Airline Survey

This report summarises the results of a joint GAPAN / EPST (European Pilot Selection and Training) survey of airline expectations and requirements for the employment of low hour commercial pilots. A representative sample of ten UK airlines ranging from large scheduled carriers, regional operators to charter airlines was asked to complete a seven question survey. Seven airlines (70%) completed the survey form. The questions are repeated below together with a summary of responses. The responses from individual airlines are not identified in this report.

Key responses:

• Low hour pilot applicants can expect to have to complete a Jet introduction course before joining an airline.
• Airlines commonly require university entrance level education of newly qualified pilots.
• An interview and a simulator check are the most commonly used pilot selection methods.
• Some airlines expressed concern that many new pilots lack knowledge of commercial operations and/or the realities of the airline career.

Both academic and anecdotal sources have claimed that the numbers and quality of young adults willing to take up a career as a commercial pilot has fallen over the last ten years. Alternative careers, particularly in business, IT and finance, offer the attractions of free quality training, high rewards and greater social stability. In Europe both German and Swiss operators have experienced difficulties in attracting sufficient suitable applicants to pilot training schemes. This has been less of a problem in the UK but some airlines and training schools have noted a fall in the number of high calibre students entering commercial pilot training.

The Guild of Air Pilots and Navigators (GAPAN) and European Pilot Selection and Training (EPST) are both involved in selecting and advising young men and women about their potential suitability for a career as a professional airline pilot. The experience of both organisations is that some well-qualified youngsters are hesitant about choosing a career in civil aviation. This is not only because of the high cost of training for a professional licence and the well known difficulties of obtaining a first airline position but increasingly concerns about long term job satisfaction are voiced by potential candidates.

The Guild of Air Pilots and Navigators and European Pilot Selection and Training would like to thank the airlines that took part in this survey for taking the time to provide their views and requirements.

• q Team working skills
• q Technical knowledge
• q Educational qualifications
• q Flying (aircraft handling) aptitude
• q Leadership and managerial ability
• q Previous full time employment
• q Commercial / customer awareness
• q Acceptable personality
• q Personal presentation and appearance
• q Family background

Q1 Airline response - importance of aptitudes and personal characteristics.

Comment. For young men and women considering a career as an airline pilot the survey reveals that the airlines, when looking for suitable pilots, all seek to select young adults with a flair for team work, the personality and ability to take a lead and equally importantly, excellent aircraft handling skills. The airline responses also indicate that family background; education and previous employment are not considered important selection criteria. Somewhat surprisingly personal presentation and appearance was ranked only 8.

These results indicate that commercial flying is a career open to the talents. Those considering this career choice, and the cost of obtaining a licence, would be well advised to seek objective advice about their suitability both in terms of personal competencies and innate flying aptitude before starting their training. Sadly many only do so after they have obtained their commercial licences.

Comment. Six of the seven airlines which responded to the survey preferred or required an education up to university entrance level; ‘A’ levels or their equivalent. This result might explain the relative unimportance (7) given to education in the responses to the first question. Appendix 1 to JAR –FCL 1.160 only requires applicants for commercial licence training to have ‘sufficient knowledge of Mathematics and Physics to facilitate an understanding of the theoretical knowledge instruction content of the course’.

The question arises whether the airlines, by setting a standard of university entrance level education, are consciously or unconsciously using this as a proxy to select for an approximate level of required intelligence combined with a demonstrated ability to study reasonably hard and successfully.

The best advice for any youngster considering a career as an airline pilot would be to stay on at school and pass at least two ‘A’ levels or their equivalent. Those leaving school at sixteen are not excluded from starting flying training but may find their relative lack of education a barrier when seeking their first job with an airline.

Comment. Only two airline respondents recruit pilots older than 30 years of age; most have a slight preference for their younger applicants to have been out of school and in the ‘real’ world for a year or two before starting their training.

The problem for many potential pilots is that only a fortunate minority will be able to raise the £50,000+ required to complete their licence training immediately on leaving school. Money raised by the sale of a house or a business when they are older may place many newly licensed pilots up against the upper recruitment age limit for many airlines. Those starting flying training after the age of 25 apparently face an increasingly narrow chance of finding employment with a major airline.

For those who can afford it the message appears to be ‘get on with your flying training as soon as possible’ after leaving sixth form or college. Older candidates considering a flying career need to weigh their employment prospects carefully before taking the plunge.

There is little doubt that one of the disincentives to choosing a career in civil aviation is this finance / age problem. One obvious way to encourage more well-qualified young adults to choose a pilot career is to give them a far greater degree of assurance as to employment, and thus the ability to start paying off a loan, at the end of their training. This implies a degree of pre-selection and commitment by airlines recruiting low hour first officers.

Comment. One airline preferred JAA integrated training while the remaining six expressed no particular preferences as to the type of training course followed to obtain the commercial licence.

The survey did not follow up with questions about required standards of performance achieved during flying training, e.g. first time pass rate in ground examinations or flying tests, because it was assumed that these would be the same regardless of the type of training course.

The good news for prospective airline pilots is that all avenues are open to them to obtain their licences by the most cost effective means. This good news does come with a health warning and that is that airlines are likely to scrutinise individual results when interviewing prospective pilot employees. Regardless of the type of training course chosen flying training schools vary in the quality of the average results achieved by their students.

Comment. The airlines were unanimous in their opinion that extra training on a jet type simulator prior to the start of the conversion course was necessary. Six airlines specified a JOC type course and one extra simulator details as their preferred method of achieving this goal.

A commercial pilot licence training syllabus written to train pilots for 21^st Century airline operations is long overdue. Until this is introduced student pilots should budget not just for their basic licence training and MCC course but also for the cost of a jet introduction simulator course which will train them to handle and operate a two crew jet airliner. Those lacking this experience may well find airline selection a daunting challenge as almost all airlines include a simulator assessment in their selection process. See Q6 below.

• q Psychometric testing such as Myers-Briggs, Morrisby, 10-F-P etc.
• q Interview with management / training pilot
• q Interview with HR / psychologist
• q Team exercises
• q Personal presentation or short talk
• q Essay writing
• q Simulator check ride
• q Computerised flying aptitude tests such as Advanced COMPASS etc.
• q Educational tests
• q Professional knowledge tests / exams
• q Pre-selection project

Q6 The airline responses are summarised in the table below.

Comment. The survey of selection methods revealed a variety of opinions about how best to select new entrant pilots. The interview and simulator check are common features and tie in with the results of Q1 where personal competencies and flying skill were given as prime requirements.

The airlines surveyed also use a great variety of supplementary tests, probably dependent on the resources available for selection. Psychometric testing is used by three only airlines which reflects the variety of views held by different operators as to the efficacy of this selection method.

The use of education tests by three airlines, which demand university level education as an entry standard, suggests a lack of trust in UK educational standards or perhaps a historic selection methodology that has not been realigned with the airline’s current selection requirements.

Perhaps as surprising is that only two airlines test a candidate’s professional knowledge. Does this show a greater trust in JAA examining standards?

Only one airline screens candidates for flying aptitude using computer based aptitude testing before giving them a simulator check. Weeding out unsuitable applicants by using expensive simulator and training captain time must significantly increase overall selection costs.

The best advice to candidates is to prepare for one or more interviews and a simulator check, probably in a jet simulator. Most can expect to take part in some form of group exercise and / or make a short presentation. Brushing up on basic professional knowledge may not seem essential from these responses but experience suggests that candidates can expect technical and professional questions at interview.

Comment. Two airlines expressed a desire for student airline pilots to be given greater commercial awareness about the airline industry and of the nature of a career spent in the two crew environment. The airlines themselves are best equipped to ensure student airline pilots are aware of the nature of the career they aspire to follow. How many airlines take the trouble to make accurate information about airline pilot careers available to the flying training schools?

Other responses expressed a wish to use a wider variety of selection methods including team exercises, pre-entry study courses and for training to be as a crew member from the start of flying training. This suggests selection standards will be tightened still further in some airlines.

The answers to Q7 do not add significantly to the information gained from this survey. They clearly indicate the importance for student pilots to investigate and realistically appraise the good and bad points of a career flying commercial airlines, preferably before starting their training but certainly before going for airline selection.

The survey confirms that the gap between the JAA licence training and airline entry requirements has, if anything, widened further in recent years. Entry standards for CPL training are low and there is no prior assessment of the potential flying aptitude of trainees apart from meeting the Class1 medical standards. The main selection factor at this stage is the size of the student’s, or their parents’, wallet!

The standards of education that ten years were demanded only by the very largest airlines are now pretty well universal. This may be a reflection of a market which is oversupplied with young pilots but it is unlikely that airlines will wish significantly to reduce their selection standards in future, if only to avoid potential disruption of the flow of pilots from conversion courses.

The impact of CRM training and industry recognition of the safety issues surrounding personality and behavioural deficiencies are clear from the emphasis on new entrants’ personality and interpersonal skills in all the selection methods reported.

The other main point apparent from these responses is the need for all newly trained pilots to accept that they will be expected to complete a jet introduction course before being accepted by an airline. All the selection methods involved a simulator check and only the most gifted students are likely to demonstrate their ability to transition directly from light twin to swept wing jet airliner without significant extra training.

The airlines’ emphasis on personality, interpersonal skills and handling ability indicate the importance for those considering a career as a commercial pilot to seek professional advice about their basic aptitude and suitability before embarking on an expensive training course. Money spent at this stage may save a lot of wasted expenditure, frustration and time later on.

Unfortunately enthusiasm, hard work and dedication alone, though important attributes in themselves, are insufficient to guarantee a successful career as an airline pilot.

The airlines share some responsibility for ensuring that collectively they continue to obtain their share of the highest quality students leaving school and university. Two airlines commented on applicants’ lack of realistic expectations and knowledge about the airline industry, the commercial realities of the pilot’s job and working in a two crew cockpit. The airlines could do much by way of video, presentations and the internet to ensure that school and college career advisors and their students are well informed on these subjects.

A career as a commercial airline pilot is open to all young man and women who possess the basic aptitudes and abilities to pass their flying training and demonstrate their ability to work effectively in a two crew cockpit. The cost of flying training has always been high and the airlines’ necessary demand for jet simulator training after the JAA licence makes yet another demand on even the most enthusiastic and dedicated student.

At the present time airlines probably can recruit all the pilots they require and insist that those pilots possess a type rating or pay for their training. This situation may not continue. Perhaps now is the time for the airline industry and training organisations to consider how high quality students possessing the necessary skills, personal qualities and finance to start flying training can be confident of finding employment after the completion of JAA and jet introduction training.

Updated 16-Mai-2008
A W R