What Does an Airline Want in its Pilots? – Part 2 of 2
By Captain Chris Kriechbaum (retired), former Manager Air New Zealand Jet Recruitment.
In part 1, I discussed how an airline forms its view of what competencies it looks for when hiring pilots. I then went on to discuss some specific competencies Air New Zealand uses and then expanded on that information with some strategies on how to improve one’s skills in some of those competencies. I’ll continue that theme, here, in Part 2.
I mentioned right at the start of this blog that airlines hire future (and current) leaders. There’s heaps of information out there on what is good leadership, what it looks like in people and how to acquire it. Take an interest in it, read or listen to snippets about it, it’s an extensive topic and an important skill to pick up as a pilot. What Air New Zealand specifically looks for though in its hiring process is the following. Just like in Part 1 of this blog, the actual competency is indicated by using italics.
A candidate has confidence, but displays this without arrogance. How do you gain confidence? Think about courses like Toastmasters for instance. They assist with giving people the ability to talk in public and sometimes spontaneously, quite a powerful confidence building tool.
They have personal impact and are aware of that impact. This goes back to awareness of ‘who you are’ discussed earlier in Part 1.
A candidate uses authority and assertiveness to create a ‘challenge and response’ atmosphere. If a candidate has a role in a group exercise, for instance, they use that authority in a balanced way, they create an atmosphere where others can challenge a point and feel they are heard.
They have a genuine concern for others. Again, this has already been mentioned in Part 1.
A candidate wants to develop skills in others. A delicate one, think before you offer advice to a colleague on how things could be done differently/better. (Melissa here. Equally, from the other perspective, if someone feels they ought to offer you some advice - put aside ego and grow a thicker skin. We can learn by listening to others perspectives).
They motivate through appreciation and coach where necessary. They specifically say things like “that’s a good idea” or” I hadn’t thought about that, thanks” or” I like you’re thinking.”
A candidate adjusts their style to their audience and situation. There are times when you have to be assertive and times when you need to be a good listener, obviously the trick is knowing when and how to adjust your style for different situations. Practise it!
Another generic competency considered is ‘Follows procedures’ This is what is looked at during assessment days.
Sees safety as non-negotiable. As a pilot, our first role is to ensure the safe operation of the aircraft, nothing should stand in the way of that.
Understands importance of procedures. Part of a safe operation is the need to use and follow operator/company procedures, its an integral part of a Safety Management System
Checks work.
Works hard at getting it right first time.
Follows instructions.
The competency of ‘Decision making under pressure’ is also looked at, specifically the assessor team look at:
Assesses information from multiple sources
Clearly identifies & states the problem
Quickly identifies priorities
Evaluates, states alternative options and considers risk
Evaluates input from others
Commits to action, implements
Stays focused throughout
Accurate
The team will also look at each candidate and think about whether they are “passionate about both their personal and Air NZ’s organisational success” and if they “look for continuous self-improvement” and are “hungry to learn” All of these points are relatively self-explanatory and it won’t take much thought to see how you can gain some level of skill in each of those points.
Another area of competency is listed as “A systematic approach to managing high volumes of work with particular reference to stress and fatigue.” The indicators of this competency are listed as:
Tasks are shared and delegated
Sets priorities
Allocates adequate time to complete tasks
Sensitive to and takes action when signs of stress and fatigue in self and others
Are systematic
Manages time
Are in control
Well the list goes on, but this next paragraph is the last, not that it is the least important, of what is listed in Air New Zealand’s competency document, so here goes. It goes under the heading of “Integrity and self-awareness (EQ)” (EQ stands for Emotional Quotient) The assessor team will look for:
Candidates take responsibility and admit mistakes. Remember ‘to err is human’. We all make mistakes, the takeout is ‘admit your mistakes’
They are open about shortcomings. Improve your comfort level with discussing your strengths and weaknesses
Pilots can articulate their strengths & weaknesses As mentioned use others around you to get to know what these are.
They also understand their own emotions and can read and manage others emotions
They are content to address difficult issues
They do as they say
They build credibility, trust and respect
The list of competencies and their associated explanation is long, don’t take it all too seriously, treat what has been given as knowledge, but don’t fixate on it and dwell too long on certain points. By all means look for avenues to expand your horizons and improve your skills but always remember to “be yourself”
Most importantly - Fly safe!
