Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

1. Identify the Job Specification:

Job specifications identify the competencies employees need for success that complete and
clear job specifications help select selection methods to measure applicants’ KSAOs against
required competencies, and differentiate between qualified and unqualified applicants and
reduce interviewer’s biases and prejudices.

Example: Job Specification for the Second Officer in HK Express

Qualifications:

● Flying Hours: Minimum of 250 flying hours.

● Licenses:
○ Valid Commercial Pilot License (CPL) with passes in ATPL subjects from ICAO
States, or equivalent.
○ Compliance with CAD DCA607 / ATPL / CPL / IR (A) minimum requirements.
○ HKCAD CPL Holder issued under HKCAD Approved Integrated Course.
● Instrument Rating: Valid Instrument Rating.
● Radiotelephony License: Valid Flight Radiotelephony Operator’s Restricted License.

Knowledge:
● Aviation regulations: Understanding of international and local aviation regulations,
including ICAO standards and HKCAD requirements.
● Aircraft systems: In-depth knowledge of the Airbus A320 family aircraft systems and
operations.
● Flight operations: Comprehensive knowledge of flight planning, navigation, and
meteorology.

Skills:
● Technical skills: Proficiency in operating aircraft systems, conducting pre-flight checks,
and managing in-flight operations.
● Communication skills: Effective communication with air traffic control, crew members,
and passengers. Proficiency in aviation English (ICAO level 4 and above).
● Problem-solving skills: Ability to quickly and effectively address and resolve in-flight
issues and emergencies. (can be learned and improved over time)
● Interpersonal skills: Strong ability to work collaboratively with the flight crew and
ground staff.

Abilities:
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Situational awareness: High level of situational awareness to monitor and respond to

changing flight conditions.
● Decision-making: Strong decision-making abilities, especially under pressure.
● Attention to detail: Keen attention to detail for conducting thorough pre-flight and post-
flight checks.
● Adaptability: Capacity to manage dynamic and often unpredictable situations, such as
sudden weather changes or in-flight emergencies, ensuring safety and efficiency.

Other Characteristics:
● Medical fitness: Must hold a valid Class 1 Medical Certificate.
● Flexibility: Ability to adapt to varying flight schedules and operational demands.
● Professionalism: High level of professionalism and adherence to safety standards and
protocols.
● Passion for aviation: A genuine passion for flying and commitment to continuous learning
and improvement
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

2. Initial Screening:
Before interviewing applicants, you first want to screen out people who aren’t qualified
for the job in order to save time and money.

Example: Initial Screening for the Second Officer in HK Express:

● Online Application: Candidates submit an online application through the HK Express

careers portal with uploading the latest Flying Experience Form and other required
documents.
● Document Review: The recruitment team reviews the submitted documents to verify that
candidates meet the minimum qualifications, such as having a valid Commercial Pilot
License (CPL), Instrument Rating, a Class 1 Medical Certificate, and ICAO Level 4
certification

Example: Initial Screening - Application Assessment Grid for Second Officer in HK Express

Scoring Guide:
● 1: Does not meet the criteria
● 2: Partially meets the criteria
● 3: Meets the criteria
● 4: Exceeds the criteria
● 5: Significantly exceeds the criteria
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

Example of how to evaluate an applicant based on the Application Assessment Grid:

 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

3. Employee Interviews:
a. Examples of Different Types of Interviews for Second Officer in HK Express

● Nondirective interview: open-ended questions

Interview Question Example 1: to assess Knowledge - Aircraft System
“You mentioned you have experience with the Airbus A320. Can you describe a time when your
knowledge of the aircraft systems helped you handle an unexpected situation?”

Interview Question Example 2: to assess Skill - Problem Solving Skill

“Flying can be quite demanding. Can you share an example of a challenging flight you managed
and what skills you used to ensure everything went smoothly?”

● Structured interview: standardized questions having an established set of answers

Interview Question Example 1: to assess Skill - Technical Skill (conducting pre-flight check)
“Can you walk me through the steps you take during a pre-flight check?”

Interview Question Example 2: to assess Knowledge - Flight Operation

“Describe the process of flight planning and the factors you consider when creating a flight plan.”

● Situational interview: a hypothetical incident

Interview Question Example 1: to assess Ability - Situational Awareness
“During a flight, you observe that the weather conditions are rapidly deteriorating. How would
you handle this situation to ensure the safety of the flight?”

Interview Question Example 2: to assess Skill - Communication Skill

“Can you provide an example of how you have used non-verbal communication to enhance your
message during a flight with the cabin crew?”

● Behavioral description interview: questions about what was done in an incident

Interview Question Example 1: to assess Ability - Situational Awareness
“Can you give an example of a time when you identified a potential safety issue before it became
a problem? How did you handle it?”

Interview Question Example 2: to assess Other Attributes - Passion for Aviation

“Can you share an experience where your skills and dedication to aviation helped you overcome a
significant challenge? What was the situation, and how did your expertise and commitment
contribute to resolving it?”
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Sequential interview: a candidate is interviewed by multiple people one at a time

Examples of assessing Skill - Interpersonal:
Interviewer 1: HR Representative - general fit and teamwork orientation
“Can you describe a time when you worked successfully within a team? What was your role, and
what was the outcome?”
Interviewer 2: Senior Pilot - technical skills and teamwork in flight operations
“Can you give an example of how you have contributed to a team’s success during a flight
operation?”
Interviewer 3: Flight Operations Manager - Leadership and Team Collaboration
“Can you share an experience where your team did not meet its objectives? What did you learn
from that experience?”

● Panel interview: a board of interviewers questions and observes a candidate simultaneously

Examples of assessing Ability - Attention to Details:
Interviewer 1 - HR Representative: “Can you describe a time when your attention to detail
prevented a potential problem during a flight?”
Interviewer 2 - Senior Pilot: “Tell us about a situation where you had to double-check your work
to ensure accuracy. What was the outcome?”
Interviewer 3 - Flight Operations Manager: “How do you ensure that all pre-flight checks are
completed accurately and thoroughly?”
Interviewer 4 - Technical Specialist: “Give an example of how you have handled a situation
where you found an error in the flight documentation. What did you do?”
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

b. Post-Interview Screening
After a candidate has been interviewed and appears to be a good potential new hire,
information about the person’s previous employment as well as other information provided by
the applicants is investigated

i. Example for the Second Officer in HK Express: Reference Check

● Professional References: Contacting previous employers (e.g., Qatar Airways and British
Airways) or colleagues to verify the candidate’s work history, performance, and
professional behavior.
● Verification: Ensuring that the information provided by the candidate is accurate and
consistent with their application and interview responses

ii. Example of the Second Officer in HK Express: Background Check

● Criminal Record Check: Conducting a criminal background check to ensure the candidate
has no disqualifying criminal history.
● Employment Verification: Confirming past employment details, including job titles,
dates of employment, and reasons for leaving
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

4. Preemployment Tests:
An objective and standardized test used to gauge a person’s KSAOs related to other
individuals
a. Examples of Different Types of tests

● Job Knowledge Test: measure understanding or knowledge about a job

Examples for the Knowledge test for the Second Officer:
Part 1: Aviation Regulation
• What are the key ICAO regulations that a Second Officer must be familiar with?
Part 2: Aircraft Systems
• Describe the primary functions of the Airbus A320’s flight control systems
• What are the key components of the A320’s hydraulic system, and what are their functions?
Part 3: Flight Operation
• Explain the process of creating a flight plan and the factors that must be considered.
• What are the standard procedures for handling an in-flight engine failure?

● Work Sample Test: test required performance of tasks

Examples for the work sample test for the Second Officer:
Sample 1: Task to assess Knowledge - Flight Operation (flight planning):
• You might be assigned a flight from Hong Kong to Tokyo and asked to prepare a detailed
flight plan. This plan should consider weather conditions, calculate fuel requirements, and
identify alternate airports, using actual data and parameters.

Sample 2: Task to assess Knowledge - Flight Operation (flight navigation) using simulator:
• You will be flying in poor weather conditions and must rely solely on the aircraft’s
navigation systems to maintain the flight path. Your task is to accurately navigate using
instruments, adjusting for any deviations caused by the weather, and ensure you stay on
the assigned flight path throughout the test.

● Assessment Center Test: participate in situations found in the job

HK Express’s Aptitude and English Test for the Second Officer
1. to assess Skills - Technical Skill and Problem-solving Skills
Cut-E/AON Tests: Aligning the runway with the aircraft while completing additional
tasks, such as reacting quickly to visual and auditory stimuli, and solving logical puzzles.
2. To assess Skills - Communication Skill
Language Proficiency: Listening to aviation communications and answering questions,
completing grammar and vocabulary exercises, and engaging in role-play scenarios.
3. to assess Skills - Technical Skill
Simulator Assessment: Performing takeoffs, landings, and handling in-flight
emergencies in a flight simulator.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Cognitive Ability Test: measure mental capabilities

Examples for the cognitive ability test for the Second Officer HK

1. To assess Skills – Problem-solving Skills (ability to work with quantitative information)

Numerical Reasoning: Solve numerical problems and interpret data from charts and
graphs.

2. To assess Skills – Problem-solving Skills (ability to respond quickly for visual

stimulation)

Reaction Speed: Click the ‘equal’ button as soon as you see two matching shapes.

3. To assess Abilities - Attention to Detail

Monitoring Ability: Count how many balls are shown in the circle

● Biographical Data (Biodata) Test: collect biographical information

Examples for HK Express to collect biodata related to flight hours and certifications

1. How many total flight hours do you have?

A. Less than 250 hours
B. 250-500 hours
C. 500-1000 hours
D. More than 1000 hours

2. Do you hold a valid Commercial Pilot License (CPL) with ATPL subjects passed?

A. Yes
B. No

3. Do you have a valid Class 1 Medical Certificate?

A. Yes
B. No
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Personality and Interest Inventories

HK Express’s Five-Factor Model Test for the Second Officer’s personality traits such as
openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.
Sample question to assess conscientiousness (diligence):
“How do you ensure that all pre-flight checks are completed accurately and thoroughly?
Can you provide an example of a time when your attention to detail prevented a potential
issue?”
Sample question to assess neuroticism (emotional stability):
“How do you handle stressful situations during a flight? Can you give an example of a
particularly challenging situation and how you managed it?”

● Physical Ability Test

HK Express’s Physical Ability Test Example for the Second Officer

Vision Test: Undergo a comprehensive eye examination to ensure 20/20 vision, with or
without corrective lenses

Hearing Test: Complete an audiometry test to assess hearing acuity

Cardiovascular Fitness: Perform a treadmill or stationary bike test to evaluate

cardiovascular health and endurance.

● Medical Examinations
HK Express’s Second Officer must achieve the Class 1 Medical Certificate and additional
medical test will be conducted to ensure the candidate is fit for duty

Class 1 Medical Certificate: The candidate’s Class 1 Medical Certificate was verified
and is valid for the next 12 months.”

Additional Medical Tests: Additional vision and hearing tests were conducted, confirming the
candidate meets all medical requirements. (accomplished during Physical Ability Test)

● Drug Tests
to ensure the safety and reliability of their flight operations, airlines conduct drug tests to the
candidates as part of the preemployment test

Urine Test: The most common method, which screens for a variety of substances
including marijuana, cocaine, opiates, amphetamines, and PCP.

Hair Follicle Test: Less common but can detect drug use over a longer period.

Blood Test: Used in some cases for more immediate detection of substances.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

b. Validity of the Test

● Criterion-Related Validity: the extent to which the selection tool predicts or correlates with
important work behaviors
I. Concurrent validity: test scores correlate with job performance
HR in HK Express wants to conduct and validate a new decision-making test for current
Second Officers, the airline compares it with the established Aeronautical Decision-
Making (ADM) evaluation rated by First Officers or Flight Instructors. Both assessments
are performed simultaneously, but the established test is usually administered first to the
same group of second officers. If the results from the new test closely match those from
the ADM evaluations, the new test demonstrates strong concurrent validity. This means
the new test reliably measures decision-making skills in a way that aligns with the
established ADM method, ensuring accurate and fair assessments.

II. Predictive validity: test scores match criterion data obtained after hiring
HR at HK Express wants to validate a new decision-making test for Second Officers. They
administer the test and then track the officers’ performance over six months. If the test
scores accurately predict future performance, it shows strong predictive validity. This
means the test effectively forecasts how well Second Officers will perform in real-world
scenarios.

● Cross-validation: reliable predict

Example for a cross-validation assessment in situational awareness
Initial Data Set: HK Express collects data from 200 Second Officer candidates, including
their situational awareness test scores and job performance metrics after one year.

Splitting the Data: The data is split into 10 subsets for 10-fold cross-validation.

Model Training and Validation: The model is trained on 9 subsets and validated on the
remaining subset, repeated 10 times.

Evaluation: The average accuracy of the model across all folds is 87%, indicating that the
situational awareness tests are reliable predictors of job performance.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Content Validity: the extent to which selection instrument, samples the knowledge and skills
needed for a job
Examples of a high content validity selection for the Second Officer

1. Online Application and Initial Screening:

● Application Form: Collect detailed information about the candidate’s education, work
experience, and certifications.
● Initial Screening: Verify that candidates meet the minimum qualifications, such as
holding a valid CPL, Instrument Rating, and Class 1 Medical Certificate.

2. Cognitive Ability Test:

● Spatial Orientation: Tasks to assess the ability to understand and manipulate spatial
relationships.
● Complex Control: Simulated tasks to evaluate hand-eye coordination and multitasking
abilities.
● Numerical Reasoning: Problems measuring numerical aptitude and the ability to work
with quantitative information.

3. Technical Knowledge Test:

● Aircraft Systems: Questions about the Airbus A320’s systems and operations.
● Flight Operations: Scenarios requiring knowledge of flight planning, navigation, and
emergency procedures.
● Aviation Regulations: Questions on ICAO standards and HKCAD requirements.

4. Situational Judgment Test (SJT):

● Problem-Solving Skills: Scenarios that require candidates to choose the best course of
action in various flight situations.
● Decision-Making: Situations that assess the ability to make quick and effective decisions
under pressure.

5. Simulator Assessment:

● Practical Flying Skills: Candidates perform tasks in a flight simulator, including

takeoffs, landings, and handling in-flight emergencies.
● Situational Awareness: Scenarios that test the ability to monitor and respond to
changing flight conditions.

6. Behavioral Interview:

● Communication Skills: Questions about past experiences that demonstrate effective

communication with crew and air traffic control.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Interpersonal Skills: Questions about working collaboratively with flight crew and
ground staff.
● Attention to Detail: Questions about conducting thorough pre-flight and post-flight
checks.

7. Personality Assessment:

● Five Factor Model: Standardized questionnaire to assess traits such as

conscientiousness, agreeableness, and emotional stability.
● Motivation and Passion: Questions about the candidate’s passion for aviation and
commitment to continuous learning.

8. Medical Examination:

● Class 1 Medical Certificate: Verification of the candidate’s medical fitness.

● Additional Tests: Vision, hearing, and cardiovascular fitness tests to ensure the
candidate meets all physical requirements.

9. Reference and Background Checks:

● Professional References: Contact previous employers to verify work history and

performance.
● Background Check: Conduct a criminal background check to ensure no disqualifying
history.

Sample process:
To ensure content validity in hiring second officers at HK Express, start with a thorough
job analysis to identify key competencies. Develop assessment tools like written tests for
technical knowledge, flight simulations for practical skills, and structured interviews for
behavioral insights. Validate these tools with First Officers and Flight Instructors, followed
by statistical analysis to ensure reliability. Train assessors for consistency, prepare
candidates with clear information, and administer assessments in a controlled environment.
Continuously gather feedback and review the process to maintain its relevance and
effectiveness.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Construct Validity: the extent to which a selection tool measures a theoretical construct or trait
Example to developing an effective test with High Construct Validity for Second Officer
1. Clearly Defining the Constructs
o Example: Define constructs such as situational awareness, decision-making under
pressure, and communication skills. This ensures the test will focus on these
specific areas, like asking candidates to handle simulated in-flight emergencies or
communicate effectively with air traffic control.

2. Aligning Test Items with Theoretical Constructs

o Example: If situational awareness is a key construct, include tasks where
candidates must navigate through complex flight scenarios. For decision-making
under pressure, include questions that require quick and accurate responses to
simulated emergency situations.

3. Using Multiple Methods

o Example: Combine written tests, flight simulators, and interviews. For instance,
use a written test to assess theoretical knowledge of aviation, a flight simulator to
evaluate practical flying skills, and an interview to gauge communication abilities
and teamwork.

4. Demonstrating a Strong Correlation Between Test Scores and Real-World

Performance
o Example: Administer the test and track candidates’ performance during their initial
flights and training sessions. Compare their test scores with their performance
metrics, such as successful handling of in-flight issues and adherence to safety
protocols.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

5. Decision for Selection

a. Candidate Evaluation Form

Example: Candidate Evaluation Form

Candidate Information:
● Candidate Name: ______________________
● Position Applied For: Second Officer
● Date of Interview: ______________________
● Interviewer Name: ______________________

Evaluation Criteria:

1. Knowledge:
○ Aviation Regulations: Understanding of ICAO standards and HKCAD
requirements.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Aircraft Systems: Knowledge of Airbus A320 systems and operations.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Flight Operations: Knowledge of flight planning, navigation, and emergency
procedures.
■ Score (1-5): _____
■ Comments: ___________________________________________
2. Skills:
○ Technical Skills: Proficiency in operating aircraft systems and conducting pre-
flight checks.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Communication Skills: Effective communication with air traffic control and crew.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Problem-Solving Skills: Ability to address and resolve in-flight issues.
■ Score (1-5): _____
■ Comments: ___________________________________________
3. Abilities:
○ Situational Awareness: Ability to monitor and respond to changing flight
conditions.
■ Score (1-5): _____
■ Comments: ___________________________________________
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

○ Decision-Making: Ability to make informed decisions under pressure.

■ Score (1-5): _____
■ Comments: ___________________________________________
○ Attention to Detail: Thoroughness in conducting pre-flight and post-flight checks.
■ Score (1-5): _____
■ Comments: ___________________________________________
4. Other Characteristics:
○ Medical Fitness: Holds a valid Class 1 Medical Certificate.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Adaptability: Ability to adapt to varying flight schedules and operational
demands.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Professionalism: Adherence to safety standards and protocols.
■ Score (1-5): _____
■ Comments: ___________________________________________
○ Passion for Aviation: Demonstrates a genuine passion for flying and continuous
learning.
■ Score (1-5): _____
■ Comments: ___________________________________________

Overall Evaluation:

● Overall Score (Total out of 60): _____

● Recommendation:
○ [ ] Strongly Recommend
○ [ ] Recommend
○ [ ] Neutral
○ [ ] Do Not Recommend
● Comments: ___________________________________________

Interviewer’s Signature:

Name: ______________________
Signature: ______________________
Date: ______________________
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

b. “Can-Do” and “Will-Do” Factors

Example: For a Second Officer at HK Express, a candidate might demonstrate “can do” factors
through their technical skills and knowledge of aviation regulations, while “will do” factors could
be shown through their passion for aviation and proactive approach to continuous learning.

Can Do Factors:

1. Skills:
○ Technical Skills: Proficiency in operating aircraft systems and conducting pre-
flight checks.
○ Communication Skills: Effective communication with air traffic control, crew
members, and passengers.
○ Problem-solving Skills: Ability to quickly and effectively address and resolve in-
flight issues.
2. Knowledge:
○ Aviation Regulations: Understanding of ICAO standards and HKCAD
requirements.
○ Aircraft Systems: In-depth knowledge of the Airbus A320 family aircraft systems
and operations.
○ Flight Operations: Comprehensive knowledge of flight planning, navigation, and
emergency procedures.
3. Abilities:
○ Situational Awareness: High level of situational awareness to monitor and respond
to changing flight conditions.
○ Decision-Making: Strong decision-making abilities, especially under pressure.
○ Attention to Detail: Keen attention to detail for conducting thorough pre-flight and
post-flight checks.

Will Do Factors:

1. Attitudes:
○ Self-Motivation: A strong internal drive to achieve and excel in the role.
○ Optimism: A positive outlook that helps in overcoming challenges and setbacks.
○ Resilience: The ability to recover quickly from difficulties and maintain
performance under stress.
2. Behaviors:
○ Proactive Approach: Taking initiative to address issues before they become
problems.
○ Flexibility: Flexibility to adjust to changing schedules and operational demands.
○ Continuous Learning: A commitment to ongoing professional development and
improvement.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

3. Other Characteristics:
○ Passion for Aviation: A genuine enthusiasm for flying and the aviation industry.
○ Professionalism: Adherence to safety standards and protocols and maintaining a
high level of professionalism.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

c. Clinical Approach: review the applicants’ data, and based on their understanding of the jobs
make decision

Clinical Approach Example Steps for HK Express to choose the potential Second Officer:

Step 1: Gather Comprehensive Data

● Application review: Collect detailed information from the candidate’s application,

including education, work experience, and certifications.
● Test scores: Review results from cognitive ability tests, technical knowledge tests,
situational judgment tests (SJT), and simulator assessments.
● Interview feedback: Consider feedback from structured and behavioral interviews,
focusing on key KSAOs (Knowledge, Skills, Abilities, and Other Attributes).

Step 2: Involve Multiple Decision-Makers

● Panel discussion: Involve a panel of experienced pilots, HR representatives, and flight

operations managers to discuss each candidate’s strengths and weaknesses.
● Shared insights: Each panel member shares their observations and insights based on their
interactions with the candidate and the data collected.

Step 3: Use Professional Judgment

● Holistic evaluation: Evaluate the candidate’s overall fit for the role by considering all
aspects of their profile, including test scores, interview performance, and professional
demeanor.
● Experience-based decisions: Leverage the experience and intuition of senior pilots and
managers to assess the candidate’s potential for success in the role.

Step 4: Make the Final Decision

● Consensus building: Aim for a consensus among the panel members. Discuss any
discrepancies in evaluations and reach a collective decision.
● Final selection: Choose the candidate who best meets the requirements and demonstrates
the potential to excel as a Second Officer.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

Potential Candidates:

1. Mike: Has excellent technical skills and high scores on cognitive tests but showed some
weaknesses in situational judgment during the simulator assessment.
2. Lucy: Demonstrates strong communication skills and situational awareness but has
slightly lower scores on technical knowledge tests.

Panel Discussion:

● Senior Pilot: Emphasizes the importance of situational awareness and supports Lucy due
to their strong performance in this area.
● HR Representative: Highlights Mike’s technical proficiency and suggests additional
training to improve situational judgment.
● Flight Operations Manager: Considers both Mike and Lucy’s overall profiles and leans
towards Lucy for their well-rounded skills and adaptability.

Final Decision:

● Consensus: The panel decides to select Lucy, recognizing her strong situational awareness
and communication skills as critical for the role, with a plan to provide additional technical
training.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

d. Statistical Approach

Statistical Approach Example: Steps for HK Express to choose the potential Second
Officer:
● Compensatory Model:
Step 1: identifying and weighting the most valid predictors

Technical skills: Assessed through simulator tests (weight: 30%).

Communication skills: Assessed through interview ratings (weight: 20%).

Problem-solving skills: Assessed through situational judgment tests (SJT) (weight: 25%).

Situational awareness: Assessed through cognitive ability tests (weight: 25%).

Step 2: collect data, standardize and calculate the composite scores

Nick:

Simulator test score = 85, Interview rating = 4, SJT score = 90, Cognitive test score = 88.

Composite scores: (0.30 * 85) + (0.20 * 4) + (0.25 * 90) + (0.25 * 88) = 25.5 + 0.8 + 22.5 + 22 =
70.8

Paul:

Simulator test score = 80, Interview rating = 5, SJT score = 85, Cognitive test score = 90.

Composite scores: (0.30 * 80) + (0.20 * 5) + (0.25 * 85) + (0.25 * 90) = 24 + 1 + 21.25 + 22.5 =
68.75

Step 3: rank candidates

Nick: 70.8
Paul: 68.75

Step 4: make final decision

The board decided to choose Nick, though Nick has a slightly lower interview rating, his higher
scores in simulator tests and SJT compensate, resulting in a higher overall composite score.
However, Paul has a higher interview rating, the overall composite score is slightly lower due to
lower scores in other areas.
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Multiple cut-off model

Step 1: identifying and set minimum cutoff scores
Technical skills: Minimum score of 70.
Communication skills: Minimum rating of 3.
Problem-solving skills: Minimum score of 75.
Situational awareness: Minimum score of 80.

Step 2: collect data

Ben: Simulator Test Score = 85, Interview Rating = 4, SJT Score = 90, Cognitive Test Score =
88
Vicky: Simulator Test Score = 65, Interview Rating = 5, SJT Score = 85, Cognitive Test Score =
90
Jack: Simulator Test Score = 75, Interview Rating = 3, SJT Score = 70, Cognitive Test Score =
82

Step 3: evaluate candidates

Ben: Meets all cutoffs (85, 4, 90, 88) - Pass.
Vicky: Fails to meet the cutoff for Technical Skills (65 < 70) - Fail.
Jack: Fails to meet the cutoff for Problem-Solving Skills (70 < 75) - Fail.

Step 4: make final decision

The board decided to choose Ben, because he meets or exceeds all minimum cutoff scores.

● Multiple hurdle model

Hurdle 1: Application Screening

Criteria: Minimum qualifications such as valid CPL, Instrument Rating, and Class 1 Medical
Certificate.

Outcome: Candidates who meet the minimum qualifications proceed to the next stage.

Results: Candidates who successfully submit and meet all requirements will pass to receive the
Cognitive Ability and Technical Knowledge Tests

Hurdle 2: Cognitive Ability and Technical Knowledge Tests

Criteria: Scores on cognitive ability tests and technical knowledge tests.

Cutoff: Candidates must score above a predetermined threshold to proceed

For the Second Officer: score 85 in Cognitive Ability Test; score 80 in Technical Knowledge
Test
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

Outcome: Candidates who pass the tests move on to the next stage.

Results: Candidates who score 85 or above in the Cognitive Ability Test AND 80 or above in
Technical Knowledge Test will continue for the next level of assessment.

Hurdle 3: Situational Judgment (SJT) and Simulator Assessments

Criteria: Performance on SJT and simulator assessments.

Cutoff: Candidates must demonstrate proficiency in problem-solving and technical skills.

For the Second Officer: Score 90 or above in the SJT and Simulator Assessments will pass to the
next level of test.

Outcome: Candidates who perform well proceed to the next stage.

Results: Candidates who score 90 or above in the SJT and Simulator Test will continue for the
Behavioral and Technical Interview.

Hurdle 4: Behavioral and Technical Interviews

Criteria: Ratings from structured behavioral and technical interviews.

For the Second Officer: they will be interviewed related to Communication Skills, Teamwork,
Problem-Solving Skills, Professionalism, and Passion for Aviation, and they will be assessed on
scale of 1-5

Cutoff: Candidates must receive satisfactory ratings from interviewers.

For the Second Officer: All individual scores must equal or higher than 3, and overall
minimum average scores is 3.5

Outcome: Candidates who pass the interviews move on to the final stage.

Results: Lucy (4+4+3+4+3)/5 =3.6, Nick (3+3.5+4+4+3)/5=3.5, Ben (3.5+3.5+3+3.5+4)/5=3.5

will move to the Medical Examination and Background Check, while Mike
(3+3+4.5+3+3)/5=3.3, Paul (2.5+4+4+5+3)/5=3.7 will fail to continue

Hurdle 5: Medical Examination and Background Check

Criteria: hold a valid Class 1 Medical Certificate and pass the background check.

Outcome: Candidates who pass the medical and background checks are considered for final
selection.

Results: only Lucy and Ben pass the medical and background checks to be hired as the Second
Officer
 Employee Selection in HK Express: Case Study of Second Officer Pilot Selection

● Selection ratio

Total Number of Applicants: 200

Number of Candidates Selected: 10

Selection Ratio = 10/200 = 0.05

So: HK Express selects 5% of the applicants for the Second Officer position.