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SSB Interview
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Armed
forces offer very exciting career to young men and women in several
fields. Career in the forces, in addition as a career, is also an
adventure in itself. To ensure that appropriate candidates are chosen,
a comprehensive selection process is adopted by the armed forces
through Service Selection Board (SSB) interview. This system of
selection is based on the "trait theory" of leadership which assumes
that every leader must have some specific and pre-determined leadership
traits. It also presumes that such traits can be acquired by a
candidate with the passage of time meaning thereby that a person once
rejected in an SSB interview is likely to succeed if he acquires some
of the traits with the passqage of time. The present system of
selection, although is long and takes four to five days, is thus based
on an objective assessment of each candidate in which the qualities
like initiative, alertness, judgement, courage, physical fitness
endurance, cooperation, group planning, decisiveness, knowledge, etc.
are judged. In addition, psychological and mental robustness of the
candidate vis-a-vis requirements of the Armed Forces is judged and
finally an overall assessment of the personality of a candidate is made
by way of an exhaustive personal interview.
Scheme of Selection
The
existing scheme of selection was initially designed in the US army,
after the second World War. The system was adopted in the selection of
officers in Army, Navy and Air Force for induction through National
Defence Academy, Army Cadet Corps, Officers Training Academy, Indian
Military Academy, Air Force Academy or Naval Academy.
The selection process has the following stages/components.
(a) Psychological/Intelligence Test.
(b) Group Testing Officer's (GTO's) Test.
(c) Personal Interview.
(d) Medical Examination.
It
is evident that the interview is mainly confined to first three stages
of examination while the fourth one concerns the medical examination of
only those who get through in the SSB interview comprising of first
three components. Evaluation of a candidate is made by three
independent examiners. The psychological test is carried out by a
psychologist and GTO test is given by a Group Testing Officer (GTO).
Personal interview is carried out by the interviewing officer who
usually is also the President of the Board.
The interview
being an integrated process, culminates with the conference on the
final day when all the three examiners gete together to give the final
assessment of the candidate. If there is any doubt on any aspect of the
personality of the candidate, a few questions are put to him/her and
the evaluation is done accordingly. All the candidates who manage to
obtain minimum prescribed marks are declared selected. There is no
quota or percentage fixed about the number of candidates to be selected
and the selection purely depends on the performance of the individuals.
The selected candidates then have to undergo a comprehensive medical
examination to be finally recommended for selection.
Through
this series of features on careers an effort is being made to acquaint
the candidates, particularly the fresh candidates, with the techniques
of SSB interviews and strategy to be adopted to overcome this final
hurdle to a challenging career in the defence forces. In the first part
of this series, psychological tests are being dealt with in detail.
The
scheme of selection is almost same for Army, Navy and Air Force with
the only difference that in case of interviews for the flying branch of
Air Force, an additional aptitude test is given to the candidates right
at the beginning. The interview usually lasts for four to five days and
the arrangements for free boarding and lodging are made for the
candidates. Moreover, the candidates appearing before the Board for the
first time are entitled to claim travelling allowance for to-and-fro
journey upto the selection centre.
Questionnaire
Immediately
on arrival at the Selection Board a questionnaire is given to all the
candidates in which, in addition to personal details, including
educational qualifications and details of family, hobbies, games and
other extra curricular activities, details about other important
happenings in life, friends, ambitions, etc are also sought from the
candidates. This questionnaire usually forms the basis for interview.
This part also assumes importance, considering the fact that it is of
importance to a psychologist to know what a candidate thinks of
oneself.
Psychological Tests
(a)
Intelligence Tests: First and important part of pscychological tests is
the intelligence test. There are two types of intelligence tests. In
the first, usually 80 questions are required to be answered within 30
or 35 minutes. The time is lesser for the second in which 60 questions
on figures are required to be answered in 20 to 25 minutes. This test
presumes that even under adverse circumstances an intelligent person
will be able to answer more number of questions accurately. The
questions are objective type with multiple choice answers.
To
attempt maximum number of questions correctly, the candidates are
advised to attempt those questions to start with, about which they are
fully sure. The questions which need some more time to answer, must be
skipped initially and if after attempting other questions there is some
time left, it can then be devoted to the left-out questions. Exhaustive
practice in these tests, which appear regularly in the Competition
Master, can be of great help in attempting the intelligence tests
effectively. A candidate who achieves a good score in these tests may
get the benefit of being placed higher in the order of merit if he/she
finally makes it in the interview.
(b) Word Association Test:
This test aims at judging the personality traits and basic psychology
of a candidate. It brings out attitudes, thoughts, desires, feelings
and even negative aspects of one's personality. For testing the word
association, candidates are shown a word of common usage for about 15
seconds, during which time candidates are supposed to write a sentence.
After 15 seconds are over, another word is exposed for 15 seconds, the
process continues and candidates are asked to write 50 sentences. The
words are easy and of day-to-day usage. Time given to the candidates is
so short that they have to write down the very first thought that comes
after seeing the word. The psychologists analyse the personality
traits, attitudes and feelings on the basis of these natural reactions
of the candidates to specific words.
There can be no readymade
solutions to the word association test. However, with a little bit of
practice the candidates can choose correct sentence. The pessimistic,
negative, pervert and counter-productive feelings must be avoided
whereas positive feelings of success, honesty, respectfulness,
uprightness, optimism, humanism, etc should be highlighted. For
example, the word "failure", can be used as "Failure cannot always be
avoided", or "Failures are the pillars of success". Whereas the former
sentence depicts pessimism and defeat, the latter sentence shows how a
negative word can also be used in a positive manner. On similar lines
the candidates must prepare himself beforehand for words like defeat,
death, disease wrong, etc. It must be ensured that the sentences used
are small and convey some positive aspect of one's psyche. Due care
must be taken to ensure that the sentences do not depict the feeling of
fear, insecurity, anxiety, cowardice, etc. To do well in this test the
candidates must practice with several sets of words and do the self
appraisal.
(c) Thematic Apperception Test (TAT): This
technique, also called picture story writing, is one of the most
important aspects of psychological test at SSBs. This technique aims at
judging the overall personality of a candidate by judging the traits
like fearlessness, positive frame of mind, initiative, judgement,
courage, temperament, ambitions, and more particularly candidates'
suitability for the armed forces. This test is conducted by showing
several slides/pictures (usually ten) to the candidate for a short
while. Then he is asked to write a small story on the picture. The
picture is shown for 30 seconds and the candidate is given a time of 3
minutes for writing a brief story. Needless to say that the time
duration is very less and the candidates must think and write fast to
complete the story within the stipulated time.
The candidates
need special practice to attempt this test successfully. It must be
clearly understood that the story which is written by the candidates,
depicts their own thoughts, perceptions and imaginations. Hence the
initial 30-second time while the picture is displayed, must be utilised
in most useful manner. After devoting minimum possible time for
understanding the picture, the candidate should appreciate the
situation, identify the hero of the story and prepare a simple but well
thought of plot for the story. The plot should be simple considering
the fact that the story has to be written within 3-minutes. The planned
story should depict the feelings of courage, success, hard-work,
initiative, ambition, achievement, helpfulness, patriotism and positive
bent of mind. It should be ensured that no unnecessary time is wasted
in describing the picture. The picture only depicts one of the
situations which could form part of the story. It is pertinent to add
that candidates may expect at least one picture each about hospital
scene, war, road accident, a captive lady, a frustrated youth, a river,
a thief, a graveyard, etc. There may be a few vague pictures also.
Practice on writing stories on above situation/pictures would assist
the candidates to do well in this test.
(d) Situation Reaction
Test (SRT): This is last in the series of psychological tests. In the
SRT, the candidates are given 4 to 5 reactions to a particular
day-to-day situation and the candidates are asked to choose the most
appropriate one. This test aims at judging a candidate's aptitude
towards cooperation, group interests and positive thinking. No answer
is outrightly incorrect or correct. The candidates get weighted marks
depending on the degree of correctness of an answer. In all 50 to 60
situations have to be reacted upon in 25 to 30 minutes. The candidates
must exercise due care while choosing the alternatives as two to three
alternatives may appear to be correct. The answer which appears to be
the best in a real life situation must be chosen. Initially, questions
appearing easier to answer should be chosen and the candidates should
avoid conflicting replies and be considered.
The second part
of the interview contains Group Testing Officer's (GTO's) Test. While
the first part aims at testing the intelligence and frame of mind of a
candidate, the GTO's test is a complete test of one's personality,
including physical fitness, mental obustness, leadership qualities,
planning flexibility, expression, knowledge, argumentative
capabilities, etc. In other words, the performance of every candidate
is gauged as a member of a group, and leader of the group, so that
his/her behaviour as equal, superior or subordinate is keenly observed
and assessed. The group worthiness of a candidate is tested.
The GTO's test includes the following six broad sub-tests:
Group discussion
Group planning exercise
Group obstacles
Command Task
Individual obstacles
Lecturette
Group Discussion
Candidates
are divided in groups of 8 to 10 and each group is tested by a GTO.
Usually two topics of general interest are given by the GTO to the
group and the group is asked to choose one of the topics, on the basis
of which the group is asked to proceed with discussion. Every candidate
is supposed to express his opinion and views on the topic given. The
time for discussion is approximately 20 minutes. After the discussion
on the first topic is closed, GTO gives the second topic. During the
discussion, the GTO quietly observes the performance and behaviour of
the candidates and makes his own assessment.
The group
discussion tests the expression, argumentative capabilities, depth of
knowledge, initiative, flexibility, participation and authenticity of a
candidate. The candidates must comprehend the topic properly, carry out
a mental framework of line of discussion to be pursued and plan the
discussion quickly. It is always better to take the initiative to start
the discussion. Self confidence, clarity in expression, appreciation of
opinion of others, keen interest, flexibility and knowledge are some of
the properties which are sought by the GTO. Proper tone, volume and
level of voice are other important aspects of a good candidate. To do
well at group discussions, it is suggested that the candidates should
prepare well by selecting certain topics of general interest like role
of science, democracy, role of women, sports, evils of dowry, family
planning, compulsory military training, students and politics, status
of Indian women, etc.
Group Planning Exercise
Under
the group planning exercise, a situation is given to the candidates
usually on a sand model or cloth model. Each candidate is given the
situation in which some problem like taking a patient to hospital
within stipulated time, reporting the matter to the police or any other
situation is depicted and certain facilities as well as limitations are
explained. Considering these given limitations and facilities, the
candidates are required to prepare a plan to successfully accomplish
the task. The time allotted to the candidates, to write down the
solution, is about 10 minutes. Soon after writing down the solution,
the group is asked to discuss the solutions and arrive at a group plan.
The group then nominates a leader who gets up and gives the group plan.
After this, others are also asked to give their plans if there is some
material difference in the plan. For this exercise a further time of
about 20 minutes is given. The test is planned to test the
understanding and analytical capability of the candidates. In addition,
in a group where no one is nominated a group leader, opportunity is
provided to the natural leaders to emerge as leaders and take over the
reins of the group. The individual plan tests the analytical ability
and the discussion of the group plan sees whether the candidate is
prepared to accept a superior plan over his plan or he is able to
convince the group about superiority of his plan against an inferior
plan being considered by the group. The candidates must properly
appreciate the problem, take stock of the resources available with them
and then try to generate some alternatives in the given situation.
After considering the pros and cons of every alternative, best
alternative should be accepted. By actively participating in the group
plan discussion, the candidates should try to get themselves nominated
as the group leader to get an edge over the other candidates.
Group Obstacles
Next
part of GTO's fest is the group obstacles. It has four sub-parts
including Progressive Group Task, Group Obstacle Race, Half Group Task
and Final Group Task. These tasks are designed to test the behaviour of
a candidate in a group where there are no group leaders nominated. The
GTO, therefore, keenly observes the candidates for their qualities like
cooperation, group belonging feelings, natural leadership qualities,
planning, initiative and task orientation. Group obstacles in all the
four sub-parts are in the form of obstacles which cannot be negotiated
by an individual and need a group of persons to cross it. The group is
explained that within the obstacle area, in which particular parts are
"out of bounds", the entire group has to cross the obstacle within a
given period of time with the assistance of tools like ropes, planks,
wooden logs, etc. The progressive group task has four tasks with each
successive task getting tougher and final group task is the repeat
exercise to facilitate the GTO to observe only the potential
candidates.
The group obstacle race is in the form of an
intergroup race in which they also have to carry a sack type of load
while crossing the obstacles. Half group task is given by dividing the
group into two sub-groups, facilitating the GTO in observing the
candidates in a better manner. While crossing these obstacles, or
planning to cross these, the candidates should think objectively to
negotiate the obstacles with the help of given material. There are
usually more than one solution to each obstacle. Immediately on getting
the solution, the candidates must start asserting themselves by also
seeking advice and suggestions of other candidates. Even if the
candidate is unable to arrive at any solution he should try to assume
the role of a mediator between several candidates having diverse
solutions. Even while actually negotiating the obstacle endeavour
should be to take on the most difficult tasks so that an impression of
task orientation and leading by example is created in the mind of the
GTO.
Command Task
Command
Task is aimed at testing the leadership and command capabilities of
candidates. In all the earlier exercises, the natural leaders are
allowed to emerge. But in some cases, where there are more than one
natural leaders, the strongest one will overshadow rest of them.
Similarly, a person who is shy by nature, may not be able to exhibit
his leadership qualities in a group of equals and hence an opportunity
is given to such candidates to show their worth in a formalised
situation, where they are declared leaders. In the command task the
nature of obstacles and facilitating material remain the same. The only
change is that one candidate is nominated as a formal leader, asked to
choose his team, plans to negotiate the obstacle and finally executes
the plan. The candidate's judgement, planning and analytical
capabilities are checked and his capabilities to get a task executed
are also tested. The candidate must, therefore, choose his team
carefully, choosing the best candidates who are cooperative and
physically strong. This reflects his objective assessment of
subordinates. Then the leader must explain to his men the objective or
task, the facilitating material available to them and spell out the
plan as to how he planned to accomplish the task. The plan should be
clear and spelt out in clear and commanding manner. After explaining
the task to his men, the leader should go ahead with the proper
execution of the task by properly supervising and giving supplementary
instructions if required. Normally, the work should be got executed
from the chosen candidates, but in case some part of obstacle
negotiation needs his assistance, he should be ready to do so. At
times, the commander may find it difficult to plan a solution to the
obstacle. Under such a situation, the commander may ask the members of
the group to suggest to him the possible solution.
Individual Obstacles
There
are 10 obstacles which are required to be negotiated by every
individual within a stipulated period of 3 minutes. The obstacles are
not very tough and can be negotiated by any candidate with average
physical fitness. These obstacles include climbing ropes, jumping,
swinging on ropes, climbing wall, walking over a beam and parallel
ropes, etc. The relatively difficult obstacles carry higher marks and
easier ones have lesser. In case a candidate can repeat some of the
obstacles, after completing all in the given time period, such a
candidate gets more than maximum marks to the extent of repetition of
obstacles. To do well at this test, the candidate must try to achieve a
particular level of physical fitness before proceeding to the SSB
interviews. Easier obstacles should be attempted first and even if one
is unable to complete all the obstacles within three minutes, one
should be satisfied as in the words of one GTO "armed forces need
officers, not monkeys". Nevertheless, this test aims at looking for
bare minimum level of physical fitness, which can be built up by
rigorous pre-commission training in the Training Acadmeies.
Lecturette
Lecturette
is last in the series of GTO's tests and is aimed at testing the speech
of a candidate. A leader should be able to speak effectively, attract
attention while he is talking, have a clear head and clear line of
thinking. These qualities are tested by giving a small test to the
candidates known as lecturette. This candidate is given about four
topic of general nature which do not need any specialised knowledge.
The candidates are required to select one topic, prepare for three
minutes and then deliver a speech to the group for a period of three
minutes. While taking this test, the candidate must select the
subject/topic on which he is fully confident of having enough knowledge
and material to speak for three minutes. Unnecessary movements of
hands, legs, fingers etc should be avoided and the speech should be
delivered in a pleasant but authoritative voice. The views expressed
should be balanced and extreme positions in views should be avoided.
The clarity of thoughts and ideas must be insured.
It is
evident from the above that the GTO's test is a comprehensive test of
one's personality. An objective assessment of personality of the
candidates is made by observing their behaviour in a group and as a
leader as well. Capabilities of the candidates like knowledge,
expression, leadership, initiative, physical fitness, planning
capabilities, understanding, disposition, grasp and task orientation,
etc are tested by following a comprehensive and objective method of
personality test. The GTO makes the assessment by assigning marks in
each of the six exercises and then finally allots the aggregate marks
on the basis of overall average assessment.
Personal interview
is the last hurdle in the selection process to the defence forces
through SSB Interviews, apart from the medical examination. Every
candidate is tested by a psychologist, G.T.O. and finally by the
President or Deputy President of the Selection Board.
The aim
of the personal interview is to have a closer look at the personality
of every candidate through conversation in friendly discussion. To keep
the interview formal and the candidate at ease, only one interviewer
interacts with the candidate. The information given by the candidate,
on the very first day in the questionnaire, forms the initial basis for
questions during the course of interview.
Conduct
At
an average, every interview lasts about 30-40 minutes. The President of
the Board begins in a very friendly manner by asking very personal
questions from the candidates like name, detail of the brothers and
sisters, occupation of parents, names of good friends, place to which
the candidate belonged. About 10 minutes-time is devoted on these
questions so that the candidate is put at ease. Name of the educational
institutions where one studied, subjects offered, marks obtained etc
are a few other questions that may be initially expected. In addition
to putting a candidate at ease, the President also observes the
qualities of friendliness and the ease with which one can handle simple
and personal questions. Other questions in the interview may be about
games played, hobbies, girl/boy friends and the means adopted by the
candidate to remain fit. As a young and educated person, one is
expected to either play or have keen interest in some games. Similarly,
every person is expected to have a hobby, be it reading, playing games,
swimming, driving, gardening, philately, riding, photography or
travelling. Every young candidate, aspiring to become an officer in the
armed forces, is also expected to have friendship with the opposite
sex. Hence all these questions must be answered accordingly.
Final
part of the personal interview may include a few questions on current
topics, general knowledge, some imaginary situation for reaction and
small simple problems for judging the administrative planning
capabilities of the candidate. Problem solving may be judged by
depicting a simple real-life imaginary situation involving the
brothers, sisters, parents or friends to which reaction of the
candidate is judged. Similarly, a small administrative problem may be
given to a candidate including organisation of a match or a picnic. The
candidate is then asked to give his/her step by step planning and
execution and perception of happening of the event, without its
actually taking place.
How to tackle?
As
has been hinted above, the questions in the interview must be tackled
very carefully. The candidates should not be in a hurry to reply the
questions. The questions should be properly understood and after
considering the contents for a while, reply should be given. Regarding
personal questions, the candidates should be careful that they do not
hide material facts or try to give wrong facts. It must be understood
clearly that the President conducting the inverview handles several
candidates every day and does the same thing over the years. Moreover,
he is trained to interview candidates in such a manner as the truth
comes out. Any attempt to hide some facts or give wrong facts will be
certainly picked up by the experienced President and they usually make
the candidate realise during the interview itself that he/she was
trying to bluff. Moreover, no candidate is expected to be perfect, as
every human being does have some weaknesses. However, it should also be
ensured that no unnecessary details are given by the candidate. The
replies should be to the point and relevant to the questions asked.
The
same principle applies to the other questions like games played,
hobbies pursued and friends (particularly from the opposite sex) held.
The games which are stated to be played by the candidate should be ones
about which the candidate has complete knowledge and is able to reply
to most of the questions. Similarly, the interviewer devotes a lot of
time to the hobby named by the candidate. The candidates must,
therefore, make sure that the hobbies and games they name must be fully
known to them. Rather than bluffing in this regard, it is better to
give a negative reply. Moreover, as earlier pointed out it is good to
have friends from the opposite sex with healthy and friendly relations.
But in case there is no such friend, the fact should be admitted
without hesitation.
Finally, the questions on current affairs
and general knowledge need a little-bit of brushing up of knowledge in
this field. Regular readers of "The Competition Master" normally do not
find much difficulty in tackling this part. Candidates who feel less
confident in this part are advised to consult the General Knowledge
Refresher by O.P. Khanna.
The questions on the reactions in
given situations have to be handled very carefully. The candidates must
grasp situation completely, clarify the doubts if any and after taking
some time to think, come out clearly with the course of action.
Choosing a right course of action is not very difficult. The candidates
must imagine themselves in similar situation and consider the most
probable course of action which would be taken by them, which
invariably is also the right solution to the problem. In their
reactions, the candidates must not bring in any artificiality and
unnecessary heroism. They should react as if they would have done in a
similar real life situation. Due care, therefore, must be exercised as
this is one of the most crucial aspects of the interview. Two more
questions which must be prepared properly arre (a) "Why do you want to
join the Defence Forces?"; (b) "If you are not selected what would you
do?" These are often-repeated questions and must be answered very
honestly and correctly, without any exaggeration.
Balanced Behaviour
While
proper replies to the questions are important balanced conduct of the
candidates is still more important. The candidates should avoid use of
slangs and be very respectful to interviewer. Use of language and
expression are the plus points but the candidates are usually not
penalised for weak expression, as it is believed that the problems of
fluency and expression are overcome during the training period. The
candidates must be composed and maintain their poise. Lack of
confidence in replying to the questions reflects lack of knowledge and
self-confidence. At the same time one must not be over confident or
arrogant.
The interviewers are trained to identify the signals
sent by the body language alongwith the spoken word. Whatever is spoken
from the mouth must be reflected from the eyes of the candidate as well
the tone of his/her voice. Hence, body language must be controlled to
convey the same meaning as the word of the mouth. Any contradiction
reveals the untruthful intention of the candidate. It should, however,
be kept in mind that no unnecessary gesticulations are made with hands
and sitting posture is also proper, as recommended for the interviews.
The
appearance and bearing of the candidate helps in making a good first
impression. The clothes need not be new or highly fashionable and
bright, but should be sober and properly cleaned. Hair should be
properly groomed and hands should be properly cleaned with the nails
cleanly cut. While describing their achievements, the candidates should
be modest without being boastful and while admitting weaknesses and
failures, they should not be ashamed or evasive. There must be
eye-contact with the interviewer for most part of the interview.
Interview Etiquettes
In
addition to the above there are certain established interview
etiquettes which must be strictly adhered to. One must enter the room
after seeking permission. On entering the room, the candidate must
suitably wish the interviewer and should sit only when he/she is asked
to do so. On being offered a seat, one is expected to thank the
interviewer. In case the President offers a hand for handshake, it must
be shaken firmly, but the candidates, on their own should not initiate
shaking the hands. Seat should be taken promptly and the candidate
should sit properly and if possible in an upright manner.
The
interviewee should offer a bright and cheerful face. If the President
calls for a cup of tea or lights a cigarette and also offers to a
candidate, it should be declined gracefully, without annoying him. In a
very few cases if the President asks some irritating and personally
offending questions, the candidates must not loose their poise and
temper. Such a question may be aimed at seeing whether or not a
candidate gets provoked easily. The candidates should also show
flexibility and admit his/her mistakes, if any pointed out by the
President. If a question is not clearly understood or heard, the
President may be requested politely to repeat it as there is no harm in
it. As the interview is over, the candidates should thank the
President, get up without battling with the chair, wish him
appropriately and quietly leave the room. The questions like "How have
I done Sir?" should not be asked by the candidates while leaving the
interview room.
Conference
The
last stage in the selection process is the conference which takes place
on the last day. During the earlier three stages, three selectors i.e.
the psychologist, G.T.O. and the President carry out their tests
independently. At the conference all the three selectors sit together,
call the interviewee and ask two-three formal and routine questions.
Candidates who qualify in all the three tests independently are
declared successful. All those failing in all or any two are declared
unsuccessful. A few candidates marginally failing in one of the tests,
may expect a couple of more absorbing questions, including a situation,
and on the basis of reply offered by the candidate, final decision
about his/her selection is taken. The result is announced soon after
the conclusion of the conference and all those who are selected are
required to stay back for the medical examination, which takes another
three to four days.
Medical Examination
The
selected candidates are then required to undergo medical examination.
Prior to the medical examination, a form is given to the candidates to
be filled which mainly relates to the past medical history of the
candidate as well as his/her members of the family. The candidates who
pass all the medical tests are finally declared as successful and may
expect a call to join the training academy concerned within a month or
two of the selection. However, the call letters are issued after
clubbing the marks obtained in the written examination of the UPSC as
well as marks obtained in the interview. At times it may so happen that
even a candidate getting through in the interview finally, may not get
a call to join at the concerned training academy if the number of
vacancies is less or the candidate is very low in the order of merit.
Hence, the candidates are advised not to leave their studies or jobs
till they rceive a call to join at the training academy concerned
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