How to join the Qantas recruitment process

Curious which steps really matter when aiming for a role at Australia’s flag carrier?

This short guide outlines what applicants should expect from first click to final checks. Founded in 1920, the airline employs around 30,000 people, mostly in Australia, across pilots, cabin crew, engineering, ground operations and corporate teams.

Candidates begin with an online application and a tailored CV on the careers portal. Depending on the job, they may face psychometric tests, assessment centre tasks, in-tray exercises and behavioural interviews using STAR answers.

For cabin crew, assessment days add reach and height checks, group role plays and a presentation. Final checks cover references, criminal and financial history, five-year employment verification, work eligibility and a basic medical before training dates are confirmed.

This introduction sets clear expectations about time, required information and the skills the airline values—safety, customer focus, inclusivity and teamwork—so applicants can prepare with confidence.

What to expect when applying to Qantas today

The application begins online, where candidates create an account and upload a role-specific CV to track progress.

The early stage gives clear information on the airline’s three pillars and core values. Applicants should frame examples that show safety, customer focus, agility and inclusive teamwork.

Screening may include psychometric testing (SHL or TalentQ), an assessment centre with case studies, presentations and role plays, and behavioural interviews using STAR answers.

Communications arrive by email or text and timelines can vary with demand. Allow extra time between stages and reply quickly to portal requests to avoid delays to a confirmed start date.

Final steps check right-to-work, criminal and financial history, plus a five-year employment review. Meeting those requirements early helps clear background checks and locks in the onboarding date.

Preparing to stand out before you apply

A little prep can turn a generic application into a standout submission.

Start by studying the job ad and noting the key skills and requirements for the role. Tailor the resume and use matching keywords so hiring teams spot fit quickly.

Prepare concise STAR examples that highlight experience with safety, customer care, teamwork and problem-solving. Keep each story short so it’s easy to write into application fields or say at interview time.

Gather right-to-work documents, certifications and referee contacts beforehand. For cabin crew or operational roles, check practical requirements such as reach, height and medical fitness early to avoid surprises.

Practise common psychometric styles to reduce test anxiety and improve time management. Map the airline’s pillars and values to real examples so written answers show cultural fit in a clear way.

Set daily reminders to check portal messages and reply promptly. Small actions taken now often speed the way to assessment stages.

Nailing the online application on the Qantas Careers site

Before you hit Apply, gather your CV, dates and referees so the online form is quick to finish. First-time users must create a Careers account and can choose Apply or Apply with LinkedIn.

Upload a tailored CV in Word or PDF and answer role-specific questions concisely. Use the job description to give relevant examples and include measurable outcomes where possible.

Keep personal information consistent across CV and profile. Matching dates and responsibilities reduces rework and meets basic eligibility requirements in the screening stage.

Responses can take time because of the high number of submissions. Applicants should monitor their email and the portal and reply quickly to any requests.

Note the requisition number and submission date so follow-ups are targeted and polite. Clear, accurate information at this stage keeps the rest of the hiring process moving smoothly.

The Qantas recruitment process: assessments candidates should anticipate

Expect a sequence of online testing and in-person exercises designed to show practical judgement.

Early assessment stages often use SHL or TalentQ-style tests. These cover verbal, numerical and abstract reasoning and include personality measures. Tests are timed, so speed and accuracy matter.

Assessment centres are usually full-day events with case studies, presentations and role-play situations. Candidates are watched continuously for communication, teamwork and decision-making.

In-tray exercises simulate inbox prioritisation. The exercise checks logic, leadership and problem-solving under time pressure. Clear rationale and correct escalation are key.

For cabin crew assessment days expect a short presentation, a reach and height check, plus 2–3 group activities and role plays. Personality measures may appear alongside other assessments to show work style.

Throughout, staying calm, structured and concise best demonstrates ability and judgement in a safety-focused airline setting.

Interviews that test skills, behaviours and team fit

During interviews, hiring managers look for evidence of clear thinking, teamwork and practical outcomes.

Interviews are run by HR or the hiring manager and vary by role. The format often uses Behavioural Event Interview questions with STAR (Situation, Task, Action, Result).

For cabin crew, typical questions include why they want the job, strengths and weaknesses, handling a difficult customer and an example of going above and beyond. These interviews often follow assessment days and usually last 30–40 minutes with quick feedback.

Candidates should prepare several STAR stories that show conflict resolution, customer care, problem‑solving and working in a team under time pressure. Clear communication matters; concise, quantified answers add credibility.

Practise delivery aloud to manage time and avoid rambling. Ask thoughtful questions about the role and team to show motivation and fit. Align examples to the airline’s values to demonstrate cultural fit and increase confidence in the recruitment decision.

Role-specific pathways: cabin crew, pilots and beyond

Selection routes differ by role and emphasise practical skills and calm decision-making.

For cabin crew the pathway begins with an assessment day that includes an airline presentation, reach and height checks, 2–3 group activities and psychometric testing.

Candidates then attend a 30–40 minute interview focusing on behaviour, service recovery and safety communication. Successful qantas cabin crew applicants move to background checks and a basic medical before training starts.

Pilot selection starts with remote screening and group skills exercises. Shortlisted pilots face an HR interview and a simulator assessment in a B747-based, CASA‑authorised environment.

Simulator sessions look at basic instrument flying, the ability to process multiple tasks in training and how a pilot adapts procedures in a live aircraft setting. Detailed reference checks follow.

Across pathways assessors score communication, leadership, problem-solving and threat management. Both streams end with compliance checks and a scheduled training and induction if all checks clear.

Final checks, timelines and training start dates

The final stage focuses on verifications that turn a conditional offer into a confirmed training date.

Expect comprehensive checks covering references, criminal records, financial history and a verified five years of employment background. These background checks help the airline confirm suitability for the role.

Candidates must provide right‑to‑work documents for the position and meet residency or visa requirements. Operational roles usually need a basic medical to confirm fitness, so booking this early saves time.

Applicants should monitor their email and the candidate portal for requests and upload any outstanding documents quickly. Attention to detail with names, dates and referee contacts reduces delays.

Once checks clear, the airline issues a training start date and onboarding instructions. Understanding the sequencing — interview result, compliance checks, then training — helps candidates plan notice periods and manage expectations.

For roles requiring security or airside access, additional clearances can add time. Being flexible with availability can help secure an earlier training intake.

Ready for take-off: turning your application into a job offer

A successful assessment day and interview puts candidates one step from a confirmed training date. After contact by email or text, the final checks and schedule follow quickly.

Treat each step like a rehearsal: show calm, structured communication in group exercises and clear teamwork in role scenarios. Use concise STAR answers for interview questions to showcase reasoning and personality.

Pilots should rehearse flows and instrument scans before simulator assessments to show stable flight and learning ability. Confirm referees early and keep responses prompt so checks and the training date are not delayed.

Manage nerves, arrive early and refresh safety and service notes so the move from offer to crew or pilot training is smooth and confident.

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