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In the early 1990s Delta Air Lines was faced with a changing pool from which to recruit its pilots, as well as a change in the technology and management of the cockpit. Delta committed to developing a new selection process. After analyzing the results from over a dozen potential tests, three were chosen: CogScreen, the NEO PR-I, and a custom developed Job Knowledge Test. Initial analysis indicated the measures were highly predictive of performance in the cockpit and in training. The cohort of 339 pilots used to validate the selection process has now been followed for 12 years to examine long-term predictive validity. We also present a cross validation of selection measures with a sample of pilots hired in 2007. This study confirms the initial components of the model and indicates that experience and education prior to hire can add significantly to the predictive power of the initial selection model.