At an S.S.B., the tests are conducted under various heads, composed as here under. A candidate must, however, keep in mind that these tests are parts of a larger scenario and are interrelated. The facts gathered at one test are used to corroborate the traits evinced at another test. So, a candidate must work in a greater arrangement of things than prefer to prepare only one aspect of it.
These tests are classified into :
1. Psychological Tests
2. G.T.O. Tests
3. Interview
These tests are conducted over a period of four days at S.S.B.'s and the candidates are required to stay at the accommodation provided by the S.S.B.'s. Proper messing arrangements too are made by the respective S.S.B., and the stay at an S.S.B. is a pleasant experience because it gives a bird’s eye view to a candidate about the kind of life he is going to have in the defence services.
1. PSYCHOLOGICAL TESTS
At the out set, a candidate must bear it in mind that at the first look the questions are simple in nature, but they are targeted to bring out any personality shortfalls of any kind. So, a candidate must practise prudence, and instead of hurrying into the questions, he must also give a thought to the subtle feelings that the psychological tests may attempt to make out.
The psychological tests are conducted by the psychologist of the concerned S.S.B. who is assisted by assistant psychologists and ICO testers. Though all the tests are required to be solved within a prescribed time limit, a candidate must beware not to show any negative traits (emphasis added). The psychologist explains the candidates about the tests in detail, with examples, if necessary, and answers questions, if any, from the candidates. The candidates are advised to be cautious while asking questions, because any irrelevant or foolish question may lead to embarrassment for him at a later stage. The candidates must answer all the questions according to the truth as known by them (as against false or fluke answers). It is always advisable to pass on to the next question, in case some difficulty is being faced in solving a question than to answer it incorrectly. Though the marking procedure at the S.S.B. is kept in asoteric shields, it is understood that a false or fluke answer attracts negative marking.
The psychological tests are sub-grouped into the following tests :
A. Intelligence Tests
(i) Verbal Tests, and
(ii) Non-verbal Tests.
B. Projective Personality Tests
(i) Words Association Tests (WAT),
(ii) Thematic Apperception Tests (TAT),
(iii) Situation Tests, and
(iv) Self Description.
A. Intelligence Tests. The Intelligence Tests are either verbal or non-verbal. In it, various kinds of problems or situations are presented using models, pictures, diagrams, maps, patterns, etc. The candidates are required to answer these questions in the stipulated time.
B. Projective Personality Tests. These tests aim at bringing out the positive personality traits of a candidate and these tests are peculiar to the S.S.B.'s. In it, various kinds of problems are posed to the candidates to ascertain their views through words of mouth, pictures and situations.
The psychological tests are conducted on the first day of the examination. These tests are devised so that the psychologist and his team is able to assess a candidate’s performance as related to various personality traits, such as mental aptitude, peculiar characteristics, strength and stamina to withstand pressures of time and situations, stress and strain, social behaviour and adaptability to novel situations, and the exalted will to fight for success and determination. A candidate giving out any negative traits, considered not in keeping with the traditions of the armed forces, is summarily rejected.
2. G.T.O. TESTS
The G.T.O. tests are aimed to assess a candidate in group about his interaction, adaptability, influences, positive cooperation, positive characteristics, power of expression, logical reasoning, initiative, drive, enthusiasm, and other leadership qualities, whether he can mould himself into a successful leader or is mentally inclined to be a tame follower. The G.T.O. of the respective S.S.B. is assisted by other Assistant G.T.O.'s in his task, which he does through a number of individual and group tests. A candidate is required to solve the problem within a prescribed time limit.
It may be borne in mind that at times there is nothing like ‘correct’ or ‘incorrect’ answer or solution to a problem, because many of the problems are simply so designed to bring out the innate qualities and personal characteristics of a candidate. Also, always keep in mind that the G.T.O.'s are highly experienced officers and while taking various tests may look callous and disinterested in their jobs. Do not get befooled. Be always on your guard because it may be his method to find out your callousness and lack of enthusiasm. Also, do not take your chances while the G.T.O. is looking the other way, some hidden eyes may be closely watching you. In the G.T.O. task, a candidate is adjudged according to the overall performance.
It may also be noted that the psychologist and the G.T.O. also sit together to see if there has been any conflicting sign of personal attributes in their respective tests. If there is so, a gruelling interview awaits you.
3. Interview
The tests at the S.S.B.'s culminate with the interview with the President of the respective board or the Deputy President on his behalf. The interview is generally conducted in a friendly, cooperative, non-embarrassing atmosphere, where a candidate finds the necessary support in the interviewing officer whenever he falters. Most of the questions that the interviewing officer puts through, belong to the information you have given in the questionnaire, social circumstances, current affairs, interest and hobbies, etc. Many of his questions are adapted to find and corroborate the findings of the psychological and G.T.O. tests. Besides, the interviewing officer is also seeking to evaluate a candidate for his approach, clear thinking, positive approach, good manners, communication skills, etc.
It should be borne in mind that the answers should be given in a concise and brief manner without leaving any holes which the interviewing officer may pick up later, asking the candidate to plug them. It is also better to say “I don’t know” than to give a ‘round about’ answer which may create further problems. The duration of the interview may range from half an hour to an hour or so.
These tests are classified into :
1. Psychological Tests
2. G.T.O. Tests
3. Interview
These tests are conducted over a period of four days at S.S.B.'s and the candidates are required to stay at the accommodation provided by the S.S.B.'s. Proper messing arrangements too are made by the respective S.S.B., and the stay at an S.S.B. is a pleasant experience because it gives a bird’s eye view to a candidate about the kind of life he is going to have in the defence services.
1. PSYCHOLOGICAL TESTS
At the out set, a candidate must bear it in mind that at the first look the questions are simple in nature, but they are targeted to bring out any personality shortfalls of any kind. So, a candidate must practise prudence, and instead of hurrying into the questions, he must also give a thought to the subtle feelings that the psychological tests may attempt to make out.
The psychological tests are conducted by the psychologist of the concerned S.S.B. who is assisted by assistant psychologists and ICO testers. Though all the tests are required to be solved within a prescribed time limit, a candidate must beware not to show any negative traits (emphasis added). The psychologist explains the candidates about the tests in detail, with examples, if necessary, and answers questions, if any, from the candidates. The candidates are advised to be cautious while asking questions, because any irrelevant or foolish question may lead to embarrassment for him at a later stage. The candidates must answer all the questions according to the truth as known by them (as against false or fluke answers). It is always advisable to pass on to the next question, in case some difficulty is being faced in solving a question than to answer it incorrectly. Though the marking procedure at the S.S.B. is kept in asoteric shields, it is understood that a false or fluke answer attracts negative marking.
The psychological tests are sub-grouped into the following tests :
A. Intelligence Tests
(i) Verbal Tests, and
(ii) Non-verbal Tests.
B. Projective Personality Tests
(i) Words Association Tests (WAT),
(ii) Thematic Apperception Tests (TAT),
(iii) Situation Tests, and
(iv) Self Description.
A. Intelligence Tests. The Intelligence Tests are either verbal or non-verbal. In it, various kinds of problems or situations are presented using models, pictures, diagrams, maps, patterns, etc. The candidates are required to answer these questions in the stipulated time.
B. Projective Personality Tests. These tests aim at bringing out the positive personality traits of a candidate and these tests are peculiar to the S.S.B.'s. In it, various kinds of problems are posed to the candidates to ascertain their views through words of mouth, pictures and situations.
The psychological tests are conducted on the first day of the examination. These tests are devised so that the psychologist and his team is able to assess a candidate’s performance as related to various personality traits, such as mental aptitude, peculiar characteristics, strength and stamina to withstand pressures of time and situations, stress and strain, social behaviour and adaptability to novel situations, and the exalted will to fight for success and determination. A candidate giving out any negative traits, considered not in keeping with the traditions of the armed forces, is summarily rejected.
2. G.T.O. TESTS
The G.T.O. tests are aimed to assess a candidate in group about his interaction, adaptability, influences, positive cooperation, positive characteristics, power of expression, logical reasoning, initiative, drive, enthusiasm, and other leadership qualities, whether he can mould himself into a successful leader or is mentally inclined to be a tame follower. The G.T.O. of the respective S.S.B. is assisted by other Assistant G.T.O.'s in his task, which he does through a number of individual and group tests. A candidate is required to solve the problem within a prescribed time limit.
It may be borne in mind that at times there is nothing like ‘correct’ or ‘incorrect’ answer or solution to a problem, because many of the problems are simply so designed to bring out the innate qualities and personal characteristics of a candidate. Also, always keep in mind that the G.T.O.'s are highly experienced officers and while taking various tests may look callous and disinterested in their jobs. Do not get befooled. Be always on your guard because it may be his method to find out your callousness and lack of enthusiasm. Also, do not take your chances while the G.T.O. is looking the other way, some hidden eyes may be closely watching you. In the G.T.O. task, a candidate is adjudged according to the overall performance.
It may also be noted that the psychologist and the G.T.O. also sit together to see if there has been any conflicting sign of personal attributes in their respective tests. If there is so, a gruelling interview awaits you.
3. Interview
The tests at the S.S.B.'s culminate with the interview with the President of the respective board or the Deputy President on his behalf. The interview is generally conducted in a friendly, cooperative, non-embarrassing atmosphere, where a candidate finds the necessary support in the interviewing officer whenever he falters. Most of the questions that the interviewing officer puts through, belong to the information you have given in the questionnaire, social circumstances, current affairs, interest and hobbies, etc. Many of his questions are adapted to find and corroborate the findings of the psychological and G.T.O. tests. Besides, the interviewing officer is also seeking to evaluate a candidate for his approach, clear thinking, positive approach, good manners, communication skills, etc.
It should be borne in mind that the answers should be given in a concise and brief manner without leaving any holes which the interviewing officer may pick up later, asking the candidate to plug them. It is also better to say “I don’t know” than to give a ‘round about’ answer which may create further problems. The duration of the interview may range from half an hour to an hour or so.
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