs Type Indicator for evaluating personality traits.

Whilst a variety of differing personality traits can be found in a modern flight deck, a report produced by NASA (National Aeronautics and Space Administration) in 2024, which studied the personalities of over ninety professional pilots using the NEO PI-R evaluation model, explained that there are a number of common traits shared by a considerable majority of individuals.

In particular, it was noted that pilots seemed to be extroverts, displaying assertive behaviour and seeking excitement, and that they remained calm, even in stressful situations.

Additionally, it was found that pilots were considered to be conscientious, displaying high levels of self-discipline, were achievement-orientated and avoided impulsiveness.

It is not advised to attempt to fool or manipulate a personality test undertaken during a selection process such as that employed by Egnatia Aviation or other flight .

Intentionally changing those answers you provide during evaluation of your personality in an attempt to modify results of the assessment is considered to be reckless, dishonest and illustrates a lack of integrity in the applicant.

Instead of attempting to manipulate a personality test, it is recommended that applicants approach personality tests with honesty and self-reflection, providing accurate responses that genuinely represent their personality traits and characteristics, thus enabling a flight training organisation such as Egnatia Aviation to make a well-informed assessment of suitability for the role of an airline pilot.

When preparing to engage with the Egnatia Aviation selection process, consider the following tips to ready yourself for the group exercise:

• Familiarise yourself with the different types of personality tests commonly used, such as the MBTI and FFM.
• Take time to honestly assess your own personality traits, preferences, and tendencies.
• Consider how you typically behave in different situations, how you make decisions, and how you interact with others.
• Ask trusted friends, family members, or colleagues for their honest observations and feedback about your personality traits.