Assessment & Selection

Sigma Aviation Services has the capacity to manage the entire selection process on behalf of client airlines; the process will be tailored to the individual needs of the client airline. The aim of the selection process is to identify candidates who would be most suitable in terms of technical skills and cultural profile for a position or assignment with the client airline.

The first step of the process is to administer the RADAR Selection System.

STEP 1: RADAR SELECTION SYSTEM

Assessing pilots’ aptitude and suitability is a critical part of any selection process be it for experienced or ab-initio pilots. This is especially true when selecting for cadet flight training programmes where errors can prove to be quite costly. Having recognised an industry need for aviation-focused selection tools Sigma Aviation Services, in conjunction with Saville Consulting & Cut-e Group developed RADAR - Remote Aptitude Determination & Assessment Rating.

The RADAR Selection System leads the way in online assessment and psychometrics. Tests and questionnaires are designed with the highest technical integrity with validities above 0.25* - significant at the 1% level and split half reliabilities over 0.7 meeting the stringent standard of expert users in world class organisations such as Lufthansa, Siemens, Citroens and many more. RADAR encompasses both ability testing and personality profiling.

All tests are web-enabled and conceived in a way that it is possible to administer the tests without the presence of an administrator. Therefore all tests can be used not only for diagnostic, but also for initial online selection processes.

Benefits of RADAR:

• Aviation Relevant
• Accessible via the Internet, no additional equipment other then a computer required.
• Self Explanatory due to interactive examples
• Forgery-Proof due to item generators. This unique technique generates for each participant an individual test version. This prevents forgery through sample solutions as well as learning effects due to repetition of tests.
• Hardware-Independent due to vectors. The presentation of each task adapts to the screen settings (resolution and proportion) of the participant, so that effects through used hardware or online connections are avoided.
• Comprehensive Reports are created for easy to interpret analysis as well as interview guides.

RADAR Selection System & Personality Profiling

• Memory
  Accuracy of short-term memory recall.
• Spatial Reasoning
  Candidate’s ability to form ideas through the spatial relationships between objects.
• Reaction Time
  Candidate’s ability to respond quickly and correctly to external stimuli
• Surveillance
  A test of a candidate’s powers of observation and situational awareness
• Control
  A test of a candidate’s hand-eye co-ordination
• Orientation
  A test of candidate’s aptitude in spatial orientation
• Multi-Tasking
  Candidate’s ability to manage several tasks simultaneously.
• Mathematics
  A test of general mathematics comprehension required for Flight Training.
• Personality Profiling
  Psychometric Test: a sequence of questions, which relate to a candidate’s values, motivations and outlook on life. This may be a good indication of suitability.

STEP 2: INTERVIEW

The next step in the selection process is a two-person panel interview. Best practice would dictate that this will be conducted by one technical and one non-technical interviewer. The interviewers shall be freelance consultants with significant experience in this area. Interviewer profiles shall be submitted to the client airlines for prior approval. The outputs of this process shall be the interviewer report which will form part of the overall candidate result.

STEP 3: TECHNICAL EVALUATION

The third stage of the selection process is the technical evaluation by means of a SIM assessment which is

generally carried out by another supplier but can be coordinated through Sigma Aviation Services. The

output of this stage will be a final simulator evaluation report which will form part of the overall candidate

results

STEP 4: REPORTING

The final stage of the selection process is to compile candidate reports into a one page cover sheet which

will advise the client airline on the candidate results “Recommended” or “Not Recommended” to include for

reference the RADAR, Simulator Instructor and Interviewer individual reports and comments.