Seeing lots of questions around this. Attached is what we use during the panel interviews and below is the guidance given from COMNAVIFORESINST 1120.1B. As others, including myself, have mentioned. This interview is extremely important to your selection.
Do whatever you have to do to complete the interview in person. Four of the last five people I interviewed all lived within 4 - 5 hour's driving distance from me. Guess how many went out of their way to drive to my location for the interview? Zero... No excuses. If you want it bad enough, you'll make it happen.
Standard interview etiquette applies:
Do whatever you have to do to complete the interview in person. Four of the last five people I interviewed all lived within 4 - 5 hour's driving distance from me. Guess how many went out of their way to drive to my location for the interview? Zero... No excuses. If you want it bad enough, you'll make it happen.
Standard interview etiquette applies:
- Do not get chummy with the interviewer
- Dress professionally (suit and tie). I don't care what anyone else tells you about you not having to wear a suit and tie. It will set you apart. If you are an Enlisted Reservist applicant, your uniform better be squared away.
- Be within standards (haircut, facial hair, height/weight)
- Have your sh*t together and do not waste my time
1. The goal of our IWC Direct Commission Officer (DCO) program is to commission those promising Officers having the highest potential to effectively lead tomorrow’s Reserve Information Force. We are looking for Candidates who bring leadership and talent, and if possible meaningful experiences from their civilian careers. The inherent difficulty is identifying strong Leaders, an attribute that is not easily quantifiable. Your job as an interviewer and board member is to accurately evaluate leadership potential, technical expertise, and raw talent, all without discriminating against youth.
2. You are not identifying Candidates for a promotion board, but instead for an accession board - you must judge the Candidates’ potential for future success, from basic qualification training to Senior Officer status. More than anything, you must identify those select Candidates whom you believe are Leaders. Those selected should become Officers who would motivate and inspire you.
3. Overstatements of abilities are misleading, so be discerning in your grading and comments – not everyone is a 10. You’re not performing this vital task to be friendly or to avoid disappointing the good people you interview. Your interviewer grades and comments must be objective, reflective of reality, and be yours and yours alone. You should not discuss rankings of Candidates with other panel members.
4. Always remember that your Interviewer’s Appraisal Sheet is for the Board --- not the Candidate. It is a vital tool for board members to assess and make a professional recommendation on each Candidate. It is your responsibility to provide the clearest picture of the Candidate to the Board.
5. The priorities for DCO professional recommendation are:
a. Potential for success during initial obligation to include qualification (designator and IWO) and mobilization.
b. Leadership potential (demonstrated through a variety of means; College Clubs, sports, Civic involvement, community events, and civilian jobs).
c. Retention and career progression potential (to CAPT/O6 and beyond).
d. Relevant civilian experience and education (we do not expect someone newly out of college to have their Masters; PhDs do not guarantee success in the Reserves).
6. We are counting on you to shape our future Officer Corps. Appraise all Candidates fairly, accurately and thoughtfully. Thanks for taking on this seemingly minor, yet vital task.
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