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SL Navy Cadet Selection study materials
SL Navy Cadet Selection study resources

SL Navy Cadet Selection practice questions

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Question 1Selection Process (application and recruitment stages)

Which document is primarily used by a South African Navy cadet applicant to confirm South African citizenship and identity at the recruitment stage?

  1. A bank-issued proof of residence letter
  2. A certified copy of the applicant's green bar-coded ID book or smart ID card Correct answer.
  3. A letter of recommendation from a school principal
  4. A matric certificate issued by the Department of Basic Education

Explanation

Identity and citizenship verification during SAN recruitment relies on the official identity document, either the green bar-coded ID book or the smart ID card, presented as a certified copy. Proof of residence, school results and reference letters serve separate purposes and cannot establish citizenship.

Question 2Selection Process (application and recruitment stages)

At which stage of the SAN cadet selection process does the applicant normally complete a psychometric battery and medical evaluation?

  1. Only after signing the cadet training contract
  2. Before submitting the initial application form
  3. After the initial screening and during the selection centre phase Correct answer.
  4. During the final passing-out parade

Explanation

Psychometric testing and medical examinations form part of the selection centre phase, which follows the initial administrative screening of applications. They are not conducted before applying, and they precede any contract or ceremonial event.

Question 3Selection Process (application and recruitment stages)

What is the standard minimum age requirement for a person applying to enter the South African Navy as a cadet?

  1. 21 years
  2. 25 years
  3. 16 years
  4. 18 years Correct answer.

Explanation

Entry into the SAN as a cadet requires the applicant to be at least 18 years old, consistent with the general minimum age for military service in South Africa. Younger applicants cannot lawfully be recruited, and older limits apply to other entry categories.

Question 4Selection Process (application and recruitment stages)

Which qualification is the usual minimum educational requirement for SAN cadet entry?

  1. No formal schooling requirement
  2. A bachelor's degree in any field
  3. A National Senior Certificate or equivalent Correct answer.
  4. A National Diploma in engineering

Explanation

Cadet applicants are generally expected to hold a National Senior Certificate or an equivalent recognised qualification. A diploma or degree is not required at entry, though it may support later advancement.

Question 5Selection Process (application and recruitment stages)

During the selection centre phase, what is the main purpose of the physical fitness assessment?

  1. To test the candidate's swimming speed for competitive selection
  2. To confirm the candidate can meet the physical demands of naval training and service Correct answer.
  3. To rank candidates purely by athletic ability for promotional purposes
  4. To determine the candidate's preferred branch or mustering

Explanation

The fitness assessment screens for the baseline physical capacity needed to cope with naval training and operational service. It is a suitability check rather than a competitive ranking or a branch-placement instrument.

Question 6Selection Process (application and recruitment stages)

A cadet applicant has a visible tattoo on the forearm. Under SAN recruitment practice, what is the most likely outcome at screening?

  1. Referral to a medical board for removal before applying
  2. Assessment against the tattoo policy, with offensive or excessive tattoos likely to disqualify Correct answer.
  3. Automatic disqualification regardless of content or size
  4. Approval, because tattoos are never considered in naval selection

Explanation

Tattoos are assessed against the SAN's grooming and appearance policy, and content that is offensive or excessively visible is likely to disqualify. There is no blanket automatic exclusion, nor is the matter ignored entirely.

Question 7Selection Process (application and recruitment stages)

What is the role of the SAN recruitment office during the application stage?

  1. To issue the applicant a rank and appointment date immediately
  2. To conduct the final selection board on behalf of the Chief of the Navy
  3. To receive and screen applications and guide candidates through the process Correct answer.
  4. To provide the applicant with a security clearance certificate

Explanation

Recruitment offices handle enquiries, receive applications and conduct the initial screening and guidance of candidates. Rank, appointment and clearance decisions rest with other authorities later in the process.

Question 8Selection Process (application and recruitment stages)

Which of the following best describes the purpose of the selection board interview in SAN cadet recruitment?

  1. To administer the medical examination
  2. To assess motivation, communication and suitability for a naval career Correct answer.
  3. To finalise the candidate's salary level
  4. To verify the candidate's school marks against the certificate

Explanation

The selection board interview evaluates motivation, communication ability and overall suitability for naval service. Document verification and medical examination are separate steps handled elsewhere in the process.

Question 9Selection Process (application and recruitment stages)

An applicant submits an application for SAN cadet entry but omits certified copies of the ID and senior certificate. What is the most likely consequence during screening?

  1. The applicant is diverted to a different mustering
  2. The applicant is automatically appointed pending later submission
  3. The application is rejected as incomplete and may not be processed further Correct answer.
  4. The application is provisionally accepted and documents are collected at the selection centre

Explanation

Incomplete applications lacking the required certified documents are generally rejected during administrative screening. The SAN does not accept provisional files or defer documentation to a later stage.

Question 10Selection Process (application and recruitment stages)

A candidate is asked at the selection centre why they want to join the Navy. Which response best demonstrates the kind of motivation the selection board is assessing?

  1. A list of the salaries advertised for different mustering
  2. A statement that any job would be acceptable
  3. A claim that a relative will arrange a posting
  4. A specific account linking personal strengths and career goals to naval service Correct answer.

Explanation

The board looks for genuine, well-reasoned motivation that connects the candidate's abilities and ambitions to a naval career. Vague, purely financial or nepotistic answers signal poor suitability.

Question 11Selection Process (application and recruitment stages)

Which statement correctly describes the sequence of typical SAN cadet selection events?

  1. Selection board, then application, then psychometric testing
  2. Medical examination, then application, then psychometric testing
  3. Application and screening, then assessment and medicals, then selection board and offer Correct answer.
  4. Offer of appointment, then application, then screening

Explanation

Selection normally begins with application and administrative screening, proceeds to assessments and medicals, and culminates in a selection board decision and possible offer. No stage can logically precede the application itself.

Question 12Selection Process (application and recruitment stages)

Why does the SAN require security clearance vetting of cadet candidates before appointment?

  1. To assess reliability and loyalty for access to classified naval information Correct answer.
  2. To allocate the candidate to a home port
  3. To confirm the candidate's academic results
  4. To determine the candidate's physical fitness score

Explanation

Security vetting establishes the candidate's reliability and trustworthiness for duties involving classified information. Academic, fitness and posting matters are handled by other processes.

Question 13Selection Process (application and recruitment stages)

A candidate discloses a chronic medical condition at the medical examination. What is the appropriate selection outcome?

  1. Automatic appointment with a note on file
  2. Immediate disqualification without further review
  3. Transfer of the decision to the selection board interview panel
  4. Referral to a medical board for a fitness determination Correct answer.

Explanation

Medical conditions are assessed by a medical board, which determines fitness for naval service. Neither automatic disqualification nor automatic appointment is appropriate without that assessment.

Question 14Selection Process (application and recruitment stages)

Which factor would most likely lead to a candidate being excluded at the character and discipline screening stage?

  1. Membership of a school sports team
  2. Completion of voluntary community service
  3. A valid driver's licence
  4. A recent criminal conviction for a serious offence Correct answer.

Explanation

A recent serious criminal conviction indicates unsuitability for military service and would normally exclude a candidate. Sports, volunteering and a driver's licence are neutral or positive attributes.

Question 15Selection Process (application and recruitment stages)

What does the SAN mean by 'mustering' when advising a cadet applicant?

  1. The candidate's physical training schedule
  2. The candidate's home province
  3. The candidate's rank at appointment
  4. The candidate's occupational branch or career field within the Navy Correct answer.

Explanation

A mustering is the occupational branch or career field, such as engineering or logistics, into which a member is placed. It is distinct from rank, training schedule and geographic origin.

Question 16Selection Process (application and recruitment stages)

An applicant is 17 years old and will turn 18 in three months. How should the recruitment office advise them?

  1. Apply now and attend selection before turning 18
  2. Apply immediately because parental consent removes the age bar
  3. Apply once they meet the minimum age requirement Correct answer.
  4. Apply now and note the birthday on the form

Explanation

The minimum age requirement must be met at the time of application, so a candidate below 18 should apply once they reach the required age. Parental consent does not override the statutory minimum.

Question 17Selection Process (application and recruitment stages)

Why is a certified copy of the identity document required rather than an uncertified photocopy?

  1. Certification is needed to calculate the applicant's salary
  2. Certification replaces the need for a senior certificate
  3. Certification proves the applicant's home address
  4. Certification confirms the copy matches the original and deters fraud Correct answer.

Explanation

Certification by a commissioner of oaths confirms that a copy is a true reflection of the original, which helps prevent fraudulent submissions. It does not establish residence, replace qualifications or affect pay.

Question 18Selection Process (application and recruitment stages)

Which behaviour during the selection board interview is most likely to harm a candidate's assessment?

  1. Answering questions concisely and honestly
  2. Asking informed questions about training
  3. Maintaining respectful conduct towards the panel
  4. Exaggerating qualifications that can be verified Correct answer.

Explanation

Exaggerating qualifications is risky because the panel verifies claims against documents, and dishonesty undermines the integrity assessment. Concise honesty, respect and informed questions all support a candidate.

Question 19Selection Process (application and recruitment stages)

What is the primary purpose of the psychometric battery administered to cadet candidates?

  1. To diagnose medical conditions
  2. To assess swimming competence
  3. To measure cognitive ability and aptitudes relevant to naval training Correct answer.
  4. To verify the candidate's identity documents

Explanation

Psychometric testing measures cognitive ability, reasoning and aptitudes that predict success in naval training and mustering placement. Medical, identity and swimming checks belong to other assessments.

Question 20Selection Process (application and recruitment stages)

A candidate's application is unsuccessful at the selection board. What is the most accurate description of the likely feedback position?

  1. The candidate may receive limited feedback and is generally advised on re-application conditions Correct answer.
  2. The candidate is entitled to a full copy of all panel scoring sheets
  3. The candidate is guaranteed a place in the next intake
  4. The candidate is automatically barred from ever applying again

Explanation

Unsuccessful candidates typically receive limited feedback and guidance on whether and when they may re-apply. There is no entitlement to panel scoring sheets, no automatic permanent bar and no guaranteed future place.

Question 21Selection Process (application and recruitment stages)

Which combination of attributes would most strengthen a cadet application during the assessment phase?

  1. Strong fitness, sound reasoning scores and demonstrated leadership Correct answer.
  2. Reliance on family connections to secure a posting
  3. Avoidance of teamwork and preference for solitary work
  4. High salary expectations and preference for shore duties

Explanation

Selection favours candidates who combine physical fitness, cognitive ability and leadership potential, since these predict success in naval training. Salary demands, poor teamwork and nepotism work against a candidate.

Question 22Selection Process (application and recruitment stages)

A candidate holds a foreign qualification equivalent to the National Senior Certificate. What is the correct approach at application?

  1. Submit the qualification together with an official evaluation of equivalence Correct answer.
  2. Submit the foreign qualification without evaluation
  3. Omit the qualification and apply without any educational evidence
  4. Assume the recruiter will convert the marks automatically

Explanation

Foreign qualifications must be evaluated for equivalence by the recognised authority before they can be accepted. Submitting them unevaluated, omitting them or expecting automatic conversion is incorrect.

Question 23Selection Process (application and recruitment stages)

An applicant has a mild hearing deficit that is correctable with a hearing aid. How should the selection process treat this?

  1. Assessment by the medical board against the standards for naval service Correct answer.
  2. Automatic exclusion because any hearing deficit is disqualifying
  3. Acceptance, because correction removes all restrictions
  4. Deferral until the candidate completes basic training

Explanation

Correctable conditions are not automatically disqualifying; the medical board assesses them against the standards required for naval service, including operational deployability. Acceptance and deferral are not automatic either.

Question 24Selection Process (application and recruitment stages)

Why does the SAN verify qualifications directly with the issuing institution or evaluation authority rather than relying on the candidate's copies alone?

  1. To calculate the candidate's physical fitness score
  2. To determine the candidate's mustering preference
  3. To speed up the appointment date
  4. To detect fraudulent or altered certificates before appointment Correct answer.

Explanation

Direct verification detects forged or altered certificates, protecting the integrity of the selection process. It is not a speed measure, nor does it set mustering preference or fitness scores.

Question 25Selection Process (application and recruitment stages)

A candidate is applying for a cadet post that requires a security clearance, but a close relative holds foreign citizenship. What is the correct expectation?

  1. Assessment of the circumstances as part of the vetting process Correct answer.
  2. Concealment of the relative's status to avoid delay
  3. Transfer of the application to a non-vetted mustering
  4. Automatic rejection with no further consideration

Explanation

Foreign connections are assessed as part of security vetting, weighing the nature of the relationship and the risk involved. Automatic rejection, concealment and automatic redirection are all incorrect responses.

Question 26Selection Process (application and recruitment stages)

During SAN cadet recruitment, what is the main purpose of the initial screening of applications before candidates are invited to a selection centre?

  1. To assign each applicant a provisional naval rank
  2. To rank applicants by the prestige of the schools they attended
  3. To confirm that applicants meet the published minimum eligibility criteria before further assessment Correct answer.
  4. To decide the final appointment order for all candidates

Explanation

Initial screening is an administrative gate that checks minimum eligibility such as age, citizenship, and qualification level before costly assessment stages begin. It is not a ranking or appointment decision, which belongs to later assessment and the selection board.

Question 27Selection Process (application and recruitment stages)

An applicant asks how to obtain the application form for SAN cadet entry. Which source should be identified as authoritative?

  1. A private社交媒体 page run by former sailors
  2. The official SAN recruitment channel or naval recruitment office Correct answer.
  3. A notice board at any civilian gymnasium
  4. A recruitment agent who charges a placement fee

Explanation

Official recruitment information is issued through the navy's own recruitment offices and verified official channels. Third-party pages and fee-charging agents are not authoritative and create fraud risk for applicants.

Question 28Selection Process (application and recruitment stages)

Which document set is most typically required from a South African applicant at the SAN cadet application stage?

  1. Only a handwritten letter of motivation
  2. A letter of recommendation from a current employer only
  3. A passport issued by any foreign state
  4. A certified identity document, proof of qualifications, and a curriculum vitae Correct answer.

Explanation

Cadet applications rely on verified identity and qualification evidence plus a curriculum vitae summarising background. Certification allows the navy to authenticate copies against originals.

Question 29Selection Process (application and recruitment stages)

Why does the SAN recruitment process include an interview panel in addition to written tests for cadet candidates?

  1. To observe communication, motivation, and bearing that written tests cannot measure Correct answer.
  2. To replace the medical examination with a verbal assessment
  3. To confirm the candidate's home address
  4. To allow candidates to negotiate their entry rank

Explanation

Interviews assess interpersonal presentation, motivation, and composure, which are not captured by written instruments. They complement rather than replace medical or psychometric stages.

Question 30Selection Process (application and recruitment stages)

A cadet applicant has a criminal record for a serious offence of dishonesty. What is the most likely consequence at the character screening stage?

  1. Automatic appointment because cadets are not yet serving members
  2. Likely exclusion because the conduct is incompatible with the trust required of naval members Correct answer.
  3. Deferral until the applicant turns 25
  4. Referral to the psychometric battery for a final decision

Explanation

Character screening exists because naval service requires integrity and trustworthiness, and serious dishonesty offences normally disqualify a candidate. Age or psychometric results do not override a character finding of this kind.

Question 31Selection Process (application and recruitment stages)

What does the SAN mean when it states that a cadet applicant must be medically fit for sea service?

  1. The applicant must have no history of any illness
  2. The applicant must be able to pass a swimming test only
  3. The applicant must hold private medical insurance
  4. The applicant must meet the medical standards required to serve safely aboard ship and in naval environments Correct answer.

Explanation

Fitness for sea service means meeting the navy's medical standards for duty in naval environments, including shipboard conditions. It is a defined standard, not an absolute requirement of perfect health.

Question 32Selection Process (application and recruitment stages)

Which statement best describes the role of the psychometric battery in SAN cadet selection?

  1. It is used only to detect attempts at fraud
  2. It replaces the need for qualification verification
  3. It determines the candidate's future branch and rank automatically
  4. It provides objective measures of aptitude and suitability to inform selection decisions Correct answer.

Explanation

Psychometric instruments give standardised, comparable information about cognitive and personal suitability. Results inform, but do not alone determine, branch placement or rank.

Question 33Selection Process (application and recruitment stages)

Which applicant action best demonstrates understanding of the SAN cadet selection timeline?

  1. Sending a relative to attend the assessment on their behalf
  2. Arriving a week early to show enthusiasm
  3. Skipping the medical stage and attending only the interview
  4. Arriving at the selection centre on the date and time stated in the official invitation Correct answer.

Explanation

Selection events are scheduled and coordinated, so candidates must attend exactly as instructed in the official invitation. Punctual attendance protects the integrity and sequencing of the process.

Question 34Selection Process (application and recruitment stages)

An applicant's certified copies are illegible because the photocopier was faulty. What is the correct course of action before the closing date?

  1. Submit them anyway and explain later
  2. Ask a friend to retype the documents
  3. Obtain legible certified copies and submit them through the official channel Correct answer.
  4. Submit uncertified originals by post

Explanation

Certification must be legible so that the recruitment office can verify identity and qualifications against the originals. Re-certifying legible copies through the official channel preserves the integrity of the application.

Question 35Selection Process (application and recruitment stages)

A candidate is invited to a selection centre but cannot attend because of a documented family bereavement. What is the most appropriate action?

  1. Send an unqualified friend to take the tests
  2. Ignore the invitation and reapply the following year without notice
  3. Contact the recruitment office promptly with the reason and request guidance on a possible alternative date Correct answer.
  4. Attend a different navy's selection centre instead

Explanation

Recruitment offices can advise on scheduling where a valid, documented reason exists, but only if the candidate communicates promptly. Silence forfeits the opportunity and may affect future applications.

Question 36Selection Process (application and recruitment stages)

Why does the SAN require cadet candidates to complete a security clearance vetting process before appointment?

  1. To determine the candidate's physical fitness
  2. To confirm the candidate's academic marks
  3. To assess the candidate's leadership potential
  4. To establish that the candidate can be entrusted with classified information and sensitive naval assets Correct answer.

Explanation

Vetting establishes trustworthiness for access to classified material and sensitive equipment, which is a condition of naval service. Academic, medical, and leadership assessments are handled by separate stages.

Question 37Selection Process (application and recruitment stages)

During the selection interview, a candidate is asked to describe a time they resolved a conflict in a team. Which response approach is most likely to be assessed favourably?

  1. Describing the situation, the candidate's own actions, and the outcome with a brief reflection Correct answer.
  2. Stating that the candidate has never experienced conflict
  3. Blaming teammates without describing any personal action
  4. Giving a long abstract opinion about teamwork with no example

Explanation

Structured behavioural answers with situation, action, and outcome give the panel concrete evidence of interpersonal competence. Reflection shows self-awareness, which panels value.

Question 38Selection Process (application and recruitment stages)

A candidate's application is rejected at the document verification stage because the qualification cannot be confirmed. What is the most accurate next step?

  1. Submit a forged certificate to prove the qualification
  2. Request written feedback and ask the recruitment office what verification evidence would be needed for a future application Correct answer.
  3. Assume the rejection is final and never contact the navy again
  4. Ask a relative who works at the navy to overturn the decision

Explanation

Candidates may seek feedback through official channels and address the deficiency in a future application. Forgery or improper influence attempts are serious misconduct.

Question 39Selection Process (application and recruitment stages)

An applicant holds a qualification from a foreign institution and is unsure whether it meets SAN cadet entry requirements. What is the correct approach?

  1. Omit the qualification and apply on work experience alone
  2. Translate the certificate personally and submit it without evaluation
  3. Assume any foreign qualification is automatically accepted
  4. Have the qualification evaluated by the recognised evaluation authority and submit the outcome with the application Correct answer.

Explanation

Foreign qualifications must be evaluated against the national framework by the recognised authority so that equivalence can be established. The evaluation outcome is then submitted as evidence.

Question 40Selection Process (application and recruitment stages)

Why is a candidate's declaration of previous military service or cadet involvement relevant at the SAN application stage?

  1. It replaces the need for a security clearance
  2. It automatically guarantees selection
  3. It determines the candidate's salary grade before training
  4. It allows the navy to verify service history and any outstanding obligations before appointment Correct answer.

Explanation

Prior service history may carry obligations, records, or disciplinary findings that the navy must verify before appointing a candidate. It informs the decision but does not guarantee or preclude selection.

Question 41Selection Process (application and recruitment stages)

A candidate arrives at the selection centre without the original identity document, holding only a copy. What is the most likely outcome?

  1. The candidate is automatically appointed
  2. The candidate is asked to sign an affidavit replacing the document permanently
  3. The candidate may be unable to complete verification and risks being turned away Correct answer.
  4. The candidate is allowed to proceed because a copy was previously certified

Explanation

Selection centres verify identity against original documents, so failure to produce the original can prevent completion of the process. A copy alone does not allow authentication at the centre.

Question 42Selection Process (application and recruitment stages)

Which factor most directly affects a cadet candidate's eligibility regarding age at the SAN application stage?

  1. The candidate's age at the time of the medical examination only
  2. The candidate's age on the date the application is submitted
  3. The candidate's age at the time of the interview only
  4. The candidate's age on the date of appointment or training intake, as specified in the advert Correct answer.

Explanation

Age eligibility is normally assessed against the date specified in the official advertisement, which is often the appointment or intake date. Reading the advert carefully prevents incorrect assumptions about the submission date.

Question 43Selection Process (application and recruitment stages)

A candidate is asked during the selection process to disclose any membership of organisations that may pose a security risk. Why is this asked?

  1. To determine the candidate's preferred branch of service
  2. To assess the candidate's general knowledge of current affairs
  3. To rank the candidate against other applicants on leadership
  4. To identify potential conflicts of loyalty or vulnerability relevant to security clearance Correct answer.

Explanation

Security vetting examines associations and vulnerabilities that could create conflicts of loyalty or exposure to coercion. Disclosure allows the navy to assess risk rather than discover it later.

Question 44Selection Process (application and recruitment stages)

An applicant wants to strengthen their cadet application before the closing date. Which action is most consistent with SAN selection priorities?

  1. Listing hobbies without any supporting evidence
  2. Submitting extra uncertified documents to show effort
  3. Improving physical fitness and gathering verified evidence of leadership and community involvement Correct answer.
  4. Applying through several agents simultaneously to increase chances

Explanation

Verified evidence of fitness, leadership, and community involvement aligns with the attributes the navy assesses. Unverified volume or multiple agents add no credibility.

Question 45Selection Process (application and recruitment stages)

A candidate is unsure whether a minor surgical procedure from years ago must be declared at the medical examination. What is the correct approach?

  1. Declare it fully and provide any records requested by the medical officer Correct answer.
  2. Mention it only if the medical officer asks directly
  3. Ask another candidate whether to declare it
  4. Omit it because it was minor and long ago

Explanation

Full disclosure allows the medical officer to assess fitness accurately and protects the candidate from later findings of concealment. Even minor history may be relevant to sea service standards.

Question 46Selection Process (application and recruitment stages)

A candidate is invited for a selection interview but has a strong accent and becomes anxious when speaking. Which preparation approach best serves the candidate?

  1. Speak as quickly as possible to finish early
  2. Avoid the interview and apply for a non-interview role only
  3. Practise structured answers aloud and focus on clear, calm delivery rather than accent Correct answer.
  4. Memorise a single scripted answer for every question

Explanation

Panels assess clarity, composure, and content rather than accent, so practice with structured answers builds confidence. A single scripted answer cannot fit varied questions and sounds rehearsed.

Question 47Selection Process (application and recruitment stages)

Two candidates have identical qualifications. Candidate A has verified volunteer leadership experience and a clean vetting outcome; Candidate B has none and an unresolved vetting query. Which conclusion is most defensible at the selection board stage?

  1. Both are equal because qualifications are identical
  2. Candidate B is better placed because an unresolved query shows independence
  3. Candidate A is better placed because verified leadership and a resolved clearance support suitability Correct answer.
  4. The decision depends only on the interview score

Explanation

Selection weighs the whole profile, and verified leadership plus a resolved clearance strengthen suitability. An unresolved vetting query is a risk factor, not an advantage.

Question 48Selection Process (application and recruitment stages)

A candidate's application is strong, but a close relative holds foreign citizenship in a country of security concern. How should the selection authority treat this?

  1. Require the candidate to renounce the relative
  2. Automatically reject the candidate without further enquiry
  3. Ignore the matter because relatives are outside the candidate's control
  4. Assess it as a potential vulnerability within the vetting process and weigh any mitigating factors Correct answer.

Explanation

Vetting assesses foreign connections as potential vulnerabilities and considers context, proximity, and mitigations. Automatic rejection or blanket disregard both ignore the purpose of a risk assessment.

Question 49Selection Process (application and recruitment stages)

A candidate discloses at the selection centre that a document in their file was altered by an agent to improve their chances. What is the most appropriate outcome?

  1. Proceed because the candidate did not personally alter the document
  2. Refer the matter only to the agent's employer
  3. Reward the candidate for honesty and ignore the alteration
  4. Treat the file as unreliable, investigate the alteration, and assess the candidate's own conduct and candour Correct answer.

Explanation

Altered documentation undermines the integrity of the application and must be investigated. The candidate's candour is relevant, but it does not erase the need to establish what occurred.

Question 50Selection Process (application and recruitment stages)

A candidate with a correctable vision problem asks whether they should delay their application until after treatment. Which advice is most consistent with SAN selection practice?

  1. Assume any vision problem disqualifies them permanently
  2. Apply once vision meets the required standard, or apply now and let the medical examination determine fitness against the standard Correct answer.
  3. Ask a friend to take the vision test on their behalf
  4. Apply now and conceal the condition to avoid delay

Explanation

Fitness is judged against defined medical standards at the examination, so candidates should either meet the standard or let the medical officer assess them. Concealment and substitution are misconduct.