Behind the Interview Panel: What I Learned from Hiring Hundreds of Pilots in 2023–2024

Introduction

In 2023 and 2024, I was directly responsible for the recruitment and selection of hundreds of pilots for a major airline. This included reviewing resumes, conducting technical and HR interviews, and overseeing simulator evaluations for both Captain and First Officer positions. It was a demanding role, but one that offered unparalleled insight into where aspiring airline pilots succeed… and where they fall short.

At Yaw Aviation, we’ve taken those lessons and built them into our coaching, simulator training, and career support services. Here’s what you need to know about the airline recruitment process and how to avoid the most common mistakes that cost pilots the job.

1. The Recruitment Funnel: What Really Happens

The airline selection process is rigorous and methodical, typically following this progression:

• Initial Resume and Application Screening

• Online Technical and Behavioral Testing

• HR and Technical Interview- Simulator Assessment

Each step is a gatekeeper. Many candidates don’t make it past the resume stage and even those with strong flight experience can be caught off guard by the unfamiliar demands of each subsequent phase.

2. The Resume: Your First Impression and First Risk

Too many pilot applications were undermined by weak or generic resumes. Some of the most common issues I saw included:

• Lack of clarity on license type, hours, and recency

• Missing or incorrect formatting for Applicant Tracking Systems (ATS)

• Resumes not tailored to the airline’s fleet, operations, or requirements

✅ Pro Tip: Your resume should be a focused, keyword-optimized checklist of everything the airline wants to see. At Yaw Aviation, we help you craft resumes that pass screening and stand out to recruiters.

3. The Technical Test: It’s Not Just About Knowledge

Many candidates, even those with thousands of hours underperformed on the technical tests. Some of the reasons?

• Ineffective time management

• Outdated or overly casual review of systems and procedures

• No preparation for the format of questions (typically multiple choice with distractors)

✅ Pro Tip: Study systems and procedures, yes but also prepare for HR style questions that test your judgment, teamwork, and situational awareness. These are just as important as technical accuracy.

4. The Interview: Failing to Sell Yourself

The interview isn’t a formality. It’s a critical filter and a surprisingly high number of candidates fall short here.

Common pitfalls included:

• Overreliance on experience (“My hours speak for themselves”)

• Unstructured, rambling answers- Weak understanding of the airline’s values, mission, or expectations

• Failure to demonstrate CRM, leadership, or professionalism

What we were really looking for:

• Structured answers using the STAR (Situation, Task, Action, Result) format

• Self-awareness and the ability to reflect on past challenges or mistakes

• Alignment with airline culture and values

But that’s only part of the story.

Many airlines now include behavioral and situational judgment questions as part of the interview or assessment day. These aim to assess:

• Cultural Fit – Does the candidate align with the airline’s safety culture and core values?

• Team Dynamics – Can they function effectively in a multi-crew environment under pressure?

• Decision Making and CRM – Do they think clearly, communicate decisively, and respect the chain of command?

• For First Officer candidates, another key trait assessed is assertiveness the ability to speak up respectfully and appropriately when needed to ensure safety and procedural compliance.

✅ Pro Tip: Practice aloud. Get feedback from professionals. At Yaw Aviation, we conduct mock interviews with current and former airline assessors giving you the edge in tone, content, and confidence.

5. The Simulator: Where Preparation Meets Pressure

Perhaps the most underestimated part of the process and the one with the highest failure rate was the simulator assessment.

Even skilled pilots struggled due to:

• Lack of recent sim time or familiarity with the environment

• Poor communication and briefings with the pilot monitoring

• Misuse of automation or improper mode awareness

• Over-fixation on hand flying when automation would have been appropriate

What evaluators looked for was not perfection, but safe, structured, CRM-compliant flying under pressure.

✅ Pro Tip: Don’t wait until the assessment to see the inside of a Level D sim. At Yaw Aviation, we offer access to FAA-certified A320 Level D simulators, using actual assessment profiles and led by former airline decision makers. It’s the best way to build confidence and turn mistakes into learning opportunities before they cost you a job offer.

Conclusion: Talent Isn’t Enough Preparation is Everything

The recruitment process is designed to identify pilots who are technically competent, emotionally intelligent, and operationally dependable. Airlines don’t just want a safe pilot they want a colleague, a communicator, a professional who reflects their brand and values.

The good news? Almost every candidate who fell short could have succeeded    if they’d known what to expect and how to prepare.

That’s where Yaw Aviation comes in.

With our insider experience, industry-leading instructors, and Level D simulator access, we prepare pilots not just to apply but to be hired.

Ready to Take the Next Step?

Let’s prepare together. Contact us to book your simulator session, schedule a mock interview, or get started on your resume.

📍 Based in Orlando, FL

✈️ A320 Level D Full Flight Simulator

🌐 www.yawaviation.com