Scheme of Selection

The existing scheme of selection was initially designed in the US army, after the second World War. The
system was adopted in the selection of officers in Army, Navy and Air Force for induction through
National Defence Academy, Army Cadet Corps, Officers Training Academy, Indian Military Academy,
Air Force Academy or Naval Academy.
The selection process has the following stages/components.

(1) Psychological/Intelligence Test

(a) Intelligence Tests
(b) Word Association Test
(c) Thematic Apperception Test (TAT)
(d) Situation Reaction Test (SRT)
(e) Self-Description/Self-Appraisal Test

(2) Group Testing Officer's (GTO's) Test

(a) Group discussion

(b) Group planning exercise
(c) Group obstacles
(d) Command Task
(e) Individual obstacles
(f) Lecturette

(3) Personal Interview.

(4) Medical Examination

Questionnaire

Immediately on arrival at the Selection Board a questionnaire is given to all the candidates in which, in
addition to personal details, including educational qualifications and details of family, hobbies, games and
other extracurricular activities, details about other important happenings in life, friends, ambitions, etc are
also sought from the candidates. This questionnaire usually forms the basis for interview. This part also
assumes importance, considering the fact that it is of importance to a psychologist to know what a
candidate thinks of oneself. One should carefully fill this as questions are asked on this in the Personal
Interview.

PERSONAL INFORMATION QUESTIONNAIRE (PIQ)

1. Selection Board (No & Place), Batch No, Chest No, UPSC Roll No

2. Name in CAPITALS as in application form

3. Father's Name

4. (a) Place of maximum residence

(b) Present Address (With Approximate
population of the City/town/village)
 (c) Permanent Address (With Approximate
population of the City/town/village)

(Whether District HQ or Not)

5. Fill in the details below:

State & District, Religion, Whether SC/ST, Mother Tongue, Date of Birth
Married/Single/Widowed

6. (a) Parents Alive Yes/No

(b) If not alive, your age at the time of Father's/Mother's Death
(c) Parents/Guardians Occupation /Income (As applicable)

Particulars: Education, Occupation, Income per Month

Father
Mother
Guardian
No of brothers
No of sisters
Your ranking amongst your brother and sister

7. Educational Record (Commencing from matriculation /Equivalent Examination):-

Qualification Acquired, Name of Institute, Year, Division & Marks %, Medium of Instruction
Boarder/Day Scholar, Outstanding Achievement if any
a) Matric/Higher Secondary
b) 10+2
c) B.A/B.Sc/B.Com
d) Professional

8. Age (Year & Months)/ Height (in Metre)/Weight (in Kilograms)

10
(a) N.C.C Training _________________________________________ Yes/No
(b) Total Training (if Yes) (Give details below)

Total Training, Wing, Division, Certificate Obtained

11. a) Participation in Games & Sports

Games/Sports Period or Duration of Participation, Represented School/College/University

Outstanding Achievement, if any

b) Hobbies/Interest

c) Participation in extracurricular activities:

Name of the activity group, Duration of Participation, Outstanding achievement if any

d) Position of responsibility/Offices held in NCC/Scouting

12. Sports team/Extra-curricular group and other fields:-

(a) Nature of Commission

(b) Choice of Service

13. Number of chances availed for commission in all three services

14. Details of last interview, if any (Air Force/Navy/Army Selection Board):

Type of Entry, Place, and SSB No, Date, Batch, and Chest No

Recommended/Not
Recommended

(1) Psychological Tests

(a) Intelligence Tests: First and important part of psychological tests is the intelligence test.
There are two types of intelligence tests. In the first, usually 80 questions are required to be
answered within 30 or 35 minutes. The time is lesser for the second in which 60 questions on
figures are required to be answered in 20 to 25 minutes. This test presumes that even under
adverse circumstances an intelligent person will be able to answer more number of questions
accurately. The questions are objective type with multiple choice answers.

To attempt maximum number of questions correctly, the candidates are advised to attempt those questions
to start with, about which they are fully sure. The questions which need some more time to answer, must
be skipped initially and if after attempting other questions there is some time left, it can then be devoted
to the left-out questions. Exhaustive practice in these tests, which appear regularly in the Competition
Master, can be of great help in attempting the intelligence tests effectively. A candidate who achieves a
good score in these tests may get the benefit of being placed higher in the order of merit if he/she finally
makes it in the interview.

(b) Word Association Test: Write the first positive thought that comes to your mind. Time given is 15
seconds to write. The sentence need not be grammatically correct or the word used just to write a
sentence. Remember this is NOT a “Make a sentence type exam.” This is designed to test your inner
thoughts. So be careful in whatever you write. This test aims at judging the personality traits and basic
psychology of a candidate. It brings out attitudes, thoughts, desires, feelings and even negative aspects of
one's personality. For testing the word association, candidates are shown a word of common usage for
about 15 seconds, during which time candidates are supposed to write a sentence. After 15 seconds are
over, another word is exposed for 15 seconds, the process continues and candidates are asked to write 50
sentences. The words are easy and of day-to-day usage. Time given to the candidates is so short that they
have to write down the very first thought that comes after seeing the word. The psychologists analyse the
personality traits, attitudes and feelings on the basis of these natural reactions of the candidates to specific
words.
There can be no readymade solutions to the word association test. However, with a little bit of practice
the candidates can choose correct sentence. The pessimistic, negative, pervert and counter-productive
feelings must be avoided whereas positive feelings of success, honesty, respectfulness, uprightness,
optimism, humanism, etc should be highlighted. For example, the word "failure", can be used as "Failure
cannot always be avoided", or "Failures are the pillars of success". Whereas the former sentence depicts
pessimism and defeat, the latter sentence shows how a negative word can also be used in a positive
manner. On similar lines the candidates must prepare himself beforehand for words like defeat, death,
disease wrong, etc. It must be ensured that the sentences used are small and convey some positive aspect
of one's psyche. Due care must be taken to ensure that the sentences do not depict the feeling of fear,
insecurity, anxiety, cowardice, etc. To do well in this test the candidates must practice with several sets of
words and do the self appraisal.

Examples:

1.WAR
Candidate reactions:

a) Peace overcomes war

b) War is destruction
c) I hate war
d) War means bloodshed

Suggestion: Love Peace, but be prepared for war

2. PEACE
a) Everyone loves peace (Acceptable)
b) I love peace
c) Peace brings Progress (Very Good)

3.WORK
a) work is worship
b) Hard work pays (Acceptable)
c) Hard work leads to success (Very Good)
d) Work while you work play while you play (Avoid using proverbs)

4. DEFEAT
a) Defeat the enemy
b) Defeat the defeat
c) Dont get depressed by defeats (Acceptable)
d) Analyse causes of defeat to succeed (good)

Suggestion: Defeat teaches us lessons.

5. COUNTRY
a) I Love my Country (Good)
b) Serving our country is Nobel (Acceptable)
c) Its our duty to safeguard our country
d) Country first self next
6. HOME

Suggestion: Home teaches us Manners

7.LUCK,8.GHOST,9.TRUST,10.COMPANY,11.PLAYGROUND,12.CHARACTER,13.SPORTS,14.SA
D,15.WORRY,16.SUCCESS,17.GARDEN,18.ARMY,19.MUSIC,,20.WAR,21.HEALTH,22.CUSTOM,
23.AFFECTION24.FORTUNE,25.FAULT,26.SNAKE,27.HELP,28.CO-
0PERATE,29.RESPONSIBLE,30.WITHDRAW,31.TIRED,32.RISK,33.BOAT,34.STEP,35.FIGHT,36.P
ROBLEM,37.MACHINE,38.LEAD,39.SYSTEM,40.AFRAID,41.SERIOUS,42.SAVE,43.JUMP,44.DIF
FER,45.PROTECT,46.SISTER,47.ATOM,,48.SOCIETY,49.ATTACK,50.ENEMY,51.FRIEND,52.MO
NEY,53.WEALTH,54.POOR,55.EXERCISE,56.RUN,57.CONFLICT,58.PRINCIPAL,59.EXPERIENCE
,60.AIM

Suggestions

7 . Luck plus hard work leads to success

8 . Ghost stories are famous in England
9 . Always trust your leader
10 . Enjoy good company of friends
11 . Playground teaches us many lessons
12 . Character is a virtue
13 . A part from studies involve in sports
14 . Happiness overcomes sadness
15 . Don’t worry about failures
16 . success is the fruit of hard work
17 . My garden has many kinds of flowers
18 . Indian army is known for its patriotism
19 .Music can cure diseases
20 . India won the Kargil war
21 . Jogging keeps us in good health
22 . Its our custom to respect elders
23 . I have great affection towards my parents
24 . Fortune and hard work makes one succeed
25 . Engineers are capable of rectifying faults
26 . Snakes poison is used as medicine
27 . ALways help others
28 . Co-operate with your neighbours
29 . I am a responsible person
30 . Yesterday I withdrew my savings to help the poor
31 . When interested in work one feels seldom tired
32 . Soldiers risk their life for their motherland
33 . Boats are used to cross dangerous rivers
34 . Failure is stepping stone for success
35 . Fight for a noble cause
36 . Every problem has a solution
37 . Machine is backbone of industry.
38 . Leaders always leads
39 .Education system in India is good
40 . Don’t be afraid of obstacles
41 . Take things seriously and work
42 . Child was saved when he was drowned in the river
43 . Analyse the situation and jump into action
44 . Opinions always differ
45 . Exercise protects us from diseases

(c) Thematic Apperception Test (TAT): This technique, also called picture story writing, is one of the
most important aspects of psychological test at SSBs. This technique aims at judging the overall
personality of a candidate by judging the traits like fearlessness, positive frame of mind, initiative,
judgement, courage, temperament, ambitions, and more particularly candidates' suitability for the armed
forces. This test is conducted by showing several slides/pictures (usually 10-12, 11 of them are having
some picture and one does not have any. You will get about 3 minutes for each story. Do not write
stereotype stories. Try different theme for different stories.) to the candidate for a short while. Then he is
asked to write a small story on the picture. The picture is shown for 30 seconds and the candidate is given
a time of 3 minutes for writing a brief story. Needless to say that the time duration is very less and the
candidates must think and write fast to complete the story within the stipulated time.

The candidates need special practice to attempt this test successfully. It must be clearly understood that
the story which is written by the candidates, depicts their own thoughts, perceptions and imaginations.
Hence the initial 30-second time while the picture is displayed, must be utilised in most useful manner.
After devoting minimum possible time for understanding the picture, the candidate should appreciate the
situation, identify the hero of the story and prepare a simple but well thought of plot for the story. The
plot should be simple considering the fact that the story has to be written within 3-minutes.

The planned story should depict the feelings of courage, success, hard-work, initiative, ambition,
achievement, helpfulness, patriotism and positive bent of mind. It should be ensured that no unnecessary
time is wasted in describing the picture. The picture only depicts one of the situations which could form
part of the story. It is pertinent to add that candidates may expect at least one picture each about hospital
scene, war, road accident, a captive lady, a frustrated youth, a river, a thief, a graveyard, etc. There may
be a few vague pictures also. Practice on writing stories on above situation/pictures would assist the
candidates to do well in this test.

Thematic writing is given to judge your imagination and positive thoughts.

When you start writing the story remember the following:
1. The story should have a past
2. The present (i.e., what is happening in the scene)
3. The Future.
In the story the hero/heroine may be seen/or imagined
the hero should bring out his good quality. The story should be about 12 to 15 sentences: 3 for Past, 6 for
Present, 3 for future.

The Qualities that you are to project through your stories are:
ALTERTNESS, AVAILABLITY FOR TASKS
GOOD BEHAVIOUR
CONSIDERATION
COURGE
DETERMIANTION
DICISION MAKING
ENDURANCE AND ENTHUSIASM
FAIRNESS, FLEXIBILITY
HONSETY, HARD WORK
INTEGRITY
LOYALTY, LEADERSHIP.
MANNERS
PERSEVERANCE, PATRIOTISM
RESOURCEFULNESS
STRAIGHTFORWARDNESS
SMARTNESS
SUPPORTIVENESS
TACT, TRUTHFULLNESS
ZEAL

(d) Situation Reaction Test (SRT): This is last in the series of psychological tests. In the SRT, the
candidates are given 4 to 5 reactions to a particular day-to-day situation and the candidates are asked to
choose the most appropriate one. This test aims at judging a candidate's aptitude towards cooperation,
group interests and positive thinking. No answer is outrightly incorrect or correct. The candidates get
weighted marks depending on the degree of correctness of an answer. In all 50 to 60 situations have to be
reacted upon in 25 to 30 minutes. The candidates must exercise due care while choosing the alternatives
as two to three alternatives may appear to be correct. The answer which appears to be the best in a real
life situation must be chosen. Initially, questions appearing easier to answer should be chosen and the
candidates should avoid conflicting replies and be considered. There are no right or wrong answers; the
best approach is to write a positive reaction or what a good citizen will do. Here your qualities such as
Courage, helping attitude, empathy, responsibility, social interaction, boldness, honesty, etc, are tested.

(e) Self-Description/Self-Appraisal Test

Every candidate will be asked to write a self- appraisal during the psychological test. This will be the last
part of the Psychological test. The aim of this is to make you commit about yourself regarding your
knowledge about yourself.

The usual headings under which you will be asked to give out the appraisal are
a) What is your personal opinion about yourself?
b) What do your parents think of you?
c) What does your best friend think about you?
d) What does your worst enemy think of you?
e) What does your teacher think of you?
f) What are your strong points?
g) What are your weak points?
h) What are the qualities you would like to develop?

Tips: Go systematic. Suggested headings:

i) About your parents and place of birth and family background
ii) Physical Attributes
iv) Social Contacts
v) Education
vi) Extracurricular activities , achievements
vii) Your aims and goals. Both short term and long term

(2) Group Testing Officer's (GTO's) Test

The second part of the interview contains Group Testing Officer's (GTO's) Test. While the first part aims
at testing the intelligence and frame of mind of a candidate, the GTO's test is a complete test of one's
personality, including physical fitness, mental robustness, leadership qualities, planning flexibility,
expression, knowledge, argumentative capabilities, etc. In other words, the performance of every
candidate is gauged as a member of a group, and leader of the group, so that his/her behaviour as equal,
superior or subordinate is keenly observed and assessed. The group worthiness of a candidate is tested.

The GTO's test includes the following six broad sub-tests:

(g) Group discussion

(h) Group planning exercise
(i) Group obstacles
(j) Command Task
(k) Individual obstacles
(l) Lecturette

(a) Group Discussion

Candidates are divided in groups of 8 to 10 and each group is tested by a GTO. Usually two topics of
general interest are given by the GTO to the group and the group is asked to choose one of the topics, on
the basis of which the group is asked to proceed with discussion. Every candidate is supposed to express
his opinion and views on the topic given. The time for discussion is approximately 20 minutes. After the
discussion on the first topic is closed, GTO gives the second topic. During the discussion, the GTO
quietly observes the performance and behaviour of the candidates and makes his own assessment.

The group discussion tests the expression, argumentative capabilities, depth of knowledge, initiative,
flexibility, participation and authenticity of a candidate. The candidates must comprehend the topic
properly, carry out a mental framework of line of discussion to be pursued and plan the discussion
quickly. It is always better to take the initiative to start the discussion. Self confidence, clarity in
expression, appreciation of opinion of others, keen interest, flexibility and knowledge are some of the
properties which are sought by the GTO. Proper tone, volume and level of voice are other important
aspects of a good candidate. To do well at group discussions, it is suggested that the candidates should
prepare well by selecting certain topics of general interest like role of science, democracy, role of women,
sports, evils of dowry, family planning, compulsory military training, students and politics, status of
Indian women, etc.

(b) Group Planning Exercise

Under the group planning exercise, a situation is given to the candidates usually on a sand model or cloth
model. Each candidate is given the situation in which some problem like taking a patient to hospital
within stipulated time, reporting the matter to the police or any other situation is depicted and certain
facilities as well as limitations are explained. Considering these given limitations and facilities, the
candidates are required to prepare a plan to successfully accomplish the task. The time allotted to the
candidates, to write down the solution, is about 10 minutes. Soon after writing down the solution, the
group is asked to discuss the solutions and arrive at a group plan. The group then nominates a leader who
gets up and gives the group plan. After this, others are also asked to give their plans if there is some
material difference in the plan. For this exercise a further time of about 20 minutes is given. The test is
planned to test the understanding and analytical capability of the candidates. In addition, in a group where
no one is nominated a group leader, opportunity is provided to the natural leaders to emerge as leaders
and take over the reins of the group. The individual plan tests the analytical ability and the discussion of
the group plan sees whether the candidate is prepared to accept a superior plan over his plan or he is able
to convince the group about superiority of his plan against an inferior plan being considered by the group.
The candidates must properly appreciate the problem, take stock of the resources available with them and
then try to generate some alternatives in the given situation. After considering the pros and cons of every
alternative, best alternative should be accepted. By actively participating in the group plan discussion, the
candidates should try to get themselves nominated as the group leader to get an edge over the other
candidates.

Example:

You are a group of nine college students, and all of you went to River Kasi for enjoying a boat ride.
While you were going for boating, you saw a school bus carrying children for picnic spot near the River.
When you started boating down the river, you saw a Helicopter flying very low and crashed near Fort,
which was 2 km away from your location. You also noticed that there
was a lot of hue and cry of small children, who got stuck in the cable car just near to your boating site.
Two of your friends who went to investigate the Helicopter crash reported to you stating, that the Pilot
was injured and a box, which he was carrying was to be delivered to ATC by 1500 hours, if not it would
explode. The cable operator rushed towards you, and requested you to help him out to repair the cable car
and rescue the children. One of your friends told you that he had left his wallet containing money and
important address in the nearby teashop. You were also required to reach the college hostel to attend the
function at 1700 hours. The time now is 1430 hours.
Write your actions and discuss a suitable solution.
Assume resources available are
a) a Jeep
b) traffic on the road
c) Phone at local hospital which is 6 km away from your location.
d) Road head is 2 km from you
e) Fort is 4 km away from you

(c) Group Obstacles

Next part of GTO's fest is the group obstacles. It has four sub-parts including Progressive Group Task,
Group Obstacle Race, Half Group Task and Final Group Task. These tasks are designed to test the
behaviour of a candidate in a group where there are no group leaders nominated. The GTO, therefore,
keenly observes the candidates for their qualities like cooperation, group belonging feelings, natural
leadership qualities, planning, initiative and task orientation. Group obstacles in all the four sub-parts are
in the form of obstacles which cannot be negotiated by an individual and need a group of persons to cross
it. The group is explained that within the obstacle area, in which particular parts are "out of bounds", the
entire group has to cross the obstacle within a given period of time with the assistance of tools like ropes,
planks, wooden logs, etc. The progressive group task has four tasks with each successive task getting
tougher and final group task is the repeat exercise to facilitate the GTO to observe only the potential
candidates.

The group obstacle race is in the form of an intergroup race in which they also have to carry a sack type
of load while crossing the obstacles. Half group task is given by dividing the group into two sub-groups,
facilitating the GTO in observing the candidates in a better manner. While crossing these obstacles, or
planning to cross these, the candidates should think objectively to negotiate the obstacles with the help of
given material. There are usually more than one solution to each obstacle. Immediately on getting the
solution, the candidates must start asserting themselves by also seeking advice and suggestions of other
candidates. Even if the candidate is unable to arrive at any solution he should try to assume the role of a
mediator between several candidates having diverse solutions. Even while actually negotiating the
obstacle endeavour should be to take on the most difficult tasks so that an impression of task orientation
and leading by example is created in the mind of the GTO.

(d) Command Task

Command Task is aimed at testing the leadership and command capabilities of candidates. In all the
earlier exercises, the natural leaders are allowed to emerge. But in some cases, where there are more than
one natural leaders, the strongest one will overshadow rest of them. Similarly, a person who is shy by
nature, may not be able to exhibit his leadership qualities in a group of equals and hence an opportunity is
given to such candidates to show their worth in a formalised situation, where they are declared leaders. In
the command task the nature of obstacles and facilitating material remain the same. The only change is
that one candidate is nominated as a formal leader, asked to choose his team, plans to negotiate the
obstacle and finally executes the plan. The candidate's judgement, planning and analytical capabilities are
checked and his capabilities to get a task executed are also tested. The candidate must, therefore, choose
his team carefully, choosing the best candidates who are cooperative and physically strong. This reflects
his objective assessment of subordinates. Then the leader must explain to his men the objective or task,
the facilitating material available to them and spell out the plan as to how he planned to accomplish the
task. The plan should be clear and spelt out in clear and commanding manner. After explaining the task to
his men, the leader should go ahead with the proper execution of the task by properly supervising and
giving supplementary instructions if required. Normally, the work should be got executed from the
chosen candidates, but in case some part of obstacle negotiation needs his assistance, he should be ready
to do so. At times, the commander may find it difficult to plan a solution to the obstacle. Under such a
situation, the commander may ask the members of the group to suggest to him the possible solution.

(e) Individual Obstacles

There are 10 obstacles which are required to be negotiated by every individual within a stipulated period
of 3 minutes. The obstacles are not very tough and can be negotiated by any candidate with average
physical fitness. These obstacles include climbing ropes, jumping, swinging on ropes, climbing wall,
walking over a beam and parallel ropes, etc. The relatively difficult obstacles carry higher marks and
easier ones have lesser. In case a candidate can repeat some of the obstacles, after completing all in the
given time period, such a candidate gets more than maximum marks to the extent of repetition of
obstacles. To do well at this test, the candidate must try to achieve a particular level of physical fitness
before proceeding to the SSB interviews. Easier obstacles should be attempted first and even if one is
unable to complete all the obstacles within three minutes, one should be satisfied as in the words of one
GTO "armed forces need officers, not monkeys". Nevertheless, this test aims at looking for bare
minimum level of physical fitness, which can be built up by rigorous pre-commission training in the
Training Acadmeies.

(f) Lecturette

Lecturette is last in the series of GTO's tests and is aimed at testing the speech of a candidate. A leader
should be able to speak effectively, attract attention while he is talking, have a clear head and clear line of
thinking. These qualities are tested by giving a small test to the candidates known as lecturette. This
candidate is given about four topic of general nature which do not need any specialised knowledge. The
candidates are required to select one topic, prepare for three minutes and then deliver a speech to the
group for a period of three minutes. While taking this test, the candidate must select the subject/topic on
which he is fully confident of having enough knowledge and material to speak for three minutes.
Unnecessary movements of hands, legs, fingers etc should be avoided and the speech should be delivered
in a pleasant but authoritative voice. The views expressed should be balanced and extreme positions in
views should be avoided. The clarity of thoughts and ideas must be insured.

It is evident from the above that the GTO's test is a comprehensive test of one's personality. An objective
assessment of personality of the candidates is made by observing their behaviour in a group and as a
leader as well. Capabilities of the candidates like knowledge, expression, leadership, initiative, physical
fitness, planning capabilities, understanding, disposition, grasp and task orientation, etc are tested by
following a comprehensive and objective method of personality test. The GTO makes the assessment by
assigning marks in each of the six exercises and then finally allots the aggregate marks on the basis of
overall average assessment.

(3) Personal Interview

Personal interview is the last hurdle in the selection process to the defence forces through SSB
Interviews, apart from the medical examination. Every candidate is tested by a psychologist,
G.T.O. and finally by the President or Deputy President of the Selection Board.

The New Technique adopted at the SSB Interview is RAPID FIRE questions. It means you will be asked
to answer a number of questions after listening to them just once. Please listen to the question carefully. If
you have not understood the question then ask for the clarification. Try and answer the questions in the
same sequence as put forth to you. Since the distance between you and the interviewing officer would be
about 6 feet, you are expected to talk in a loud and clear voice. Take your time think and answer
questions. DO NOT TELL A LIE. You will be caught. Listen to the questions carefully. Think well
before you answer, elaborate your answers and tactfully take him on to your strong points. Do not over
emphasize them.

The aim of the personal interview is to have a closer look at the personality of every candidate through
conversation in friendly discussion. To keep the interview formal and the candidate at ease, only one
interviewer interacts with the candidate. The information given by the candidate, on the very first day in
the questionnaire, forms the initial basis for questions during the course of interview.

Conduct

At an average, every interview lasts about 30-40 minutes. The President of the Board begins in a very
friendly manner by asking very personal questions from the candidates like name, detail of the brothers
and sisters, occupation of parents, names of good friends, place to which the candidate belonged. About
10 minutes-time is devoted on these questions so that the candidate is put at ease. Name of the
educational institutions where one studied, subjects offered, marks obtained etc are a few other questions
that may be initially expected. In addition to putting a candidate at ease, the President also observes the
qualities of friendliness and the ease with which one can handle simple and personal questions. Other
questions in the interview may be about games played, hobbies, girl/boy friends and the means adopted
by the candidate to remain fit. As a young and educated person, one is expected to either play or have
keen interest in some games. Similarly, every person is expected to have a hobby, be it reading, playing
games, swimming, driving, gardening, philately, riding, photography or travelling. Every young
candidate, aspiring to become an officer in the armed forces, is also expected to have friendship with the
opposite sex. Hence all these questions must be answered accordingly.

Final part of the personal interview may include a few questions on current topics, general knowledge,
some imaginary situation for reaction and small simple problems for judging the administrative planning
capabilities of the candidate. Problem solving may be judged by depicting a simple real-life imaginary
situation involving the brothers, sisters, parents or friends to which reaction of the candidate is judged.
Similarly, a small administrative problem may be given to a candidate including organisation of a match
or a picnic. The candidate is then asked to give his/her step by step planning and execution and perception
of happening of the event, without its actually taking place.

How to tackle?

As has been hinted above, the questions in the interview must be tackled very carefully. The candidates
should not be in a hurry to reply the questions. The questions should be properly understood and after
considering the contents for a while, reply should be given. Regarding personal questions, the candidates
should be careful that they do not hide material facts or try to give wrong facts. It must be understood
clearly that the President conducting the interview handles several candidates every day and does the
same thing over the years. Moreover, he is trained to interview candidates in such a manner as the truth
comes out. Any attempt to hide some facts or give wrong facts will be certainly picked up by the
experienced President and they usually make the candidate realise during the interview itself that he/she
was trying to bluff. Moreover, no candidate is expected to be perfect, as every human being does have
some weaknesses. However, it should also be ensured that no unnecessary details are given by the
candidate. The replies should be to the point and relevant to the questions asked.

The same principle applies to the other questions like games played, hobbies pursued and friends
(particularly from the opposite sex) held. The games which are stated to be played by the candidate
should be ones about which the candidate has complete knowledge and is able to reply to most of the
questions. Similarly, the interviewer devotes a lot of time to the hobby named by the candidate. The
candidates must, therefore, make sure that the hobbies and games they name must be fully known to
them. Rather than bluffing in this regard, it is better to give a negative reply. Moreover, as earlier pointed
out it is good to have friends from the opposite sex with healthy and friendly relations. But in case there is
no such friend, the fact should be admitted without hesitation.

Finally, the questions on current affairs and general knowledge need a little-bit of brushing up of
knowledge in this field. Regular readers of "The Competition Master" normally do not find much
difficulty in tackling this part. Candidates who feel less confident in this part are advised to consult the
General Knowledge Refresher by O.P. Khanna.

The questions on the reactions in given situations have to be handled very carefully. The candidates must
grasp situation completely, clarify the doubts if any and after taking some time to think, come out clearly
with the course of action. Choosing a right course of action is not very difficult. The candidates must
imagine themselves in similar situation and consider the most probable course of action which would be
taken by them, which invariably is also the right solution to the problem. In their reactions, the candidates
must not bring in any artificiality and unnecessary heroism. They should react as if they would have done
in a similar real life situation. Due care, therefore, must be exercised as this is one of the most crucial
aspects of the interview.

Two more questions which must be prepared properly are (a) "Why do you want to join the Defence
Forces?"; (b) "If you are not selected what would you do?" These are often-repeated questions and must
be answered very honestly and correctly, without any exaggeration. Be natural and never convey
extravagant ideas like "I would die for my country" or "The best profession is the Defence Forces". There
are no perfect answers to these questions. While answering try to convey 4 or 5 facts such as:
i. Defence services offers a Challenge to a young person
ii. Merit is given due recognition in the Forces.
iii. I will get an opportunity to learn and experience the latest technological inventions.
iv. I like an outdoor life rather than a 10 to 5 desk job.
v. I will get an opportunity to mingle with all sorts of people and persons from different parts of the
country.
vi. In my opinion the forces offer reasonable pay and perks
vii. One of the most respected professions in Indian is that of a soldier.

Must know these stuffs

1 The rank structure of the forces

2 The current events
3 Knowledge about your town
4 Your projects
5 Why you want to join the forces?
6 What will you do in case you do not get selected?
(this is to see how determined you are in achieving your aim)
(a) If you have a plan B in case you exhaust all the chances then you will
(b) Take up ------- job.
7 Maintain proper Eye contact with the person who asks you the Question. This shows your Confidence
and honesty.
22 Avoid using frequently words and phrases like" I mean", " You know", "well", "as such" etc.
23 In the end you want to ask the officer any questions please do so, but don’t ask stupid questions like
“How have I done sir?”

24 Last but not the least, BE NATURAL. When the interview ends, if offered a Handshake, do so, if not,
just say, "Thank you for the wonderful evening and put the chair back to its original position before
leaving. Leave the place with a warm smile and a nod of head. Close the door gently and leave the room.

Balanced Behaviour

While proper replies to the questions are important balanced conduct of the candidates is still more
important. The candidates should avoid use of slangs and be very respectful to interviewer. Use of
language and expression are the plus points but the candidates are usually not penalised for weak
expression, as it is believed that the problems of fluency and expression are overcome during the training
period. The candidates must be composed and maintain their poise. Lack of confidence in replying to the
questions reflects lack of knowledge and self-confidence. At the same time one must not be over
confident or arrogant.

The interviewers are trained to identify the signals sent by the body language alongwith the spoken word.
Whatever is spoken from the mouth must be reflected from the eyes of the candidate as well the tone of
his/her voice. Hence, body language must be controlled to convey the same meaning as the word of the
mouth. Any contradiction reveals the untruthful intention of the candidate. It should, however, be kept in
mind that no unnecessary gesticulations are made with hands and sitting posture is also proper, as
recommended for the interviews.
The appearance and bearing of the candidate helps in making a good first impression. The clothes need
not be new or highly fashionable and bright, but should be sober and properly cleaned. Hair should be
properly groomed and hands should be properly cleaned with the nails cleanly cut. While describing their
achievements, the candidates should be modest without being boastful and while admitting weaknesses
and failures, they should not be ashamed or evasive. There must be eye-contact with the interviewer for
most part of the interview.

Interview Etiquettes

In addition to the above, there are certain established interview etiquettes which must be strictly adhered
to. One must enter the room after seeking permission. On entering the room, the candidate must suitably
wish the interviewer and should sit only when he/she is asked to do so. On being offered a seat, one is
expected to thank the interviewer. In case the President offers a hand for handshake, it must be shaken
firmly, but the candidates, on their own should not initiate shaking the hands. Seat should be taken
promptly and the candidate should sit properly and if possible in an upright manner.

The interviewee should offer a bright and cheerful face. If the President calls for a cup of tea or lights a
cigarette and also offers to a candidate, it should be declined gracefully, without annoying him. In a very
few cases if the President asks some irritating and personally offending questions, the candidates must not
loose their poise and temper. Such a question may be aimed at seeing whether or not a candidate gets
provoked easily. The candidates should also show flexibility and admit his/her mistakes, if any pointed
out by the President. If a question is not clearly understood or heard, the President may be requested
politely to repeat it as there is no harm in it. As the interview is over, the candidates should thank the
President, get up without battling with the chair, wish him appropriately and quietly leave the room. The
questions like "How have I done Sir?" should not be asked by the candidates while leaving the interview
room.

Conference

The last stage in the selection process is the conference which takes place on the last day. During the
earlier three stages, three selectors i.e. the psychologist, G.T.O. and the President carry out their tests
independently. At the conference all the three selectors sit together, call the interviewee and ask two-three
formal and routine questions. Candidates who qualify in all the three tests independently are declared
successful. All those failing in all or any two are declared unsuccessful. A few candidates marginally
failing in one of the tests, may expect a couple of more absorbing questions, including a situation, and on
the basis of reply offered by the candidate, final decision about his/her selection is taken. The result is
announced soon after the conclusion of the conference and all those who are selected are required to stay
back for the medical examination, which takes another three to four days.

Medical Examination

Prior to the medical examination, a form is given to the candidates to be filled which mainly relates to the
past medical history of the candidate as well as his/her members of the family. The candidates who pass
all the medical tests are finally declared as successful and may expect a call to join the training academy
concerned within a month or two of the selection. However, the call letters are issued after clubbing the
marks obtained in the written examination of the UPSC as well as marks obtained in the interview. At
times it may so happen that even a candidate getting through in the interview finally, may not get a call to
join at the concerned training academy if the number of vacancies is less or the candidate is very low in
the order of merit. Hence, the candidates are advised not to leave their studies or jobs till they receive a
call to join at the training academy concerned.