Turkish Airlines

Recruitment process

Following the applications made to the announcement published on the official website of Turkish Airlines, the candidates deemed suitable are, in order:

Document Control and CRM evaluation
DLR exam (for pilot applications to be trained)
Aviation English exam (candidates without TOEFL or IELTS exam results)
Simulator Evaluation
Board Interview

Candidates who successfully pass each stage are invited to the next stage.

CRM Evaluation

All candidates who have A320, B737 type rating, do not have a type rating or apply for a training pilot post participate in this stage.

At this stage, a total of 10-12 candidates are first divided into 2 groups and placed in separate classes.

Each candidate puts the number on the file in front of them on their collar. After this stage, they sit in a meeting order at a rectangular table, addressing each other as "Captain."

Each file given to candidates contains varying details about the same incident. The first page of the file instructs candidates not to make assumptions throughout the process.

During the allotted time, each candidate reviews the first part of their file and makes an individual decision.

The candidates are divided into two groups again, and 3 or 4 people share the information in their files with the other candidates for a certain period of time, trying to understand the whole situation and reaching a common decision at the end of the period.

Then they return to their first group and discuss their collective decisions and reach a decision.

While all this is happening, there are two people sitting in front of you and behind you, taking notes of your every move, your conversation, and your collaboration with other candidates. These are academics. At the end of the CRM assessment, they will take you in a one-on-one interview and ask you questions about the group work you did during the day. For example,

Is there anything you would like to change about today?
Have you ever interrupted someone?
Who among them would you like to work with?
Can you share an example of a time when you took the initiative/made a proactive decision? etc.

The goal here is to map your emotions, understanding your reactions to events and teamwork, as well as your evaluations. This map helps determine the questions the Human Resources officer will ask during the final stage, the board interview.