METARHIMS

I'm familiar with some of these tests (specifically the MMPI) and I do think they are very helpful in the employment process. Studies involving white collar workers have shown the highest correlates to employee success are standardized testing (intelligence and aptitude), psychological testing and previous work history. The lowest correlates, ironically, tend to be referrals and face-to-face interviews.

It may be worthwhile to go to a clinical psychologist and take another test and see what the results are, especially if your insurance covers it. While you can't study for these tests like you can study for an ATP-like exam, you can acknowledge problems/deficiencies that may exist and work at them. People can change their behavior and with that comes changed answers on these tests.

In the chance a candidate just isn't a good test taker, I still think it would be beneficial to take a similar test to familiarize yourself with the types of questions asked and what type of profile your answers indicate.

I've familiar with addict pilots, depressives, hypochondriacs, narcissists, paranoid, sociopathic, bipolar and even (sadly) knew a pilot who developed schizophrenic symptoms. These tests aren't bulletproof accurate, but they are usually very indicative of potential future problems.

Ironically some businesses (like investment banking) prefer a sociopathic or narcissistic personality because they can cut deals which destroy people's lives and still sleep soundly at night. In our business, not so good...but, maybe if an airline turns you down you can go become an investment banker and be the hot-shot making money off their liquidation in a few years when the economy turns!

Good luck!

Learflyer

Which is a horse$hit deal.

tomgoodman

I recall one question from such a test: "I am sometimes possessed by evil spirits, -- yes or no?"

An evil spirit ordered me to say no.

inline five

Good enough for Air Force One and to carry our countries nukes, not good enough for Delta.

Guy I was paired up with in new hire training was a DAL interviewee in '85 IIRC. Didn't get hired from the shrink eval. Found out later that same shrink shot himself in the head sometime after his interview.

John Carr

And on the flip side, take the way FedEx does things now vs. the old way.

Previously, one needed (ALMOST ALWAYS ANYWAY) a sponsor and a CP meet and greet, as well as on average three recs from pilots they've flown with BEFORE HR even saw their app. I SAY AGAIN, MOST BUT NOT ALL had to go through this process. IOW, "referel and face to face". Almost 100% vetted by the pilot group FIRST.

Now their system has the complex points system of screening apps, and like they say at other places, "the recs/referrals don't matter till AFTER one interviews......"

You talk to any FedEx pilots lately? If so, ask them if they like the older way and the pilots that were hired better. Or the new way, as far as who they'd rather work with/sit next to in a cramped aluminum tube in a space the size of a bathroom stall for hours on end.

Moondog

Is the hogan the first day test at Delta? Then MMPI on day two of you get that far?

rickair7777

I actually doubt that. I suspect that the tests may reflect what some HR or consultant type thinks the company culture SHOULD be, not what it really is. They may be trying to stack the personality deck in order to mold their future pilot group. Probably well intentioned (ie looking for safety-conscious team players) but possibly Machiavellian... looking for folks who are just happy to get paid to fly and will roll over for the company.

John Carr

United uses the Hogan (HPI), DAL uses the MMPI.

At UAL, one will get the link to take the Hogan BEFORE even interviewing.

At DAL, one takes the MMPI/psych eval on day 2 of the interview process. Exclusive of the SSP's if I'm not mistaken. DAL day 1 uses the math/cog, etc before the F2F.

Or just simply the old adage of "any a-hole can fly a plane, as well as be taught to fly a plane however the company wants. But you CAN'T un-teach someone from being an a-hole".

With HR getting more involved in the process, it's more about what kind of overall employee one will be. IE; a problem child OUTSIDE the cockpit as well as inside. Excessive sick time use, rude to fellow coworkers (FA's, gate, ramp, schedulers), cant' represent the company well/rude to customers, whatever......

TED74

Sorry to hear this, TAZ. I think "the system" just got it wrong in your case. I'd have hired you based on these quals and recommendations alone, without an interview or sim. We all know there are some shmucks who have successfully lied themselves past personality tests and interview panels and I appreciate your attempt to play it straight. You're probably the guy we all want flying our families around...and I say that with no less certainty than I might for someone who slipped through the process "unmolested".

I know a few successful candidates at different airlines who would cause me to deplane if I saw them in the cockpit...sometimes the systems just screw up.

If you happen to actually be nuts, at least your wife is too. Good luck with whatever next comes your way.

Jughead135

Unless there's been a recent change (always possible), that's a 50/50 proposition. Half the group tests in the morning on Day 1 while the other half interviews, then the groups flip after lunch.