Every organisation has its own specific interview process and how to deal with the candidates. As with every process helps to take an objective look, for example an audit, and look closely for any bad habits or problems that may have crept in over time. Of course, noticing the bad habits and the shortcomings in the interview process can be hard, especially if they’ve been there since the start and have become protected and simply the ‘way we do things’. In this case, hiring an Air Traffic Controller can be challenging. Some things should not be measured in an interview and few start an interview with a list of the things they want to assess. There are things which just can’t be measured precisely during an interview including technical skills, teamwork skills, intellect, attitude and physical skills. The problems occur during the interview is when questions are not directly related to the needed skills of becoming an Air Traffic Controller . Most questions and “solve this problem” scenarios are developed ind ependently and are not tied to a specific “required” skill or knowledge. There is no writing or strategy to certify the right things are protected so that interviewers don’t just make up fanciful questions. This will lead to selecting the wrong candidate for the position since the problem occurs from the beginning of the interview. To begin with, the interview should be handle with a guideline on what to ask and what is the procedure, things that the interviewer need to seek in the candidates.
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