The cost depends on at least four factors. The first factor is the size of the carrier. The greater the number of pilots currently flying and the greater the number of individuals involved in pilot hiring, generally the higher the cost. The second factor concerns the company’s record keeping. If the carrier has not retained information pertaining to previous hiring, the selection system may have to be built “from scratch.” If the company keeps few records of their pilots’ performance during training or during evaluation, performance measures may have to be developed and new databases constructed. This requires more time and usually more money. The third factor is the human resources department. If the Human Resources Department does not use structured interviewing techniques, they must receive additional training in interview techniques and scales must be developed. Again, interview training and scale development increase the cost of selection system development.

The final factor, and the most frequently overlooked, is the legal environment. Companies operating in countries like the United States and South Africa must have extensive records of selection system development and validation. Typically, three to four large reports will be generated during the development of the selection system. These reports document the development process and the outcomes of each stage. Although these reports add to the cost of system development, they provide the foundation for the company’s defense against legal actions and are well worth the associated cost.