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Feb 2015 Supply DCO Board Cancelled

SlimShady

SlimShady

The Real...
Did we ever get a firm answer to the board did or did not happen on the 20th and that is was pushed to the 27th? Not that I don't trust what I've read here, but I've gotten intel before that turned out not to be completely accurate...
 
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Baronesa

Member
SlimShady said:
Did we ever get a firm answer to the board did or did not happen on the 20th and that is was pushed to the 27th? Not that I don't trust what I've read here, but I've gotten intel before that turned out not to be completely accurate...
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I just have that email from my recruiter. He is pretty good, but then again, that is the info he had. Who knows! With those many applicants, maybe they do take longer to post results. But our recruiters will know. No snail mail. I asked that too!

So little left...
 
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Br4voT4ngo

Member
Lockup said:
I can't imagine it will be quick if you have that many applicants and so few spots.
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They can make it very quick if they want. Let's assume there are 200 candidates. I'm sure they have a few key measures that correlate highly with good officers. Once they choose a threshold for each parameter they can apply it to each applicant and quickly reduce the stack for review. For example, a high GPA is a good measure of further academic success. Suppose they say "show me only those applicants with an MBA or a Masters in a STEM-related field." Perhaps this reduces the stack from 200 to 100. Next they say "show me only those applicants with a 3.2 graduate GPA or higher." 100 to 70 in the stack. Now they say "show me those who are working in a civilian business-related job". 70 to 50. Maybe they thoroughly review 50 applicants for a quota of 20. I know they do something similar for graduate school so it's not unfathomable the board does it for this selection process as well. They could include one or two more parameters and get their quota in a couple hours or less by that method.
 
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exNavyOffRec

Well-Known Member
Br4voT4ngo said:
They can make it very quick if they want. Let's assume there are 200 candidates. I'm sure they have a few key measures that correlate highly with good officers. Once they choose a threshold for each parameter they can apply it to each applicant and quickly reduce the stack for review. For example, a high GPA is a good measure of further academic success. Suppose they say "show me only those applicants with an MBA or a Masters in a STEM-related field." Perhaps this reduces the stack from 200 to 100. Next they say "show me only those applicants with a 3.2 graduate GPA or higher." 100 to 70 in the stack. Now they say "show me those who are working in a civilian business-related job". 70 to 50. Maybe they thoroughly review 50 applicants for a quota of 20. I know they do something similar for graduate school so it's not unfathomable the board does it for this selection process as well. They could include one or two more parameters and get their quota in a couple hours or less by that method.
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The way you describe it you make it sound like the commercial from autotrader.com or something like that
 
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Br4voT4ngo

Member
NavyOffRec said:
The way you describe it you make it sound like the commercial from autotrader.com or something like that
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Haha. I'm going off limited knowledge of "selection boards", how my company approaches resumes for job openings, and also what makes sense to me. Could I be wrong? Sure. I'm also open to sharing theories in the midst of this waiting game.
 
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Baronesa

Member
Br4voT4ngo said:
They can make it very quick if they want. Let's assume there are 200 candidates. I'm sure they have a few key measures that correlate highly with good officers. Once they choose a threshold for each parameter they can apply it to each applicant and quickly reduce the stack for review. For example, a high GPA is a good measure of further academic success. Suppose they say "show me only those applicants with an MBA or a Masters in a STEM-related field." Perhaps this reduces the stack from 200 to 100. Next they say "show me only those applicants with a 3.2 graduate GPA or higher." 100 to 70 in the stack. Now they say "show me those who are working in a civilian business-related job". 70 to 50. Maybe they thoroughly review 50 applicants for a quota of 20. I know they do something similar for graduate school so it's not unfathomable the board does it for this selection process as well. They could include one or two more parameters and get their quota in a couple hours or less by that method.
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That makes perfect sense. That is precisely how we handle applicants for job interview selection, particularly when we have hundreds. We have a team that pre-screens to bring the pool down to a manageable amount for consideration. Without even reading their resumes. Only those with the top criteria on each category make it to the review board for interview consideration. I am sure we have left out outstanding candidates that maybe didn't have the max academic requirements or years of experience. But with such large pools, something has to give.
 
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