I-Introduction :

Once An applicant gets to the interview stage of the application

process, he would have to attend towards a Human Resource officer for an
Interview to determine if he's eligible to join within our ranks.
This guide is dedicated to the HR officers as a standard protocol to how
to instruct an interview with a candidate .
First thing first what's the purpose of an Interview we must ask
ourselves ...well there are many variables depending on the position but
it all cuts down shortly to this :
-Can he do the job?
Does he have the appropriate In-character background , including
education, skills, and experience?
Does he have the expertise needed to make him "stand out?"
Is he able and willing to learn and adapt?
-Will he do the job efficiently ?
Does he want to work for this faction, or does he simply see it as a
funding-source?
Does he posses any goals to achieve during his time with us?
Is he motivated and eager to learn?
Common logic thinks that's conducting an interview is only difficult and
stressing for the receiving end, however just as in learning any skill,
successful interviewing requires preparation and practice. This is not
the best time to try and wing it. A successful interview is very much
like a business transaction. If you want to evaluate thoroughly the
candidate for the position for which you are interviewing him, then you
must demonstrate your interest by finding out everything you can about
him, listening attentively to his vocal and nonvocal responses which is
called "behavioral interviewing"
which is when the interviewers tend to ask questions about general
situations, with the candidate asked to describe how they did or would
handle a specific problem. The goal of the interview is to assess the
candidate's ability to respond to the sorts of situations that the job
may present them with. The questions asked will therefore be based on
the job description, the performance indicators, the skills/personal
qualities required and the interviewer's knowledge of operating in the
role .

II-Protocols :
1-Before the Interview :
-The candidate must provide his Legal document [ Identification Card |
Driver's License | A Copy of his application ].
-The Human Resource officer in question must inspect those document and
check them through the database for any recent judicial activities that
might've taken against the candidate,
cross-reference with the his application if there's any anomalies the
application is withdrawn .
-The Human resource officer must return the legal document to their
owner before commencing the interview.
2-During the Interview :
-The HRO must ask clear and direct questions and must wait until
candidate complete his sentence .
2-During the Interview :
-First the candidate should follow these rules of conduct :

Turn off his cell phone, and do not chew gum or any similar substances.
Be respectful to everyone.
Must not place his belongings on the interview desk.
To maintain eye contact with the interviewer as he answers questions.
Be prepared to answer the same question several times.
Remain calm unless spoken to or questioned .

A rating system is developed and selected criteria are employed during

the interview. As an interviewer, you should be prepared to ask the
questions and statements thoroughly. Prepare for evaluations using the
Question Answer Evaluation model.
Question what you've asked.
Answer what he'd answered.
Evaluation Evaluation of his answer.
Each Section of the Los Santos International Airport has a different
module of questions that must asked to the candidate that fit their
desired need.
A- Air Traffic Controller Interview Template :

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1-Legal Validation questions :
-Please state your full name for the record please. [1]
-You're here regarding your Air Traffic Controller application within the LSIA, correct. [1]
2-Evaluation questions :
Tell us about yourself ? [0..6]
* This commonly asked question seems so broad. The candidate must keep in mind his audience ( the interviewer

) and purpose. Keep his

comments focused on information that will you determine his/her qualifications and/or interest in theAir Traffic
Controller position. This can
include what he have gained from your education and/or experiences, his future career aspirations, and his
enthusiasm for beginning a job
within the LSIA Instead of giving a chronological work history, focus on his
strengths and how they pertain to the role.

Why do you want to work in the LSIA? [0..6]

*A question that, at first glance, seems almost insulting its so basic. When faced with this, the applicant is

tempted to be flippant. A legitimate

but wrong answer would be I need to pay the rent. or something similar."Personal development" is becoming
more and more important to

us. Showcasing that he thought about what this role will bring to him. The candidate must demonstrate to the
interviewer that this isnt
another job for him its an opportunity to advance your career.

Why should we hire you? (What he offer us?) [0..6]

*His/Her answer should summarize the top reasons to hire him. Its better to have three or four strong reasons with

memorable descriptions and/or examples than to

rattle off a laundry list of twelve strengths without context.This is an opportunity to reiterate his/her most
impressive strengths and/or describe your most memorable
selling points, tailored to align with the top requirements in the job description.

Describe your ideal job. [0..6]

*We're trying to find out if the candidate will be

happy and productive in this position, with this company, or if he

just want anything with a paycheck. So its a little bit like answering the question,
Why do you want to work here? we want to know that its about more than the money. So he can answer it
from that point of view if he want. he cant logically actually be flip and say,
This one! but he can talk about certain aspects of this job and how they fulfill personal goals and desires for
him and thats why he got into this line of work and then tie it into why this particular
job with this particular company is such a good fit for him.

When were you most satisfied in your job? [0..6]

*trick question. After all, if he were satisfied in your job, you wouldnt be looking for a new one, right?

best way to get a handle on by the candidate is only to reword the question to, What does it look like when you
are most satisfied at your job?
What it looks like addresses behaviors, and we can see behaviors.

What are your greatest strengths and weaknesses? [0..6]

* This one is fairly simple, the candidate must assess their strengths and weaknesses which will coincide or will

not interfere with their duty as an Air Traffic officer.

Tell me about an accomplishment that you are proud of. [0..6]

-Personal Accomplishment : [-2]

-Business Accomplishment: [3]
- An Accomplishment that Highlights her/his skills and positif traits : [6]
What have you learned from your failures? [0..6]

*This question is self explanatory however the candidate must be able to demonstrate to the interviewer that he's

capable of recovering from past mistakes and improving

from them

What motivates you to do good work? [0..6]

*This question helps the interviewer to find out more about the candidate as a person. His answer can give us some

insight into:
-what makes him tick sort to speak.
-what does he enjoy doing and what he value.
-whether he would do well in the job role.
- how would he fit into our team.

How would your friends describe you? [0..6]

*This question is barely based and subjects to the ability of the candidate to visualize himself from a third party

perspective from a positif and negative points of view.

Where did you attend college? [0..6]

*tin fold question with no value to set up the upcoming question.
No college = [-8]

Why did you decide to attend [College Name] and what was your Major? [0..6]

((This question is mostly used with OOC motives to see if the character in question is well developed or not.))

Why did you choose your major? [0..6]

((This question is mostly used with OOC motives to see if the character in question is well developed or not.))
Which classes did you enjoy most/least and why? [0..6]
((This question is mostly used with OOC motives aswell to see if the character in question is well developed or

not.))

What other positions are you interviewing for? [0..6]

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Behavioral Questions
Interpersonal Skills
When working on a team project, have you ever dealt with
a strong disagreement among team members or a team
member who didnt do their part? What did you do?
Tell me about the most difficult or frustrating individual
that youve ever had to work with and how you approached
the situation.
Tell me about a time when you had to be assertive.
Communication Skills.
Tell me about a time when you had to present complex
information. How did you get your point across?
Describe a time when you used persuasion to convince
someone to see things your way.
Tell me about a time when you used written
communication skills to convey an important point.
Initiative
Provide an example of when you had to go above and
beyond the call of duty to get a job done.
Tell me about a project you initiated.
Creativity/Innovation
Describe a time when you provided a creative solution to a
problem.
What is the most creative thing you have done?
Leadership

 Tell me about a time when you influenced the outcome of a

project by taking a leadership role.
Describe your leadership style and provide an example of a
situation where you successfully led a group.
Provide an example that demonstrates your ability to motivate
others.
Planning & Organization
Tell me about an important goal of yours. How did you reach it?
Describe a situation when you had many assignments or projects
due at the same time. What steps did you take to finish them?
Provide an example of what youve done when your time
schedule or plan was upset by unforeseen circumstances.
Flexibility
Describe a situation in which you overcame a personality
conflict in order to get results.
Describe a time where you were faced with issues that tested
your coping skills.
Describe a time when you received constructive criticism.
Decision-making
Provide an example of when you had to make a difficult decision.
How did you approach it? What kinds of criteria did you use?
Describe a time when you had to defend your decision.
Summarize a situation where you had to locate relevant
information, define key issues, and determine the steps to get a
desired result.

A- Flight Instructor Interview Template :

Coming Soon.

2-After The Interview:

After the Human Resource officer finishes with the applicant Interview he proceeds to the following :
-He fills the necessary information and uploads them to our database ((forum)) .
FI/ATC Application - First Lastname - DD/MM/YYYY- HRO Lastname

I -Applicant Section :
Name:
Last Name:
Date of Birth:
Place of Birth:
Current Address:
Phone Number:
Email:

Interview : ATC [] - FI [].

Interview Score : ?/100 the applicant must score at least 84 . [Evaluation Score + General
Behavior and demeanor [0..4], Behavioral questions [0..4] ]
Result (( Pass or Fail)) :
Skills :
Interpersonal Skills : ../10.
Communication Skills : ../10.
Initiative : ../10.
Creativity/Innovation : ../10.
Leadership P : ../10.
lanning & Organization : ../10.
Flexibility Decision-making : ../10.
____________________________________________________________________
I-Interviewer Section :
Name:
Last Name:
Badge :
Notes:

Other if any*:

[Signature]

Hence After the Applicant is informed with the LSIA decision regarding accepting/refusing his
Application.