The demand for commercial airline pilots is rapidly growing due to the high number of airline companies that are entering the global market. As a result, the aviation industry is likely to experience a shortage of commercial pilots. For instance, according to Boeing, the industry will need additional 790,000 commercial airline pilots in 2037. However, airline companies need to hire qualified and experienced commercial pilots to gain a competitive advantage in the market. The companies can only recruit the best commercial airline pilot if they use appropriate job analysis method that is in line with the required, knowledge, skills, and experience in the industry ( Alshenqeeti, 2014) . Therefore, the main objective of this paper is to identify and explore the best job analysis method for commercial airline pilot job, including comparing it with other available methods. Also, it discusses the ethical and legal concerns when hiring pilots and the most suitable performance appraisal method for the position.
The Best Job Analysis Method for Commercial Airline Pilot
Commercial pilots are required to have up to date technical knowledge and skills for them to succeed in their career. For instance, they are required to have experience in transportation, operation monitoring, and geographical navigation. At the same time, commercial airline pilots are expected to have a clear vision, critical thinking, problem sensitivity, and the ability to process complex information ( Alshenqeeti, 2014) . The employer must use appropriate job analysis methods to ensure that the selected candidate possesses all the necessary knowledge skills, as well as abilities and capabilities.
Delegate your assignment to our experts and they will do the rest.
Therefore, the interview is the best job analysis method for a commercial airline pilot. Specifically, a structured interview should be used to analyze the job for a commercial airline pilot. Unlike unstructured, structured interview help in ensuring that the employer uses a systematic approach, leading to a collection of consistent and accurate data or information about the position of a commercial airline pilot ( Alshenqeeti, 2014) . Importantly, the interview methods assist airline companies to know the candidate personally. At the same time, it is through an interview that the employer can understand the personality of job applicants. For instance, to succeed as a commercial airline, a person should have a personality type that is associated with traits like cooperation, attention to details, dependability, and self-control, which can only be identified through a structured interview. Besides, the interview is the best method for this job because it helps in gathering in-depth background information that is necessary for the position.
Comparing Interview with Questionnaire Job Analysis Method
Apart from the interview, the questionnaire is another common job analysis method that is used by many HR personnel. Basically, the questionnaire requires employees or job applicants to fill out forms regarding a particular job position. Many employers or job analysts prefer to use questionnaires because it is not expensive while at the same time it is easy to execute. Besides, the questionnaire is a popular job analysis method because it does not require a lot of time, especially when compared to the interview, which is time-consuming. However, unlike an interview that assists in collecting in-depth and reliable information about a given job, the questionnaire can hardly be used to collect useful and dependable data. An interview provides a job analyst the opportunity to take control of the data collection process, and he or she can easily guide the interviewee ( Alshenqeeti, 2014) . On the contrary, the interviewee can easily misinterpret the questions contained in the questionnaire, leading to inaccurate information or data about a given job such as a commercial airline pilot.
Also, unlike the interview method that is characterized by a high response rate, questionnaires are associated with a low response rate, as respondents may choose not to answer some questions. Also, the interview can be used to understand social cues that are needed to accomplish the assigned tasked and responsibilities ( Opdenakker, 2006) . For example, an interview is linked to synchronous communication that allows the interviewer to take advantage of social cues like body language and tonal variation to gather extra non-verbal information from the interviewee. Conversely, it is not possible to take advantage of social cues when the questionnaire method is used to analyze the position of a commercial airline pilot ( Opdenakker, 2006) . Hence, the interview method is better than questionnaires when an employer is analyzing the position of a commercial airline pilot. Pilots play a critical role in the airline sector, and they should have the best knowledge, skills, and experience that enable them to do their job successfully.
Psychological Tests and other Methods to Consider when Hiring Commercial Pilots
The pilot’s state of mind should be the major psychological test that should be done when hiring commercial pilots. Pilots are required to make critical decisions and to solve complex problems, which require them to be in a stable and good state of mind all the time ( Wu et al ., 2016) . Specifically, pilots are expected to analyze and interpret complex information to narrow on the most suitable solution to a given problem or issue. Also, they should have quick response orientation and be able to tell when something is wrong with the aircraft. Hence, pilots' state of mine should be tested before they are hired or allowed to take control of the plane.
The second major psychological test that should be considered when hiring commercial pilots is their emotional state. A commercial pilot is expected to be stress tolerant, which is only possible when they are stable emotionally ( Wu et al ., 2016) . Apart from accepting criticism, a pilot should have the ability to stay calm and composed in a high stressing situation. Besides, the job requires a person who can exercise self-control, especially concerning anger. The position also needs a person who can easily avoid aggressive behavior, even when faced with difficult and challenging situations ( Wu et al ., 2016) . Therefore, a commercial pilot should have a stable emotional state. Moreover, the simulation drill is another method that should be considered when hiring a commercial pilot. Simulation drills help in measuring decision-making skills and reflexes, as well as the ability to work in high-pressure situations. Relevant psychological tests are necessary when hiring a commercial pilot.
Ethical and legal Concerns when Hiring a Commercial Pilot
Many legal and ethical concerns are associated with hiring commercial pilots. However, the possibility of discrimination during the hiring process is one of the major legal concerns that should be considered. Based on the anti-discrimination laws in the employment sector, the employer is expected to accord equal employment opportunity to all job applicants regardless of their gender or socio-economic backgrounds. The occupation is mostly a male-dominated field ( Vermeulen, 2009) . As a result, there is a possibility of gender bias during the hiring process, especially in favor of male job applicants. The employer should ensure that none of the job applicants is discriminated. Besides, lack of fairness and impartiality is an ethical concern that should be considered when hiring commercial pilots. People conducting the interview should maintain fairness throughout the process to reduce favoritism in favor of some job applicants. Thus, both legal and ethical requirements and standards should be adhered to when hiring commercial pilots.
Performance Appraisal Methods
The main performance appraisal methods that are suitable for the work of commercial pilots include management by objective (MBO) and psychological appraisals (PAs). MBO involves working together between management and staff to identify goals and plan and work towards achieving the set objectives. PAs, on the other hand, is aimed at identifying hidden potential among employees by focusing on their failures. PA is intended to test employees’ emotional and intellectual traits ( Wu et al., 2016) . Both MBO and PAs can help in improving the performance of commercial pilots. At the same time, they can be used to motivate pilots, resulting in improved performance in the organization.
Conclusion
The possibility of hiring a qualified and competent commercial airline pilot is increasingly becoming a challenge because of the increasing demand for pilots in the airline sector. However, the use of appropriate job analysis method can help airline companies to hire the best commercial pilots. An interview is the best job analysis method for the position of commercial pilots. Nonetheless, to combine the effectiveness of job analysis, the interview should be combined with both interview and observation. Job analysis and all other relevant psychological tests should be aimed at ensuring that airline companies employ the best commercial pilots. Also, performance appraisals should be designed to motivate employees, leading to improved performance in the workplace.
References
Alshenqeeti, H. (2014). Interviewing as a data collection method: A critical review. English Linguistics Research , 3 (1), 39-45.
Opdenakker, R. (2006). Advantages and disadvantages of four interview techniques in qualitative research. Forum Qualitative Sozialforschung/Forum: Qualitative Social Research , 7 (4). http://www.qualitativeresearch.net/index.php/fqs/article/view/175/391
Vermeulen, L. P. (2009). Flight instructors' perceptions of pilot behavior related to gender. SA Journal of Industrial Psychology , 35 (1), 128-135.
Wu, A. C., Donnelly-McLay, D., Weisskopf, M. G., McNeely, E., Betancourt, T. S., & Allen, J. G. (2016). Airplane pilot mental health and suicidal thoughts: a cross-sectional descriptive study via an anonymous web-based survey. Environmental Health , 15 (1), 121- 136.
