About IAG
IAG (international airline group) has two principal subsidiaries: British Airways and Iberia. IAG is the world's 3rd largest airline group (annual revenue) and the second largest in Europe.
It was formed in January 2011 after a merger between British Airways and Iberia, to create a more efficient transatlantic market for both airlines.
IAG has a strong presence in both the European and North American markets. In Europe, it is the largest airline by passenger numbers. In North America, it is the fourth largest airline by passenger numbers.
The group has a fleet of over 500 aircraft and operates over 400 routes to more than 100 destinations worldwide.
With over 60,000 employees there are many great opportunities to join IAG.
Roles at IAG
International Airline Group has a range of roles for those looking to join the company.
The customer service and cabin crew team is responsible for providing an excellent experience to customers throughout their journey. They work in a fast-paced environment, often dealing with difficult situations.
The operations team ensures the smooth running of the airline's operations. They are responsible for flight planning, aircraft maintenance, and ground handling.
The commercial team is responsible for maximizing revenue and developing relationships with key partners. They work closely with the marketing team to ensure that the airline's products and services are positioned correctly in the market.
The finance team ensures that the airline is financially stable and compliant with regulations. They produce financial reports and forecast future performance.
IAG Culture, Values And Benefits
IAG is a great way to see the world. You can experience new cultures and values, and visit many different countries.
Their core values are:
- Unrivaled customer proposition
- Value-accretive and sustainable growth
- Efficiency and innovation
- Underpinned by sustainability
IAG Application Process
The hiring process is simple and straightforward at IAG, although roles can be pretty competitive.
The hiring process includes:
- Online application
- Online aptitude tests
- Assessment center
IAG Online Application
IAG has an online application process that allows the applicant to fill out all of the necessary information in one sitting.
The first step in filling out an online application is to create an account. Once you have an account, you will be able to log in and fill out the necessary information. The next step is to select the position that you are applying for. After you have selected the position, you will be asked to fill out your personal information, such as your name, address, and contact information.
The last step in filling out an online application for an international airline group is to upload your resume.
Once your application has been received, you may be invited to take some online aptitude tests.
IAG Aptitude Tests
Online aptitude tests have become a popular way for airlines like IAG to identify a candidate's skills and abilities.
While online aptitude tests are a great way to show off your skills, there are a few things to keep in mind before taking one.
First, make sure you understand the instructions and format of the test. Second, take some time to practice beforehand so you can get comfortable with the types of questions that will be asked. Finally, don't stress if you don't get every question right – just do your best and focus on demonstrating your knowledge and abilities.
It's important to practice the tests beforehand to get some practice in beforehand and improve your score.
Below are some of the assessments you might be expected to take (job-specific).
IAG Situational Judgment Test
A situational judgment test (SJT) is a type of aptitude test that is used to evaluate an individual's ability to make decisions in different situations. The test usually consists of a series of scenarios that the test-taker must read and then answer questions about.
The test has been found to be a reliable predictor of job performance and has been shown to be valid for a variety of different jobs within the airline industry.
IAG Numerical Reasoning Test
A numerical reasoning test is an aptitude test that IAG uses to evaluate a job candidate's ability to understand and work with numbers. The test format varies, but generally includes questions that require the job candidate to interpret data presented in graphs and tables. Some tests also include word problems.
The questions on a Numerical Reasoning test are designed to assess the job candidate's critical thinking and problem-solving skills.
Jobs that involve financial analysis, budgeting, or working with statistical data all require strong numerical reasoning skills.
IAG Personality Assessment
A personality assessment is a type of psychological test that measures an individual's personal characteristics, such as temperament, motivation, and interests. The results of a personality assessment can provide insight into an individual's strengths and weaknesses, as well as give clues about how that person may respond to certain situations.
Personality assessments come in many different formats, but most often they involve answering questions about oneself or completing tasks that reveal how one thinks or behaves. There is no right or wrong way to answer the questions on a personality assessment; the goal is simply, to be honest, and provide accurate information about yourself.
Personality assessments can be used for a variety of purposes, such as identifying people who are likely to be successful in a certain job or predicting how someone will react in a particular situation.
IAG Diagrammatic Reasoning Test
A diagrammatic reasoning test is a type of assessment that requires the ability to see relationships between shapes and symbols. The test may be presented in either a verbal or nonverbal format. In an airline setting, the test is usually given as part of the selection process for pilots and air traffic controllers.
IAG Assessment Center
Upon successful completion of your online assessments, you may be invited to an assessment center which is the final phase of the process.
An assessment center is a common selection method used by IAG to identify the most qualified candidates for a job.
The assessment consists of 3 key stages:
- Group exercise
- Presentation
- Interview
The exercises used in an assessment center vary depending on the position being evaluated. Assessment centers can last anywhere from half a day to several days, depending on the number of exercises involved.
IAG Group Exercise
A group exercise is a commonly used assessment center format. It assesses a range of skills and qualities such as teamwork, communication, problem-solving, and leadership.
Group exercises usually involve a task that the candidates have to complete as a team. The task could be anything from planning an event to building a structure out of Lego. The assessors will be looking at how well the candidates work together as a team, as well as their individual contributions to the task.
After the group exercise has been completed, the assessors will debrief the candidates and give them feedback on their performance. This is an important part of the assessment process, as it allows candidates to reflect on their own performance and learn from their mistakes.
IAG Presentation
A presentation at an assessment center is usually a formal affair. This means that you will need to prepare and practice your presentation in advance. The format of the presentation will vary, but it is usually around 20 minutes long with 10 minutes for questions.
The purpose of the presentation is to assess your ability to communicate effectively. The assessors will be looking at how well you structure your argument, how confidently you speak, and how well you handle questions from the audience.
To give yourself the best chance of success, make sure you understand the format of the presentation and practice delivering it several times before the assessment center.
IAG Interview
The final stage of the assessment center is the interview. This is a face-to-face meeting between the interviewer and the interviewee.
There are different types of interviews, but the most common is the behavioral interview. This type of interview assesses whether the candidate has the required skills and behaviors for the job.
It is recommended that you use the STAR method to answer behavioral style questions (situation, task, action, response).
