Officer Like Quality
MANIFESTATION OF OLQs ALONG WITH STRENGTHS
AND WEAKNESSES OF IO TECHNIQUE
1. All over the world the interview has been an integral part of any selection process. 80% of all selections the world over for all kinds of jobs are done by the interview. In our selection system too the interview is an integral part of the selection process. The interview involves one-to-one interaction between the candidate and a senior armed forces officer. The interaction is conducted in a formal setting yet essentially in an informal manner to assess various personality traits of an individual. The philosophy of the interview being that the best indication of what an individual will do in the future stems from what he has done in the past. The more recent the behaviour the more likelihood of it being repeated.
2. Foundation of an interview. An interview as job is to understand a candidate as to how he has become what he is today and evaluate his strong and weak points. The concept of evaluation is based on the premise that the personality of an individual is developed under the influence of one’s heredity, environment, his education, training and day to day situations encountered. In this technique instead of putting the candidate on a spot, the IO develops such a harmonious relationship so much confidence that he begins to talk spontaneously and open about his past without screening his replies.
3. Functions of the Interview. The functions of the interview at the SSB are: -
a) To determine the relevance of the candidate training and experience in terms of job requirements of a defence officer in war and peace.
b) To evaluate the intellectual functioning which is of particular importance for suitability of a candidate to perform critical functions expected from a service officer.
c) Appraise personality, motivation and character especially social adjustment and effectiveness.
d) Assess dynamism and
AND WEAKNESSES OF IO TECHNIQUE
1. All over the world the interview has been an integral part of any selection process. 80% of all selections the world over for all kinds of jobs are done by the interview. In our selection system too the interview is an integral part of the selection process. The interview involves one-to-one interaction between the candidate and a senior armed forces officer. The interaction is conducted in a formal setting yet essentially in an informal manner to assess various personality traits of an individual. The philosophy of the interview being that the best indication of what an individual will do in the future stems from what he has done in the past. The more recent the behaviour the more likelihood of it being repeated.
2. Foundation of an interview. An interview as job is to understand a candidate as to how he has become what he is today and evaluate his strong and weak points. The concept of evaluation is based on the premise that the personality of an individual is developed under the influence of one’s heredity, environment, his education, training and day to day situations encountered. In this technique instead of putting the candidate on a spot, the IO develops such a harmonious relationship so much confidence that he begins to talk spontaneously and open about his past without screening his replies.
3. Functions of the Interview. The functions of the interview at the SSB are: -
a) To determine the relevance of the candidate training and experience in terms of job requirements of a defence officer in war and peace.
b) To evaluate the intellectual functioning which is of particular importance for suitability of a candidate to perform critical functions expected from a service officer.
c) Appraise personality, motivation and character especially social adjustment and effectiveness.
d) Assess dynamism and