Pilot competencies refer to non-technical skills that are assessed through exams and experience. They include competencies like communication, workload management, and decision making. Airlines evaluate pilots on behavioral markers within each competency during assessments like simulator checks, interviews, and group exercises to determine if candidates have the right skills for the job. Demonstrating competencies through examples of effective communication, adaptability, problem solving, and teamwork is important for passing airline pilot assessments.

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Airline Pilot Competencies
In terms of flight path management and operational knowledge, the
lessons typically come first and the skills tests and line checks assess
your ability to actually fly the aircraft. However, with pilot competencies
the exams often come first and the lessons afterwards and that’s
because pilot competencies are a measure of your non-technical skills
that you acquire through experience.
It is imperative that flying the aircraft is always the priority, because if the
aircraft is under control in a safe place then you will have spare capacity
to demonstrate your non technical skills.
Each of these competencies then have a sub set of behavioural markers
that pilots should demonstrate to ensure that the operation is safe. For
example behavioural markers associated with the communication
competency are:
Knows what, how, where, when, how much and with whom he or she
needs to communicate
Ensures the recipient is ready and able to receive the information
Conveys messages and information clearly, accurately, timely and
adequately
Confirms that the recipient correctly understands important
information
Listens actively, patiently and demonstrates understanding when
receiving information
Asks relevant and effective questions, and offers suggestions
Uses appropriate body language, eye contact and tone, and
correctly interprets non-verbal communication of others
Is receptive to other people’s views and is willing to compromise
You can see the other behavioural markers associated with each

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competency in the images and you should be able to demonstrate these
behaviours at your airline pilot assessment.

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If airlines use these competencies to assess their pilots during simulator,
line and command checks then it is safe to assume that recruitment
teams are using these behavioural markers as a way to assess whether a
candidate is suitable to be employed by a particular airline.
The Group Exercise
Group exercises are an excellent measure of a candidate’s ability to
demonstrate core pilot competencies. Many applicants think that as long
as they are nice in a group exercise that they’ll pass the assessment.
However in a group exercise a task has been allocated with a time limit,
problems need identifying and solving and workload needs managing.
That means you’ll need to demonstrate all of the main competencies to
demonstrate that you are suitable for the job.
The Interview

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Interviews are more frequently driven by the HR department and so you
can expect to give answers to evidence based questions such as:
Give an example when you have enhanced the mood of a team
Give an example when you have had to adapt your behaviour
Give an example when you have had to explain something complex
What would you do if a Captain was not following procedures?
These questions are measuring your competencies and so you need to
understand which competency the question is testing and what
behaviours you need to exhibit.
The Simulator Assessment
During the simulator assessment the first priority is demonstrating your
ability to mange the flight path manually and with use of the automatics.
The airline want to ensure you can actually fly! If you are doing that
successfully then you can use an excess capacity to demonstrate your
non technical competencies.