Delta Testing/Interview

W

Wolfman14

Well-Known Member
This is for people who have just taken
the test within the last year or currently
If you pass the test and proceed to the interview.
I have a few questions is there a passing score or people who score highest on each day proceed to the interview

In the reading test what percent of answers is cannot tell.

In the interview what do they ask is it scenieo based or HR types of questions. Is this a panel interview and how long does it take

If you don't pass the test can they offer you another position in the OCC or call you back for an interview.
 
They keep all of that very close to the chest.

There is indeed a passing score and they have gone days without people advancing to the interview.

It does not matter where you are coming from. If you do not pass the tests you go home immediately. There is no consolation job offer.

You may take the tests again up to two more times on future job postings provided you receive an invite for testing.

If you make it through testing you're looking at a panel interview that takes as long as they feel like consisting of all types of questions. HR and dispatch.

Your best bet to prepare is to use the links to practice tests provided by another user on here.
 
They no longer give out the link to practice tests, and the tests that remain on that site are now different than what you would actually see during testing.
This change is new as of this current job posting. From what I've seen, the verbal reasoning on the practice test site is significantly different. DL still uses the
old T/F/can't say format.
 
Given the day and age we live in...this has to be grounds for a lawsuit. If this is the way Delta wants to hire more power to them, but IMO it leaves them open to litigation and it results in some of the best dispatchers I know being left behind, and makes it harder for them to fill positions. I have heard horror stories about some of their internal hires from guys I know.
 
How is any of this grounds for a lawsuit?
Giving the same 3 tests to all candidates has worked well for years (at least for screening externals). All are given the same test...what's not legal about that?
You say it's harder to fill positions this way, but each time we post, over 400 usually apply, sometimes well over that number. We have no difficulty filling positions.
I will agree that hiring internals can be problematic - when the internal has never dispatched before. This is something that makes no sense to me at all,
and is prob the only thing I can complain about here.
 
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I don't really see the problem. It does suck, and it really sucks when your buddies can't get past the tests when you're rooting for them.

However a lawsuit because you can't pass the tests? Come on.

Companies are free to make hiring decisions as they please provided that the process is carried out fairly, consistently, and do not break any diversity laws. Even internal hires must pass the same tests. If it's how Delta thinks it will get the best dispatchers than it's Delta's prerogative to do so.
 
MT said:
I don't really see the problem. It does suck, and it really sucks when your buddies can't get past the tests when you're rooting for them.

However a lawsuit because you can't pass the tests? Come on.

Companies are free to make hiring decisions as they please provided that the process is carried out fairly, consistently, and do not break any diversity laws. Even internal hires must pass the same tests. If it's how Delta thinks it will get the best dispatchers than it's Delta's prerogative to do so.
Click to expand...

Trust me, some definitely still slip through the cracks.
 
I don't think there is any question they Delta is showing the door to many competent dispatchers who would be an asset to the company, but their office is occupied by some very competent dispatchers that are assets to the company.

As to the lawsuit thing, but likely. It's not illegal to make applicants jump through hoops, only if it can be proven that they use those tests to selectively eliminate applicants for reasons other then their ability to pass said test.
 
the only test I think they would need to worry about is the personality assessment. The math and reading are pretty objective and can have a pass/fail score. The personality test is much more subjective. Especially when you're told there are no right answers. I had a friend fail it, then pass it, the fail it. And his personality hasn't change din the 10 years I knew him. The times I tested in the past I was just told I passed... but no idea what I actually scored. (though I may have skewed the personality portion to tone down some aspects of my personality... it's easy to skew the answers if you stay consistent). Didn't work for me though, I apparently interview poorly.

Besides, its really all about the color of your tie. If you blow all the tests and wear the right shade of red tie, you're in.
 
Here is my .02

While I understand the reasoning for the testing, I don't agree with that particular test being applied to the dispatch position.

I know LOTS of damn good at their job, lots of experience, and well seasoned dispatchers who have been turned away due to them not passing their testing standards. It's unfortunate because a lot of those dispatchers would have been a tremendous asset to the company.

Just because you can click your way though the personality test, crunch a few obscure and ludicrous fractions/ratios/percentages questions and pick T/F/Cannot Say on a test, doesn't mean you can do the job. This is HR bureaucracy run amok

A better test would be a situation or scenario based one. Something that tests your ability to make judgements and prioritize situations that arise with minimal time to make decisions. Like the ATC test you're required to pass before you even get looked at. Not something that is directed for management to executive level accounting jobs or having a 1 out of 5 chance to get correct based on a WAG.
 
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I'm sure that plenty have been turned away that are great dispatchers. However, I'll be (perhaps unfairly) brief with my $0.02.

A Delta dispatcher would work for a very good company, responsible in some sense for the safety of tens of thousands of lives on aircraft throughout combined career flights, and make a six figure salary (eventually) without a college degree.

I don't fault Delta in any way for creating a standard whereby you have to pay attention to verbal detail when firmly understanding regulations and the language in a company manual system (in addition to knowing the difference between your and you're, lose and loose, it's and its, there / they're and their), realizing how to do some basic math, and demonstrating the potential for working well with others and within corporate culture.

Hats off to them, actually.
 
Flagship_dxer said:
My only question is does Delta like people with supervisory experience because supervisors tend to be company guys?
Click to expand...
If you think about it, leadership positions can (but not always) indicate the ability to lead, promotability, knowledge above your peers, motivation...
 
McCrosky said:
the only test I think they would need to worry about is the personality assessment. The math and reading are pretty objective and can have a pass/fail score. The personality test is much more subjective. Especially when you're told there are no right answers. I had a friend fail it, then pass it, the fail it. And his personality hasn't change din the 10 years I knew him. The times I tested in the past I was just told I passed... but no idea what I actually scored. (though I may have skewed the personality portion to tone down some aspects of my personality... it's easy to skew the answers if you stay consistent). Didn't work for me though, I apparently interview poorly.

Besides, its really all about the color of your tie. If you blow all the tests and wear the right shade of red tie, you're in.
Click to expand...
If you fail any of the 3 tests, you don't interview.
 
Kev said:
I'm sure that plenty have been turned away that are great dispatchers. However, I'll be (perhaps unfairly) brief with my $0.02.

A Delta dispatcher would work for a very good company, responsible in some sense for the safety of tens of thousands of lives on aircraft throughout combined career flights, and make a six figure salary (eventually) without a college degree.

I don't fault Delta in any way for creating a standard whereby you have to pay attention to verbal detail when firmly understanding regulations and the language in a company manual system (in addition to knowing the difference between your and you're, lose and loose, it's and its, there / they're and their), realizing how to do some basic math, and demonstrating the potential for working well with others and within corporate culture.

Hats off to them, actually.
Click to expand...

I don't fault Delta because it's their party and they set the ground rules. Again, so long as there is no obvious slant in their selection process, more power to them.

I do however take exception to the assumption that this testing criteria turns out dispatchers that are superior to dispatchers at other companies. Performance and safety statistics suggest that dispatchers at places like United, American, Skywest, Air Wisconsin and pretty much any 121 carrier are just as competent as those at Delta.
 
#1FMS said:
If you think about it, leadership positions can (but not always) indicate the ability to lead, promotability, knowledge above your peers, motivation...
Click to expand...

Maybe but fuel is the biggest cost an airline has. While not always always the case, a significant portion of supervisors and managers are company line or less on the fuel and would never suggest a dispatcher ever add any extra fuel.

It only makes sense for an airline to hire people they believe will keep fuel costs low.
 
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