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Commentary on the Article by King: Good to Go or Disqualified? Interrelated but Distinct Tasks, Challenges, and Tools in Pilot Selection

King’s article provides a much-needed clarification of the related, but distinct, psychological assessment tasks that are involved in selecting professional pilots. King distinguishes between assessment procedures aimed at identifying those applicants who possess the psychological attributes that are important for success in the aviation environment (i.e., select-in methods) versus procedures that aim to identify disqualifying psychological conditions (i.e., select-out methods). In discussing the distinct psychological assessment tasks associated with select-in versus select-out, King clarifies the often-confusing multiple connotations of the construct of personality that appear in the selection literature. He points out that select-in measures designed to assess normal variations in adult personality (e.g., NEO PI–R) are used to identify the normal personality variants of those whom task analysis research has demonstrated are most likely to be successful in the aviation environment. In contrast, tests (e.g., MMPI–2) designed to identify psychopathology are utilized in the select-out endeavor by identifying maladaptive personality traits and personality disorders, as well as other forms of psychopathology. King’s article also elucidates important legal restrictions that could snare the uninformed clinician or selection program developer. He points out that, in the civilian sector in the United States, select-out methods aimed at identifying psychopathology are considered medical procedures, and are therefore constrained by the Americans with Disabilities Act of 1990 (ADA). ADA requires that medical examinations not be performed until after a conditional job offer has been proffered.