We all know that Indian army is facing a shortage of 10,000 officers but still the percentage of candidates those who passes SSB interview is just four to five percent. SSB Interview process is a long five day process due to which Indian army is capable of conducting only 60 batches per year.
Former Army Cheif General Bikram Singh has ordered senior faculty of IIM Ahemdabad to review the old SSB Interview process and suggest some changes to make it quick and more transparent. Indian Army may consider these changes in the present process which will make it more smoother and speedy, also it may help to reduce the shortage of officers in Indian Army.
What are the challenges with present SSB Inteview process
- Its a long five days proccess with two different stages.
- Number of batches handled by Army are 60 per year, but the number of applications are increasing day by day which makes each batch croweded and hardly unmanageable.
- Rate of in-take is very low.
- Process is not transparent.
- Less number of Selection centres.
- Poor adminstaration process due to increase in number of applications.
What IIM-A would suggest to improve SSB Interview Process
- Suggest to improving the induction rate.
- Improvement in techniques used in the selection and suggest refinement in it with alternative tools
- Officer-like qualities tested in the candidates for the SSB process would also be reviewed by the study and they will be made relevant as per changing socio-economic environment.
- Review the officer selection process of some foreign armies including the US and the UK besides other major forces in the world.
- The study would also help in evolving a “fair and more transparent” selection system for the force.
- The study would be completed by the premier management institute in three phases in one year.
What is your opinoin about this, do you think the current process is cool and good to go or do you think that there is immediate changes required in the old selection process. Write down your thoughts in the comment box below.
