What is a cabin crew open day?
A cabin crew open day is a recruitment event where an airline invites large groups of applicants to a single venue for on-the-spot screening. Unlike an invite-only assessment, open days are often walk-in — you attend without a prior appointment, bring your documents, and are assessed alongside 50–200 other candidates over the course of a single day.
Open days are used by major carriers including Emirates, Qatar Airways, Etihad, Flydubai, Air Arabia, and many others as an efficient way to screen high volumes of applicants across multiple cities. They are typically announced 1–3 weeks in advance on the airline's careers page and social channels.
The appeal of an open day: you can be assessed and move forward in the same day, without waiting weeks for application responses. The challenge: the group exercise is conducted in person, under observation, which is where most candidates are eliminated.
The typical stages
Most cabin crew open days follow a similar structure, lasting 3–6 hours:
- Registration and document check (30–45 min)
- Company briefing — overview of the role, airline, and what to expect (20–30 min)
- Reach test — individual measurement against a marked standard (ongoing throughout the morning)
- Group discussion exercise — observed group scenario with 6–10 other candidates (20–30 min per group)
- English assessment — written or spoken, depending on the airline (15–20 min)
- 1:1 CV screening interview — a brief conversation with a recruiter (10–15 min per candidate)
- Results announcement — who progresses is announced either the same day or within 1–2 weeks
Not all airlines run every stage on the open day — some use the open day as a first-round screening and invite successful candidates to a separate formal Assessment Day.
Dress code and grooming
You are being assessed from the moment you walk in the door. Dress exactly as you would dress for the job itself.
For women:
- Fitted pencil skirt (knee-length or just below) or smart tailored trousers
- Formal blouse or shirt in a neutral or classic colour
- Closed-toe heels (3–5 cm); nude, black, or navy
- Hair tied back: bun or neat chignon, no loose flyaways
- Professional makeup: foundation, neutral eyeshadow, defined brow, nude/classic lip
- Minimal jewellery: stud earrings, a simple necklace if worn at all
- Clean, neutral nail polish or none; no chipped polish
For men:
- Dark suit or formal shirt and trousers combination
- Polished formal shoes, dark socks
- Hair neatly styled and away from face
- Clean-shaved or very neatly trimmed beard (note: some airlines, including Emirates, require crew to be clean-shaved or allow only a very closely trimmed beard in some roles)
- No visible jewellery or piercings in most Gulf carrier standards
Avoid:
- Bright patterns, casual fabrics (denim, jersey)
- Open-toe shoes or flats
- Heavy perfume — you will be in close proximity to others
- Excessive jewellery or accessories
The reach test
The reach test is the first hard gate. You will be asked to stand flat-footed (or in heels) against a wall or reach up to a marked point.
What is being tested: Can you access the overhead safety equipment bins on the aircraft? These are typically located at approximately 210–212 cm, which is the standard most airlines use.
Common standards:
- Emirates: 212 cm flat-footed
- Qatar Airways: 212 cm
- Etihad: 210 cm
- Flydubai: 212 cm
If you are borderline, practise the exact movement beforehand. Stand with your dominant arm fully extended, shoulder blade engaged, standing as tall as possible. The test is measured, not estimated.
Failing the reach test ends your participation in that open day. You may reapply to the same airline in future if you believe the measurement was inaccurate (rare) or if your reach naturally improves.
The group exercise
The group exercise is where the majority of open day candidates are eliminated. It is also the most misunderstood stage.
The format: Groups of 6–10 candidates are given a scenario or problem to discuss — often a customer-facing dilemma, a resource allocation problem, or a service decision. There is no designated leader. The group is observed by 1–2 assessors who are silent throughout.
What assessors are scoring:
| Behaviour | What it looks like |
|---|---|
| Contribution | Speaks up early; doesn't wait for permission |
| Listening | Builds on others' points; acknowledges different views |
| Communication | Clear, professional language; concise |
| Composure | Calm when interrupted or challenged |
| Team awareness | Involves quieter members; doesn't monopolise |
| Professionalism | Stays on topic; no sarcasm or condescension |
The most common mistakes:
- Not speaking until 10 minutes in (by which point assessors have already marked you down)
- Dominating the conversation so others can't contribute
- Agreeing with everything to "keep the peace" — this reads as having no opinion
- Going off-topic or rambling
- Using filler language excessively ("um", "like", "you know")
The practical strategy: Speak within the first 2 minutes. You do not need to have the best idea first — acknowledge the scenario, name one key aspect, and invite others to share their view. This immediately marks you as a contributor and as a listener. Then build from there.
The screening interview
After the group exercise, candidates who pass are usually invited to a brief 1:1 or panel screening interview with a recruiter. This is typically 10–15 minutes and covers:
- Walk me through your CV
- Why do you want to work for this airline?
- Tell me about a time you handled a difficult customer
- What do you know about what cabin crew actually do?
This is not the final interview — it is a further filter. Answers should be confident, concise, and specific. The recruiter is assessing your English fluency, your professional presence, and whether you have a genuine reason for wanting the role.
One thing most candidates get wrong: answering "why do you want to be cabin crew" with "I love to travel and meet people." This is the most generic answer and every recruiter has heard it thousands of times. Connect to something specific about the role, the airline, or your own background that makes this a deliberate choice rather than a lifestyle preference.
What happens after?
If you pass the open day: You receive confirmation of progression — either on the day or within 1–2 weeks. You are then invited to a formal Assessment Day or Final Interview depending on how the airline structures its process.
If you do not pass: You receive a standard "unsuccessful at this stage" notification. Most airlines allow reapplication after a waiting period (typically 3–6 months). They do not provide individual feedback.
If you were unsuccessful: reflect on which stage felt weakest. Was it the group exercise (most common)? The reach test? The screening interview? Target your preparation accordingly before the next open day.
Frequently asked questions
Do I need to register in advance for a cabin crew open day? It depends on the airline and the event. Some open days require registration through the careers portal; others are genuinely walk-in. Read the announcement carefully — walk-in events can fill the venue before the advertised end time, so arrive early.
What time should I arrive at an open day? 30–45 minutes before the advertised start. Registration typically opens before the main session begins. Arriving late is a poor first impression and you may miss the briefing or reach test slot.
Can I attend open days for multiple airlines? Yes, and you should. Airlines do not communicate with each other about your application status. Applying concurrently to Emirates, Qatar, Etihad, and Flydubai is standard practice.
What if I cannot attend the open day in person? Open days are in-person. If you cannot attend, wait for the next one in your city or a nearby location — airlines run recurring open days in major recruitment markets.
How long do I wait to hear back after an open day? Typically 1–5 business days for a decision. If you have not heard within 2 weeks, you were likely unsuccessful at the open day stage.
Is it normal to feel nervous at an open day? Yes — and assessors know this. What they are assessing is not whether you are nervous, but whether you can manage your nervousness and perform professionally regardless. Deep breathing before your group exercise, arriving early to settle in, and knowing what to expect all help significantly.