That’s what they should do. I had one of our recruiters/interview pilots tell me that they started the webcam deal because they had a few get caught using different types of gouge, and a couple even had someone else to take the test for them.

Here’s an easy solution. Do a basic phone interview with the person and ask the usual questions to make sure that they don’t have any skeletons in the closet. Talk about education, training history, employment history, experience, etc. They could even ask a few personality questions if they want. If the person does well enough on that, bring them in, take the Hogan as part of the interview, possible sim profile, and spend some actual time with them in the face to face interview. I’d think that you will get a better feel as to how a person would fit in by actually talking to them than analyzing some computer based personality assessment. We’ve kicked some really good people to the curb simply because they didn’t take the test well. If they show up and don’t score well on the Hogan but seem to be a quality individual that you’d enjoy flying a tough 4 day with, then just hire them. Their resume has already demonstrated that they can fly and pass our training program.