In the Aviation industry, personality tests are an essential part of the recruitment process to check candidates’ suitability for different jobs. Studying an applicant’s behavior is crucial as it’s an important barometer to judge if a candidate can control his emotions.
In this blog, we have written some of the pros and cons of the personality tests used by recruiters in the industry. We have listed some suggestions for improving the personality tests’ procedure to improve the overall recruitment process.
How aviation firms use personality tests?
Aviation firms and flight schools employ personality tests for the screening of candidates. The primary purpose behind undertaking this test is to check if the applicant can perform his duty responsibly.
Work in the Aviation industry is delicate. Before formally hiring a candidate, airlines check how an individual will respond if asked to follow safety guidelines and measures. The airlines are always looking for individuals who can help in the smooth and efficient operation. The health of the passengers is of paramount importance, and recruiters in Aviation strictly emphasize this aspect.
These personality tests also check if the applicant can adhere to the company’s values and ethics. There can be up to 200 questions in the behavioral assessment. However, different companies set their times for the completion of tests. The questions received by each candidate are not the same to ensure transparency. Questions solely focus on the candidate’s skill and personal attributes.
Analysis of the answers given by candidates offers recruiters an overview of candidate’s suitability. An employer can easily make up his mind and jump to a particular conclusion when a candidate’s data lies in front of him.
Over some time, analysts have thoroughly examined the personality assessments, and they have come up with specific weak points that hamper the recruitment process.
Classification of candidates:
The examiners place candidates in groups that don’t reflect their personality traits. Each applicant has specific characteristics, and they don’t necessarily match those of the other candidates.
The existing test patterns employed by Aviation companies tend to favour candidates whose cultural traits are similar to those who have devised the test. It gives rise to favoritism as people are not aware of other cultures.
Testing of fundamental skills:
Candidates who appear in the test are already aware of the answers that employers like to hear. Therefore, it becomes difficult for employers to judge the true potential of a candidate.
Tips for improvement
The Aviation recruiters need to adopt the latest modes of assessment to ascertain the applicants’ personality traits. Following are some of the critical suggestions to improve the recruitment process.
The tests should be more specific, and they need to be targeted more on assessing candidates’ skills.
Repetitive testing can also eliminate the chances of error. Multiple testing can effectively check different personality characteristics.
If recruiters want to bring more efficiency in the personality assessment, they should design questions that match the Airline’s values.
Aviation companies should consider the input of minority groups to make the test culturally inclusive.
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