ISRAELI SPECIAL FORCES : SELECTION STRATEGY

PRESENTED BY:HINA RAWLA GURANCHAL KAUR PREETI PAHUJA

CONTENT :
Executive summary History of ISF What special forces are all about? About ISREALI SPECIAL FORCES Required characterstics Selection process Negative effects Recommendations Conclusion

EXECUTIVE SUMMARY
The case discuss about the Israel special forces & their strategy they have adopted Major Ron Guntz, had been instructed by his superiors to EVALUATE the process by which he selected the soliders, of 20 months long special training programme. As they stood, the selection exercise- a FIVE DAY, BATTERY OF TEST- were both physical & mental greuling. The intro part presents short history about Israeli special forces. Second part includes the Selection strategies they have followed. Last part concludes the case.

intro
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What SPECIAL FORCES are all about ?????

Special forces unit consisted of male combat personnel organised into small, flexible teams, havin been equipped with most cutting edge weapons & gears. Special forces were reguraly assigned the most unconvential & dangerous missions. Success of missions like, ASSASSINATIONS& COMPLEX COUNTER TERRORISM ASSIGNMENTS was often contigent upon their teamwork, self reliance, versatality & ablility to deal with situations under extreme pressure.

ISRAELI: SPECIAL FORCES

In Israel, all healthy 18 yrs old were required to participate in military services for upto 3 yrs, although not necessarily in combat ready position. At 17,each citizen was brought in for an initial screening. During peace time, each citizen that returned to civilian life could potenially be called for services in ARMY RESERVES for one month each year untill the age of 45.

 During war time, each citizen could be called for immediate active duty of an interdermined length. In general practice- during peace time, most citizens were not called for reserve duties; however during war time, many citizen volunteered for active duty In recent survey 94% claim to be willing to fight for their country.

REQUIRED CHARACTERSTICS OF ISF

Selection challnges & strategy. Selection process

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FINAL EVALUATION
Final Grade of each soldier, who completed the training was based on weughted scores in three measurement categories:1. Their success in field drills (40%) 2. Pear evaluation questionnaire (40%) 3. A personal interview (20%)

SOME NEGATIVE EVAULATION EFFECTS

The Aura Effect : The tendency to evaluate all the characteristics of a person alike because of anoverall positive or negative impression based on one or two distinctive attributes. For example, certain soldier could be perceived as an ideal candidate due to exceptional physical fitness andcharisma, potentially overlooking low endurance levels and a lack of motivation. Stereotyping Effect : The tendency to assume characteristics, qualities, and deficiencies in candidate based on appearance, background, or group affiliation. For example, assumptions include ideas such as, strong recruits will make the best commandos or soldiers with glasses must be

 The Bias Effect The tendency to make all evaluations biased in one direction, either positivelor negatively. For example, some evaluators tended to be good guys and evaluate over-positively,while others were too strict and deemed all candidates poor performers. The Middle Effect The tendency to concentrate the evaluations in the middle, not truly differentiating between the candidates. This effect resulted from the evaluator lacking confidence and trying to stay on the safe side with each evaluation to avoid making gross errors.

RECOMMENDATIONS IN THEIR EVALUTAION

1. Maintain a detailed write-up, including grades, for each candidates performance in each drill. 2. Focus on an external view of group activities and avoid interacting as much as possible. 3. Address the group as an entity and refrain from individual references. 4. Strictly adhere to the drill safety procedures to avoid injuries. 5. Stay near the soldiers during all phases of the drills. 6. Pay close attention to all soldiers in the group and grade all the participants in the drill. 7. Do not disclose your impression or evaluation. Avoid facial expressions of content or displeasure. 8. Do not talk with the soldiers or intervene in their drill except for safety purposes. 9. Complete the evaluation form independently. Do not share impressions with the other evaluators. 10. Independent, unbiased evaluations are the key to a valid and just assessment.

CONCLUSION
Relating the selection strategy which defence world have followed & which coperate sector usually adopt. In crux, any employee or commando which is going to be recruited should have capibility to change & adapt the changing enviournment of organisation or war time very comfortably. Should posses skills & highly motivated to work hard for the achievement of their ULTIMATE GOAL effectively & efficiently.