The Services Selection Board (SSB) interview is a compulsory requirement for all categories of entry of officer material into the defense services except the medical corps. The interview exercise is mainly a psychological assessment of the personality of the candidate, to gauge his/her potential as a future officer.

The tests conducted by the SSB aim at selecting individuals with OLQs (Officer Like Qualities). These qualities include effective intelligence, sense of responsibility, initiative, judgment (under stress), ability to reason and organize, communication skills, determination, courage, self-confidence, speed in decision-making, willingness to set an example, compassion and a feeling of loyalty to the nation. Most of the tests require average intelligence. The SSB attempts to gauge the natural responses of the individuals. The tests are graded into various categories of both individual and group variety and each batch of candidates goes through the subtle testing pattern in the course of a few days. They are under observation not only while they perform in various psychological tests but even as they conduct themselves during the course of their stay at the SSB headquarters, where they are billeted for that duration.

• The purely psychological testing apparatus

On arrival at the SSB headquarters all candidates are given a questionnaire in which they have to fill in personal details regarding family background, educational profile etc. In addition this questionnaire is also a self-appraisal as some of the questions are aimed at gauging the candidate's opinion of him/her self. It forms a base for questions, which may be put to a candidate at the personal, interview stage and has importance for the psychologist on the Board who analyses the responses.

• Intelligence Tests comprising both verbal and non-verbal questions are put to each candidate. It is in the form of a written test of the objective type with multiple-choice questions. Approximate time allotted for answering each question is 30 seconds. Candidates have to reason out the answers using common sense and intelligence on the basis of the facts given or pictures shown. It is presumed that a person of average intelligence does not lose the faculty of common sense reasoning even under pressure. Since time is important, candidates should leave the tricky questions for the last few minutes and attempt to answer the maximum number of questions.

• Word Association Tests: This part of the psychological testing attempts to gauge the psychological make-up of the candidate on the basis of the responses of each candidate to words in everyday usage. As soon as a word is given a candidate is expected to formulate a sentence immediately. Only about 15 seconds are allowed to formulate each sentence and there are approximately 50 words to be handled. In general candidates are advised to make use of the words in sentences, which convey positive attitudes, moods, traits, such as optimism, happiness, humanism, honesty, etc.

To do well in such exercises candidates may go in for practice on one's own so as to build up ease in answering.

• Thematic Appreciation Test (TAT): This again is a device to assess the outlook of a candidate through the medium of his/her responses to pictures or slides. About eight to ten such pictures are shown to the candidates for less than a minute and immediately after they are expected to write a small story based on the picture. Here again the thrust is on portraying positive traits of personality. The technique analyses the positive factors of the personalities of the candidates since it is felt that leaders of men can be built up from among those who already have inherent potential.

• Situation Reaction Tests: The reaction of the candidates in response to everyday lifelike situations is analyzed. Certain instances, which may occur in the day-to-day life of ordinary individuals, are put to the candidates and they have to give their immediate reaction from among the multiple choices given. Answers are not rated in absolute terms of right or wrong; they are in fact weighted in the degree of correctness. Time for reaction is very short, approximately 30 seconds and this is so because the Board wishes to analyze the spontaneous and natural responses of the candidates.

• The Group Testing Apparatus: The basic aim is to examine and observe candidates from close quarters in order to study their reactions to different tasks so as to analyze whether their thinking and responses on the individual plane (as revealed in the psychological testing system) tally with their actions in the groups tasks. There are a variety of tasks assigned in this phase.

• Group discussion: A certain topic or situation is given to a group of candidates and they are expected to discuss the various aspects of the issue; it is not at all necessary to come to a decision on it. During the course of the group discussion the Group Task Officer observes each candidate -- in his/her attitude as a member of the group, participation level, interaction with contemporaries, level of communication, reception to new ideas and view points alien to his/her own, ability to influence the group etc.

• Lecturette: In this exercise each individual is given a choice of topics. Then each one is expected to speak on the chosen topic for 2-3 minutes during which his/her ability to speak extempore is observed and also the sequence of his thought processes. A logical, systematic sequence of thought, clarity of expression, way of holding oneself is all under review. A confident attitude, balanced views, easy flow and an easy stance are factors for success in this exercise. One should try not to fidget or move too much during the course of the lecture.

• Group Planning: A model of a real life practical situation is presented to a group of candidates and they are asked to arrive at a plan of action. Initially they are asked to write down their own plan of action and thereafter they are expected to go over the different views and arrive at a consensus or group action plan. This exercise evaluates the analytical ability of the candidates, their ability to function in a group, appreciate the situation and plan accordingly. It gives an opportunity for the group to select a leader or for a leader to emerge in the group. Then it remains to be seen whether the leader can come up with the necessary qualities to carry the group towards a solution to the problem. Apart from leadership qualities this exercise also studies the group interaction level of each candidate.

• Command Task: The exercise gives candidates an opportunity to assume command and get a task executed with the involvement of group members. The leader has to carefully select his/her team, assess the problem in hand and assign responsibilities to teammates. The exercise reveals the quality of leadership, the ability of a candidate to realize the potential of group members and the capacity to motivate others to accomplish a group activity. It is an exercise in alertness, tactical and administrative ability. It gives each one an opportunity to reveal his/her worth.

• Out-door Tasks:

  These are to be performed on a group basis and on an individual basis.

• Individual Obstacles: In this exercise a candidate's level of physical fitness is gauged through a series of obstacles and activities such as rope climbing, climbing walls, jumping, etc. The activities are of varying levels of difficulty and performance as well as attitude of the candidate towards a difficult task is assessed. The SSB does not expect a candidate to accomplish every task or at the first attempt. On the basis of performance and attitude the candidate's level of physical fitness is evaluated.

• Group Obstacles: Certain outdoor tasks are assigned to a group and they are expected to find a way out of the difficulties on the basis of group participation within the formulated rules. The exercise is an assessment of candidate participation in-group activities, planning and intelligent assessment of the situation put to the group. The Group Testing Apparatus thus reviews individual qualities in the context of a group.

• The Personal Interview:

• In this exercise the candidate is in direct conversation with the members of the Board.

  Questions:

• To put the candidate at ease questions revolve around personal family background, hobbies, studies, friends, environment in which growing years have been spent. The questionnaire each candidate answers at the point of entry forms the basis of the questions put.

• Some questions may relate to current happenings. Views on politics, religion, and nationalism may be sought from the candidate.

• Through real life situations the candidate's ability for common sense practical reasoning are analyzed.

• A balanced view with an intelligent assessment of the pros and cons is the best one.

  Factors to be Judged

• Attitude towards family, friends, sports, games, hobbies, etc. are analyzed on the basis of the answers.

• In the interview a number of factors count apart from the actual verbal responses. The whole process of the interview right from the point of entering the room, manner of greeting, stance, courtesy, power of expression, attitude, manner of speaking, handling of difficult questions, objectivity of answers, manner of listening to a question are all under review and assessment.

• One should never try to bluff or be inconsistent in views. A natural confident approach is the best.

Ultimately it is the overall analysis of the individual's performance in the written examination in conjunction with the performance in the SSB tests plus the medical fitness standard, which gives off the final verdict. For those who make it through this interesting challenge the future holds a lot of promise.