Aiming High: Maximizing Predictive Validity of Selection Processes for Air Traffic Controller Candidates

Selecting and training suitable people for the job of an air traffic controller (ATCO) is one of the biggest challenges in air traffic management (ATM). Due to the low base rate of suitable applicants, the high relevance of safety for the job, and the high costs of ATC training, selection of ab initio ATCO trainees requires a valid selection procedure. In personnel selection, predictive validity is the ultimate benchmark: ‘How well does the test battery predict a candidate’s performance in future training and on the job?’ DLR, the German Aerospace Centre, in cooperation with the German Air Navigation Service Provider (ANSP) DFS Deutsche Flugsicherung GmbH, developed a state-of-the-art selection procedure for ab initio ATCO applicants and tailored it to the needs of ATM in central Europe. Futhermore, the DFS ATM Training System (DATS) is specifically designed to meet the requirements of ATM in high-density airspace. Continuous and intensive quality assurance of the entire recruiting process is based on four pillars: (I) job requirement analyses, (II) proper test system development, careful selection, and regular training of the psychological and operational staff involved, (III) a coordinated training and licensing concept, and (IV) regular psychometric validation. In this chapter we will give an overview of our most recent large-scale study in which we validated the entire selection battery. This entails a brief description of the selection and training process. We then look into research on future changes in ability requirements in a European context. Finally, we will give an outlook on new pathways for assessing psychological test performance in ATCO selection