Airline Pilot Central Forums - Psychology tests

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Psychology tests

Lori-

Industrial psychologists develop personality tests to help companies select and to manage employees these days. A couple of these that I know of are Myers Briggs Personality and the DISC System. Tests like these determine what kind of personality traits a person has to help them ferret out individuals who are the best match for a job. In addition a lot of these companies use personality assessments to manage employees they already have. Can you make any comments on this subject? Here's a few questions that come to mind.

*what kind of tests do airlines use presently for hiring?
*is there any way to optimize ones performance on these tests?
*what kind of personality actually is the best for airline life?
*do airlines take the results of personality profiles seriously in your experience?
*do you use any of these tests to prepare people coming to you for help?

Thanks so much!

Quote:

Originally Posted by Cubdriver (Post 373471)

This is a good question Cubdriver. I have to tell you though that this ventures into a sore spot with me, so bear with me if I climb on my soapbox.

Psychological testing has come and gone with many airlines and their interview process, much like fashion fades in and out repetitively throughout the decades (let’s hope the 80’s never repeat!) Some airlines are steadfast with psych testing and evaluation but even more who have scrapped it altogether.

The testing you mentioned, Myers Briggs and DISC, are forms of the more widely known MMPI test. These tests are designed to determine if the candidate possesses unsafe, irresponsible or ineffective job behavior. While I believe these tests hold some validity, I have to question their place in an interview simply because it all comes down to the accuracy of the interpretation of the results. There are three concerns I have with regard to interpretation (ready…here comes the soapbox.)

Hand scoring without the aid of a licensed psychologist: I don’t really even need to expand on this much. Suffice it to say this would be all subject to the whim of the interpreter who is not formally trained in either psychology or behavioral interviewing.
Interpretation from a licensed psychologist: for the test to be true to form and an accurate portrayal of the candidate the psychologist must also take into consideration the candidate’s personal history such as life experiences and other environmental factors. If the psychologist meets with the candidate and discusses the person’s background, life experiences and current life stressors and only after which, developing an interpretation based on the in person meeting in conjunction with the test results, I feel the accuracy of their opinion may be much more precise.
Computerized scoring: Unless the company employs a licensed psychologist who will also take time to meet with the candidate (see above statement) then the resulting interpretation is most likely inaccurate.

My standpoint on these tests is that they cost an already financially burdened airline too much money to implement correctly. These tests are typically in addition to the human resources interview, perhaps a sim evaluation and technical interview, which in turn skyrockets the cost to interview each candidate. I personally think it is a waste of time and money. The airlines can benefit much more by sufficiently training their interviewers. Herein lies the problem: airline interviewers, by and large, are rarely trained in how to conduct an interview and how to fairly evaluate a candidate’s answers. Ironically, I wrote an article on that very subject.
If you are interested, you can view it here: http://www.flytheline.com/Presentati...nterview.html. It is my opinion that it would be much more cost effective to train their interviewers on the methods and techniques of behavioral interviewing. This would be a single investment versus a repeating cost of testing and professional psychological interpretation. [End soapbox]

Some airlines include computerized GAMA or spatial ability testing which I see holding more intrinsic value than a personality test. These tests are a non-verbal assessment of the candidate’s ability to understand, analyze and solve problems using visual reasoning. If you would like to try your hand at this type of test, go here: http://www.kent.ac.uk/careers/tests/spatialtest.htm.

Your particular questions:

*what kind of tests do airlines use presently for hiring?

It is difficult, if not impossible, to determine exactly which test a particular airline is implementing. Although they are generically similar in nature, there are many versions.

*is there any way to optimize ones performance on these tests?

There really is no way to “optimize” one’s performance on these types of tests. These types of tests are designed to determine fundamental personality or cognitive traits. You can find some practice tests in the Internet (like the one I listed above) which will help to familiarize you with the style of the test so that you are not surprised.

*what kind of personality actually is the best for airline life?

There is no “one” personality type that is best for an airline. My belief is that a well-rounded person, someone with interests outside of aviation, the ability to work through any situation logically and the ability to listen and consider all opinions makes the best candidate for a pilot position.

*do airlines take the results of personality profiles seriously in your experience?

Those airlines that impose personality testing do take them very seriously. At that point, we are really subject to the psychological expertise of the interpreter.

*do you use any of these tests to prepare people coming to you for help?

No, I do not make use of any of these types of tests. I am not a psychologist and would not attempt to interpret any such test.

I found a good article that explains MMPI and its usage here: http://www.deltabravo.net/custody/mmpi-info.php. Conveniently, they agree with my viewpoint…. ;)

Thanks for taking the time to answer this question and I appreciate your position. It would appear well advised for HR departments to generally leave psychology tests to those who know a lot about them rather than risk getting erroneous results.

My present company administers an online DISC assessment. I was amazed how far off the results seemed to me. The counselor explained one has to be in a "work frame of mind" to obtain accurate results. But how many of us is in such a frame of mind say first thing Monday morning, last thing Friday afternoon, or any number of times during the average day? In our case the test is not used for much besides helping managers know the staff. I tend to agree though, it would be best left to licensed psychologists instead of human resources personnel or untrained personnel. It would be a shame if a person were misidentified because of a poorly administered test.

Thanks again.

Quote:

Originally Posted by Cubdriver (Post 374958)

I find this very interesting and completely agree. I certainly see where these types of tests can be very useful for determining say, "who is the right person for a particular task among a given set of employees," because past work performance (with the current company) and the manager's knowledge the employee's "work personality" coupled with the test results can be edifying. But without the "whole picture" these tests can be very misleading for candidate evaluation.

Thank you for sharing your perspective and how your company views these types of tests.

Lori

Great thread. Lori, these tests are not really rocket science...If you are going for a sales job, the correct answer is easy to find. If you are going for a more analytical job, those answers are easy to find as well. It seems to me that these tests can be manipulated by anyone that has taken more than one and has recieved the results. That said (and do not hate me for this)...do you know what an airline is looking for? If I answered as a gung-ho, type-a personality (sales type profile), an airline may think me too aggresive and not a good "team player". If I answer in completely analytical ways, the airline may think me a mere technician without leadership skills to one day be a Captain. My question is, do airlines place more positive weight on one personality trait than another...and if so, what do they value most.

Thank you - and I agree with you. I think these tests give a glimpse of a personality but do not tell the entire story. Also, they can be manipulated in my opinion.

Quote:

Originally Posted by Lori Clark (Post 374891)

let’s hope the 80’s never repeat!

Shoot, talk to my mom... They never went away!

Quote:

Originally Posted by Lori Clark (Post 374891)

*what kind of personality actually is the best for airline life?

There is no “one” personality type that is best for an airline. My belief is that a well-rounded person, someone with interests outside of aviation, the ability to work through any situation logically and the ability to listen and consider all opinions makes the best candidate for a pilot position.

That is one CRM element that makes a good captain.

In addition to technical soundness, honesty, purposefulness and integrity, some other traits that airlines seek in pilots are:

flexibility and adaptability - the pilot that understands that schedules, crews and overnights may change, the pilot that says "if it's legal, I'll fly it, and I'll file the applicable pay grievance later", the pilot that is able to handle different personalities in her/his co-workers and passengers and makes for the best outcome in sticky situations.

leadership by example- helping her/his passengers and co-workers feel special everyday (so that others may follow)- including, however beyond helping the little old lady with her luggage, or helping the ramp agents by throwing bags, or pushing wheelchairs, or cleaning up the cabin.