<p>“It’s an interesting statistic that only one in 10 qualified applicant for a pilot’s position is successful.” So declared Jen Fleming, head of operations for Nobox Pilot Solutions, at the Flight Crew Futures conference and networking event held last week near London Gatwick Airport.</p>
<p><img alt="Jen Fleming - Nobox" src="/getasset/74385e1b-b3c6-4519-9293-6152d215e6ce/" /></p>
<p>While Fleming acknowledged that this figure varies geographically and varies over time – “it’s a demand-driven market” – it provided a strong base for presentation on “Why do pilots fail assessments?: What you can do to improve your chances?”</p>
<p>According to Fleming, if a candidate is invited to an assessment, then they are “halfway there”, with the minimum requirements having been met, such as documentation being approved and the work history reviewed.</p>
<p>When it comes to the assessments, airlines will, of course, be looking for technical ability and whether pilots are medically fit. “But they will also look to see if you are an organisational fit – is the job a stop gap on the way to a bigger airline – and an operational fit too,” Fleming noted.</p>
<p>“Sometimes pilots fail assessments simply through limited vacancies. It may just be that someone is a better fit,” she continued. “But there are times when complacency – a lack of preparation – occurs. Sometimes experienced pilots believe they have all the skills and believe they are needed by the airlines.”</p>
<p>Another remarkable statistic was then produced, to highlight the need for a candidate’s CV to be clean, clear and complete. “On average, a CV is looked at for six seconds, so make sure that yours shows that you tick all the boxes for the job.” Fleming advised, emphasising the need for the CV to make a strong immediate impression. “You’d be amazed at the amount of CVs which don’t have the candidate’s phone number on them.”</p>
<p>The Nobox executive then set about explaining how a candidate can improve their chance of selection. The first task is to determine priorities – what kind of airline would be preferred, what work–life balance is desired, and so on.</p>
<p>Moving closer to home, Fleming highlighted the need to pick the right agency to help. “Work with the agency and keep up the momentum. The agency is meant to work for you,” she remarked.</p>
<p>Once a potential employer has been identified, the candidate should sell themselves. “Be ready with all the paperwork. There is a lot involved in airline assessment processes, so be prepared and manage expectations. And remember, getting the job is a collaboration between pilot and agent.”</p>
<p>When preparing for the interview element of the assessment, the advice is once again about preparation. “Be ready for any technical questions. In fact, be ready to answer anything you could be asked if you were to be line-checked tomorrow,” Fleming declared. “Competency questions are becoming more and more popular. When answering these, try to use STAR approach – situation, task, action and result. Think about the competencies behind the question, whether they be leadership, teamwork or something else.”</p>
<p>Once those hurdles have been accomplished to the employer’s satisfaction, the simulator check comes next. The main advice here was for the candidate to discover the profile of the simulator to be used is at all possible.</p>
<p>The need to be passed medically fit follows all that. How this is done differs from country to country. “In the Middle East and Asia there will most likely be a full medical examination,” Fleming confirmed, before adding, “If you have anything at all which might affect your clearance, tell the agency.”</p>
<p>Finally, there is a decision for the candidate to make about the future and it is important for it to be right, Fleming stressed. That means all the elements of the contract in terms of penalties and bonds.</p>
<p>Asked about the idea of low-hour pilots registering with a few agencies, Fleming agreed that it may be helpful, but advised candidates to ensure that when representation is being made on their behalf to an airline, they ensure that it is not being done by more than one agency.</p>
<p>On the subject of agencies asking for fees from pilots, the response was unequivocal. “Fees should only be paid by the airline client. If an agency wants to charge you, the pilot, then you should consider carefully whether or not you should be working with them,” Fleming declared. “On average, a pilot changes job seven times in a career and we want to be there to help. All our work is based on the fact that the relationship with the pilot is enduring.”</p>
<p><img alt="Jen Fleming - Nobox" src="/getasset/74385e1b-b3c6-4519-9293-6152d215e6ce/" /></p>
<p>While Fleming acknowledged that this figure varies geographically and varies over time – “it’s a demand-driven market” – it provided a strong base for presentation on “Why do pilots fail assessments?: What you can do to improve your chances?”</p>
<p>According to Fleming, if a candidate is invited to an assessment, then they are “halfway there”, with the minimum requirements having been met, such as documentation being approved and the work history reviewed.</p>
<p>When it comes to the assessments, airlines will, of course, be looking for technical ability and whether pilots are medically fit. “But they will also look to see if you are an organisational fit – is the job a stop gap on the way to a bigger airline – and an operational fit too,” Fleming noted.</p>
<p>“Sometimes pilots fail assessments simply through limited vacancies. It may just be that someone is a better fit,” she continued. “But there are times when complacency – a lack of preparation – occurs. Sometimes experienced pilots believe they have all the skills and believe they are needed by the airlines.”</p>
<p>Another remarkable statistic was then produced, to highlight the need for a candidate’s CV to be clean, clear and complete. “On average, a CV is looked at for six seconds, so make sure that yours shows that you tick all the boxes for the job.” Fleming advised, emphasising the need for the CV to make a strong immediate impression. “You’d be amazed at the amount of CVs which don’t have the candidate’s phone number on them.”</p>
<p>The Nobox executive then set about explaining how a candidate can improve their chance of selection. The first task is to determine priorities – what kind of airline would be preferred, what work–life balance is desired, and so on.</p>
<p>Moving closer to home, Fleming highlighted the need to pick the right agency to help. “Work with the agency and keep up the momentum. The agency is meant to work for you,” she remarked.</p>
<p>Once a potential employer has been identified, the candidate should sell themselves. “Be ready with all the paperwork. There is a lot involved in airline assessment processes, so be prepared and manage expectations. And remember, getting the job is a collaboration between pilot and agent.”</p>
<p>When preparing for the interview element of the assessment, the advice is once again about preparation. “Be ready for any technical questions. In fact, be ready to answer anything you could be asked if you were to be line-checked tomorrow,” Fleming declared. “Competency questions are becoming more and more popular. When answering these, try to use STAR approach – situation, task, action and result. Think about the competencies behind the question, whether they be leadership, teamwork or something else.”</p>
<p>Once those hurdles have been accomplished to the employer’s satisfaction, the simulator check comes next. The main advice here was for the candidate to discover the profile of the simulator to be used is at all possible.</p>
<p>The need to be passed medically fit follows all that. How this is done differs from country to country. “In the Middle East and Asia there will most likely be a full medical examination,” Fleming confirmed, before adding, “If you have anything at all which might affect your clearance, tell the agency.”</p>
<p>Finally, there is a decision for the candidate to make about the future and it is important for it to be right, Fleming stressed. That means all the elements of the contract in terms of penalties and bonds.</p>
<p>Asked about the idea of low-hour pilots registering with a few agencies, Fleming agreed that it may be helpful, but advised candidates to ensure that when representation is being made on their behalf to an airline, they ensure that it is not being done by more than one agency.</p>
<p>On the subject of agencies asking for fees from pilots, the response was unequivocal. “Fees should only be paid by the airline client. If an agency wants to charge you, the pilot, then you should consider carefully whether or not you should be working with them,” Fleming declared. “On average, a pilot changes job seven times in a career and we want to be there to help. All our work is based on the fact that the relationship with the pilot is enduring.”</p>