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Air traffic control is a highly technical occupation that requires emotional stability, considerable aptitude, and lengthy training. Identifying those individuals with the greatest potential to capitalize on training is a major interest of air traffic organizations around the world, particularly when considering limited resources. This paper compares and contrasts several selection systems, to include their development, continuing validation, and in one case, demise. In the erstwhile, two-stage US Federal Aviation Administration (FAA) selection process, applicants completed the written Office of Personnel Management (OPM) test battery and a nine-week screening program at the FAA Academy in Oklahoma City, OK. The eventual replacement to this system, the Air Traffic Selection and Training (AT-SAT) computerized test battery, is now used to assess aptitude for air traffic control duties. The US Navy and Air Force’s use of composites from the Armed Services Vocational Aptitude Battery (ASVAB) is next explored. The computerized battery employed by EUROCONTROL, termed the First European Air traffic Selection Test (FEAST), is then considered. FEAST is used by many European countries to complement their existing selection methods. To the delight of researchers worldwide, users are required to agree to assist in the continuing validation of FEAST. Finally, the approach used by SHL Canada to recruit and select trainees for NAV CANADA Air Traffic Control positions using a variety of cognitive ability and personality measures is described, including the associations found between cognitive measures, ability tests, and performance in both initial and on-the-job training.