·No text on this page.

·GUIDE TO
INTERVIEWS
Pancen a SOLECTION AND INTAYI TECHNIQUE O
Publio San IN Iron
Ed by JOGINDAR SINGH
OU DANDUTORI
SERVICES INSTITUTE
Yr or 711
NEW DELHI

·INDIAN SCHOLAR-2
Norenber 1957
Published by S Sahat Shortsit
Oreste del Gar New
1
• Deat
Chawl Baser, Debler

·INTRODUCTION Savice NOT HEX is the primary charm of life for rably turned out graduate of an Indien Varveruty Ayob u arratul for but emotional scunty social recoga toa od + strugde fire odstence for the rest of the life. When a job us in hand, the roctety provide the date abo Our univermia bure yet to produce youngmen and vote modoved mtha conqueret : Vinon md dove ad un ambition to live adventurom inde pendant life. Their general education but not prepared them for a specific role in life nor ho the state in USS.R. --or the pact-in U.S.A. UK etc - job waiting for them oo graduation. A concoumen of the grim reality of the acuto form of educated unemployment costing in thu country mpm their self-confidence and undermine the prospects of proper integration of their personality during college day. They may be intellectually brilliant uod nimble-witted but deep down their permocality la feeling of insecunty pekan keadmg to a cynial outlook in bft. Under ruch faulty odmduation od bortile social coate any idea of an indepeodart arter without mufficient financal backung batu luke e invitation to deter Service then offers the only prospects of deliverance from thte ploomy future. Thanks to the growtb of povedul opinion Doro ond more of the bag and sell jobs in public service od the pavate enterprise are being filled through open channel Uproards of 10,000 pobe are filled wmually in thn way Thac channel generally coorust of witte testa followed by personal ity evaluation tests and interviews. The present publication concerns primarlly with the second to the most important part of employment technique. Toning in theoretical subjects us amply provided in college But faalties for trainiog for intervien ar peronality calon tron tat u not wailable ather la collega a lo the bome There we three mo typa careen that batht, bardu ·youngaton with penal education an Look for They are (I) the Defence Services (b) the LAS IFS Ad other Cum I jabe at the Contot kod is the state and (c) the Covenanted and other jobs with Big Business Houki i Indie Euch of them types of crees requirt peopk of different age-groups quali fatio and personality structures. Therefore before ode tra to prepare for any type of career te or abe mug study the personallty requirenents of the job It to precisely for thut reuna that the first put of thu book dal with the Principles of Selection and Personality Requirements for public servica m lodia The people throwing light on the wpects are specialista in field and men in reporrible portion who have actually land down the criteria for Tanona public services and their actual mode filling up They are Mr RC Dutt, IC S. Mr S B Bapat, I C.8 Mr K. N Butan Mr C Rejpopalachan D J L Khanna Mr AAA Fyzee, Mr Soban Lall President, Services Selection Board od Su T Vijayaraghavacharyu. I um indebted to Government of Indu Induin Latitute of Public Adminstration for reprinting their pepen from the journal. After understandmg the standarde land down for the recrutment to wow jobe we come down to the actual probleppa af mterview. Interviewing to Dot i nuple quation uswa buamen but a bighly techoval and mecualued affalr Iouaght into the nga ficance of Interest an be guned through the study of labolaly dawncours on the rubrect by my frend and collegue Ds J L. Khan, Dow working vi recarch prychologat in Kanna Uorveruty USA The externe biblognepły & the end will reveal its wide peep od aloo HIVE u guide for further gody The Chapter on Interview Techniquesa deab exhaustive ly with the various types of telectia mterview beld in our country and abroad. In order that a reader might run 1 furtber understanding of the subjects the ninous retult recordog techarques and tren the queixct of different reges of an inter view is given The capten that follow deal excurvely in ·suocerful facing of an Interview boende These three chapten must be wo throughly mastered by a prospective coditate that they form a part of his vell digested personal knowledge Thus would in pure self-confidence, kod give them the necessary potremure footedreaAbove all, they would be eved from the theme of factors the works from wuch very few people from the Intervice Bourd have ecmped. In concluson I must aprem my Oncerest throb to my freod Sardar Mamaben Singh for ho tafading help and cooperation in the production and antulbution imgeroend of this rolume. I am also indebted to Shin Kalah Chandn Jhalani od Sri K. Romamoorthy for their valuable belp in the production of this publication Now DELHO Noromber 1957 JOONDAR Sexcar

·No text on this page.

·CONTENTS PAGE TE 1 10 18 20 25 IDODUCTION Principles of Selection to Public Service by RC Dart 2. Recrutment to Public Service 3 Recruitm.cut to the Indian Admnistrativo Serria by SB Rapat 4 Ladenbup in Administration by KN Buford 5 The Pertamlity of m Administrator by C.Rajagopalachori 6. Ciment Status and Problema lapolved in Interview by Dr JL Cars 7 On Interview by A AA FREY 8. Interview Techniques 9 How to be Interviered by Don B Roney & Charles H Cuma 10. How to be accenful in Interview by Joginder Singh Methoda of selecting office for the Amed Forca by Prendent Services Selection Board 12 Selection of Officer for the Armed Forces by Sohan Lad 13 The Prydbology of the Interview 14. An Analysis of U.P.SC Laterview by St T Vidyar agterracharya 34 56 69 91 100 121 M 128 140 145

·No text on this page.

·PRINCIPLES OF SELECTIT TO YLEIK By L C. DUTT 4 Seerstery Mublik Serker Parkas Tev pre Gored ut ياع أه At the thinger of poverimli trative structure, well consomma bly cheptated in pornonne und me objectives. A two fold prolia The tunt problema was to fill in E from within and partly by freden to attur the Service to the next orientate their attitude to fit in was mainly proble tramning The former boveree | Letter Selection Dot an abiti only when it is related to certain Th. object of selection is not ! in an absolut senst but to more murroundings in which they haves with the objectives in view mu Dort efficiently Independence brought to buy of magnitude not tocounter und order which immediately il pendence, that of max poupatika problem and I want of other pros tadlod with the ruilchle start thel Shortage la persoand hads boch from the love ondas ondt troa managed to fucceful, take • meante of wine andd, ·2 Five Year Plan vu lauoched in 1951 Thu wa new apert ence for the adminstration. It involved not only us expansion of the adminuttive machinery but it cunoa mto fields bitberto moqlored New problems of selection arote Org patrons had to be devised and persoane) found for the new The First Fire Yar Pe bas been completed and the Sec and Plan, bolder in outlook and more thorough to comprehension than the first requires a expersoon of personnel co a larger maale than the First Plan. It w equally obvious that on the manner in which the expanason takes place the ascem or other art of the Phion would depend Selection of personnel will, therefore play a more comportant part than ever before in dealing with this problem of wlection for the Second Phan thetr u bowwwer one advantage that of experience. The period of murvival from 1947 to 1991 and that of the First Plan 1931 56 bert underboned the urgeat need for proper selection and also belped u to develop the methods bett unted for it. On the bars of thu apeena the pemapla of selection, particularly in the matter of promotion are bring evolved. Bbould promotion in wrvice depend on the more cauly accertainable factor of senior ity? Or should both thew facton be combiped in more given proportion to determsof promotions from prede to unde? There are the question that thu article scela to embox. Promotion in our public kimi derives it aportance from two un couros (1) Promotion to bigber nada deter mma the type of offices inilable for porta of reponubullty la there anda end (2) it hus i direct effect on the morale of the louer prodat which, tum, affect their efficiency These two factors though not conflictmg, oftos post in two different direction The proapk of rclecte promotion an, therefore be evolved only by balinang all be conden from aromo therefrosa. Proto the point of view of the tupoyer at cocotul that only the best en promoted to the higbat ·3 ane porta Any devation from thu Involver lou of officiency and I therefore contrary to public interest. Too bodic quartoon, bovevet inte Who is the best? On vtat criteri an the bext be rdected ? To the extent that there questions are not atafuctorily answered or are mot ansvered in a manner that u Beenlly acknowledged u mtirfactory the coond of the two factors mentioned above amumas importance Nothing 11 more demaging to the more of an officer than the feeling that he has been wuperseded for promotion to hugher post by 2 perron who cannot be regarded u mpenzor to him a ment. An afficer superseded even once develops a feeling of frustration fuperueded repeatedly doa o to the extent that bo own ineful Den to the State is reduced mpedly the feeling of frustration a intepu.fied by the normal poychological fact that few men are capable of wo objective a welf-renent us to admit the auperior ment of other Where the difftience is no pronounced us to roke ita dentul absurd, the fact may perhaps, be admitted, but the permoul Cro present in greater or less degree in almost all human beng militates against ruch atminton except in the most extrem chact In any mcbeme of selection on belt therefore, to neces ary to cature not only that rclecticon tre mude a objectively u poutible but that the method of selection = axb u to be generally regarded u objective and above suspicion It not mry to emure either of theme for the mechment of merit on which aclection i bared cannot be drvorced aurely from the mubjective judgment of the renon of persons who uxon the mot Various methoda bort from time to time been considered and tried to make the procent of selection objective a ponible. There ary be conified broadly into two groupe The first rebata to the material on which the funyibent on to be bered, and the secood to the election of the person or petron abed upon to form the judgment The maternal mort coomonly used to form the buis of Klection ere;

·G) the periodic autemmeat of chmter und performance recorded in the form of anfidentul reports () the impact fatbered in a direct interyxow to tent personality od (id) a wotten text degned to jodge ablity to perior the duties Dotted. Exch of these methods used to collect evidcoct of the suitability or otherwise be it limitation but the evidence mo gathered, used discriminately od in combination an forma the burs of rehable judgment The periodic recorded instrument of the work done, taken over . furly long period of time present a good a picture of the arpaty and even personehty of person u any that can be obamed. soch uttrent do a lodeed they mat, reflect the varying perrocalita of the recording officers A munber of tbeo taken together hovey tend to mncel out there volatoo, and Tre a picture which is not far from the correct ane. But for much a picture to anenge it is necerary that the Akraments should be arefully designed form of confidential reporta While the resulting picture em be regarded as a sufficient likrpons of the perron concerned itu til too rough to permit preue mod reliable comparison between different candidatos of about equal ment Por fine sbrda of dutinctico the pictures Lo dmt ut oot belpful. It * perbapo for that reason that to the United States 1 Tystem of merit rating by allotment of marlo has been evolved. Under this rytter, the desirable qualite ve marked. The final grade of oxit is determioed on tbe boun of the total merly obtained. The system, how ter ums cientific precision in a matter of rudgmat which benog cuentially subjective Dot apable of auch precision ayri The dose of the system va in the fulse appearance of precipon that it cresta. Merit nating in the form of mala conceals the bow of the judgment, and thus presento compen tive evaluation of the Herments made by diferent authorita with different sudsticla To tho entent it ualen reliable ·gude for cupettive purpower than thoneots of mert m puntive foon The Llerykt ut method of selection has a distioct uvintage It - the only method which enables the relector to new directly the personaty of the andidate. The bonenta in the form of periodic report of cuefully down up, can belp 10 this direction but they cm at bent provide a second hand picture The direct Imprehtron arated by an interview on the other hand, give reality to the pacture and helps m forming a true Ocement. The interview gutem Devertheless, bus the dimadvantage that appeumcu an frequently be made to pom for reality Huden perionality u complex pheromoooo hardly apable of being alyzed a court of otrrev which, however elaborite, must notarily be brre£ A domi dating trait, though superficul, mry wily be motaken for an enental quality It Derds experienced tod trained interviewer to isolate the tubetance from the appeamce but provided ruch interviewer ut avilable internos em be a very weful supplewent to other methods of selection. It nuoccerary hort to go into the various elaborations of the syttern of interview which have been devised in an attempt to make it an infallible metbod of selection. Paychiatric tests and the house party yetem trt some of these device Thry annot, however be trued in the dry to-day administration for selection of me personnel Nor ure they really nechty so long as interview it repnded pot a role but anly one of the methods of selection Finally there in the method of relation by written textu Such test do brve there usefulon but only in rettncted sphere. Where the duties of an officer o comparatively vell-defined and capable of umple tests witter ama boom a certainly help in the selection. Such cumouboms can tart (1) che ability to perform aytama per tots 6 fu precio watne, noting etc. (b) koowledge of facts and rua and (c) mental alertneu and originality to thought. The last does Indeed form the benc requirement for all responsible ponton, but no ryttern of carmination yet derbed can cooclourely ·6 indicate orything more than the quality of betac human matcral available The buoc material bas to be tramed and woulding M pot caurely predictable and no system of wandation an Youch for the mabed product. Noertheless, with its limutation witten cam: Datos de constitute a useful method of wlection The problem of rekcting the releuten also in important one Certain prinapla in thus respect can be sud to have received general acceptance The fint u that group judgment u preferable to dry dual judgment The truth of the principle us obvious The second u that the group of selector hould tar uporable include persons independent of and du tached from the organization of thee for which the selection being made to that an objective vxw of comparative ment of thc wandidates can be en The group should also include non familiar with the nature of work pected of the cand dates welected so that the tucument of ment can be made on tbc banie of job requirementa Last of all, it need hurdly be Dy ntroped that persons who on grounds of relationship friend whip or for other reason, are likely to develop beus for or even ganat particular candidates, should take no purto their ockition In fact in not only nccessary that selection should bu bgcurre but abo that it should be demonstrably so. The pouabulty of bux, even if ther u pone m reality should be regarded a ruffictent to exclude a welector from the proces of wlection With all porable precautions to ensure objectrivity tentent of metu remaina casentally a matter of subjective judg ment not capable of bemg fully determined by objective yardsticks Relative avements of the Ame group af person muck by two different zathorities both functionne under similar conditions and adopting the ame methods are likely to differ They are also likely to differ even when made by the same selector but at two different points of time. It would be imprudent therefore to rely wolely on what is regarded merit to the matter of selecura ·1 That do not mean that election on ment should be abandoned, and promotions made on the rigid formule of wentonty or length of service. Lagth of wervice u representing experience deternames to some extent the wefulness of a pendo to th, State. It bome of the factors which determina munt itxelf It abo happens to be factor werble objectively and inteligible to everybody Promotion by wnionty in therefore * wfc method which us likely to cure the least resentment. it however provida do incontrve for work of ment, nor doo it chure that ponts requinng ipabative and imagination of a high order are in fact beld by persons having there qalstien. And adherence to remonty formula vould, therefore deprive the taxpayer of the quality of service to which heu enttled and m the last analytis prove to be apenast A progressive State committed to a dynamic development adminustration an ill afford to do without the service of the bat avulable perton. It cariot remain content with mediocntia in purnance of a wie system of promotion by wniority A jud.dous corrbination of senionty id met with emphasu on the latter is therefore, what u required. In all organlatron employtes can be divided broadly into three group : (a) a small group of really outstanding persoon (6) sizable group of peorotus Tell below the average and (c) comparatively large group of persons who are neither outstan ding not unfit, conting of mon and women of vrnou sbader of ability There is no difficulty in any reasonably sound ryutern of merit melection about locat ng pormant la goup(2) and (b) Outstanding penoos are readily recogtured as such and their advancement out of tum bould certe no general resentment Perrona vel below average are also exily recognizable and no urguments peod ante if tuen persona are superceded. Difficulty una mostly about the intermodate category Le group (c) which compract the largest number of employees. Its m ning their relative ment that all the ingenuity n the procent of electrons required ·The combination of sent and error ty in the matter of rebection for promotion can bent be exprened in the formula that much promotion should be made on the bas ment mth due regard to senonty A prctical application of thu forcula, which hu in fact been adopted a certa n cated would be us follow The first requinte u to define the field of choice from which the selection is to be made this may be done by deter mining the Dumber to be cordered u multiple of the numbet to be selected If for lutance ten pertoni ar to be uclected for promotion the selecting authority muy decide to conuder thirty The exact rouluple to be taken of course a matter to be deaded o ech ax. The larger the multiple bowever the greater is the emphasn m ment ind lee on Kenworty Alternatively the field for select on may be deaded by premt bing main mum vnionty Handard. An example of thh provided in tbc Indian Admin trative Servica (Promo ton) Regulations, which restrict coonderntion of Sute Civil Service officer, for promotion to the 1 A8. to those who have at least eight yean service in the former Hoog deaded the field of choice and thus lurted the poenble range of superreason the next step to make the actual selection on ment by ore or other of tho procentecrred to earlier or by : combination of one more of them Such a procent of selection would naturally diminate thote in the field of choice who do not make the rede for which the selection a being made. Finally the persons who do make the grade bave to be uringud us to give the order in which appointment to the higher grade can be made u Vucoca um. Here arun, it u peorary to blend ment with monty A procedure filequently adopted in to unnge the ima of tbove selected in the order of the Holomity La enor person of outstandmg merit are bowever placed above their senion usi deliberate act of selection and recognition of rupenor pent Another yaration of this method is to group the perna selected moto ·9 etc. brond ategories of ment with putable distrogoshimg titler, Outstanding Very Good Good Far All perkons in one group we puced above all other in the ncat lower group but with each group, waranty prevails. The procip'a dincured and the procedure described above represent the present trend of thought and practice mtbe Government of Inda. They form for matance, the bags of the promotion Regulations both for the Indian Admnistrative Bervice md the lodian Police Service. The procedure hu abro bezo udopted for promocions from grade to grade on the Central Secretariat Service Lod a propoul a moder contederation for formally adopting the pripapla of relection personed for all appointments to Selection potta Further experience may head to refinement of the procedure adopted or even to a redefini tion of the pancpla in some of their details but it an well be claimed that in their general application the procedure outlined is perbapa u sound a could poobly be devused from the point of new of efficiency of the Services and to morale of the personnel ·10 RECRUITMENT TO PUBLIC SERVICES IN INDIA A Studs paper submitted to the burdide of Pwllt Admistration Gorunt India Broadly spaling a universty degree in ar or the pure Mtencen, u ochentul qualifiainan for direct recrutment, pot only t the admmutaatve and the accutive Servica . Lodz but aboo to many of the rub-executive bod higher denal Services For the lover cercal Servicen the sademiaal quali fication required rather mtermedate na arta or erat, or. matriculation The cause levelled against the present syutem that it encourages far too many perrons to study for university degree, rerulung m overcrowding m the utuveroud and fall in the standard of higber eduaboo Further that Loveruty education u aot wally required for the executive or cenal Services, and that a great deal of vutage of time and Certy of young perions vould be avorded if they were enabled to enter auch krvices at lover educational level and thus to acquire wtule they are all you the knowledge and cu needed for work the Service. The mua ate in support the recruitment rystem in the United Kingdoro which de Agued to leak recrutent to definite stage in the current education process the acronutritive con taka athere of the best products of the carretes the executive clan with come exception dann its recruits from the forth faceam of the secondary menunar schools the dendal clux rostly from the lead bright products of the Ame schools and the mab ckencat cadras depend on the products of the modem md tech. nal school. The age of catry to ach of the clasa u ako Adranted to the college and school lexing agent 2 The other new that with some roodification, in regard to the lover adres, the prescat recruitment tytiem should continue. The relation of the actuational contem, it poed, bould be determined by brood educational and soon! coonderstom, od bought directly and Dot through altering ·recruitment qualifications. So kog u the educational matema rieldo graduate n dumber ruffiaent for meeting require ments of the executive, rub-crecutive and the higher derlal dure, it is in the interest of the public service that there dore should continue to be banned by gndunter whore intellectual traming md attenmatt mod greater maturity annot but prove ureful to work in the Service. The fact that proportion of posts in the ministrative and the executive Lervice u filled by promotion from the crocutive ud lower Service rapectively i ured u another remoo for retainmg degrees en cuental qualification for recruitment to the Cretrtive und the higher clerica) Bernice 3 The ral area of dosegreement u confined to the executive rub-executive and the bagher cercal Service, and it may be copudered whether a degree abould recomana qualitation for direct recruitment to all or any of these Serv.com 4 Tbere n yet another point of view which while re cogrusing that the bughe executive od administrative Services require matunty of outlook, intellectual truning und back DORON of kpovledere consider that where appointment to thome Services depends on the results of a written competitive camalog, . unrvetuty degree abould not be trubsted upon. The intellectual and other qualities would, in many i cze, be terted at the competitive automation, and stea an. univeruty degret it is argued, only leads to overcrowding in the anirenties 5 Direct recruitmeot to the administrative od most of the executive service is made with few onceptions on the raut of competitive ampution, the scheme of which to baxcd roamly on the Ideas that there should be (a) a test of Intellectual ability and scholastic attainments through a written camrution in rubjects of the andidates choice which might not brve my direct relevance to i on kivaot work (optional paper) ·14 nd perhaps more deceave importance then the written intelle ctual tests. The u bome out by an waly of the results of the I A S. od the Allied Services animation held during the yaan 1947 55 Roughly spaling me out of every five candi daten qualified at the written text, and was called for mterview od of those alled for internet two in every three candidates were dunqualified Many of these disqualified had done extra ordinanly vel at the writtm camination. 8 The questions that anse for consideration are (i) Does the general where of competition in India require any modifiation and if vat? (11) Is the conception of a personality tent at which andidatet who do not give cvidence of certua personal qualities at an interview beting 20 to 30 minutes are disqualifind sound one ? 9 Graduate in agriculture and civil, mocchanal or clectrical engineering are digible for the IAS examination but those in other branches of engineering or technoloty for Instance chemical cogineering or metallurgy are eligible The argument caually advanced on mupport of there exclusions, is that the audy of profercoal and technial rubrecta doct pot are the degree of personal culturel outlook, required in un adrimetratrye officer and chally found in graduatan arta or the pure sciences Agunst the toponted out that the scheme of the competauve camination in such that I candidate wbome interests are confined to professional or technral nub Jects, cannot possibly get through, u be will have to take some optional paper in objects outside his profeswomal od technial pecuality to do rell in the compulsory paper, and to the ut the personality test, that he has come general interest. It b further urged that if i degree course in commerce can be regarded a providing libenl educaton, and one likely to develop a broad cultural outlook « courke 10 engineering or technology ought not to be considered to be devoid of cultural value or incapable of developing broad outlook To the arfument that entry into the dm distrative Service of persona ·15 telyt trator with technical and professional qualifications would involve wastage of highly truned manpover which is in abort apply the move given in that not many ruch persons are likely to roceed that persons with tecboiaal od profesional degree dould not be allowed to be a feeling that the door to the hugbeat Civil Savic in the country has been firmly dowed yua them und that i omall number of technically qualified perrons comme into the adminuttive NTVICE vould bring with them something of special value to those wervice. They would not function a specialists but they would wo to mpak, aceful bridge between the peenline and the adminstrative and politial part of Government Technal problema, it an added, are bound to nume incoming impor tance and that, while that is no reton to look for technoscal qualifications in admitustrators it would be equally wrong to corunde toonaal koowledge a disqualification som xdmine The point to be considered 16 whether persons with technical and profeuronal degrees should with or witbout any dlatinction be made eligible for the vartoon murcutive zod minutritive vermiert. 10 In our defence forces there is a system of recruting cadet between 14 16 of age wbo after a truning of 4 year, are comina Loped into the Indun Atury Novy or Air Force Tbe truning u boch gedetal and profesional subjects, the object being the atta nment of the requate educatxonal standard, and the acquiston, at the more time of tbe mental moral and phyval qualitio crential to the propieture and contoued development an officer It u ronctima supported that a similar system should be adopted for recruitment to the administrative service that m other vordo the State should take charge of the education of its future admiontratos by atchung them young Agint this, it orged that it would not only create a feeling of curreneu roof the admin trative Service, and thereby niden tbe pull between them and the public, but would also depive the future dminatnton of the benefit of truly liberal education which the unive me ·16 pronde partly through opportunities for dose contact betveen student of different discipline, and with diverse um upin tions and interest. A trunmg Lademy howsoever well equip ped and staffed it might be would lock the under ind cul turul aterosphere oft miyenity and would promote intellectual Id-breeding, rather than a widensag of outlook mod interetta It is further Aid that the virtual bu of prospects of entering the administrative Services would have a depresang effect on utvenity student ind increase the knee of frustration that already costs The turretion may be comidered in terms of its likely effect on the rervice well u on morenity education. 11 A certam proportion of the recruitment to the ad m nutrative and the executive Services u by promotion from hower services While the proportion in the air of the ad minstrative Services is only about 25% its wually hugber m the case of the erecutive Service in some Stata, in fact, tbere hardly any direct recruitment to the State Cine Service One view u that there should be more recruitment by promo tronths would inctere the neentive for good work upongot bisher aadres tried and tested men who had proved tber vorth funct oning i aviserviata It is also kmetimes Aid that while acquality of educational opportunities bandscape talented person from the poorer duper in direct recruitment to the bugber cadrta they are able to prove their real worth ona they are in service od that more promotions are therefore likely to "democrate the higher cadre, without lovering their efficiency On the other vide it is urged that work m rubordinate apaty grver to crul mint a sestricted out look and approach, and that he willy Dot able to adapt han ell to the requirements of higher service and to get their due share of the cream of the tmrranties the bulk of the recruitment to those brein must be direct for a talented young person vould not ruh to enter the avil service at loter level ·17 12. It has been pretted from time to time that there thould be poche orer15 lateral iteruntwent to the bugter grader of the administrative Services, regularly The object of the recruitment would be to bring into these service perico who had dutinguished theroselres In other walls of life. s the nomlemic of the industrial but who possetog rptitude for admin toative functions, whed to change their profmlon. Such men, it aid, vould bring new ideu end aperience into the Service, and act amout theful lerven The pocots urually urged against this aretion are that it would be diff cult for much person to quart the outlook, and master the techniques and subtleties of public administration, tod that overage recruitment would have to adverse effect on the pro pects od therefore on the monie of the regular recruitu 'In a large and complex orgrimtion efficiency an only be schreved and maintured by a continuous ad conciou effort of leaderbo kod deteton from teplor officer. It is not mufficient merely to have good methods and clear instruction As in many other bares of activity the great problentbe buman ane and the greatest need to to recruit and train thone who ac laly to be thleader of the future -SIR HAROLD EMERSON (in Thys Kusistry of Works) ·RECRUITMENT TO THE INDIAN ADMINISTRATIVE SERVICE By IDMAPAT I C.. Principal LS Tratning School (1919-35) Gort of India In countria with politial orgaution of the federal type tus wual for the Federal Govermcat and the Govern trents of the conutitoent mits to have seperate organised urice for the administration of the subxecto falling withm their respective sphera In India also there are Central Service to administer the Central rubjecta tuch Defence Foreign Affan Income Tax Customs, Ports and Telegraph etc. the officer of the service are exclusively in the employ of the Central Government The Pubjects tyrng within the facld of State autonomy ruch us Lend Revenue Agriculture Foraits Education Health and the like are adminutered by Sate Scrvica whore officer wre excluarvely in the cmploy of the differtat State Government In addition, India aloo huu in the All India Services 1 form of persoanel orgaduration perhapa unparalleled except 10 Pakistan Darbely crvet common to the Centre and the Staa-componed of officers who are in the exclue croploy of netber and may at any ume be at the disposal of either One ruch 4 the Indon Administrative Service commocly and convenicotly referred to u the LAS The coatrol and management of ruch pernic secer nily joint cooperative ular Thr Servicc u arcted in the form of number of LAS, adra one for each Stute. Initial recrutment is made by the Centre on the serults of an open competitive crimination conducted by the Union Public SCTVICE Common The officent so recruted are flotted to the different state cadre. The strength of each cadre u mo ·19 fred us to include a reterve of officer who can be deputed for service under the Central Government for one or more taure of three four or five years before they return apua to the State adre Thus Darts that the Central Cortiment hon at 10 dkpool the service of office with firut bend know ledge and experience of conditions m the States, while the State aloo have officers wbo are familiar with the polca md programmes of the Central Government. The majority of individual af cers brve m opportunity of Djoying at least one pell of duty under the Central Government many hone more than on arch spell Another distinctive feature of the LA.S. w that it a mult purpose ATVIcE compared of generalut odminstratory" vbo are expected, from time to time to bold parts wivalving a wido vtonety of dutics and functions C. matepence of Law and order collection of revenue regulaton f trade, commerce or ndustry welfare activitia in the field of cducu ton bealth, labour and development uod cxtcosaan kost la uniculture and rural reconstruction, Tbe method of recruitment combine titten in tion of a high standard Including • viety of rubyects of the cand.date soran choice, w th a arching pervapality test by an interview boord in which the candidate must ceperately atta a a minimum standard. Thus ercurd that the young mod recruited to the Service pouco Dot only a bucle level of intellifence and academic leading but also an adequate muur of the qualita of personality and carscter auch a ducerament, darity of thought and expreomon, intellectual integnty self confidence rell ponction breadth of outlook and some of moral and mogu values- qalties which must be looked for in pertama bolding resonable adminustrative potom in any davocat care Statu.

·LEADERSHIP IN ADMINISTRATION BY KN DUTAN The custence of a large number of curate otpunued Services to deal with reparate subject has born one of the maapal characterstra of the structurc d pattern of ad ministruoa m lode. Memben of these crv ocs cte reowted at the best stacts uod had a natunl corectatoo in due course to reach the highest runco in the Department con cerned provided they continued to perform their allotted jobs Alufectonly with due regard to the rules regulation and pronenbed proceduret There were ocrac nal instance of individual athcen being actuated by a rol zeal for public Levice or for uttamine consciously thought-out and well under stood public coal, A Consklerable amount of cont d corpo undoubtedly er.sted but the man foro mtrvaunt individual cffarta corunted anost potirely of a desire secure the good opion of the superion there's nothing the path of ad ancemeat and the far of punitive consequence descending upon my duobedience of an order or departure from the rules and procedures The Hards of Departments and senior officer produced by such a system did a very good job of Lesung the machine ruraint and cnsuring that rules and procedures were firmly follored But it u hardly pour.ble for any onc to ay that they had any need of indination to exctcrc les tenhip in the real sense of the word Such a stat of alluin crved admirably the specal oceds of the tauc lry and order stato as st then curled With the meant npid pantion of coverarscatal functions in general cod of the public sector of industrial and commercial activities no particular the system of sparate orpared Lervices w gradually breaking us but the old ·21 mantence on the fact obarvance of rulos mod regulatoos 4 1 news of ensuring performance and integaty will peaesth La dhe shpence of the old collave force, the crophust a compliance wth rules and regulations produce anly an out ward comfortanty without instelling in the publc wieOp 1 desire to improve pdividual performanct The rules beave helped to regulate the conduct but they have fuled to promote Cryttallation of etutuda ad peapectives o encentral to the contribution of the best human endervoor istead they have Teulted in ampang dul initiative and ability But however perfect be the futem of adminitraton permoond performance annot in the changed circumstanco today rest alone on the efficacy of controlled mecbanana bared on the concept of unity of command, it i equally crentul to rupplement them by leadership capable of providing . motivation Etronger than that of mere afety of materu Teto, II The role of leadehip in benghtening individual perfor mence has been well understood the Army for a long time. While acceptance of authority # incestrais nied into the Ja du tbcy came to coopt it willindly because authenty bere muruably coupled with utbutes of personal leader whip At no turne 18 thus mors petent ihon dunne saia) combat when the bent A Wong on of the Ant by a dir play of qualitct such an valour courage and in Indomitable Il to win, by the leadky end not by tho mero imposition of may formal authority from above The boy-onte of personnel roomatralon in the Army is that people are not just ardered but nepired and developed to obcy They thos develop Kto of poltive achievinent and action-mindedne which are to gharusly sent in cul administration Tbc Orience of the Amay Ma pointa to the need for the abandonment of the cotiquated approach to personnel administration and se Necment by a pontnt and bold humanied in touch to that the acceptance of authority become a oluntary disarline ·2 kad pot na mene impostoonThe new approach should um ut developing the personnel ather than troting them a meo con in the adminutrutive machine Wece today in the midst of the seatcly ciatin experiment of mational development sod thus m bola frase 1 state of emergency than the one created by wat Greater therefore as the need for leaders Administration to hartan the vast stores of human energy for purpoco of development Adm s krat ve leader hip assuma a unique on face in www of the importance attached in our democratic Republic to soublc cooperation and pant c phat.cn in the smplesentation of programmes of nafsonal developit Leadershup m acmar tot tranulated into practcal realitoa mpl a that de mu huu trint and ntulty in them to be able to tap the xnke potrolalilor of human endeavour fut crcat ! Hy duch enthus am and at for wyck th y thould be bl to infret the more tcas they carouand eth o poncetre pirit of endomycur and towarda faat of arm n strat se achement Thx arst capatial coust if kadership n admtration is the qual tst ne rc in men a core of prces er of comp hment and a ni trachom of hay ng och ered sortxeth.se n the rerfortrance of the daily dute The mccaras amputation of tas by clert the wdfugallo noting on filo by swisie wat ru concoction of mixture by cu radtec neli rat ubyschise fer beyond be Cd te ken the performer It mit urna tbc leder to -hhrdib rulc percolatc corn to the humblent opxmat sem that the em sentrert cccauiry for the inculcat on of a cre nc acated To tin th- lor lty cod dodion of he start the kicker but for a hgh dece of sucnly bycilvsty porn niet E and dypamsm, u uko ability in his fick of work He must also doplay is understanding of the human mature and FTOW Frictions, a un beurted proach to the rooul ·23 problems of human and I fraternal but stact attitude n dealing with administrative delmquenca. Above all, be hould be able to shift the focus of attention of ha employees from getting along with wook to pontive ichievement mod termn rock mod thus rex tber nomor urge for better performance which are now bottled up on account of the ferr prychosi engendered by Lifeler bureaucratic methods of adminutrition Lostances of the important role played by leaderahip m adomlstation at not backing Very often we food miracla of wdromutrative ichirrements performed by unto vodking for beyond ther normal copatia sunt because their leader bas fucceeded in mfuping in them a harmony * Dench of mind, ochential to tam work. Thus integration takes plaat, not by the formal authority of the 'bon but by the catalytic attri buta of his leadership Such attitudes an bardly be impired by regulation perfecta rbo with th concern for the ritual of burrcucracy bore administration on remote und borular control od glorify the importance of piece of paper thu dumming their own won of human ralita By thu dehumanaing dmmistuuton tbcy only pucceed in cung the gradual atrophy of talent and inituative at lower level of administration, TV How then ure we to ut about acting leaders in ad. ministration Leadership is not a mere fusion of certain special attributen though it does mpy the poression of qualities Me far-right. Vitality understandins, Ledstrvity forbearada ability and Integrity Above all there must be the will to land which comer only by the development of the abort qilida La conditions cooduave to their growth. The development of the Latent attributes of landeship though ponsible dunne the training persod. Is not vbolly ellective since deontyeen mod deh, which are o actual to leadership an only be noqond by their actual exercite mdet tal conditions. It a, therefore, dearbk that rutable ·24 tunitia should be provided within the administrativt hierarchy for the development of ladership Men of special pentahould be chosen att young age and provided with exceptional opportunities to dertlop their talent to that scmmutative ladenhp of bugh alike md ruffiant arength wetailable to the country in the par future. It 1 cment to develop laden not only at the topmost echelon of administrative hierarchy but also at the middle od lower levels, in fact ma cvery office where things have got to get corpg It a coly then that the whole seministration would be inpured by 2 new wrac of purpose and cared to a higher level of activity The above plea for the development of herdenship lo adminstraton bino vy a advogbon of . Den hybrid fart of the much debunked personality cult Fo from it, at u tbe advocation of the development of certain executrve attributes and perspectives on the part of the mans who have been entrusted with the arduou tuk of Edmornistration in democratic country Admnutrative leadership tould lift the thunking and vision of the rank and file of avul servante above pedestrua level Dynamic leaderuhip has taken the country through political revolution, what we wanted us all pervive admloustrative ladenhup to enable the state to modertake rukcenfully the manufold take for developing the national econocory ushering me wcaliet pattern of rocacty ·THE PERSONALITY OF AN ADMINISTRATOR By C. LAJAGOPALACHARI Vallabhbhai Patel was gett man. He worked for the deliverance of Ioda freza foreign rule and he lived to me it fully achieved In the work of reconstruction which followed bmw to the intention of all the Stata in tbc Indun Union About forty yun yo Vallabhbhai Patel gave up the legal profemon when the Motherland wanted one of his type for the ggmtic struggle for liberation. But, along before India could well get on without him, death matched hu from u. It wus maid of Augustus that it would have been better for Rome of Augustun bod never been bom or bad peer died. Thu an be and with mat truth about India and Vallabhbtes Patel It u not intenried that the article abould deal with Sardar Vallabhbhai Patel life But wbat I shall talk about today vil the efficient idm bustration of our country rubject uppermost in bis 101.ous mind when death was relenthealy approachung him. If one wrote a book on my sobrect it would be • pire defect of anything important and relevant to the rubycct FETE amitted. When writing a book one must be areful abo about the amount of empham that it laid on each wpect that is dalt with. The render mind abould be left with no bus but cariched with well balanced thoughts. In a tulk of the kind ope Deod Dot be o areful ad lapa nll be excured. Often it bappens that when re abast dy dal with my matter putting all the pros and cons jaatly verghing und balancing thing one opainst mother in a careful pod proces may re shall have done juostly od red bat ut kovo mo torulding positire efica bebind. This u the evil of too much ·26 of balance. We five mformation but little gudence. In fact ve cente plenty of Joubt ad cutie zod no momentum for mutative We barve turned the British out and we have told all the people of the land that it is mood for that that they doo govern themsela But after thought lands one to vinde donba. Our hopes am beralised only of and to the odent, that the adoninistrative set up u studiсtory If myooc nvestsgated into the question what most people in lod dette cgarde Governmenimdo they want demon cracy do they want a Federal or a Unitary Government do they want the American type of dry or the Bntrah and woon? I guest wt shall we beat the people wat hoort efficient prompt just and sympathet.c offiate, and they do not mamd the farm of Government The Cantt.tution box been rettled on tht lot of democracy un Voyal adult suffrage berg the formada tion thereof The selection of sepresentatrves who wli weld supreme pover ia lex slation u well as ameading the Con stitution itself, is m left to the people every individual a judgment washing the same as every other. No qualifications are prescribed for standing a candidato any one may be elected. Somethme like the prinople wdałyim the wave! portal rustem where d stanco don t coust a mom will carry yout pont-card to the neighboxing village as well as to distant Calcutta or Cape Cortosin, the dance md d fferences bet wete man and men are ignored so far us the power to clect spreplatno u concerned. That sa settled and final fant not to b disturbed til mother Plato o Manus born. What I shall decuss about u the type of my required for the tufactory adminiftntion of tremendously big area and bag population tich w India is or even angle State Lake Bombay or Uttar Pradeb of Boogal is of evra the reduced unit down South. In the selection of personel to fill oficial posts be it judical or executive the procple of murvernal equality in the caforced and qualificata do count.

·27 The people expect u nix in the gepeal standard of comfort od thus too Dot for cose cher at the expense of other but in all claire generally uban as well as rural. Apert from techincal advanca leading to incremad average national income which will go towards bringing about e re in the Eectul standard of living, the importance of an efficient ad m.strzove organization is very great. No people an be happy with an incfficient government or with a poverordent that u not form and impartial The poychology of the caste sex and of clan differences 1 strong in India. Au the greater the need for firm ad impurtual officials, and the compon proplo know the For any adminutation to be good and efficient a a whole ve went the right type of The quality of the men placed a position is more important than the lay ng daan of rules and methodha of opention The coste consta u hard reality It un ta and dinde in a very real manner today whatever br our pool Aod today it is most Important in matten of administration. Short-ughted favount and concies to produce contentment omong chact ud estas will be VCT) bort Loved and deter orato into a constant rendetag to intrigues id factions fut do not look to the real efficiency of the odmirutration Several cauta hrve combined the level of comfort that u umed at in our country unopf all come now Although needs have gone up the national income has not materially incitar n that proportion. Hence the mental condition of our people ofter the shie, cept of complete Indepencace u not one that an be dkraibed at all ox hatty Thou parcally in the case of those u be bave received scbool or college education of any kind Relir op is absolutely corental to drive mrry the fog that Currounde the truth m regard to that we really reqwre. It us not leus important than the devient of way to increase national prodluction in all directions The spread of a whee of trum ralucs uod the den lopment of adequate pintual stregth fa to ra tc ·2. facing the struggles that are cite jooled u lile can be cond only through education organised on night lines. Apart froma relmon an 1 hand education of intellct adl - character pod adminstration 1 cry important It u important in all COWir hut in our country it is must important An client end just cdo a dirt x can mie un fox a great deal of un pppear and frwtration in other respects. For the gum nutration to be dicent vt requ mth. night sort of man to be in portion of paret ad retponsiblry Whateser ray te te cved or raid in the person or thought Lexonicus of th hour that often posses for democrack thought theee mca mut ooo froto our argan red bocher educational unctitulars Splend à septi003 mtcor like somncturna appca Loodetc and organer - th Herculean strength come up now and then vihout any of th but little scadenuc education But tbce are exceptions The general rule u that the .ca we require for sumang the administration mot corde from our higher cjucatonal institutions. They cannot be Sot at elsewhere The type of equipmcat uod mental make up that we require for pool idmantraton must berefore. be Lent and m the orgamation of burber education for these cannot be obtained for them clicthere or later after Iteu tocat What are the requirements we should demand 10 good administration ? Character is fundamental requ.rement And, fundamental requirement i mot mportant. We cannot let fundamental tate are of themselva. But though character ni buic requiremeat, it abould be remembered that it u not the decurve factor that maka i paron specially fit for administrative tasks A very pood Doen Daypot be fit at all for being entrusted with admiuttise Itqandolity in the av? buster of the State even us obrout the cate in the conduct of military operation. It would be entry but pertaps dangerous to the campa of boona men who fuked though they une persons of undoubted food character ·29 After thit has been ud ind admitted we are opt to think that sound technical eqwpment 1 the decisivo factor in ach deputment of the public servi e. But it is not o. The specul equipment repared for vinow poble are no doubt indupenable. But experts canot govern nor can they be afely allowed to cover though they may vah and if permitted to able to dommate In administrative key positions the special technical equipment that comes into play in the department is strangely epough by po means the caventual requirement. To give only one example the man responible for the fine and repid development of the Electricity Syutem of the Madru Saate va not an electacun and an electrical tngmeer could not have done it What ierrentual at the top is the capacity to judge upon relevant advice od to decide promptly and nightly acutive matten Jud. cal offices are not the only place where the apacity to judge is mentul To decide un matten executive quickly and correctly unguft of the gode And it is this that makes a good administrator IA analla well - great affain he proven to be a pood wdminutnator who han tho talent for right rudgment and quick dec non It ry be that this curly training an derclop thu quality But I am inclined to think that it u congenital quality and all that we can do is to find it out <bere tants and make use in of it. Those who are in the employ of Government is vanous copecter lo the concerned branch and the people who are affected by the course of adomustration must know ad fcel that in matters of policy o vella in July administration they can get clear and bioding docu'cos without delay or crustration and that there nH be so mang about modification md counter orden ruling and terning and modifying decisions ance reached. Speedy decision does not mean beaty dedisson, decudo without the consultation or diamon. The administrator ahould have the opaty to obtain the beat out of his expert ·28 facing the struggle that are CCT moked in bf na be won oalv through cduzuen organised on right lincs Apurt from reksion and wuod cducation of intellect as well as character goal sdrun ut atan 17 important It is important n all count on but n cur country it is most important Ancffxcet and sut rom na ton en mole up for a treat chul af unhpp ner and frustration in othct respect For the adm rustration to be efficient at aqur then nght sort of mon to be in position of art and reanbhty Whatever may be felcsed or sad in the tou.on or thought letrams of th hour that often passe for democratic thought thac mca must come from our counted fugher educational inst tutions. Sprend d exeptions meteor 1 kc samt appear had an orginakts th Herculean #moth comnc up now and then bout any of wth but iul scadeau cducation But there are exceptions The general ruke u that the men we require las running the administration mit corner from our hugher educational statutions They mrmot be But at clocowhere the type of equipment and mental makeup that we require for good administraton must therefore belegt annd in the organizatora of hughe election for these cannot be obta ned for the elevbctc or later after recru.tent. What are the requirementa are abould demand mn. pod adminutrutsa ? Character ua fundamnatal requ.remont. And a fundamental requiresunt u most important. We cannot let fundamentals take care of themacives. But though character u. banc requirement, it should be abcted that it u not the deaure factor that makes Denton peaolly fit for administrative trake Very good man may not be fit ut all for being entrusted with admmutrane popublty in the avul bunnen of the State ce un byourly the caklatbe conduct of a railitary operation. It would be cury but ratas dangerous to give wamplas of knowo mo who fuled though they are persoas of doubxed good bunkte ·33 before thu, beawe the problem I hart daalt with ur very old problem. What I have ald applica not only to midaten od admaniatrator in government, but to admaintriton mall bag nonofficial aromato be it of mdustry or distribution of the port or other service. The day of bug business may be thought to be over on account of the Congress resolution w to the pattern of a roaety that Congres vaata to build up. But bo reality it is not the ar Beg orgmation on will wanted md will continue High taxation and low pe profits are no doubt deterrent elements for pervate enterprise But though profite do not toy longer accrue on the mi period scale and though tration is growing herver and herper with auch budget, big boonca ho ito attractions will no lone - talent Cut there is a vocational call for big butiner m which men annot my nay profit or no profit taxaton a do truation Big banco in that make heam updying future Humon mature ben a yoterou quality for it Self mterest and profits attract. But man is led by a matter within, who u all powerful and are pot for alculation. Bug me will continue doing bug things btco uno they annot help it. Good administration is Coolmon problem for private enterprise - wel a for the welfare State. To the fundamentul requirement of chancter I made a bulef reference but did not che l opon it bcaure it must be preturned. It is true u led that t alone by no means equgh. But without it, let it be remembered, nothing else will muil It is like daylight which vo ere apt to forget an account of its very importance Character no important for admin trutors at every level, from the Chlef Secretary down to the last grade krvant, a solisht i to mery form of life.

·CURRENT STATUS AND PROBLEMS INVOLVED IN INTERVIEWS By DIL KUNNA Probably the first written record of an mterview of inter preted überally va m God. questioung Adam and Eve relative to their enting the forbidden fruit m the guden of Edeth God pumpou mu to determine wbether or not they were qualified to continue Isv ag in pandue Bence then meer views of one kind or mother have been poog on for viror purposes. la 10 euential an internes na face to face meetio Avoining both verbal and non-verbal interaction. In operation u axected to a definite purpom other than the atmfaction of the meeting stuelf. An interview wi atuation in whuch be haviour a mampled. Such a brond definition rupsents the Exstence of several type of interviews. Several clexufaticos do powibbe accord mng to the topic of the materVIEW purpose of the interview prcferson trang of the interviewes or techniques ined in intervi The classican also depends upon the direction and purpose of duction. Iespute of the doubtful taleptift Utility of the mterview it to being extenurvely used for mmpling behaviour I variorum tuation and for seeking information of vanoua kuandik some of the main wes of interview are basefly described below L Uue of Intertke bo Sekretho The Employment in The purpose of toployment mterview u to determine m appucanto put ability for a reafic robe. It 4 * but cantact The importance of the materyxew is equal to 1to frequency ·35 B Ta Siren herrey Thou a loglal outgrowth of trma m which we hue. Its theory bopplied almost directly to the prepuntion of soldies for battles by which they are made to atul moder Tow fire of live immunition. How can you tell how I soldier will perform m combat man be u tated in tonevat tummier condition beforebed? Accordmog to G L Pretman (16) the abomle behind a stron interview 13 — (a) The primary purpose of the intervxew should be the upprunl of , andidates ability to ore bus particular knowledge and experience ne sodal atuation. It should pertake of the nature of tal ect. (b) The interview should b: patterned u to abbat bebaviour relevant to the demands of particular job and onlations based therton should bare regurd for the attitade characterstic of superybos of the job (c) Since ruch mpects of social effectiveneu a stabalaty mod poise are best ondenced during tren, part of mterview should constitutt in miniature & strem situation C The Group Internier Tbert i at Laurt thret Lunds (0) Ope interviever and several interviewed (b) Several intervienen und steral interneta (c) Several intervieper and one interviette. The moond and third procedura are extensively being wned for selection purposes these day The first o not to popular it become rather difficult for i angle interviewer to observe all interviene. The second type 3 recally alled upon the poup Interview tent. The andidates we mien rarefully couco rubycat to disco imong themselves. The interviewen ather ut among them a silent spectatort or att hidden behood a onc vay screen to observe them. Each cmedidate orled a number of trut od characteristics on the burbs of his per formance in the group descuidon ·36 Harold Fields (13) reports the folloviy adrentares of a Froup uterview It belpo to apprais personality truits more effectively this a porcible in the upal madrvidual tast. 2 The group interview seara the candidate frota tenons that we frequeat concomitants of tests. 3 The group test lends itself to sporang ench cmndı date in the other mastead of being judged on isolated performance The thurd type n often called the board nterview There days many dry wlections for executne roban are made on the bous of this method. In thu aar a angle candidate u inter viewed by a number of persons Thu táchuqu n tao Largely etapkaryed by sarry univertia to cooduct what are alled oral examtution IL Uko of Interlew to a Chakal bertberg in the decal acting an interviews & face to face coveration between ciocima and the patient both of wborn tre attempting to trove xt come tesolutions of the latters difficultat. It an be considered under two beadings (a) The Dlagrante mine The primary arm of arch an materview u to help the clinican t woderstand the patient. Diagnostic interviews Tanpe in Babauty from fret inocutive mon of the paychoanalyt to the rigidly applied psychometrit tatt No dupostic usterview w either entirely stundardised or entirely free The form wed vasios u deven, depending upra arcumstance, the truuns experience and personality of the materviewer and the purpose of the interviet A diagnostic interview is always planned before the appearance of the matesvieriet Preparation templa that the stnter not the tactos my be planned in advance Tactia mem that which actually mad mad done. Tht mterviewing proces may be suppletonated by all aspects of the class study duam poruc text scores manal notes leport of the medical coo multina etc.

·(b) The Therapak Interier Th. vana with the kind of thaipy wed but the antral purpose to chape the bebaviour of the patient mally by makmg bim arive et ko understanding of himrelf Counselling interviet u abokind of then peutic In Williamm (45) dua thu relatiotabup between two people to which con person accepts the responsibility for defining the nature of that relationship md its process with the expectation that the other petron will be happier m the boog rum“ There is no abattute for the clinral interview No on her yet found 1 superior way to obtain dugnostic informa tan no long u the mterview is handled competently and over a long enough period. TIL Uso of heterrier la Pob Oplul and Social Research Interviews are being used extenerely for meaturing attitude and opinion by many polling agencies Operation of there is too well known to seed specific elaboration bere Their opations sing from herumg tbe attitudes towards hair oils to preudocy of Ameria Interview bave also been extenkvely wed in rocal trveyr - Kinsey (47) work on the sequul behaviour of homoupros ad Murphy • (46) vask on social teponi. in topla which are difficult to study by other men It may be pointed out bere that to interview pay be fitted exactly mto any one of there ategoria Every tbetapeutic interese involves constant nating md matyris (u in employment lateryaw) mod very due dostic interview requka continuous estimating a personality characteristica Problems in lotarkawtort Intervion bave been recorded and observed but not with the purpose of texting hypothes and making mengtal maorticott Tbt mat important team for the Booleat of the inter vier sit suplenty No statement can temple is the complicated structure of the Interview It ta dyoumis, oot ·40 Smce the um of kienet o prediction and control of behaviour it stunds to reason that of an interview u to be of toy scientific utility it must be wuid and reliable It is internung to note that is the dinal fiela till recently no merous effort Va mude to make interview wlid and diable Sonne of the studses that are af interat are mentioned below - Kelly and Fuk (21) in the study conducted in 1951 to Annarbor Michigan plamed nterv un to predict performance in almal prychology The rain coadunan n Neither of tbare interview ppear to have made an amential contribution to the chament proces Parter (28) developed a scale for different thing interview metoda und demonstrated that wch tyttemetr characteria top of interview methode can be made with an acceptable degree of reliability Snyder (36) provided an important part of the prototype of the definite studies of counselling which we may apect in future. He developed method whereby relationship bet vten the chent. preson and counselor responses an be Analysed In recent yeant Thorne (40) bus become mireportant contributor to the development of interview techniques Ho be provided a mual walytus of the non-directive trend of thought. In addition be bus contributed a member of rystem muc interpretations of speafic counselling techniques Andrew (2) pociated with Thome he worked out a ntionale for different type of resource with specific illus trations of bow and wby they might be used Ode doce not come acrou very many stadies on validity and reliability of interesem in the field of rocual research. In the industrial field (and sometima kocul) it hus been found that interview became mort reliable sod nld f pattemed a guided interview i ined. Thu technique is also sometimes called the tradardhed mterviev ind o frequently used in employment procesLa carentals in ruch an interview every move in very curefully planned before the andidate s intervieved.

·interviewer e gude to conduct 1 tundurdised interview 13 report i correlation betten the nnot cord of interviewer Vin arder to study them in identific IDOL. Tary (9) It is poucable to devuel mall number of cotton Lorto which the remad made by the utervitre, ad applicmnt may be cunfed tod this helps to the (b) It u ponubile to company materyn by dildet (c) Intervinut ble to food out where be has ondt (d) Tbo na vimet meer to control the length of the Lotaviru to a greater cent than doa thu upplcnt. Richard Olbrock (27) recorded our employment inter News and then aaned there. He also found this tortbad useful in telling tho Lotiver what he had committed to Such studia md other of amilar type speu thu tur Unt of a patitored mterview can create the duability and standarded interview heren reactions to question bare both carefully standardited cod maluated. When tudott montatottico to the time bech lantb o the Binet att ta penonel burve been able to develop lotervienam the only Intervaring will play a hluble part in catrol situatiora. that the questions to be uked by the intamer ut pratenie Hoyland und Wooderlic (18) bave dered dispartis ming the dupostie interviewers guide us 71 and the comments dodd are relubulity of the entert poort u 12. Harry W Daniela and Jay L Oto (9) recorded to inter found that validation of the interview jaterviewer KOD mustaka tako i Interviewing validity of the mterview data in fact Wooderlic "The Termin Binet inte ca text Horrerer i thu standardization is carried to the bingking HETER there bai denger that the terview will become a procedere.

·Without support both diagnostic and therapeutic effort will be relatively unsucceſ for pertber truthful nor complete data can be obtained from the patient who dos mot have confidence and trust in the clinican Rapport u e relatonship which must be muntanned and its atablishment does not guarantee iu conbounce If all the suggestions described later under the headmog trunmg of the interviewer are followed, they will help m establishing a capport, although it must be pornted out that thert are no puced rules of the thumb that can be followed in tabubing = rapport. Phynal setting has a very important influence on the atablubment of rapport. Interview should be carried out in plerunt Rurroundings sod interview should be well lighted and ranulated. Every nterview should be curied out in privacy No one like to wat beyond a repoble keagth of time. It 2, therefore encoual that i wchedule of appointment be made out so that noch waiting us kept at a minimum 7 Trading of the Interier There has been no nufiant Audy w far to luate the characters of a good mtorvever But many wntent have made suggestions ab what interviever xbould do ar bould not do sad box buc Abould not Dale w Purcell (27) my that no interviewer abould be poyeboanalyut to the degree of koowing at the moment bether the interviewee n nervou, Enghtened or destructed in any otber way thus chung the interview to be difficult. Newma, Bobant and Cameron (26)ay that an interviewer abould be well trained - (1) interpretation of text data (b) evaluation of background and personal history factor (s) evaluation of personality dancerata cod pose cbooeuntic treaca Bingben und Moore (5) Tiffin (9) Eorpery mod Reged (30) od Peal.co (13) mention certain points that abould be ·According to Edith or Mercet (12) "A strong feeling It Try often be unwrite to overlook No matter box Impressure the battery of tot there are tro thing that an be refortand cats by the loterrier Sting tatt terelts together in tified recruity borbe to mlod before the interviever starts the interview There sugestions are summarad mod given in the Appendix Somc vnten hivo rugpested that interviem be ather wholly or partially docarded. Kelly and Fut. (21) finding have already been dicuned Rumquist (31) contents that an intervios should concern with womething that cannot be metrued better by some other ry and come to the concluson that mtervient should mea rure only a process of social interaction and nothing che But it a worth wtule to nota Alec Rodgers (1) remarka Lbout ruch mattutode Now to those who from their ivory tower campaio with iconoclastic fervor ugainst the interview and urgt upon w the grat ment of objective taste thus moky keem to be betren ment remart (refernng to Ka Ly od Prks concluroon). Let they may my drop thu interview notenue without more delay and get down to work. The implications of Kelly od Fink, important nyestigation are very clear and the con chunon to be drawn is incapable The interxer wezential for checking the queste Honnaire entna for giving information for watching happly uod demand for improving morale, very often became it L vested interest. The interview has the tremendow advantage of inclusiveniens speed and flexibility It taka mto con deri tian mocha wide range of factors then can be readily tested Abough oost of these eft isteherant cod most of these liable to Donloterpretation) perskats that an individual in judged most fably if be presenta bitelf for an interview the strong od If not necerarily well founded belief Fint configuration mod cood, compostag in the organ N ·48 1 In the light of the abort discurca the current statu of interver can be tummarned us updet A pat dal of confunon puts us to what an eod conot be done by the mterview 2 Rescarch on mterview u necikd 3 Interview remains popular despite its questionable reliability Alost probably interview will not be abandoned because of the curronty to see "the man m flesh 4 The valid ty und relubility of the interview may be highly ppcafic both to the utiation and the mterviewer No turverally accepted or fixed correlations can be taken as a anterion for deading that the interior is very useful a entirely worthlen. 5 An interview regardless of its length and purpose should be conducted in a standardocd fushyon an far a possibile Tho prevents aimlens rambling lengthy digtomtoms, and the ponibil tics of omitting important urea. 6 The mterviewet must be skilled in clienting full and complete information from the interviewee in obectving mga ficant behavious ind in gathering all of the information developed during the interview with that available from other sources in a vald prediction APPENDIX I know the job analytus of the positions for which you Interviet appl aants 2 Derent and run the Interviezee confidence. 3 Have a general plan for you questions, but eacute the plan with greater formality than u common in busions 4 Be at tax od try to overcome any diffidence on the part of the pplicant. 5 Bu frendly and interested in the Interview & The mtervever sbould appear whuned even though many people tre vaiting to we hire 7 The nterviever should accept whatever beutnat od balting attitudes and idea the client pute forth and abould Convento ·Now to those who from their Ivory town canape go with iconoclastic fervor gainst the territw od upo tpoa berven fent remork (referng to Kotly tod Faki coochiaiona) Let or bey may bay drop this interney no Without The mtorv 18 central for theding the qua tioanalrt catre for giving information, for matching supply od demand, for METUVIDE morale very often benne it rated interat. The interieu ba the trendous advantage of closeness, speed and fabuty It talo mto consider tront much wider range of factors than con be readily tatud (though most of thet are relevant and most of these bable to According to Edith of Mercer (12) "A Dog Seling pent that in indiuidulis judged out curly fb proutsts It ry often be true to ou lock fro thoog that an be resfortred coly by the totaVICT borde in mod before the interviewer parts the interne These muggestions are no maried and given the Apperetet Sosor wten have muppeted that intervient be ather wholly or partially dwaarded. Kelly and Fuk's (21) diaga bare ready bera documed Runquist (31) cooteade that an interview should concern with something that cannot be measured better by some other way and comes to the croclusis that interview would be Rose only process of ocul lateraction and nothing chance But it la worth while to note Ales Rodgers (1) Etude about tuch un attitude is the great ment of objective test thu may koera to be a more delay and get down to work. The implications of Kelly und Fuks mportant maugoton e very clear mod the con cluron to be drowns Descapable. talenterpretatoo) hitocell for an interview this stroag and if not necessarily was founded beleef No matter bow impune the battery of taste thert te First fitting test renula together in a wobed get cabaton od mood, coopeuto the ·boa for the necesary artifocal nature of the text situation. At the present time it hard to imagine how the interview an be duarded in a dinal unatroa. If mterview camot be caly docarded what the way out? That is the crucial question. The newer on that inter View whould be made sacat G. but bow? in scientific analyzn of the mterver the interview optat be coordered a complex aperimental utuation cerclopmg many rables which are n constant interaction. These verrabla must be identified and dealt with a rytcuts A-rit Peroval M. Symonds (34) FUSTE that at wout bour la mund the following factors while tackling intervion in a scientific minnet A Factors buhrret bad nebert Age of the subject, 2. Intelligence of the Rubject 3 Se of the subject 4 Race of the rubject 5 Socio-economic level of the aubreet. 6 Language facility of the fubject. Emotional nerd of the pubject. 8 Emotional recunty of the nubject. 9 Subyect s attitude towards the intervieurer 10 Subjects previou acquaintenee with the interviewer Purpose with which the subject comes to be inter viewed B. Fertors Lateral bruke bunker 1 Age of the interviewer 2 Intelligence of the interviever 3. Sa of the interviewer 4. Ruct of the intervxver 5 Authority of the intervieve 6 Personality of the intervaver 7 Social outlook of the Intraviere & Ptychological destandmg of the Interviewet. 7 ·1 1 9 Interviewers previous sequentance with the pubject. 10 Interat of the intaviewer in the abject C. Factors to ourd donation on which the henter canchacted. Place of tanterview 2. Time of the interview 3 Penons present. 4 Fint revod or pubeequent interview 5 Expreriods of the object directly preceding the Interview 6 Voluntary ne ro voluntary nature of the mterview D Frotors en form and content of the Interier Content of the question. 2. Form of the question 3. Interpretations togrutions, ud otha raction of the Intern 4 Teliny Arbrect purpose of the intervxew 5 Remarks interpolated by the interviewer Some of Symond , facton are not operationally defined unds for posible they bould be defined before actual retearch on Interviewing undertaken. These are some of the rurablet wh ch can be studied in the interne Others must be inferred through a thorough knowledge of pro ad port interview Atostrors on the part of both the terriever od the interviewer. It seetra ea impormille tak to coouder all of the factori pent but not even the most ngorow of the poynal narcocat doa ith It xbould be poolble bowever to select those which are parcothy Important ad matematically study theo Tulling of these problemos Bandle ) ory There problems facing the iodindul contemplating a study of the Interview are of frightening proportico and be could not be alled a covard it be withdrew to the relatively elementury field of ttomic plytes. The 1DITVIY rascarch borever hoold attract both the food hardy od the bove."

·48 In the light of the above discurs the current stalo of intervin an be found under 1 A great deal of confusoa auto to what an und cannot be done by the Intervie 2. Rokearch on mterne le needed 3 Interview remains popular deopote te questionable reliabuty boxt probably interview will not be abandoned because of the curiosity to see the man in flesh 4 The validity and reliability of the mterview may be highly speafic both to the situation and the enterviewer No universally accepted or fixed correlations on be taken. criterion for deading that the interview he very เEะไป a entirely worthless. 5 Ao interview repodlea of its length and purpose should be conducted in a standardised fabion as far as possible. To prevents aimleta rambling lengthy digremond and the pow.buitxes of omittmg important arets. 6. The interviewer must be skilled in diaung full and complete information from the interviewee in obrerving ogru ficant behaviour mod in synthepung all the formation developed during the interview with that available from otber ouro in a valid prediction APPENDIX Know the job malym of the poor troms for which you Interview oprlanta 2 Doterve and gun the mterviene confidence 3 Have a general plan for your questions, but execute the plan with greater formality than a common in business conversation 4 Be at the end try to overcome soy dufbdence on the part of the applicant. 5 Be friendly and interested in the laterview 6. The interviewer bould appear uhurried though sony people are waiting to see him 7 The interviewer bould accept whatever bentuat and balting attituda mod idaus the client pat forth and abould cen ·49 1 apran perther monal por ethical fudment nor peoval a drapproval of these den und attitude. & The mterviever bould express the climat Cerverational equal during the interview 9 Extend a focodly greeting 10. Do not let stereotypes balon ar label, othe your dectrica for you; determine your own pprunl of the applicat 11 Encourage the applicant to give detailed rovert and keep him to relavent material 12. Alway have control of the interview 13 Bo cert. 14 Almuy be calm and usdisturbed as the interview 15 Prepare of tome mempata chedule of qucntico 16. Give the appliamt your individed attention 17 Be courteow ind bainon like 18 Une the interview to determine attitude opalon trend of beliefs 19 Be not that you wonderstand uch statement of the applicant as you po kong 20. Keep interview appoustment promptly whenever you make them. 21 Do not be too only mtafied, be sure that your questione in completely enovered, Follow up lande ge by the pplicant 10 ht Kattocate 23 Don t ek question that to be invested by more relable methode 24 Ure the laterview to run accene to objectint data 25 Make the interior a two my fairs, Glve the appli cant pomc mformation about the ampany and the job 26. Ur the laternes to gain informabon in addition to that already stated on the application blank. 27 Sepante ixcta from forte 23. Premde cor patvacy ·$2 YiCute Remember that you may lati omething about the plant after you best muid good bye 71 Avord baste and perfunctondeu in making aingt. 72 If poaible renge your rating with the nato 100 other interview about the fame andidate po thuat kome degree of prerudice of evenal judge or cancel ach other 73 The interviette must be viewed ut pedmca 10 . cultural xena 74 Organic motors of action must be focully relevant. 75 The peculur role of family group in trummit ng culture must be recognized 76 The focul station must be arrfally and coat, monly specified un factor 77 The continuo related character of experience from childhood through adulthood must be treated 1 BURLIOGRAPIY Alec Rodger "The Worthwhilena of the later Occupational Prichology 1950 2 Andrew J &-Directive Prychotherapy foumal of Almal Prychotherapy Jan 45. 3 Amanent of Men (New York Rinehart & Co 1948) 4 Bus Bernard, Laderler Group Diocurion Pendel Pry 1950. 5 Bingham, Walter and Moott- How to Interview (Hupar od Brov 1951) 6. Berdie Relph F-Paytbological Procem in intervien Journal of Social Pry 1943 7 Beppetal J FT-E Comouce n Dingportic In Pry 1953 Qualifying the Individual. R Algorgund Soap ·9 Daniel Huery Wind J L OU A Mabod in Analyung Employment Interview Pormonel Puy 1952. 10 Davla und Memo Electroyerphic Recording dertag Interview Journal of American Psychiatry 1951 Enca The Counselling Interview 12 Edith O Merce The Place of Interview Eclection Procedure Occupational Boy 1950 13 Fepaloon Eskentak m latarviving 14 Praker John Mfuprom The Place of Interview to Sclection Procedura Personnel Pry Mry 1950 15. Fieldo Harold The Group Interview to Strength Public Personnel Reverv 1950 16 Freeman G L-"Uong the Interview to Tat Sability and Point Public Pesonel Review 1944 17 Hoover Hendenon-"Intervsving Methods to Schcuon of Palmen Personnel Journal 1947 18 Havland and Wonderlic-- Predictina of Industrial Succa from Souadardıxd Interrır Journal of Applied Puy 1939 19 Jollingworth Harry L-Vocatoml Pay und Chincter Analyvia" (Na York Appleton Century Crafts Locorporated 1929 ) 20 Houtborne Some Nota on Onl Eommation. Public Pennarel Renew 1946-47 21 Kelley and Fot- Prediction of Performance in Clini al Prychology Unrventy of Michigan Prem Annarbor 1931 22 Kepburt- The Employment Interview Alam H 1952. 23 Layer Charla- The Group Interncw Teat- Walne Publc Penonnel Revxc 1950 4 Alamutry Har Efficient are Your Hining Alcthods." Personnd Journal 1941 25 Nentola - Peamed Handboot New York Roland Press.

·$4 VC 26 Neman, Bobbst and Carreron- The Reliability of the Interview Method aan Officer Cand date Program ™ American Prychologist 1946 27 Purcell Dale B -- Il nog lpicnic Personnel Journul 1944 28 Porter E. H- The Desert and Exahim of Meapure of Comedor Interview Procedures Putrry Richard Vabdity of the Placement Inter Persoanel Journal 1947 30 Regin Janos) Halos Employment Joumal of Applied Psy 1981 31 Rundquist E.A. Devlopment of an Insen en for Setection Purport. Vew Methods in Pry Edited by Kelky Vorveruty of Maryland Pub] cxton, College Pari Maryland. 32. Ramy VW Reference Counsell ng Intes VICO Journal of Consult ng Ps 1948 33 Reynoldo and Vaugha Rebabadsty of Persoane Interview Date Journal of Applied Hry 1944 34 Symonds M Peravel Research on Interviewing Journal of Edu Pry 1939 35 Seeran Julius A Study of Preliminary Interview Methods is Vocal Guides Journal of Consulting Pry 3948. 36 Saydet WW- An Investigation of the Nature of the Non directive Prychotherapy Journal of General Pry 1945. 37 Scott WD Advertising and selling dapaume Oct. 1945 38. Snow A) - An Experiment of the Validity of judang Human Ability Joumal of Applied Fry 1921 39 Tffin Joxeption Industrul Pry (Preative Hall 1957) Thom. FC-A Critique of Non-directive Method of Phycbotherapy Jamoal of Abrormal and Soal Psy 1945 Tuplar Grunt. Pero el Laterview Selection of Medical Students Journal of Amodation of Americhe Medical Colleges 1943

·33
42 Uhbrook Richards Analyta of the Employment
Interview - Personnel Journal 1933
43 Wagner Ralph, The Employment Interview
Cntical Surnmarty Personnel Pay 1949
4 Wanlaod and Groot-"Personnel Interne ng
The Roland Pra Co New York
45 Williamson Trends in Student Par conel Wach.
46 Murphy Gundoer – Io the Alind of Men
47 Koncy- The Sexual Bebrviour in the Human
Make.

·OV INTERVIEWS At ZEE The interview na mode of selection by Public Service Cams 1 tbe obyert of aried and depurafciis nt by carrot every one except perhaps by recently sucessful candidate Hoe ut pom ble to judge of man s abulty and charteter for public service within the space of ten o fifteen minula ? The proposition fut a tbex terms 4 certainly difficult to stain, but one mry rapediully sugat that it nothing mort than a hall truth A furroun judge has ala thuat a balf truth u more dangerous than & le That may not apply in thu mtance but I acu to remember foret that we Interview undertaken by axperienced persons, who are proficient in the art and wiece of judging who u koca for their independence and cotegnity and who are by no meurt oo runu to thunk that their sucements are infallible. Secpodh only a very small percentage of interviews lat for ten to fifteen minutes, the tobority are between 0 and 30 minuta, and fically the interview Holy so addiemal Demos of rudgment There in the written record of the man alrets dat u to supplerpept this that the interview take place la other vosda the satriview begion where the douan etiche. Similarly certain cuma where there u an exacunation but the map bu bad Do mpolece of service, the interview I knother test applied for discovering his relative fitrian. The metbod of wlecting peronci by internet u adopted not only by Public Bervice Commons in Iadu but alo by a auber of the Goven. senice and privata furra. What really an interview? It we purpoweful and well directed convention on topic of choice, and is in attempt to bring out the openersee, the skull and the intelligence of the ·57 amodidate While the general pinaplan of on terview at the amt, ach particular port a relection bus ita on peau coorddernioos md pocul criteria of choice But geoerally parking it may be aid that three matter the uppermost in the mind of tbc interviewer First technial skill, recond, geneal perence in the field and third the intelligence and intutive of the aundidate Two or three illustration will, partape, make the method of the interview clar Suppose we went to select a doctor or an engineer or in adminustrator While the genent approach will be the aume we will have to ak ouretra what kind of a doctor or engineer or .dmmigrator it u that we want. In the os of doctor we shall require certain cademic qualifications They will be found m the dore But if we want a rurpean or manaesthetie or speculat in children u ditec we wbul have to nk him what his operimat is in these particular fielda und at the end of half an hour of we should certainly be able to wipplement the written record in auch a manner that the codidattskill and experience become reul to u In the che of an enptoeer omilar pomociples of choice apply Wo wall runt to know what band of training be bus had, what kond of buildings be bes built what are his special Internt bether be mall taterested in the more of scientific methods for wolrong mportant problems and whether he has w mounted pncial dificulta which Le m the path of a togincent In the care of general adminstrator alightly different question immume mportanct We shall want to know whether bulu pan of clear thinking and b apable of setting he had to a wide variety of job bech be may be alled upoo to perform in later uſe ind for this purou procul bowledge od penal me of things of the greatest fasportance What li peeded in common sense and the carpaaty for quick deadoo rather than pret crudition a brilliancy of imagine wa Hac u pood pictult of the Ideal administrator ·Your grat dmitrutor above all ha judgment, paroality und Coromoccate judgment that mata hus dea Hoot night more often than they are wrong common.me that give bim old gramp of extenuals and take him to the heart of a problema personality of a alibre ind a force that are people with him, carte desapline with the rarest recounc to overt power and embles bus to be ruccos ren out of a wrong deciron. He u intelligeot but with full ebare of aurthich. Hc thrives on the grow ur of every day affun He bus the common touca He what people. He ban zat for lite. Eventually beua vill rounded well balanced A, bruedbacked, with cartun umplucty of nature and the one of proporton bat goes with a rose of bumour So far trom shrinking iroto dutbound be tmda bofe frourion without them. Problem attract him like mountains to the born chimber iche wet ut tbemo. He may have wabutiontha adds driving Lorcabut It Do fubmutute for the cent for ta kod bun contract. He may have, indeed be at have considerable pautu or intellect, but bc 15 sot mtellectually aloof. In abort, be sa mu to wbom management Name of the supreme arts at LiVID. I bet then, uthe port of doen we are Looking for Os aber vo we boling for the sort of youngster who, witb right bandlios great come and often great patience, will turn out sometime in hu thirties or forta to bo that mort of moun The particular solutions offered by the candidate an of comparatively letti importana thana bu attitude and capiaty to think out thung To take ullustration, we muy at the codidate about the policy of probustron or the use of Hindu as the official language of Ladu. There s room for great diver Fencs of opiawn on these question. But what is of importance the manner in which the young man marahaba bu faca mod produces them and bring you to the polation which us in his muod. It reminds of what wed to be ad regarding the truong in the unrveruties to England it does pot matter what you read, but it doa matter how you mad it The solution ·59 offered by the andidates of comparatively minor importina what matters in the method by which he often the solution DI Both are Loryen are accustomed to any that I aos-com net born and pot made that no one an tach the art of crom aumiraton and that all that can be done 10 to leam from the cumple of a great practitioner Then a great deal m como mon between 1 cronenmination and an interview deumed to fmd out the truth of the matter but, while in a crottamation you may be opposed by deser ind unscrupulow witnes who doa bot web to tell you the truth, in an interve you bave a young man vbo almost always deures to display his wo to the best pouble advantage. In other word, the witnen n couroamination tria to conceal in important fact, while a candidate in an interview attempts to give the best account of his qualification and aperience and almont vibe to tell you even more than you denrc. It cannot bet denied that a cron-camination us for more difficult than an interview but aperience about that the art of interviewmos candidate in a difficult are some of the patfalls can be avoided. but a really good interviewer u not common An eary candidate it a person wbo falls in with the piat of the interview iod begins to talk mi patural and waffected maner He * not afraid and he knows ha publect tolerably well The difficult candidate u man who suspects the Later www Board or mga od boasts, or talks too much and ette confused and more up truth nth tagination. The present water bas found the greatest difficulty in terviewing a codi date wbo rupecta the boma fido of the Selection Board He kort but will not speak freely He tells a number of thing but keep back much more. Another difficult cak u of a man wbonill of Derrota and anot do justice to himself It impouble to pre him I recood chance and coc fceba helple that nothang betta an be done. There are you kinds of candidata bom the Selection Board bu to encounter The best of them in tbove rbo try ·60 Now apert to pak maturally on matter which are well within their ovn personal knowledge Souze, bovever try to ride the high horse and some try to bluff and to any conviction by endavourg to claim onucence Thi u rather dangerous procedure because the likelibood u that the bubble can be pricked by some member of the Board of the other A fulier cute # thu Quote a number of candidates on being asked about their general reading, mention the novels of Bernard Shaw from any other conderations, the possibility that u least one member might have read some of the works of Show induding the play must rely be corrdered by the condidate. A certain amount of preparation, both emotional as well u factual, u necemury if candidate wabay to make a good impremion, Apart from general knowledge, which he xhould naturally pooren, be must brush up the main elements of the rabject which bo bus studied, particularly in relatoon to the job be wela. Suppouing a man upplies for the post of a civil eng peer He must murely at back and think u to what are the Dormal questions relating to hua job which may crop up before . Selection Board We often have candidates who apply for a fab for which they are well fitted but have never given a thooght to this question. The besef encounter with the inter viewed then become an unnecessary trial, when it might other wlac bave been a plenant commention IV To produce a friendly atmosphere, id not to reduce the Interview to the level of a crowcamination or a roa tert, should be the um of all interview quite often one talk too much and doa dot allor the andidate to speak. Sometimo one un antic mood and one is tempted to give i devastating reply to a poor cmdidate wbo tbereupon flope completely by Team of Detroubaa To preveriti natural flow of convert bom the artificial atmosphere of Board Room u notary The andidato bon that apenanced officen ue watching him ben utterly at dindvintage, and it u the feeling of parou nem bod strun which must be removed that be an speak ·61 mturally and tell the selection Bond what he know and conform fredly what he does not. To achiere thus is not cury But it can be done ud i chxeved to the great majaity of can In Interviewing candidata a certain number of quattroms arike in one i mind and some of there have been formulated a follont- (a) What is the standard of the candidate o mental tilsy? Doa be think logically and efficiently? Can be think for himself? Can be get quidly to the heart of a matter und me the principle involved? Can be generative correctly 7 L be good at memg tho fmplication of potato mede ? Co bo tequirt 1 pound background of knowledge mod ure It mc fully? (6) L be burier II' Is be interested in the practical detail of scheme a well as in the broud PTID plo ? Can be think out the general lipa oo which * practical task should be aromized and take into account the quantitative facto involved? Can be tako deocio and stimd by them? (c) Han be shown himself to be constructive and imagintre a doer be petely reproduce ? (d) can be expres himself clearly md cogently both in speech od writing? (e) La he mentally bonest ? Does be upper to be a man of complete integrity? Ho be the courage of ho counctions ? (1) Ho he been foterested in his currounding od in the people be has moet? Does be get on well with his equal, his subordinata and those in authonty? Do people like bim od continue to like huo? L he, for boete od podtica, i perncn of some reight and materity i min bose judgment to respected? Hy he shown tome interest in minaglog tann (or at school at the univeruity in the Porca). and hir be beta kurorful in them?

·62 @ Doa his record ropent vitality and stanima ? Docs be show a proper et ind cathoner? (b) I be mentally adaptable and flexble or is his mind rigid and imperviou to sew ideas? (1) Is be a man with some contimity of purpose ? Ha he thought responsibly about the work for which be 14 applying thu the likely to develop an interat in public button and in the particular vock of hus department? Will he be loyal to his chiefs and to their policy? Ishte ambition renouably attimed to the requirement of the public kevice? Last of all, great respogubility rests on the chairm of a bourd of interview He must enoure that the candidate 1: Interrogated in a proper punt that fnendly attraphere u created, that difficult questions art tvoided, that no one should even unknowiogly bill i candidate. Sometimes problem, to which wong ever a given by the candidate u punued with ruch vebemence and in tuch tortuor detail, that the candidate writha like wito under the firt of crom enmination. The atmosphere of the court room or of a utventy two root camination u 1 thing to be avoided lice poleco And yet, the questioning wwt be well-directed, with a wet purpose. Ono come acron distinguished experta wbo ak one or two cementury question in a hepbeard manner od wbro the andidate fule to oswer they conclude that the man u worthla.. Thu mutate an be avoided by the churman of the board interveang cod putting the andidate u ete by light remat or by uking a question of a different cbaracter Above all ach aspert must be escouraged to speak to the candidate on his own rubrect, so that the final judgment is Memorandum by the Cha Serie Comundeslowers on the o of the Civil Serie Sclection Board I the Reconstruction Competition London 1991 Para 33 P9 ·bered on the pooled remouice of the mud ed experima of each member of the Selection Board Ao admirable thing would be to take a soumd movie of 10 actual interview extending over half a bour and above it to the public without comment. Such a pectacle vould maturedly go far tovurdo allaying public indiety regardrag the borron of the Public Servia Common interne ·INTERVIEW TECHNIQUES L att barn laterte 1 Aselection interview ecording to Dr Edith Merce od De Arley both of the Royd Institute of Publ. Adminu tration, Loodao u one part of the rektan proceu vhuch 10 it turn is part of the longer proces in which the indivi dulund the pobe are brought together in all large cry atat like the UPSC the Defence orgmation State Claverndacato the Big Bannew Hower of the country pealued agenda brve been set up to select right noen for the rch 8 Factors of haterrin An interview may have everal or all of the following functicos 1 To check banc fecta given in your appletion 2 To test your spoty a relation to the job 3 To eruable en cont of your personality both your intelligence and qualitia 4 To observe you plyncal fitnem personal bearm and manden od your smartens Swerp om derria The central purpose of an interview u to remem the Latrimc #welos extrinox worth of a andidate in relation to the job for which the adidate is being cummined. It almo Demure the progren bade by the candidate ma the light or education, sodal tod pedalined opportunities wilable to him and bace to predict the effectivesent vith shich be wil dal with the turk required of him m particuler job of Career The candidate according to Di Alec Rodger of Natonal Lortitute of Industrial Pryctology Londoc, must be maluated od cocaidered from the folland aperts ·65 1 Kpovledge. Thle can be judged from hit (1) gen! educational level and (b) spealised training including provide occupation and experience. 2. General ability Thu mers bo kvel of intelligence md capeaty to learn u distinct from what be has already Lamt 3 Special aptitode for the job even ifdær-deteloped. 4 Disposition or latrtiste personality u bor by (1) Adjustment of effectieoeos th other people-This meras ha hill in human relations. It is concerned wth the amount of utrujn be an stand without getting flustered, DEVOU or demoralised. Qualita like reliability sense of rcpomibility uod emotional stability we the qualities that can be adjudged by this method. (b) Mottration or teettepers with rart. Thus u tho key u to how for be an po on with his joke It u concetoxed with his unbition and coal of life and bow much detarmint tion be can abow in achieving them. Qualitza like baktlatte balon penererer enderprbe rotoarcefaloto art clound hert. For senior posts of beavy responsibility like the LAS tod other covenanted porta in Bec Pirmthe Government or the firm management mot aloo kaow your moral social and polit al attitude 5 Your titerort md ala la the career to relation to the post upplied for How far are you really interested in this areer and wbether your interat i mane or only acquired through perruation or maple of others 6 Joer pbystaal toes and aprelts! Whether you are phyrially fit to bear the stram cued by the career you wzot to adopt. Jour patience or opportimitzas you seady have had und the degree of fitpca or speculiston you have toqtored dung this aperience.

·66 ДІ Hardto or personalty spects of the post or atteet What spects of permality the job or arter or post requires Aspects or requirements of the career or post. 1 Opportraitles We must know what opportunitia does the pob or cancer offer what in the grade of payroent and the additional focalities of any we must study thc bou of work and cond toas of service and its prestige in society 2 Physical apacity requirements We met know wh-ther job nesy or it necck long hours of office attendence md also whether it Deeds exterstve travelling and long interruption of family tres. What are the climater under brch work hus to be done. 3. Koonledre special qollutions of perlence We must understand the beac rcqw rements md special qualife ation or previous experience for the job or are chosen 4 Geormal ability to inteligeace We must under Hand the ntelligence requradents of the job donand it will Imake on the candidatos apeaty to learn and ho capiaty to think and drew coadunone. You must study the level of Intelligence reqwred whether limited and speafic decisions have to be taken or a large scale policy making or plarmung has to be done 5 Special aptitudes We must study whether the work require more than rumage degree of special aptitudes or ficulties for understanding of acquiring a particular Lill like mechanical aptitude skull far manipulating or constructing objecta fulang utistic talent or a geniu for words and figura. 6 Disposition for the job You must understand wbether the pob peeda meeting and handling lot of people or needs an bolate concentration on work Whethe poot requira ta apprendre, perve or patient and hard workno nature. 7 laterest We mort imderhand what type of citra munal activitio lod mterat ere demanded by the creer tod whether club enjoying sportsmanabsp or public speaking will be ·67 In additional requirement for the post Fundamentally we court #udy the fundamental buman motive that are called into play for 1 al afactory accution of the job IV Techlques of Interuk be aod personality asettament The technique of personality remment bove reached och buch degree of cfficiency and special.nuo that not only they reveal tbe focus of your part carert but aloo your attitudes Interests pidence and other chancter traits. Such Loorledge in cupremely important for your rubacquent rucoch and fitner for the corcer or post for which you urt band inta vicard The interv:ew alm over the relecting autbontes on opportunity to renty rubatantatc and wen together the mrccllancou teattacd Information mained from your through indirect mctbce und reference to other sources to that finally * clear picture of your perumahty structure n revealed to them. It makes the task of selecting the candidate caner and fool rroof and frec from nerouten und favountım The latest techir quer of paychological interviewing far from being ngid ort very lexible and can be enly adhated for a wide variety of posts like thr IAS Indian Forcign Services Defence Serine and other pazetted part in the centre and thc States and the cor caxnted posts with Big Butinen Hous Tbete techniques are clastic intruments who can adort thetroclve to a ver cty fitutom and rerens and what is more they can reveal t UE score integrated returo f the reality of the candidate then ** posible through coy other system, of stall election, The intra lewo a method of staff selection is not only receptable to the interviene ind employer but aloo to the peroom to Le ntervived. It words them th paycholonal rat section to all the raruct that they had tempted this bughly tricly human roblema mis objective minner # mable Not only the candidate wants a chance to fight hus ce but the suble Opio on in a cof democracy alo doma ·63 it A final] n the words of Prof PE Vernon, Interview requ nas ne ther the expett validation end de lopent which DIC Gusental for surely psychological test to the laboriosa and alled stark ns wethods inquired for tcmufic research They are ver Conveti ent to all administratos ud uc andely Eed by the UPSC and the Big Business Home in 2 Satelli see tests Tho are meant to walut your intell gence coeffic cnc Tuur mathematical Dcchanal artutic or Inouistic stell gana and are und fat celecting young cand date for trung in Defence Server and Engineering Kry ces Such totalto nclucts Word Built ng Stron Writ ng A. Lattt.cat and Puzalogramot 3 Aptiale Tat et tecta are wually appucd to TOK. Ure cal apt tu l for the Army Eng.neerip Art ste or Literary cercets They are also applied to younger cands data and are invaluable a makn, a fair selection 4 Pettorality Tesco There are too type of such tech () Cla crv so ded quesi.coa meant to eveal the Style of L.C Dheerco of Peruunality Integration and Character Traus of the cand dates being selected for color most om nvolung great wel responsibility (b) Speal tosta for vourity cand data req ured for the Defence Services. They are des coed to o corner the quatre retourcefuges ud such other pantve trots like moral purchologal and mental stam na of the youngmen Field and Group Tents Such tost, arc further ud to cooner the score of Icecelip elf reliesce and power of velf-exfred on, pernntion and Lutt but not the least the power of public-coperitos, These tuts here found an veral applaat on both in Kelcctang cuor even for tipogiblo gobt like the IAS ad your poter for special arsene like the National Defence Thay are being eroploved by all the Selection Boarda le thc UP SC Services Selection Board md the Business Boardo The nature of text depads on the heel of candidates and the ·19 mature of posts for which the candidates me being cau dacd. The al teu coming under the head ng uc Publle speaking The and date is made to delier an impromptu speech for my fivc mnuta on tay topic given on the spot. Thiu ti con evaluate your prap que correct affairs, your power f corelation of relevent date and your self-confidence in facing dist:Dguubed audiences and cravda. B Ladership thronut group Discussion. Partiapaton ID group ducussion Foveals your poren of intellectual leadershup perratico cumming up a court and Gencral behaviour in a conference. They uc d m LAS Big Bos.Des Hours and th. Service Sclection Burd. c. topal tattoo teste Such tents are put to Defence Service andidaten mod test their rirytal resourcefulness and self-confidence in meung mmxpected cirvironmental atuations Thece tests can be further subdivided n tvo tra D Fleld obstacle tests for young cmdidates ( Team Spirit Text Uued in Services Selection Boards, group obstacles in placed to test the tcm-es nt and luckerahrp of the cod.data by muling them on clome obstrelas through group activity and cooprration (n) Todividuel Field Obsinde Tests Such tot judre the photo col fitects propea o rtyscil rullat e end mamma of the young and dates to be clected for miltury Citi V Niultiple lotertenke You bat sor Leamt orbat en unter w 5 ha. arc it functions and their feep You hav to learnt that under Hand.ng the human or personu ty request of cach port or career i so important part of interviet trening om te here to study how are the various factors of and date s pronality nire the Rodger Scale we to be mahxd. The actual ·72 2 It mummun mubjectnty or persooul prejudices and perference of the dmdual member and ensure great plastice cuts nepotion und favouritum 3 It enables the vertow oficent like the technical, finanaal and adminstrative who have to get wort from the condidite to be prerant at the tune of selection 4 Technically it has the advantage of permiting the other member of the Board to concentrate on questioning the andidates while one member bury taking pota about you or trying to judge our fitnes by formulating special questions 5 It enabla come memben to abaent your reaction like Darvoudets mtabibty self-confidence ser-cooteot bule you e newering questions of other members Seni Structure of the Board In most important Boud like that of UPSC Service Selection Boarda od Sclectico Bourda of big firms like that of Tata thert are three to reve member which include one chair an. Tbe pumber abould always be odd so that the charman cesting vote may decide my controveral dectron. Larvet mumbat ut cumbersome. Two a rather an practical auzaber beauce (.) to an even mumber and in case of difference of opinion one will be divided against another and da uitsparty decision can be taken (b) It increases the scope favouritum at prejudice for at agame one type of candidates particularly if both memben tunk alike. (c) it leven less kape for decision ma ka informal na Small high power Departmental and Busiocu House Selection Boards utally bange thitt bamben. The number 4 Hal because it ava uuenll time ud till un ruffiacat time to each miember and the chamen to me questions. In poch intervient which Lact sbout 20 minuta tbe charmia fint que troon the and date for five minutes, than other manben get frva mustas ach lavog behind will five mlauta for the chairman ·73 to round of the mterview So f there were five memben ruch an interney would take 30 minuta. Therefore if you hrve gone up for a moglist post with Planning Commuran, Product on Min try Subordinate Sclection Board Tems, Burma Shell a U.PSC you will generally fuce a three member Board me of them will bo Personnel or Administrative Officer asc specialist or the presentative of the rection in which you are comg to work and the chauman of the Board will be Secretary of Plamming Commiaron. Produc tlon Minstry or Member U.P.SC or some other enor bou of the furn The Chairma is the most important man in the Board His role and functions differ from that of other members. He Dot only make the final decron but abo ruda the interview mungests what questions should be ubed from you and the DIIDT of gradne or marking and cren your terms of wervice mod Inutel pay are to be decided by him. When the first round of interview us over it u the chairman who will hold corpe vital diction with you to obectve some of your peculiarities He will do th. without any vin but will put provocativo quintom to draw you out of your atade or quet self-con6dedico and Ieterve Finally ben the interview is over it i. he who will rum up your prices and vier. He will also summarix the entire interview and formulate an agreed view on your finca or other Vine und kaure the concurrmce of his Board Dembert on them. Herbould not be treated lichthy AD bus questione must therefore be roched and then movered. You should DOET late arter mth bim nor lose your scree of balance and form non with him Bourd Procedut tad Erolatka Whitee the coraputod och board has before starting interviant you they have apteed upon ind formulated a de fruite plan of attack in order to nad duplation ar fail to question you on my Iroportant spect of you ·76 STT VO E Few positivt pants but not suter for the post Qute unt A second method of evaluation u tambea wading With marko rang ng by tets from 0 to 100 They try to exaude the candidxe co ten point and 10 marka for cich point. But for IAS obave 400 martu and for Central Can I Service we have 300 marts we have twenty points for 20 OT 15 marts each. Under thus masts scxcome there are three methods of at A Board mark ume of these methods and at prescot being used in India The chairsan houtcm hus provisimal marks and asks for comments in the light of those comments and further dumcun on be wenda hus erading or sticha tost if he convinces other inctoru Har the chairman dominate. The chairma does tus own marking and gets the marks by other memberi The average oprements the final result When the aumber of members u fric or more and oc of the membeng ve an odd fradias it can hooter be Granited as out of the avenge Thun method mechanical 3 Tha u the best of the three methods The chairman mala bo ona provonal marking and maka ach mcraber bout hu ward. He then itzen dxcursion first on the bughest and then the lowest marknet At the end of dacusso be evites the membea to return to awards an finally gives decision on what appear to be extally accepted or rajat ty new In cake of the be deado b bu cart.ng Here « frank exchange of very take place amacas the tubers which coupled with various previous tout records and andidatos personal record considerably narrow the pap pad fair decisao u reached Thu mulung method u weful for lure Qumber of conda data - we barve I Adid Cars I Services When tbc mumber of conchdate u limited to 10 to 15 the Bourd couples the firx grudng teethod with the star working prethod In LAS the int worting method uwed and we havt 400 mal dinded into 20 patata ·The Interlew pattem There are three parts in which all interviews are divided. 1 Preliminery Part 2 The main part (Blogaplucial interview) 3 Tkc Rounding off. The Prellatory Portbou. The preliminary portion is the mat important part of your intervw because it u bere that you are goinC to create your fint impresion which may very well be your list. Anybow of you create a sympathetic imprenion on an important member like the chairman m the first few words you have made bem your focad and be will try to tako you out of soup in the later part and cren Arve you questions where the answer is almo buggested or uplied If umſortimately you do not cut much 104 in few carly reaks you create a costly hartulity which m.ght undo your best performina nd a bnlliant record in the preliminary portion you will be judged by the following two facts of yourself () 1 Jour beanog and physical make u 2 lenfication of your applaation form and other written facts about you (b) 1 Thiirduda your dress and appearance. 2 Your manner of atry green and your mode of taking a seat 3 Your self-confidence, in mrech and faol ty in carrying couvercation 4 Your phytal fitnco ad convereat on A tall well built straight walking healthy looking perion tth carefull turned out burt or shentan #th well charen *Cettone crals itself all If you hata cun dont minder with po bentata, au the me roman.og trahle 20d courteous la manner you have won ball the battic. Your self poaterin od tell being all modicate to the Board members that you can vell bandle wolutions involvios oiker people od sous lit and strong proality » [alt celsicas of your meeting by difficult atuntoa sith a alm and firm MDAT ·80 ality Your motivation a banc pornoality is contentis Aceive A hich kvel of adjustert #sbou'n by the ra. Poochhe positions you have beld sucarefully so you an be trusted to take up position of leadership and beanng raperi bulity without atruun. Thus school can be palk-indiaator of your future career 3 Free Education Some people fwab at school level bule otbet go to the unuvenuty or even more tchaal college Therefore your record of higher educaton and your participation in patter, dub, rockets will bear out your internal od external self Pure cuccess in studia would indiaute an introvert character while excewave purtant of social stsysties will ask you out ** antrovert persoality The will be a major indiation of the job or career An introvert will put on for an office min, * teacher 20d other wedantry profecerom wbule a marked extrovert will lead to policies alaunanabup and business administration 4 Workley Vic Questions about the life you lead after finchina studia will be a clue to your constancy perecverance hardworking apocsty intelligence and willingnon, to pick hoches knowledge with openen of purpose. If you have only worked readily fur lvag you the deady coatented unambitious arter have bad to improve your qualification or changes for higher comployment jou darplay a progresive form kod outlook Abo your wage level indicate your prezent apacity Aloo they learn and ask you whether you are engaged in repetitive job or mocne port where a high level of skall responsibility and planning a requared. If you are doing the latter work fuccenfully you are duplaying a high level of Ability and Nodratton Knowledge and Innotre Therefore the interneven feel thirt if you are cotrusted with a bigher job with greater opportuni tie of bundling men ud atutions you will bear the responsi bulity rexcefully L', however you have been comletantly letring profaktoos or jobs they will ask you often machung questions They mil If you ·81 Wat to learn whether you thift to jobs of greater respondbility or you bare been ment abuste pa od blaming the vironment for your personal fullora So plene never do ece of complaining against your esployees of you have to explain the lerving of a job. A complloing ud hilfting person indiata i baky lotiration and perumust. Spatetton actittles. Questions about your out-door life, your views on current topia on social political and economic probleme glit an important clue to your adult personality For young condidates healthy outdoor lift - u urgent u food and clothing An indifferent lury mactivity or a whifting out-door Life indicates beic parvity and shifty idcplined mature. So if you are rpparing for a Services Selection Board you must indicate active mterest in some bobby like pbotogra phy med fandom for sport of ery kind. You must understood the prychologial guns of bobby wtuch simulates your mund od help you to develop cative virtues. Through sports you brve healthy outlet for your surplus merry and your training in public cooperation team spint power of Loderobap and social responability They want abo to lento whether you relax property to produce a bealthy balanced relaved md confident perropulity A solitary Listler life maken brooder out of you. They want to learn whether you can get fun out of wory work or powtion or areer you are offered and bear the role cheerfully If you are being animued for IAS or other very knor responsible porta they will ask you subtle questions about your view on socul problemes like co-education working women Hlodu Cock Bill qul khart to estes, politscal like State Reorpniation Commission, Ideolow Catralism or Decentralation ind decover whether you are born fuckt o cooremtre perion of revolding reactionary or a mom of balanced personality with liberal ven tod a bigb wense of loyalty to your constitution For 1.4-5 do you will 110 be uked some provocative qoestion md quiabons expecting nokat disagreement od ·2 crowcamdation to reveal your inner votking of mind and drew you out They will also put you questions u to your intellectual purrut and knowledge and grop of international national and BOCO-politaal problema ve are all loang Tho will indiate whether you are a locally conscious responsible atiron or a brooding self-centered potential schezoid or person unfit to take a ponton of social responubility Proscat chrostences You wll be asked question about your personal life whether you ve mame with children or you are a young man living with parents and in search of a qurter They will want to know your mode of living and unk questions about your job wbether travelling mechantry Dolated or with opportunities to handle men. Tha will give i due to your Motivation. Tbe difference from bor you started your Life and where you bave arr ved gives a mont striking indiation of your style of life and reveals the pattern of your character Such a biographical style interview will sted at least 30 m.nuter for each codidate and u adopted for important jobu like Defence Service and Civil Serv ce jobs and IAS Cederal Interview Alternate to biographical styl u tbc general type which is generally rewolved when the number of and dates 11 large the jobs tall and t me per candidate hardly 57 in nuta. Thu type ha tutable for clerical, and Jl subordi natr KTV co whether in the government departroenta or in prvate fire Hare you will be sked mome general questions. Abego- Ang muy be made with your present job your pay od why you want to leave or change it. If you are young andidate they will uk questions about your school or college your profasonul truning und what one you doing today Alo what other efforts ure you making to improve your qualifications Alo what other jobs you are trymg to get. They will ask you what you will do if you are not selected. They might mak you Rococ questions on aurrent affan od ako present pational problem. They might also ak you why you want to take up ·thu career what specu interest you have in the mob. You will ako besked what are your times of life ad impedute plans They will question you on your personal hobbia und faterests The rogodbog off the Interview The interview will after proceeding at bugh pitch not be terminated soddenly but you vill be gradually brought to its natural end. You will be given torno indication that the Board does not want to uk tay moord question therefort, you abould be tactful to get lerro from them after thanking them you abould not stick to your chair lile aleach but if you have any specific questions to usk or any information to seek or give you should do quietly and confi dently and beg leave of them ma nonnal manner After the interview you should try to analyze your interview and make your own antimate of them. But this should bot make you nerous or unduly impout You should not love balance but proceed with your normal vork u utoral. The Coal report. As alreedy briefly dealt under Board Interview there are two scientific methods of preparing your fool report. Your fire form of sport of pest picture to which you w.l be gren marla Thuu done whico a large number of aanddata burre to be dealt with 2 Exprend your resula in . Rating Scale much forms are to be applied to very senior Specialised and Techmial posts Like tbone of Directod Anittant Director, Engineen, Bak arter Whatever the wale employed the Bac pre requota of all report art Becord Comments about his arter and chrentnenit Thu vill indiate you (a) bov for base you developed in relation to your environment (b) the degree of advobge you have taken of your opportuntia and (c) partiapated la tha xuvida milable to you. 2. Prescot cocter - moment of efficiency with wbach you ure handling your present post or carter 1 ·R4 3 Personality falr picture of your style of life and your partcoality structure including your interest iad ambitions la life Promise - evolution about the role or degree of stepoosibility you can bear and the job you an any mit and the areer you can put in taking into comideration your ability motivation and the life goale 1 Pea Pletern Report The advantage that the per picture report hus y that it ensure mcludmg of the entential biographical data and dupenman with or coves the bortcoming of the appliation form Suche form is generally used for Bourda Lake Service Selection Board tod LAS od other Central Service and Provmoral Service The form of Interview Report recommanded by Ansley and Mercer both of Royal lortutute of Public Adminstration to given on the oppoate pege Interview comments or remonta must cover the four points indicated in the forma () Record, (1) Present Etfciency (1) Personality and (iv) Promise TI Rating Sale There we two nung wala geoerally employed by Indian and Brush Selection Boards (a) One for higber pearlimed top chans potti od (b) for a wide ranety of ports. Hert Seven point Kalo recommended by Avaley covering the followmg pootan uued Baarmg uod address 2. Carlty of predlo. 3 Qucho lo uptake 4 Tecbabal kpowledge 5 Raoge und depth of intereste 6 lotutive. 7 Attitude towarda yob. Here the hugbest valua on ach potat tre pot on left ude, and the poorest on the right extretce, the moeeting in the middle ·INTERVIEW REPORT A Job Applied for Date of Interview Name of lotermeer Identification Narne Age Prozent & Pirmous Employment in order Comments of data) Naturt. Orgmaation Pey Ditos Pay Dites 3. Education md Training Comments of Schools Datas Interview School Eum. Pawed Datinctions. - Since School Univerutles & Collaga Nature of Trun ing or Degret 1 1 . Datas 2 Final Qualifia trop Family Backgrourid. Family Record Parents Children. Comments Interat Lepure & Health H Lotivation. Adjuncot Comments. Appeurme, Llanner & First impon. + General topia, current affua aod socio- Test Results .. political problem discussions 4 Kind of work for such best sured & Masks. pocnal remarta ·FIVE FOLD GRADING E Grade D Ginde C Grude B Grade A Grace Finet Impreulon Unkept & budly Rather cruffy Reuscabły neat Very well turned Perfectly turned drased, rough in & untidy about & tady but un out & arefully out distingunbpeech & manner detal slovenly destrogurbed dressed well ed uppannce in speech & awd correct speech spoken with attr very pleant wurd monen quite at care o ictive fredly dice with char own ground ming mannen mcn No regular school Left mbool and Completed school Door college and Had university & or technical tra lamt some tradd He done college school, very well profesnogal tra alifications ining degree but no with trang mm ining for mina special quallfica general job gerial job tron Can tackle nmple can take routine Can responsibly Able to plan Capable to plan odd jobs clerical joba tako up routine rupervire und Creative projects, poder esperm obs und an guide other ma and impire Large doa lan Billed technical or ad sale co-operation specialist work ministrative work

·Motration
General dinnte- Coub ather be- I Seta medium Aim high and Amma highest
gration, whiſung low or abors goals stalning seela high oppor with iminen
Approach No personal capacity tunities, an take melf confidence
willingness to and works booes, responsibility for sure of one self
work for them thy to gun then others. Hus lad to achieve high
bip
goal
Adjustment
Mentally Mug Dall and promar. Normally social Take leading Born. lader
mh and shifting ban to be super
an bar mod part in ocial taka mocial rer
rised
tale social res activitia
pomibility in a
ponability beep babanat 10
Datural Dinner
ans and feel
respomibility

·2 portion rought Scoring 1 pot on the buis of night or wrong but on aiding role of values ranging from pot phable to outstrading As a matter of fact, it u posible to achieve a relatively bw score without a single 1o. correct uut me because of evident vance in the qualitas before marrured. Occoonally an acamination may cont entirely of in oral text-athe in individual of a group onl. In rich cho information is ought concerning the technal koowledge mod bultar of the andidate, dince there has been downtten camination for this purpose More commonly however moral tert u uned to supplement vntton cammation, Wo Conduct Latarken? The composition of oral boarde vangs umor diffcrcat junsdiction In Dearly all, « representative of the personal department serve chairmm One of the memben of the board may be a representative of the department in whxch the andidate would work In coc wa outade tapetta le wed and frequently a business man of some other representa tive of the general public a uked to crve Labor mod manage ment or other special group may be represented. The um to secure the services of experts in the appropriate field. However the board is composed, it is a good Idom (mod pot ut all improper of unethlal) to certain in dupa of the interview who the memben de ood what groups they reprekent. When you are mtroduced to then, you will have some der of their background tod interat md at least you will pot stutter mod ammer over their suma What to do Balore the Little 1 Whil bowledge about the board memban is weful od take some of the Kopruke alemeat out of the interviet tbert ta other preparation which is mort rubtotive. It u porable to prepare for an ordin several way 1 Keep a copy of your application md revised it careful ly before the interview This mey be the only document ·93 before the anal board wd the starting point of the intervie Koow what apoca mod education you bere loted there iod the sequence and date of it. Sometimes the board will uk you to striew the bighlights of your experience for these you should pot have to be mod by doing it. 2. Study the cat speafiation and the monatron announcement. Urually the anl board has one or both of these to guide thea The qualities charcteruta, or knowledge reqmred by the poattoo bought art stated in these documenth They offer valuable clues m to the nature of the oral interview For example, if the job torolva fupervory reparabltion the monouncement will wally todiate that knowledge of modern WPCTVÆory metboda and the qualification of the candidate us u rupervisor will be tested. If to you an epect ruch queste cu frequently in the form of hypotbetal atuation which you are expected to solve Never go into an ool without koowledre of the dotia md rteponnbilities of the job you week 3 Think through ach qualification required. Try to viaulize the kind of questions you would wk if you were a board member How vell could you to them? Try especully to approve your own knowledge and background is auch ut mcorared against the job rought, and identify any uca in which you are weak Be antial and realmoc dont flatter youtrelf 4 Do vodse genenl reading in een in which you feel you may be reuk For enmple, if the job involva superman od your part esperience bus not me punenal tanding in rupervisory method od practices, particularly in the field of human relatsom might be useful Don t Aucy agency procedu ta ar detailed manuale Tbe oral board wil be tating your undentuoding and capacity not your memory S Get a mood night s skep und watch your seen! health cod mental attitude You want a cheu kadut the terior Tute an of cold or other mind almrat, ad of courte no banoren ·Or portion ought. Scorinc H not on the basis of aght TODO but on a widina scale of vulua ruoging from not portable to outstanding Ara matter of fact, it u poolble to achieve a relatively low wont without angle m.correct" Iorwer because of evident was in the qualitia being merrured Occasionally an examination may conot entirely of an on tet-ether wiodindual or a group oni In who information n bought concerning the technical knowledge mod bolta of the aundidate Once there has been go writtca amination for thus purpose More commonly however anon! tout uned to oupplement a written examination. Who Coodacts Iletics? The composition of anal boards and among different rradiction. Ia beuth all e representative of the penonnal department serva a chairman One of the memben of the board may be a representative of the department in which the coddate vould work In manc cura out.de operte le wed, and frequesthe burned me of our other reprecado Live of the general pubix 1 asked to serve. Labor and mmagemert or other special group may be reprecated. The um to mare the rice of coperts in the appropriate field However the board is composed, it w 1 pod idan (and pot at all improper or imethical) to acertna in advance of the interview who the members ut and what groups they repet want. When you in mtroduced to them you will have some da of their backgrounds to interats, and at least you will pot stutter and stromet over their mana What to do Before the Interni While knowledge about the board membens metu od take some of the purpoik element out of the intervey there is other preparation which is more rubstantive It u porable to prepare for en lin Krenal wye 1 Ketp a copy of your appllation and review it creat hy before the merrie The mixy be the only document ·9$ Urually the comman of the board will open the interview by renering the highlights of your eduation and work experi ence from your application pouparily for the benefit of the other permber of the bourd, as well a to get the mater al into the record Dont interrupt of courment unless there is an CTTOT or egoificent mainterpretation fro don t bertate But dont quibble about margnificant matten. Vanlly ibo be will ask you some questions about your education, your expenence or your present job partly to get you started walking to atablah the interviewing npport. Hc mry Hart the actual questionine, or turn it over to one of the other members. Frequently ench member undertake the questioning on a parti cular aren, one in which he ba perhaps most competat. So you an expect each member to partiopete in the caminabon. And becaus the time be limited, you may expect rame rather abrupt switches in the direction the questioning taka. Dont be upset by it. Normally a board member will not purtue angle I Do of questioning unler be discover a partcular strength or weaknen, After each member has part apatert the charman will toually ask if any member han any further questiona tben vil ank you of jou bave anythms you wish to add Volepe you are directing thu question it may floor you Ot sorte, it may start you off on an extended, ontemporaneowa speech The board n not uttally reling more information. The question principally to offer you a lart opportun ty to present further qual foton or to ind ate that you hat nothing to add. So if you feel that a significant qualification of character.tt c hus been overlooked, it is proper to port it out in t kentence of a Don compl Dent the board on the thoroughnen of thar ma mination--they ve been uketchy and they Inow it If you w.sh. merely my No thank you I bare nothing further to add " This ha point where you can talk yourself out opronion or fail to prescat mimportmt bit of information Remember you come the interview yourself of a good ·96 thank you The churman will then ay Thats all, Mr South, Don t be startled the internet orer und quicker than you think. Say Thank you and good moming. gather up your belooging and take your lave Save your righ of relief for the other ude of the door How to put your Bart Foot Fermand? Throughout all this process you may feel that the bourd individually and collectively trymg to pierce your defemme, to keek out your bidden veaknema md to enbarts and con fume you. Actually thu u pot true They are obliged to make m uppnial of your qualification for the job you are welang and they want to see you in your best light Retocaber they must interview all candidate and a non-cooperative candidate may become a fulure in spite of their best efforts to bring out hu qualification. Hent une sorte ruggestions that will belp you. 1 Be natural. Keep your attitude confident, but not cocky If you are not confident that you can do the job dont cxpect the board to be. Don t apologize for your weaknemen. try to bring out your strong points The board u interested in positive Dot a motive presentation Cockines will antago one my board member and make him wonder if you are covering up + weakness by a falk abow of strength. 2. Get comfortable but dont lounge or privl. Sit erectly but not suffly Acreloa posture may lead the board to cooclude you are arrlen in other things or tt laust that you ce pot formed by the importance of the occasion to you Eltha conchuron natural, even if incortet. Don t fun with your clothing or with a pencil om u tray Your hands muy OOC.Lonally be teful to emphasize point dont let them become pomt of destruction. 3 Dont viseend or make all talk Thiaga kepows Rtuation, uod your attitude should show that you consider a roch. Further the tune of the board u lumted they dont munt to rate it and perther abould you, ·97 Dont engrenate your wiperience or abilities. In the first place from information in the application, from other inter vient and other sources, the board my Inox mart about you than you think In the second place you probably wont get Ivry with it in the fiat place. An exponenced board to rather Adept at spotting ruch. dtuation. Dont tabt the chance. 5 If you know I member of the board, dont malta point of it, yet don t hide il Certainly you n dot fooling him, md probably not the other member of the board. Don't try to take advantagt of your acquaintanctahap-It will probably bounce back on you. 6 Don t dominate the interview Let the board do that. They will give you the clues dont une that you hree to do all the talking. Ralize that the bourd has a number of question to ak you md doot try to take up all the interview tiroc by showing off your extensive knowledge of the arwer to the first one. 7 Be attentive. You only hart twenty minutes or to id you should keep your attention at ito abarpest througbout When a member addresing a problems of question to you, give him your updm.ded attention Addrea your reply pried pally to him but don t adude the other member of the board. 8 Dont mterrupt. A boord member may be sauna problem for you to alys. He will ok you question when the time comer. Let bus state the problem and wait for the question 9 Make rure you understood the querdon Don t try to sorver until you are rure what the question in If Its not daar rentate it in your om words or ask the board member to dinfy it for you But don t happle about minor element. 10. Reply promptly but pot bentity A cocurato cotry on oral board rating beete la andidate rappooded readily or candidate bezitated in replica Respond u prompth tod qunckly as you can, but don t jump to 2 hasty 13-condered ·HOW TO BE SUCCESSFUL IN INTERVIEW By OODAL MINOR to build up No oor gebport without being intervieved tod handling the intervieva accenfully Our initial efforts et umed at setting o mterview all from the employer But at 15 only in the movie that you actually mucceed m getting the job Mary people who are well qualified for a job ful to get at the mterview time One of the reasons u that though they work hard to get omterview call they are umprepared for temple questions like Well, Mr Nag, tell me something about your of "What band of portion 4#me you looking fari Tbcy utume that they will have a their come, and they will be able to ! effectively Othen brve a faulty concept about intervies atution. Some rubmit ta ruba to pecalat rutin Other behave as thoug! nd othen u though Some toque the old tricts of the groun, antrovert he up a ponos if they are the r11 be-gled-to- It only when und effectively that Because they know for it well. They have bring out all the CIOR-comnation. T are ready to tab the ·101 1 Kem inter sted in getting the job in offcng definite evidence of their abil ty to handle it and in taking advantage of every opportunuty to bring out their best point. They rear confi dont mtural and ut come They take the interviewetu u human beings md sympatheuc ones at that They know how much of the case bas been brought out at every step od how much ground u yet to be covered they try to devote some time to each important point ood then go on to the next to without getung bogred dord or didetracked We an acquire competence in handling the mterviewth through mumber of emal od brge thing all of which we shall ducun In the action. We will deal with ways to improve your chance before during and after the dente The important fact which must be understood during this documfon u that you will not have unlimited opportunities to talk with the interve Board, While acquiring proper qualification you hne planted hundreds of weds the expectation that a few will Tow and bear fruit. So you must place a high value on every opportunity which give you a chance to talk to a progpective employer about your specific pornu of merit It should therefore be clear that the mterraw u not the place to experiment. You get too few chance to correct your mintakcı. Prepertoa for the Loterien We shall start with the thing for wtuch you can prepare yourrelf in advance First of all, get all the information that you cm, about (1) the post for which you will be inter viaed (b) the perionnel of the interviewing board. This is sometimes very difficult, and may not be posible at all, but you must make an attempt (.) The Detath of the Port Without a clear idea of the standarde you will have to you will be at a dardimtase in bringing out your best porta od qualification. You may oreremphanze factort ·HOW TO BE SUCCESSFUL IN INTERVIEW OODA POA No one reta post without beng mterviewed and banding the interviene mucentally Our initul efforts were aimed at getting an interview all from the employer But it is only 20 the mterview that you actually fucceed m getting the lab Muay people who we well qualified for a job fail to get at the interview time. One of the rrucan u that, though they work hard to get an interview all, they are unprepared for simple querticmo D. Wel Mr Nae tell me somethmg about yourself or Whet bund of portion 477 you looking for? They waume that they will have tmple time to buld up their come, and they wil be able to present it affect vely Other have a faulty cocept about their role in the interview situaban. Boux rubmit to an interview a patent rubmit to peowulst = crutiny without participating in the text Othen behera u though they were froing hostale sodience od other n though they were apped ma battle of with Some scquire atuficiel barri per pomalities and rely on the old toica of the trade in porose bandahale broad aro, astrovert betartom od 40 grauwe attitude Bonne put up pou u if they are not too maxsouto ret the job, making the l'11-be-plad-to-think-over your proportion approach. Its caly when people beade the fatervient smoothly Kod effectively that they bound the job they poster Why? Beaua thcy koow what is expected of them md ue prepared for it well. They have prepared themselves in advance to bring out all the wlost facto deaty ad logrally without crow-carnation. They cooperate with the interviewer and te rady to bike the mitutive if it is offered to them. They ·105 of your tral and color out of the way before the real interview starta. of doing it us to rebear the terview in advance. By a rebermal I man finding one or two friends preferably your collagues who will be willing to spend an bour or po firing questions & you about your qualificationa and aperience There l a great differmace between what I mean ba in bus head and what be able to pit out You may know your own Life like a book, but do bad job of telling your ufe Hocy Defect results out of your faulty comunda bon Thu Comunaton count of tating facts out Own bad and ettog them clarly mto the InterviewIL You an do that the mterview only by apemporum.cowly putting them into words I daling with the facta in whatever sequence the question of the interview w permt And hance ure he ll xem to jump all over the lot without much reyed for the wry to which you bere arranged thehe facts in your own mind But if you cm at down with a couple of friends mod pors on to them your resume and uk them to pretend they are interviewing you for vanou kmda of jobu, for vanou kuoda of firm, uod let them question you you will get practice at the art of communicating facts about yourself You will work out your atron withoot hurt to your pob prospects. They should pot ook you for fasts like your 44 or dates of employment. but abould try to dig up some really tough questions. They ainak Since thu a mall post, Afr und hos limited oppor tunities what do you think would be the advantage of working And when you have worked out on tower to that ook, let the rwitch the situation and uk, "Stact thu a atenuar cod you might get lost in the work, what do you think would be the prospects of poor fucco bere? There cabe uny number of euch berically mportant questions, each turned upade down in the dat quektion. Mr dant you think 1 min younger than you would be more mutable for uod M dont you think e men alder then you would be mort mitable? bere? post Air our ·108 It us better to think over the quotes for a moment md give good direct response than to coroc cut with the firpt thing that come mto your band Temaron and overanzety ull tend to make you start answering question before you have thought about the onsetiskas before you have thought about the osetme before the questo u frashed. If you arend If you feel the prepared to talk about yoursell you will be les prone to the kud of erros At the deception om The interview actually starts is the reception room far ** you are concerned several thmey occur there that deserve your attention It onetimes the practsce to hove upplicants fill a personality questionnaire while on the waiting room before hey trente ved. Do a careful sob To interviewes mually going to look at the applications and pralama before time loota at you, and from it he will begin to form bua all-impor tant fit imprenons of you. You will learn that your reberrel har begin to pay off cven at the early stage Your setune which should be attached to the application will belp you to water sort of the questiona on the employment form factually read accurately And if unexpected questions are countered, your "rehamn Honorat should bure prepared you what to deal with them In addition to the appliata form, many offices have literature about the otio laid out on the puting room tabla. While waiting take advantage of the opportunity to study take md prime yourself with facta about the post-acts that might be quitt weful so the uteryxv Avasting period alo greet your opportunity for that bet glance at your renunte ad at yourself to make me that everything under Finally you a reuve that you are point to like the mua « Vaka wbo will interview you and alao that you are gone to win them over This mayolves a little traf mental prochet but it often peys vell Make up your ·109 mind that you are gomg to my the nicest thiogs to the perio with whom you will be talking tod oot to look for thing you am dtcre. Look for the thing you will food planning We an all feel who we are making a pood personal impression and If you have a trourable inner response to the interviewer you meet, he or she will senso it in a subtle way und respond to it in tum. This is the secret good interpersonal relationship and It w often the spark that produces warmth in the mater The later hew Band Rode Now the Board la ready to see you and you are unbered Into the Board roots. You may be interviewed by a mall board in a tmall room of a high power board in big balk What ever the situation determine to do your best regardless of the wtong of the interview board. Totaryhew Starts If the intervieven ure ready md wuting for you intro duce yourself sometime in mtervieren have nume platen on their deck, and from it you om tel at a glance whow you are datang Remember that the mterview has begun thic mourent you walk into the office. Your appearance ban already told them something Now they are poing to bar your voica and your manner of peaking They may al your name no tart with Good Morning, rini; My name is Play Saro Regarding your mode of pluteton the best adva is alway to play waſ. If the materviewer appen to be expecting band. ahake, by all means abake bia band If you are facing a bus board where handlake is difficult to many dont foror it by bolding your hand out but wuh them with folded hande Folow thar lead. If the Board apran to spect you to ale w do so without making a fu about it. If you are not sure whether or mx bc doo apet you to be stal tenain sending for morat upoltbe Atuation become clear ·pattern of questions. You will be able to recogante the type of interviewen you have met with a marcat or two after the converention begin, trually by the fat quation they will uk If the opening questions at tpecific md factual, the inter view will usually follow 1 more or less yetematic progumo, taking up your part arter job by job, and disponog of each part before going on to the part. It will unally corant of na of related question moving from one pount to another This kuad of questionng almost alvegt indata inter When who are following defmite line of development foreshadow interview that will be closely directed by the interviewer La scall this the conto terriere bechun ench question seems to grow out of the proceeding on to coontuou sena. (b) Free fowing Interview The type of interview 11 destmctirely different, and much more free-fowmg The question are more general and they throw the bull to you from the beginning It might open with ruch questions WAI Mr tellis komething about yourf. Or What kud of work bave you been doing? What made you decide to apply to this arter! Or the quest ning aan begia 19 1 more personal way How did you like vorking for the 7 Or Wout made you decide to terve your last post OT Do you mtend to anue your studies after this port? Regardlew of the directo a tich the ball o tent thrown, you are expected to carry on with it, and keep running until you wote a touchdown, ac are mtercepted. Questions of thu moct 2nt an implied invitation to tell the Bourd about yourself m Tour DVD vxy They result for an entirely different type of mterview which we shall informally call the free- Anne berater To bandle the free-floving interview on the line with the continuous Ime mterview could be diestrou. If for emple in over to the quartos, How do you like your present job you were to reply Fide and love the opportu ·113 nity to make your coatribution to the interview you would be turning the Interview back to the interviewer laving it to hum to dig up mother question for you the free flowing interna u pot like a teamus match, where the tick to to return the ball o fua it come to you. It alike football pune where the object is to bold on to the ball and try to keep raming with it until you scort. However your freedom to continue talking exata only as long as the interviewer prefer to remain plent. When be breab in, stop talking md start listening Be alert a the Interview begros to detect the land of interview it is likely to be and then act accordingly The two board canification ilustrate nothing scientific but they are too important extrema calling for two entirely different kinda of 10rwent on your part. In both as it is possible for you to control the interview to a gater or lener degrec. Controlling the Countlapors Lloe Intertion Ita very nature gives the clue If the materviewer ua following a certar line of development, where each question u turrested by the Korvers to the preceding question, then the answer themselves an be trued to argpeat the next questions. There clementary example of replies that actually lead the questioner to inquire about something you want to bring out and thut bring out something more than the question alled for Tha, with a continuous-lide interviewer who is formula ting hou questions rapidly md wo seins to prefer direct and bref men to Indirect questions it is possible to taftuence the course of hus question while giving him the facts be matt Further a continuous line interviener who me that you are prepared to give him coherent, orderly und satematic set of facts, will begin to give you greater Latitude to your reporta Nothing please na interviewer more than barag the applicant bring out all the pertinent facts, fut u be want them, without prolonged questioning. Here is where your adrence popartoon pays nch dividende ·116 mutach to mate your time and making the most of it while TOUCHIL If you do get more time conocer younelf fortunate, but it would be deageroun to muse that you will get more If we accept the rule bated on concrete experience on type of the mtaview you will better take every opportunity during the mterview to bring out my additional quality factors that you want to piekant to the board. Theme A another point about which you can profit Grertly by rebeareal. Ith the xuranch of your reason for being in the mterview mooon Never forget that you are there to propress about your free for the hos Aaything you mistat do w my thout det mot bear directly upon the purpose a dead be The bourd memben appenalty of the board u 1 kmall oor ometne become so coprowed in story mapplicant tolling that they forget for a while that they are of the rubyect Unfortunately the uppi cot sent to feel who thua bappeas that has achieving a great deal merely by boldos attention that loog men though what he is telling bu nothing to do with bn qualifications for the pob He u quite mutaten of course, hecus when they maluse low much time they have peat with thu mun they try to speed up the mainder of the mterview mod bring it to a dom It would be ve been betta for the appliant not to have loved the board of the subject of bu qualification and was the algo of the interview Krep on the Irak It s maportaat therefore for you to control your time a that you bare fruhed your wory and told it well, in the ton mlauta you can rruxnably apect to pet Tub co bet be done by wing every point as a springboard for the Dext oor You can do this by moining setting stuck up 1 x uprct of pour pepcality & the cost of thing else equally important Each spect of your qualificatia kould be described a to lave so opcoing for getting unto the next if you hart the crnoe. You will not be able probably to brag ondt all of ·117 the facts in the sequence la which you not to present them. You must be able to go from any point to aty other polot, at the interviewer convenience but every time you speak you must add something to what you have already rid And if you or the interviever get off the track of your qualfation, food a way to get back at the a llet pouble moment. Thu requra not only tact but also a complete and unerring krovledge of what you are mying Thu again bring out importance of studying the resume mod rebening the otovic Letratar the Nature of the Job The entire interview it moant to constitute in camination of your personality and qualification. Sometima, if the Board ha tmallow they are willing to tell you the enental facts about the job for which you are applying So there anderes i sort of duality about your role in the interview AU the upc, you will know less about your prospective employer than bo will know about you and try to do your best to convince the Board of your fitnen for the port but sometimes the atuation auses appliant to try to interview the intervievert to cron comodo him about the post, to become strdoffish and to play hard to-get. And just when the applicant by those tactia racceeds in cliatig enough information to become corymoed that he really wants that pb, the internet have deaded that the applicant in too choory or particular or teroperamental You mut pever forget the fact that the burden u upon you, the job-reeker aod to the pob rather than upon the internever to sell you the post some interneten will encourage you to talk about your ambitios od dears but that because they want to find out whether your ambitions cod doura can be mutfied by the post And, the more extravagantly you speak about your opiniu the len chance the port all here to fulfil them. Therefore please remember that fint that always come fint. You can dwn rrect a job that has been offered to por but you cannot accept a job that u Deret altered to you. There- ·118 fore, the firtt thing you must do u to convence the Board every way you can, that you are ro. to be a fine addition to the argumtion. On they bave reached that cooclusion, you co explore the question of wbal tbc port might offer you. But the variably murtaken tactuc us to put the recood thing first to try find out forut whethat you will like the pob sod then try to get it. That rarely if ever wonder Brot on Your Stroos Pokus The only way you can contract the Board of your tutta bulty to talk af what you have to offer so in dat to every question, and in every thing you my lo there, you must keep bringing out favpunble fectath. When you are brought out + strong point, you should not rex your entire and cost. You should keep an brugme out frab facts small and large to make the more pale up. Avoid spending all of your interview time on one or two major points By keeping the ten minute Lunitation on bound and by knowing all time how much more proud must still be covered before your came u fully presented you vill be Cocown of the recenty of keeping the inter wiew neoving forward Eraca noc noorable pout to mother A birourable posht u a reun why you should be selected If the poet reads the ability to street stranged resdily you abould display your socutulity md extrovert nature and Jonx Dort aperience of handling men, and your ability to talk to stangen Roombay Hall my Reactica Aromattable thang bappeut dunng a terview usally at about the balf way which you can also seebappeung The Inrivier wat vith an open mind and begin to formulate their opinion of you very quickly After you bave good about halfway they do no longer peaminded, but are definitely imdu tovurd, favornble section of an unfavouable anze The remainder of the mervice is likely to be a procent of caftrator. If they feel like rekactwas 304, they look for fricton to confirm they franble judgment. As you knet ·119 then you should become more alert to give every scrup of add tronal material they reqwre. If they tend toward an unfavourable reaction take a quick mental laventory of your piratation up to that point and if you have failed by the to bring out any major factor get to it at once Only determined efforts will belp you of the interview 1 not going favourably The interviewea arely act on pure whim. They must waually have a reboo for arriving at their deado whatever the decinon might be Even if they decide to repect you they want to here thar conducer opoo something specific. In the second part of the interview therefore, they look for a definito burn upon which to justify the deason Terbs of Sertice It is in the batter part of the interracow that the subject of rronumeration should be discused actual pacte, if the question of competation is open, the interviewers will attempt to get to it early in the garde They will want to know what kind of lary you are expecting to get. But you can put off talking about pay until you have once you most favourable imprenson you will be in avantagooua berpuding pondoa. Your price might oot reem w high once they feel unpred by you But sooner or later you urt polog to get down to brur tak So when you get to the powtt at wuch you will have to mention a figure, dont meat on speabc ooc, Sate your expoctations in terms of a range And pat upt coodibon. The wil lerre you some room for sapoolution. You ao Opruit that way Wydl, 8.1 I had mind position in the fivt to uw hundred ropee no depend upon the Level of reuporability involved. Tan tact wull lerve you free to negotiate up and from five of compromox dovod fronts, depending upon box badly you not the job and how badly the Board wants you Add it leave your busic "level of repoasibility od opportunity for adoemcat" or whatever condition you speabied, in any way that bent ruta your purpost.

·120 End of the sterler In mterviewog Hardı will conduct repeat interview Karting with a comparatively large group and bagss back the favoured condidata opor or more unul all but top andidates have to be selected. So you will not set a defiate decon your application at the end of the firat interview Therefore you must make some defiate provinco at the conduion of the interview concerning the future courte of ktion that may be expected of yote Unally the intervieven wil volunteer thuis information They clove the interview by anyuas for example, 'Well Mr We expect to take a decuion abortly If you are selected, we will get in touch with you. If the Board x small and tabe otur or to the codidate am at at the couchunon of the interview bowmd when bu application will be decided upon Try wherever powable, to pin this down to a specific date and tmpe mod failing that ask wherbes it will be permiable for you to equire agutin specially f you are applying w a Betuhos Amerxan firm. If be ayt decuason will be mache on Thursday phooc berri on Thursday to learn whether the decision was actually mace. Sometime ew development in occurred that changen the picture caturely If you are the second chance and dete and the first choice ten bus alenty found tacther job your phone call may land the ab on the spot. You can accept it u * rule that its xver improper to show to wterest in getting the job you applied for Finally in the care of buition houte jobu, you should knowledge and express appreciation for every mterview that you me granted A brief sote from you the day der utervar a alty welcome ·DETHODS OF SELECTING OFFICERS FOR THE ARMED FORCES PRESIDENT Savics SELECTION BOARD My purpose oto tell you brefly about the modern Kaertific methods employed by the Service Selection Boarda for the election of aifices in the Defence Services This system 16 nastbar dew nor utned. I do not cum that our system a perfect but I do very definitely no gest that it u the furent rulable Broedly speaking, there are two main methods of section which are practucd in most modem coutria, (1) one is by mamination and personal mterview and (b) the other u the more scientific metbod put in he Dow by the Service Selection Boarda, which I hall descnbe lattt. I poppert to you that the exrminatico od mterview method s pot . Atidectory 000 The vagina of campanion art oply too well-known, to be gooc mto detail. If you are able to burn the midnight ou you will pus eronation, Tbe mterview by itaet an erre but littk purpose the intaveven ar lable to be burned. The mry appar to be tweeping statemeat but the fact remans that everyone of us han type he Like and the type be delika, Senzor ofion and public mea, apecually those with strong personality Low what they wot, and weldom think much of a candidate who docs not fit m with their own particular type. An experiment va made some time ago ben 14 Intervicvent all very kamor aod bughly respected, were indendually made to interview Co andidata for a particular job The result vu revealing Not coc uople andidate nu puteed unmimously and not opke 121 rejected tmanimointly Thing abors that try candidate would borre faused or fuled according to the view of the man sbo wa interviewing him ·in Ordoal of tho Loiman Our man pobu to welect andidate for various course of the Armed Forces naderny We therefore tee boy between the age of 15 and o Let u fint tee what would bappen to + young boy wrbo may bave to go before the commonly known Interview Bourd after parmng an examination, for wtuch he bad spent pourbły e number of skepken rught com.ng On the day of hu interview having been kept vitog servo Hy in a tom, buddled with Dumber of others af hu own type hu came is called. He pa formed the long from top to bott on, to be confronted by 4 o 5 members of the Board. They ure all mot much older than be burself bemor Cicers and non-affxcala men with a lot of prenugt, of bor emperienot of life and official lain atting comfortably at etable in jude manent upon him Ho bis about 20 minuta mwinch to anni ace them of hus worth ed ability and what u stvoro dificult, the likelihood af hu developing under instruction. I am certum you will apre itu a torm.dubbe ordel. It a, of course, the obyect of the Board to find out the best in the bad. Tuna very difficult undeed for event the most rympathetic com to food the best in usyone in the odd twenty minuten certy so when the candidate is faced with the deal, I have already dekbed. No candidate can be bus normal welf m mot arcutataacth Afew may peshape shop as best but the taponty will suffer from kerroutes one form or roother and the Beard and little more thas guns at their potentiality The Now Method Thu u perta Now let us tum om station to the methode employed by us The cradedate u called to the place where bu text will bo cursed out and is lodged to her where be to treated us the acer be hope to be Oa the Extxt day be u left to himself to settle down dulu new rutro ndios ad to get to know months at least of other andidaten und of the office who form the election Bourd. To further belp the candidata, the Prendent and the members of ·123 the Board rock in cruilo clothar that the candidates are not averived by military uniforms od rank. Then the tests beun. They cover three to four dry nor 20 minutes. They include individual discutions and private and cech memba of the Board Lo ll these interviron the object of the timing officer n to put the candidate at bu een mod so to get hun to talk freely and fremkly and thus to feveal his personality and ability There are omple torte, for benc intelligence and predial commouente not of education not of book lammg but of the natural flexibility md adapta bility of the mind There are group text to see bow. candi Matt worlo with his fellow and what qualita of lenderuhrp be pommen. All these tests which I wall describe on detul lata have been devoted after much areful thought and mory caperiments The proof of the paddmg, they ay I 10 tbe ating from statiata collected over a number of yes, we find that the failure nate ut the Training Iogututron has come doon to 1/4th of what it wr, when the old rytem w pracund. Wutige at the lodun Military Academy at the beginning of the war wu 30 per cent. The percentage at all the Officer Tralnog Schools put together towe to 47 per cent in 1942 In 1946 after the new sytem bad been introduced, the vutagt ut the Trainn, establishmenta vu 10 per cent. The mature for the port wur COUTK at the IMLA. 1 about 18 per cent and im Headily coming down. Another useful indicatian u provided at the end of the four-day tot, wbea ach codidate b ked to comment on the metbods used, and to my if he bed a for deal. The comments are written after the retulu have been prepared, but before they are monounced the codicales are told that their commenti nll not be read unul dto the rould have bceo xnt by the Board to the Army Headquarters. The peraltry note, to all coormata which we given freely od without cay far by addidates about that they rere bughly started with tbc methods adopted.

·124 La Selection Board o corking of the sites of en ufc selection, we have a werage of about 75 per cent - wumaty of opinion on candidates To be fast to all type our selector ure taught to send their own personality and are trained to rudge purely on performance ad ability Imantan that thu tysten the farest that u avulable be nate the selectron Board nather select Dor reject the candidater They merely stude the candidata on the qualities they abould ponen a propertoire officest la the Armed forca The Bradmp arded ning from 1 to 7 I mut edasise that our Selection Board oerely nudge andidata from the portt of view of their sustablity far kervice in the Armed Forces only We mgbt fasl . andidate who pomy be 1 xbolar pousbły B.A or MA of a first clan Unr verurty Ta borever will not be a reflection on him or hiss education, for a we oor different walks of lfe To illustrate the point I will quote the example of a gentlemata who wa once stjected for Artery but u toory a flourat burnemoran. He wu teul to u for rejecting bio, be dost that be NEVER really was interestert u the Arty wtucto be denied to youn wady because he wanted yout The premcat rytter of creatic wlection worted sa Germusy woon after the first World War when the German Army was reduced to a total strength af 100 000 They welec ted every soldiet by thus method Each man was packed curefuly and a result, when Hitler decided to expand the army ach of these soen wat found fit not only to be pronoted to officer ink but they bult up m five year the fiat fighting Kuckude the old had ever known. The America a adopted it and improved upon it. The U.K more commervative did not folloe put till arly in 1844 od the wine ryttan va mtroduced in Lodsa later that year Details of the fathod The object of Selection Board to collect evidence about candidate in the past and prevent md to review it relevance tounds sem ho potentialita u an offices ·125 The Board consists of 1 senior Service officer u Praldent und to anat him in bus talk be be turned Secton pch u hu Deputy a Piychologis with a fiat cho qualification in peneral peycholog Prychutott, the group Tetting Office od Pointer Waten. The perlod of testing to pread over four dayı during which time a number of texts tre administered. Indoor Texts Indoor test at den gped to see the total penomlity of andidate The test compris of intelligence test, personality test, and special aptitude text. There are also two question naires in which the whole background of the candidate ! extracted. From the even to vanzou questions, ut u judged bow for I andidate pretent pattern of living would fit hom in the Armed Service We all the pointer Тъе 'pomter then puwed to the Phychiatrixt wbo interview the andidate und gives hu own fmal gradrag based on the pointer Lod the Interncw Outdoor Tests For outdoor tett opdidater tre split up in small tedoe of about eight memben. Euch teun works with separate Group Officer We all hım Group Tating Officer Tbc tert but about two days iod include discuss sbort allt by euch aandidate Planning Exercise and tests of physical and maatal fitnen. All theee tett ene omple common senske problems which require no particular type of education, but they do bring out qualities of ladership Proctial Intelligence commonsense baitzathe phyrial coduroc team spint, all of which me mott cuptual qualities to make good officer on the retult of there the Group Testing Officer onta very comprehensive report bringing in out beiber the cod date pontest these qualitia or not and the degree-ther of The group Toting Officer finally admits only those truts which are confirmed u trends and pot met tract. He theo gva bus prading ·126 The Intan This u probably the beat important part of all the test and i caned arst by the President or the Deputy Prendent. Itu objects to roborata « otherwise the imao sade upod these two menor office who brve dosely watched the ascidate during dl the other tests. At the end of four daye terting and interview all the sektore meet in a conference Upto this time all of them ccept the Psychiatria have looked at the candidate wdeprod ently The Prychustru w been shown the remults of the vatten peychological texts. L ke my other cientific fodmst finding of one wlector are checked and confirmed by the fording doen. Excb selects atite out a report on the crodadate, od enca e un connuered purely on u mente la caten of diversity of opt.on the candidates performance before the Board 15 thrubed out fully and the President Enally given grading wbach it acceptable to majority of memben, wter doamnion. Then we not a question of the auth of the grandes given being dded by the number of officers giving the fades. It may well be that depending upon the outstaadmg characteristet pong a favour or against a candidate he may receive grade 3 or Brade 7 For example out of 175 codidater that were selected for courre recently 26 had actually received the lowest gading from the Prychatrata The candidate however I Soot civen tbe A for rejection by the Board a hur own interest rate mo the mgority of cho Selection Bord totta teyal ortain btaic deficiency in their personality make-up which read the Unable for sulltary arter Mat of the decrease are to fundarental that they armot be altered while other cita only be corrected by a prolonged count of strive training kod re-educative by technical experts. The knowledge of Irremediable defects would only fill the endndate with a karte of inadequacy toch would even hunder the full time of ble pouitive qualita in ather places of life ·127 Before I clou I would like to any that the precot methods of wlection are not claimed to be perfect od indeed thry in continually belog fmptused. But they are great advance an the past. They offer a very good desture of mong human personality They are economical in manpower because they fod the best man and put him in the nght place They elimpate the factor of race creed, rdigan upd Auence and, therefore they are democratic. Talking about oftvena I would like to cound a wrong to all, high and low who are in the habit of approuchmg the Selectroo Directorate Personnel It would be hitting at the VtTy foundation of our system, of my favoontiam or Depotiko o permitted. We have already taken vanow retary to top thuy. Our Commoder -Chief has inued strict intructions und them have dready beca publiand through the Pres that candidates trying to exert miuma by any manner at me will be sumanly refected and any ach attempt by othecos, elber avl or military will be at once brought to the note of the hugber authoritiet There orders are most boyally obeyed by all of us, connected with selection dutia In conclusion I would like to tree that the election of officer for the Armed Forces 8 acred duty and a very beavy rapocability for the hands of an officer depend the liver of the men under ha command-und on the Armed Forces, depeod the borour and security of the country therefore anly one darot ne efficiency All other condiderations atuat od will be subordinated to that com. must select the very best mod nothing less than the bat ama be accepted for the defeat of our Motherland. Wo have, ·SELECTION OF OFFICERS FOR THE ARMED FORCES PELAN LALL Before the Scoond World War #electron of office for the Armed Fored in India wus made by the taditional method of * vritten cautation in school abjecta followed by o inter The war brought on Aidden and couderible at pation of the forces and officent were broded and had to be recruited in very much large numbers Candidates offering theroscle for recruitment to the cocommoned me were to cumscrow that the traditional mxthods proved wadequate to cope with the problem The written examarution taken by a bagt number of adidata Decemarly lang drawn out procee while the urgency of the atution demanded a very quick verdict on the cmdidater suitability The written a emiston va therefr te doopped and selections made purely op the basis of intervien. The fort interview ma by . provinaal Selection Bcard and thout who succeeded weat befort « Central Interview Boerd, which mache the final selection Though the ryttem abortened the time consumed in the proceum of selection, it brought into promDeDC 1 Dew problem Cadeta wlected by interview ilonc obowed, wastage of nearly 40 per cent of the Officers Taining School. So large e vetar dolocated the plans for the captuou of the foren und of reducing the wastage without uduly poloogmg the procent of selection bad to be found Magubuk method of selecting office for the Armed Forco bered on the unt of techniques of applied psychology had been trored in the United Kingdom. The method, with rustable sdspation to eut lal canditions va introduced un experimental man o lada srly in 1943 An apemesta!

·129 'Oficers Selection Boardw kt up at Dehn Duo uod the Dew techniques employed by it vere sided at first bood by wenior officer of the Armoed Parcu id by Debon of the Defence Consultative Committee By July 1943 « number of Office Selection Boards were set up In Indu and the rest of the recruitment during the war sa oude through these Boarde which wae later se-deputed o Services Bekertoon Board" (S.S.B.) Unti 1948 the methods used by the Selection Board were more or lem the Ame as those thed by similar Boards in U K Towards the end of that year the Government of India appointed . Committee to study the vorting of Selection Boards and to regrest ways and memo for moproving thar oficiency The methode Dow employed for the medection of officer for the Armed Forces in India ut-bargely based on the recommendapons made by this Committee II There are broadly four main methods for selecting people for particular jobt Fire there to the sytem of examination of candidates in school wubsects. The tents ther moderne knowledge and attendent od who belp to love atent in the ornament of Intellect and clarity of thought od agremon However it telle nothing about whether the candidato be the requisite temporumental and other persoonltty qualities which mry be very important in the context of the particular fob to be done. Secondly tbere is the method of the formal mter vicw" where i anodate a questioned by a few selecta far period of 15 minutes to hall in hour This co giro only. ruperficial Indiation of Lademic korraldse od learn mod though it doet help to give slippes of personality taia, they are only indications and may not fully reveal the ral penoowity Atbird method is that of situational tenta In this technique the candidate is asked to do m elementary job omila in nature to the one he could be called upon to do if renated. Dulog the tost be will be undki obecnustan by selector who aan ke bom he approaches the job bor he handles hinzell ·SELECTION OF OFFICERS FOR THE ARMED FORCES By POTLAN LALL Before the Second Wadd Wur mlection of office for the Armed Forces La Indra was made by the traditional toethod of * written comisation in school mubjecta followed by a mater View The wt brought on add tod condiderable ex panalon of the form and office were needed wd bed to be recruted in very much large numbers. Candidatas offering themselves for recruitment to the commoned tank vert Ducrou that the traditional methods proved inadequate to cope with the problema Tbe written examination taken by a large number of candidate i demonly long drowa aut proces while the uttency of the situation denanded a very quock verdict on the candidates' muitability The who ex comination so therefore dropped and wlections made purely on the best of interviem. The foret terview wu by a promocnal Selection Board and those who succeeded went before a Central Interview Board, wtuch made the fir] relection Though this syutem hortened the time cocained in the process of selection, it brought into prominena Dew problema. Cedea relected by interview cloac aored a putage of perly 40 per cent at tht Ocen Tnting School so lange & wag dhulocated the plans for the PADIKO of the force ud some way of reducing the rutage without undohy protoogmg the Horn of election had to be found Neowule a method of relecting office for the Amed Force boned on the use of technique of applied psychology bad beto evolved in the United Kingdom. The method, with mumble adaptation to out bal conditona w introduced un experimental Mare m Industry in 1943 An opermetal ·129 Office Selection Board met up ut Dehra Dun od the De techniques employed by it ven studied at firet hand by realor officers of the Armed Forces und by member of the Defect Cookultative Committee. By July 1943 1 number of Officers Selection Baards were set up in India and the rest of the recruitment during the wu YU made through theta Bordo which were later re-dagnated a Service Selection Board (5.8.Br.) Until 1948 the methods used by the Selection Boards were tre or let the same u those und by umiler Boards mo UR. Towards the end of that year the Government of India appointed . Committee to study the working of Selection Boards and to ruggeet ways and men for oproting their efficiency The methods now employed for the relection of office for the Armed Force in India are largely based on the recommendaticos made by the Committee 1 There are broadly four main methods for selecting people for particular jobe. Fint, there as the ryutem of crimination of candidates in school subjects The test their wcademic Lowledge and attainment and wo beiços to some extent in the Dent of intelligence and dority of thought and opeuston. However it tells nothing about whether the candidate has the requarte teroperamental and other personality qualities which may be very important in the context of the particular pob to be done Secondly tbere n the method of the formal mter view" where a candidate is questioned by a few selector for a period of 15 misrutes to half a bour Thla on pive only a ruperficie diaton of academic boxledge and lamm od though It does belp to gtve glimpses of persooality traits, they ut only indications uod may not fully reval the real person lity Athurd method is that of stutomal tante technique the candidate onked to do in clemcatary job anlar m mature to the one he would be alled upon to do if stonated During the text be-71 be wody obectvztroo by selecton sto an se box hc approaches the job bow he bodies Home If In this ·130 his tools ad other side and come to ta aktinent of how rocarrful be likely to prove after royutment The fourth method u twt of Projective Technique Thin i bando the prople that no B 3 trodd projectmg ba truc perros ality m bus reponse to questions and taste and stuntsoo provided the latter are property designed to presented. A trained prychologian khty prepare from the candidates responses o per picture of the workou aspects of hu person ality Escuts of the above methode bat ito strong and weak poitiek Maakud but not been able to evolve so fresy single metind of melection which could be garded a perfect. The promet method of selection owed by the Armed Force in India combination of all the foner mentioned above It u boped that by utilang all the four different techniques and poolios the rekult the error in extent of a young man s sustability for kecruitment to the cornioood mk would be tarnimised. Yang ten offering themselves for recruitment an officers in the Armed Forces have first to take a written carnation m Engliate Mathematics and Caixetal Knowledge, Each sub Xect carra 300 mark total of 900 for the whole written minutt. Cacondsdata who pate the burtle by wodurmy. prumbed animum of mind in the promatron are ment to the Service Selection Boxed for uwenment of petroolity The 6. 6. B in Leen the personality of the candidates time the methocks of the Formal Intervies the Situational Tato Idd the Proxectrine Technique. The interview us conducted by the prendent of the Board sitting sko Hon. Knior officer with the ank of full Colonel The Sitinational Tat ke condited by Group Toting Offices (GTO) The candidates have to participate in there for a couple of dart They begin with . Group Duromeone followed by a Planning Exerce in which a probiero u presented to them and they have to vosk TOUp to crolve a solution. Next they go on to the Propietarve Grasp Task (PGTHere ·131 group of cyclicates in geoernally required to any borry ar big object over a number of obstacle. They art gtren mome material to help them in setting On The group has to think and work #whole It followed by a Choup Obrteclat Race (GOR), where two groups, carrylog i berry object, rtee over sevenl obatacle Theo coma Half Group Tak to which ooty half the group worla. The text of the com Dature the PGT The andidates have choo to do. Command Tak lo wbich they are put in coromand of group od have to get the zhgoed work done they shop over Individual Obataci und deute Lecturette Finally there is the Final Group Tok whicb is very similar in nature to the Progresive Group Tok Toeto tao ar dalged to reveal the extent to which the ladrvidual codidates pometo qualita of initrate, resourcefulned deciderepen, cooperation mod landenahip-qualities wbich are exentul for menning the officers cadre in the Armed Force. While tbc cundidata ure participating in the Situational Tat the GTO obecrve each Individual closely Euch group which be watcba generally consists of 8 to 10 candidata In the Projectie Technique which a administered by the Techn al Officer of the SSBandidate begin by Lovering two questionnaire lo which he pret detailed information about but family background and school life He also indlates hon interests his hobbies, the reading that he does part from his text books the games be playt ac Theraufta he tata tvo tots of Intelligence and verbal and the other pon Tobal follored by mother confirmatory text in cua wbert a distpacy is observable in the first tvo testa. Nad the candidate la put through the Word Anocation Tat, the Thematc Apperception Test and the Verbal Situation Tat. Thu procrus takas one full dry After the testing hus been completed each tarting officer (the Intervienter the QT Om and the Techniat Obcer) wito . full report on every indmdual todidate. The Board then meets in a conference and after dhcuelon lots marka ·132 to the candidata The toul number of marks with the Service Selection Board x 900 Candidates who obtain the Decemary qualifying marke at Servica Selection Board ment for medial commation Candidate found medialy fit are further given Phynaal Efiaacy Test and are avarded marks for their plagesal potential out of a manam of 200 In effect, the candidate u really trying to wore much out of miximum of 2,000 the break up being a falow Marta by UPSC 200 Marla by Service Selection Board 900 Mara by Medial Board 200 Total 2,000 The sta obtained by the condidates at the UP.S.C., S.S.B and the Medal Bound are added together and final metit lux 1 prepared on the bans of the aggregate tooted by each and date Selection then made from the top of thu lut according to the number of vacances mailable. It is natural to ask What would bapper of the man aand dato went before different Board? Will there be any condi stency on the verdict of the different Boardo no fur u that Durtxcular and date a concerned ? To Wat this question m aperiment was conducted All the four Bounds of the Armed Forces were moved to one antion. A batch of 150 young Den were put through each Board keperitety The marb swarded by arch board to there 50 and later were then correlated The coefficient of correlation between Board walked out to 73.math encounpng figure la tha experiment attempt you abo made to compare the making sodard of the different Borde. For the purpose the mana back for much Beard wa woted out. The figures ·133 I MI obtuned ut given below Board Man Mark 371.4 I 3721 365 1 IV 335.8 It will be noticed that the Boards I II od n bave me marks which are very close to ach other Board IV obova vention This u understandable a thua Board u wlecting and data for the Indun Air Force and we thus spplying . slightly different procedure Candidates for the Indian Air Force ure ako put through Pilot Aptitude Tata which are not given by Boards I II and I As regards the validity of the present method of selection of the army officer, the three main question which are art (1) How has the present method of wlection affected the vutage at the truning ustitutors ? (2) How does the beatment of the selection bourd compare with the performance of the candidates at the training Institutiona? (3) How does the intendent at the time of selection compare with the performace of the officers when posted to may units ? The wwer to the first question u conclusive Follo up studia bare revealed that the vetage at the many inet tution have dropped from 40% to about 3 or 4% Studies have also been conducted in regard to the record LATUS The martu obtamed by the aundidata at the use of uclcction ven correlated with the maris obtuned by them at the time of poming out from the truding braututon The pelboxot of correlation coma to 54 Thu is purfactory foure, comudering that coelictents of correlation och Audia rarely go abort 23 The third log-post recentment performne ud under investigation. A five-year follow up study has been launched in which the performance of the offeen dunes the first five yean of their xrvice will be studied Fire stad hne ·+ VW 134 Bot yet been completed tisse the project rs started Data 13 mul pouring m. ne For essuris correct and efficient u of psychological techniques etoployed by the Servers Select Boardo st obvictly perry to have high-pover renarch organisation to belp thattu Such an Organmation existin the Alautry of Defesce ad us krovnu that Psychologial Rescarch Wing of Defence Sanct Organuon. The sein functions of the rotnarch organization are (1) Constructing and fundaring of the texts which are und by the Servica Selection Board (2) Trawing of Oficers sclected for potong to the Services Selection Boards so the methocta of inter tent Administrator and interpretation of retutta (3) Conducting follow up studier td (4) Conducting remarch to answer techtucal problema. Among other thos, research wa seeded to overcome the banco What should the Service Selection Board look for in a candidat? Thu u bow It was done. All otroen of the Indian Army with the rank of full Caksel and above were sequested to give thar opunkon about the qualities of per coality which an officer of the Armed Forces would poenen A large number of rephra were recessed Thake mwen were studied od o lunt of qualitia wa Evolved The qual ties deaded upta were to give only a few exacoples tatutive or goaldS ability Texturcefulncm counset abouty to att offisena on . group A Rating Scale *** prepared which vu used by och member of the Selection Board while ureong candidate It wat nobced however that quite a duraber of polítra in the Rating Scale overlapped Research wu conducted further to ftudy the spect Two studies of Factorul Analysis were arried out on two go groupe Coethants al correlation were worked out between the different qualities and common ·135 mu facton attracted by the Contrond Method. Factor Loading for euch quality were calculated Qusta boy og low Factor Loding were copodered for rejection. Nonelen it cool deed corrable to it mort cridence before the revoked lut vu finisad. The experiment conducted for tung the relability of the S.S. Be produced data to show which qualitat were being more reliably used than the othen The met ment regarding a few of the qualitia vined coorderably from Board to Bourd while the userment of ather qualibet boved high degree of commutency To fupplement the data, the members of the Selection Boards were further sked to report on (1) The qualities which they could be directly and confidently from the tests wed (2) The qualities wbuch were not directly obeervable from the test repoore, but west bong mferred from other qualities for comple of a andidate showed co-operativenen it could be inferred that he had tem spent too, md (3) Qualite vouch could pot be umeund vith the tents available On the bath of the ondersce thus denved from different sources, the lint of qualities of peptonality required in a anda date vu reviaed. The revised Lut A are non Another important to mental work of the racorch organlatron La in the field of construction of tests. Although I Sumber of tests are avuluble m the fonegn countries, they annot always be wafely used in this country The cultural differences between foren countries and our own u likely to ntuate the tat roultz. no cample may be nen to illustrate the point A vrutem poschologat dengang the text to accrtain the dgree of mother-attachment of young Lad might introdoc m tbe Themauc Apperception Test picture aboring young man kupung pod bye to his mother at the railway staton. The respons of a western or portbeo American andidate sbo naked to gne hu reactions to sucha pleture would hayt reveal to the trained pochologist the alat o ubich bootol of woord onther-attachment plyt a part in bu total personality Sach 1 picture could ·136 obviourly not be used a ndia for the sme purpose. The sght of a young man kong bit mother me public would evoke m Indran youth feelings od emotions quite different from thom wb cha western psycholepist would expect to find m. Western youth. To rat the Indian condition3 more reliable data might be obtained from a picture abovmg * young boen frying good-bye to hs mother by folding ha tundo and doing a Narashar or bettes #ll by touching ber feet. Further more the valux and validity of even the best and most reliable tests tende to be witrated by continuo we and publety New tato bave therefore to be contructed and validated from me to time Text construction is a leagtby proces issvalviag a lot of experimentation There Rit Venous type of tests each with its own technique of austruction Tents are constructed and tried out on a population of the type on vluch they are subse quently mocant to be used They need corndarable mcamt of readjustment and cocaparece with cung tests before they can be finalised for selection Normally it takes nearly two years to produce a farly entable tant, The above are examples of the type of remerch that ; Beeded. problems of the sature se constantly an#ng and require an after sentific investigation. The research orgimation ha to tackle theme and give the extent to the bourdt. Experience has hown that unless the Selection Board are backed by such 10 sostitutxe, they found it difficult to mantan their efficiency It bing beta nated crder that each andidate theated by three ma who use these different techniques samely the Formal Interview the Strautmoal Tests and the Projective Tecbasque. How the itemot at borrelated may be explased here. A Rating sale tyng the list of qualities required to be med spoon of each monor Ar puts a tkt at the appropriato point on the scale. The Rating babe x full of adjective which at lable to be inter ·137 pitted by different people in different ways to make a form manent possible nich one of these adjective has been defined und Glouny given to ach wow For emple, rcourcefulness has been defined u the aptcity to provis molirton when in a tight comes The word improvine implies that the resources are not enough and the andidate hus to show bus raourcefuoen by finding a solution with but mulable. The different tests used by differmt sepon te regarded by them on whole. They do not take the evidence from my one particular tat u conclusive In the whole battery of tent which are milable in the Situational Tat Technique md Projective Technique there is one text which give a pood deal of nformation about different qualities. The infor mation from the ober tests uned to confirm or reject the hypotbeus which u formed ai reult of the candidate reaction to the main tert. In the Situational Tart the muntert the Progresave Group Tok. The Group Testing Officer may find that a andidate doa not show enough courage The text provides for ruky atuation to be courted in order to obtam rolution The G.TO my notice that particular andidate is avoiding them ud aspecting other member of the group to bear the the fint mht. At this stage this only 1 hypotbeu. The G.TO therefore carefully obrerres the condidate : bebavour in other umilar tests, for cample the Hall Group Tak and the imal Group Tak, to see if he initial hypothops is copfirmed of pot. The other tvo test therefore, become confirmatory testt In the Projective Tech qac, the main tort which throne out pouble hypotheses to the Technical Oilicen the Thematic Apperception Tat If from the response of this lett, the Technical officer bu endosct that the candidate to rather retiring by nature he mi to confirm it by the other data trulable with him. He would look to the topora of the Ward Association Tat If he fiods that here too ·THE PSYCHOLOGY OF THE INTERVIEW If interviewing us in ut Athcha all but the begia ning of an agreed explaat trafique As the begins to emerge the mult may be surpnaos and in its formation - cxent fic prychology will have a large part It doe of the concluRoca uwchod by Dr Oldfield ma hus invaluable book, ik Prychology of the base This is one of the few publt atiana which daala santifically with the subject. Whike in ha coachaon the author abucrver that bast five yen have contributed little to our umderstandmy of the hanc prychological procent of the interview the under Keatoned conclusion which he recha *t the end use is valuable to the students of intereses techniques FIT the interview count be regarded pot w Karketing ad generis to be treated a wotion but u the purpowefill utilasto sa specul form mod arcutemcer, of activities and procruta common to other roar parea. The term of con verntxa, the exprepson, around mod perception of attitude there forbution of nucleidents, the frourable dlapamtion of CISCUTI mcm - go to make up the interior and each w Coowon feature of social life still in the conduct of the interview let the we of each and in the combination of all in the manner bott nated to the proporc in hand. It pomible therefore that, s so fare deliberate wvestigation 1 cuocerned there werel factor may beat be todxd so murufestations other than the toterview itref It a at least reasonable to re ask that ech of them demarsch bvestigation upon its out Aretky stick of the book Ponchology of the Interior by RC Oldal Published by Sam Malen & Co Lite London Pp 14 Pra :75 g * ·141 account, and that the proper stocent of the special problems of the Interview met within certain limit, mut the results of thirt *Second the attempt to describe od to mulyx the wentual mecmum of the mterview depends upon the chance of rutable beaux terms. Two conditions ought so far as possible to be naturfied by there. They mat offer the posibility of slople description over a wide a field a poolble and they must be rooted in epidal fuct, pot merely connected with It by an uncertuo chain of conceptual linka. I have advanced the view that the notion of artitucks at present best atafie there copdition, and that it u there, rather than speafic unit of actual behaviour that provide the most outable comarc for discumion mod thought about the interview "Therd 'in xo fur os preliminary inspection allows my valid division of processes within the interview to be back thun La between those of simulation and fragment In other words it is the taak of the interviewer in the firtt place to croce by conversational and other mem the display of aunds by the candidate and on the second place to effect a forument of the personal qualities of the candidate upon the boun The actual procent of arousing attitudes must wally be preceded und sccompanied by sometime devoted to restoring pormal mobility of attitude to the candidate, who will have lost the In the setting of the Internet Theke manoeuvres again iro chrefy conversational in Dature. The procena of obrervation and judgment are not to be malyzed into a wet of bodependent ucta d cognition, coupled with distinct procent of forming rudgment by local mam upon the basis of shat is cognated Already in the procent of obvetration there cosentially Invotred the impliat (orn of fudgment the contence of which bumps about klection od organisation of the immediately men data. Adequate observatica ed sound judgment depeod upon the proper alteration of them preensins schomet of rudgoncot. And tha, lo turn, depends in considerable measure upoo the development of commiable body of schable ·thut type of interview which w concerned with the ut of qualita of personality Tborgh the book w bred on lovestigation conducted by the author on various spects of materview heu pot atisfied merely to record the result of bu esperiment without a Karchung equiry into the underlying poychological facta. In hus conclusion, the author has pointed out the abortcoming of prychological documona and bea urged the interviewers to try to perperve clearly the poychological maplications and conditions of what come to their notice. The condussions are adeed stimulating and emphasue tbt Deed for further lovestigation of these implication wluch will offer means by which one man judgment of roother mught be placed if not at turer at least one more communicable, foundation, ·knowledge of the subject to tra to save it up by Pettitruots capotn the man bo has only a surpacial and allow I can recall the chx of a candidate bo le the ratet that If he wet pocable for India finou be voldi tedna the military budget ttrugbt ny When it came to the miet vay be unable to tell me what the ictml size that Army in India izahat yere the variou am obtivo compo cd, und here he would make the reduction The cand method upon the oo mote oneral It bas po reference to the camer' with me dificat min from the one who can the teript, und the obyemne it not to discore the cut date knowledge of toy particolaz rubjec, vbich in de many of wlion paper, but to an hu mentalna AN ANALYSIS OF UP & C. INTERVIETUS by & T VUAYALACHIAVACHARYA Ex Aſember Urlon Pollo Sorrio Coronation For many years of my life I have had to conduct roter view (ather in connection with a general educational ecodamlal qualibcrtion or with appointments to Services or the fillong of speafic porta in the cause of which cofidates had to be interviewed Broadly speaking there are two different purpande wluch a interviewe teto belore hlouself, and the Dethod of examination differs according to the purpox. La co and the object u to test the range and the tocuracy of the and date, knowledge of a given subject. The procedure the lo for the interview to follow the written caminabur the caminer takes up the candidato a witten moet od Crow camines him on them. It w most effective method of phrasen. I have seen the deadły effect of an interview to make onal crimine 13 ·146 hai genel kroslege kod mtelligence and the badta af hus outlook and to obtun e mpreneoa of bus personality Thu we harder text, both for the commune and amnec od the pombalta of the minee muking & mistake a greater Alo where the baterview u conducted not only by u ongle caminer but by Board u Dow wally the case there u som for wide variation amongst tbe wanbeta componng the Bourd. At interview time examiner hos hus trual o vello the The manner o of cours generally speaking more favourably atrated. Sometimer when I put a question to the aundidato wbuch he could not norver the more venture some of that cow hava uked me what was my swer I could always part out of it by telling them that they were there to be amined, sot l. It is bowever not were for the Emmer alway to rely on tbe fact that be us the predomument partouer in the concern. I remember mat at Interview Board me of my colleague put a spuited young man wbo when asked what vu bu trong pont, 1 Erred thut it vu Engluh Literature, a writ of questions which had no beariar os hue Erwounte subject. He wa called upon to tell the quannty in tocha of the rainfall in the capital of the province from whuch he one then the total figures of the provincial Goveramente budget, the mount af revenue derived from the taration on lud nod the trength of the police force. The young man had to confen igporunco on every one of those. I could see hus ternpa ruing. The lat xnw you when he was usted what was the most direct route of rauhay which would take him from Alla babed which was the scent of the examination, to Karachi. He replied If ever in the rootfortune to have to go from Al'alubond to Karache Inbould arsult the nuhury gudt The candidate w popred on to the next merober of tht Bourd. I have not come into the specimen of the imprudent mamince who make up for hu lack of knowledge by bos well ·147 I have boue verband the story of t candidate bo wygled u medial interview what he would do if a men ve blown up by guo-pardar I should put till be aime down, the more The next question vu What mucla would I put n motion fI loocked you down for p impatinent en wrver? The andidate, cool in ha utundct, replied: The murcle of wry um for I thould knock you down in turn The opponte type of candidate sbo ina to ingratite himself into the caminet • good gna by ppealing to his vanity is also uncommon Tbere , bowever the well known story of the baght lod, I andidate for the Navy who was bang interviewed by e Board of Narul oficeri presided over by a full-blown Admin One of the question put to him wn to name the xx moat famous Admiral in Englab history He duly mentioned Drake, Raleigh, Blake Nelson and Viccent and for the sixth name be turned to the member of the Board nearut to hm and ad I forget the name of the Chairman af thus Board. Could you kindly tell me because he u the Lavourite daily The trials of the camins are naturally larger than thome of the examiner but there is always the humorous side of an interv ev boud endowed the gift of humour an do to put the candidates et cie od create an atmosphere in which the boat can be drawn out of them I recall the care of the young man who wa uked which was h netpaper He narpcd vol hoown journal arculating in Northern India. In order to dercover hus interests bo ra usted what vu the fint thinc h turned to vhn hy opened hw paper-it the foreign telegrams or the Indian Art of the land me articla ? The unexpected reply came: The advertise m.cat There at theo the candidate ubo bad made a specud Audy of political science Hout questioned us to wtry whis Cabinets were being formed in England, afwon the sentleman chosen for the War Ofter 25 * abo bad probably devel ·3 bundled a gun in his life and the gentleman elected to be the Seusetary of State for Indu kad probably never been in India The answer was that it wu to ingeniow device want to keep the real power in the hands of the perman-nt cfficals If the Miquer had first-hand knowledge of this subject he would act off he own bat? A third candidate was the son of a Minister in the United Provsxe He waked what career he would take up if be did not get nto the actrice for which he was being examined. He mad he would stand for election to the local kegalative council The text question was What party would you Join The frank aurrer It all depeade on the party pro pecto at the time. fuhell in that party which is likely to command the su jority in the Counal There are, of courre the core of the urxophásticated youngmen who retum an answer in pure ignorance. Geography * aften a rumbling block and I gathered at a recent vat to educational institutions m England that the subject # no toore popular there than it in India I uked & candidate for one of the all lousa Scryca what Pue was noted for He answered For its leaning tower ad euer wuch, tbough incorrect at the ume, was justified five yen beter by the great Bihar earth quake. Another ww uked to my wtut woben were He thought for a few mmutes and then the English bult of making a compound word out of the fiat syllable of one one sad the hurt syllable of mothes same exemplified on the cootraction of the Montague-Chelmsfort Report to the Montford Report muggested to be the murder Large marks of ice from the Polar regioo, druong to the Nicobar Islanda It u needlea to remind the matelligent reader that wober lines on map of the world are loc denoting qual degrees of stocophers

·No text on this page.