The Repeater’s Curse: Breaking the Cycle of Conference Outs in SSB | OnlyLearn

The Repeater’s Curse: Breaking the Cycle of Conference Outs in SSB

The Services Selection Board interview is one the most difficult ones to crack unless your three primary traits i.e. mansa (what you think, how you think), vacha (what you speak, how you speak), and, karmana (what you do, how you do) align together. Irrespective of the multiple chances given, candidates are still not able to qualify and still stand on the 1% selection rate since its inception in 1943. But what does the selection procedure have, that still a plethora of aspirants are there and are stuck on this cycle of being a repeater.

 
The blog shares the POV of a 10-times repeater candidate who was a part of this vicious cycle of showing up at the SSB centers. 

While writing the content the medical standards, merit list difficulties, and screening-in rate is not considered. It is solely based on the perspective of a repeater who is in PHASE II for either getting conference out (CO) again or getting the recommendation (R, +).

There is no sure-shot way to crack this interview procedure. As it is a test of how competent you are as a human and how competent the organisation will be for you. Based on various interactions and instances with repeaters, recommended candidates, and the assessors themselves. 

There are four pillars that increases your chances of getting through:

• Communication Skills: Decent communication skills, where you are able to express your thoughts effectively, through verbal as well as written modes.

• Academic Knowledge and Aptitude: Are well-sound with your choice of academics, the domains that you have studied, chosen hobbies and interests, and work-related knowledge.

• Physical Fitness: The individual is physically fit and does not run out of fuel in the little to moderate level of physical effort. 

• General Awareness and General Knowledge: With all this, the individual still has the basic idea of what is happening around him, viz. general awareness, current affairs, and general knowledge. 

Why do Repeaters fail?

Why does this label of a repeater become a curse? 

• Myths and Jargons: “Officers brats will only get selected”, “Civilian candidates will never get recommended”, and this list goes on. These myths fuel up the insecurities and make you desperate. Rather than focusing on this, you must work towards improving yourself. And, utilise the holistic approach of making yourself more competent in life. 

• Introspection Gone Wrong: Repeaters boast pride while having this tag on them. Most of the time, they don’t consider the need to learn and improve. They do follow the popular practice of introspection post-rejection, but fail to apply it. 

• Appearing in Every SSB: This theory was also followed by me, irrespective of the level of preparation, showing up was important. And hence increasing the number of screen-outs (SO) and conference-outs (CO). Instead of this, you must prepare well and only appear when you are fully prepared. 

• Desperation of Getting Recommended: Once the candidate is trapped in this cycle, and sees his mates are getting recommended. A sense of urgency is also infused in your mind. It is totally normal and it should not hinder your performance. Always remember if your thoughts and emotions are getting triggered with this, then how will you manage those men under your command?

• Not Self-Aware: As mentioned earlier, it is a test of your competence. Most candidates lack self-awareness, for example, if you are not sure what your parents think about you, there is no point in going for the SSB. You should at least know the things that you have mentioned in the Personal Information Questionnaire (PIQ), your life decisions, things about your family, friends, teachers (if a student), colleagues-manager (if working), and clients (if working as a freelancer). 

• Psychological and  Personality-Based Selection: Many candidates fail because they try to fake their personality or mimic someone else, which trained Defence Institute of Psychological Research (DIPR) assessors can easily detect, and will not clear you.

• The Job of Assessors is to Reject: This is another misconception floating among the aspirants. They consider the selection procedure a knock-out process. But gentlemen, believe me, the results are based on your totality of performance. Not performing well in a single task won’t decide your faith. Give your best till the day of the conference. 

• Groupism is a Key Element of Success: Dominating the GDs, outshouting others, being not cooperative in the groups. This is practiced by the majority of the repeaters, being frank freshers are the most scared of this. Be a human, not an animal. In group activities help the group to win while performing your individual best. If the group wins, you get better marks. 

• Not Controlling Emotional Quotient: Yet another reason by which repeaters don’t make it through. Don’t take things personally, no one owes you anything there. Perform well in the tasks, come back to your line, play mafia, bond with others or just sleep.

What I Have Learned?

The most beneficial part of appearing in the Services Selection Board interview is that, irrespective of the results, everyone learns something. The learnings may vary for each candidate. 

Here, I am sharing what I have learned from being a hardcore repeater.

• Power of Introspection: The most common practice followed by repeaters is introspection. After seeing off the band of brothers, other than sleeping, candidates introspect—recalling their assessments, responses, and what could have been done better. When done correctly, the power of introspection can do wonders, ranging from getting your act together to potentially getting recommended the next time.  

• Efforts Matter: Your daily, consistent, and focused efforts will make a difference one day. As mentioned earlier, it is a test of your overall competence. Work progressively toward becoming better.

• Anyone Can Get Recommended: A Rimcollian, a Georgian, an academy dropout, a brat, and a civilian—all are treated the same way at the center. There is no bias. These tags may help them individually to present themselves better in front of the assessors, but they do not affect anyone’s recommendation. If they are with you and giving the SSB with you, you are all the same.  

• Always Train Your Mind: Always remember: mental fitness >>>>> physical fitness anytime. You might not be able to do 30 push-ups, but there, you will do 50. The environment will continuously inject you with adrenaline. During the assessments, keep your act together, prioritize events, and perform accordingly.  

• Extrinsic Motivation Will Fade Away: If you are joining the forces after watching Lakshya, URI, etc., you won’t make it through—you will run out of fuel. It is advised to find your intrinsic motivation that will keep your engines up and running. Altruistic motivation will work as the bonus leg piece during lunch.  

• Holistic Approach: Just like in fat loss, spot reduction is not possible. Similarly, improving a single trait alone will not help. Suppose your communication is not up to the standard—don’t just go around speaking in English. Instead, divide it into multiple parts: reading, writing, speaking, and practicing religiously. Read books and newspapers, practice objective English, revise grammar, and record yourself while speaking.  

• Always Have Backup Plans: The SSB process is dynamic, and nothing can guarantee your selection. Written/Cutoff (Direct Entries) > Phase I Screening > Phase 2 (Psychology, Personal Interview, GTO I and II, Conference) > Medicals > Merit List > Academy Training > POP > Commissioning. As you can see, the process is long, exhaustive, and completely unpredictable. If you are just giving SSBs and waiting for a miracle to happen, gentleman, you are waiting for a ship at the airport.  

• Leave Management: This one is for working candidates. Maintain good relations at work so that you can appear for your SSBs without hindering your performance. Prioritize your leaves so that you won’t lose your pay.  

• Written Entries are Better: Lads, study—just study for written entries. Manage your time and work. Study for the written entries, and you will see the difference after getting recommended.  

• He Got Lucky: Fortune favours the brave. 

Conclusion

In the end gentleman, the SSB selection process is scientific, and no myth should stop you from preparing with a growth mindset. In the journey of SSB, being a repeater is not a curse but an opportunity for growth. The myths, desperation, and emotional turmoil must not cloud your judgment. Focus on self-improvement, logical responses, and genuine personality development, and you’ll increase your chances of getting recommended! You got this champ, strength and honour!