Astro Perform

Astronaut interview FAQs

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In the astronaut selection process, candidates undergo a variety of interviews. Some emphasize psychological assessments (See the article on desirable psychological traits), while others evaluate a candidate's overall aptitude for space missions specific to an agency.

The timing of these interviews varies by agency (See the article on the selection process). For instance, the European Space Agency (ESA) conducts these interviews towards the end of the process, whereas both the Canadian Space Agency and NASA have initial and concluding assessments. ROSCOSMOS, on the other hand, integrates them throughout. Regardless of their placement, the core objective remains: validate that the the candidate is astronaut material.

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What are panelists looking for?

Before the interview begins, a comprehensive summary of each candidate is provided to the interview panel. This report encapsulates their performance throughout the selection process. At NASA, this evaluation is referred to as a Suitability Score. It's derived from clinical judgment and metrics that gauge the potential risks associated with hiring the candidate.

Components of the Suitability Score:

Personality
Emotional stability
Performance during field exercises
Family demands

Part of the interview will be structured — in that panelists will pose identical questions to each candidate and score the answers. However, these interviews also serve to bridge the gap between the digital personality profile candidates fill out in the early stages of selection and their interpersonal dynamics during team activities. As such, interview panel members may pose questions tailored to the candidate's background and demeanor they observe in real-time. These questions can also seek clarity on responses provided possibly a year earlier, to give the panel confidence that candidates are answering authentically. It's paramount that candidates avoid tailoring answers to perceived expectations. Integrity stands as a critical virtue in this process; dishonesty can have serious repercussions.

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How long will the interview last?

Unlike other portions of the selection process, the interview is not designed to test endurance. Typically, the final phase involves 10 to 50 candidates. Considering the valuable time of panel members— which might include astronauts and the head of the space agency— as well as the time needed for pre-interview preparations and post-interview evaluations, interviews generally last no more than an hour. Anticipating that each question requires about 5 minutes for a comprehensive response, candidates can expect between 10 to 14 questions.

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Who will be present during the interview?

As this part of selection is intended to judge your suitability as an astronaut for the space agency, the panel of interviewers will be wide ranging and represent each aspect of the role.

A typical panel would include:

An astronaut (current or past, and at least one)
The head of the space agency
A mission specialist
Communication specialist / behavioral scientist

Note: at NASA this panel is called the Astronaut Selection Board (ASB)

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What kind of questions will I be asked?

Members of the interview panel often have distinct responsibilities. For instance, an astronaut on the panel might focus on assessing your comprehension of space flight, including its culture and practical knowledge. Another panelist may be tasked with reviewing the information they already have about you and formulating specific questions to gather further insights. Below is a list of potential panelists, their likely focus during the interview, and examples of questions they might pose.

Astronaut (Current or Former, with at least one present):
Focus: Offering a first-hand perspective of the astronaut's life.
Examples: Sharing experiences on the demands of training, the emotional roller-coaster of spaceflight, extensive periods away during missions or mission preparations, and interactions with the public.
Head of the Space Agency:
Focus: Evaluating your alignment and commitment to the space agency.
Examples: Testing your awareness of the agency's undertakings, familiarity with agreements like the Artemis accords, understanding the agency's strategic vision, and its long-term objectives.
Mission Specialist:
Focus: Gauging your specific expertise on the agency's activities.
Examples: Probing your knowledge about the agency's scientific ventures—did they recently discover water on an asteroid? Do they have a satellite circling the sun? What were the core experiments their astronauts carried out on the International Space Station?
Communication Specialist / Behavioral Scientist:
Focus: Analyzing your demeanor and communication prowess, either in real-time or post-interview.
Examples: Observing nuances like your entrance, seating posture, and eye contact with panelists. Given the formidable setting—entering a vast room to field questions from figures you respect—your reactions can offer deep insights into the kind of astronaut you might evolve into.

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What are my chances of passing the interview?

The panel interview is the culminating stage of the selection process. It's the juncture where the most promising candidates are identified to advance as future astronauts. While, statistically speaking, the odds may seem greater at this stage compared to the initial application phase—where only a few hundred are shortlisted from many thousands—the field is now at its most competitive. The candidates at this stage are the best of the best, each with exceptional qualifications and attributes.

Numbers of applicants selected after the final interview at recent major agency selections:

ESA (2008-09)