The psychological tests conducted by SSB in the interview process are often misconstrued by the candidates as writing tests that require “good” or “ideal” answers. However, the reality of the situation is that these tests are meant to reveal the natural process of thinking and behavior of the candidate.

From the perspective of the assessor, it is not what you write that matters but rather why and how you have written what you have. The answers provided by the candidate in the psychological tests act as indicators of the personality of the candidate. When combined together, the answers provided by the candidate reveal a psychological profile of the personality of the candidate.

The purpose behind psychological testing

The psychologist at SSB does not conduct any direct interaction with the candidate through the process of questioning. Instead, it is the written responses provided by the candidate that are used to conduct the entire process of psychological assessment.

Through the written responses provided by the candidate, the assessor seeks to evaluate the following aspects of the personality of the candidate:

• The thinking process of the candidate
• The emotional stability of the candidate
• The level of responsibility of the candidate
• The social adaptability of the candidate
• The approach of the candidate towards decision-making

The purpose of the psychological assessment conducted by SSB is to evaluate if the candidate naturally possesses officer-like qualities (OLQs) through the process of thinking.

The interpretation of the results of the psychological tests

One of the most important aspects of psychological assessment conducted by SSB is that no single answer provided by the candidate determines the outcome of the results of the psychological test. The assessor seeks to interpret the results of the psychological test by analyzing the following aspects of the personality of the candidate:

The behavior patterns of the candidate
The consistencies of the answers provided by the candidate across various psychological tests
The consistencies of the answers provided by the candidate with their behavior

For example, if the answers provided by the candidate reveal initiative, responsibility, and practical approach towards problem-solving in TAT, WAT, and SRT, it indicates that the personality of the candidate reveals a stable personality trait. On the other hand, if the answers provided by the candidate reveal mixed behavior in TAT, WAT, and SRT, it indicates that the personality of the candidate reveals a lack of clarity

What TAT responses reveal

In the Thematic Apperception Test (TAT), the candidates write stories based on the pictures given to them.

Assessors look at:

The way the candidate sees situations
The clear identification of problems
The type of actions taken by the main character
The outcome and the approach to challenges

If the candidate writes stories in which the character takes responsibility and acts logically and constructively to solve the situation, then the candidate is seen as having practical intelligence and the potential to be a good leader.

If the stories written by the candidate are unrealistic and dramatic, then the candidate is seen as not connected to real-life thinking.

What WAT responses show

The Word Association Test (WAT) is a test of the subconscious thinking of the candidate.

As the test is given within a short time period, the responses given by the candidate are spontaneous and not thought through or filtered.

Assessors look at:

The attitude of the candidate to challenges and responsibilities
Positivity and practicality
Emotional stability
Social orientation

For instance, the response to a word such as "failure" would show whether the candidate is responsible or sees it as an opportunity to improve.

The emphasis is not on the candidate’s ability to write good sentences but to show their natural and balanced state of mind.

What SRT responses show

In the Situation Reaction Test (SRT), real-life situations are given to the candidate to be responded to immediately.

Assessors look at:

Decision-making ability
Sense of responsibility
Practicality to solve problems
Ability to take initiative

If the responses given to real-life situations are practical and immediate, then the candidate is seen as having effective intelligence.

If the responses are delayed or impractical, then the candidate is seen as not clear in their thinking and approach to real-life situations.

What SDT reveals about personality

In the Self Description Test (SDT), the personality of the candidate is revealed through their self-description.

Assessors look at:

Consistency of responses to other tests
Self-awareness of strengths and weaknesses
Realistic self-perception
Willingness to improve

A person who shows a balanced and honest picture of himself tends to be viewed as mature, trainable, and desirable.

The importance of consistency in all the tests

Psychological tests cannot be taken in isolation.

The examiner will check for:

• Is the TAT story the same as the one presented in the WAT?
• Is the SRT response similar to the thinking pattern reflected in the previous tests?
• Is the SDT similar to the overall behaviour?

This ensures that the personality traits presented are natural, genuine, and dependable, not artificially created.

Common misconceptions about psychological tests

Many candidates who attempt the psychological tests have misconceptions about them.

Common misconceptions:

There exist model answers for the tests, which will ensure selection.
Writing answers in an extremely positive or heroic way will ensure success.
Using complex language will be viewed favourably.

This approach will only lead to forced answers, which will be clearly identified as such by the examiner.

How to align your thinking with the expectations for the psychological tests

Preparation for the psychological tests requires the development of the quality of thinking, not the answers themselves.

The areas where the candidate needs to develop include:

A sense of responsibility in daily life.
A practical approach to life situations.
Emotional stability.
Decision-making clarity.

If the development happens on its own, it will be reflected in the answers.

The assessor’s perspective

From the assessor’s perspective, the psychological tests offer the only sure way to assess the candidate without direct interaction.

The only criteria for the assessment will be:

The natural thinking pattern.
The level of consistency.
The practical approach.
Emotional stability.

The candidate who tries to “perform” will find it difficult to be consistent, while the one who answers the test naturally will reflect a clearer, more dependable personality.

A guided approach for the psychological test will ensure the candidate understands the implications of their answers, how their thinking can be improved, and how their natural answers can be aligned with the expectations for the SSB assessment process, through SSBwithISV mentoring.