“Striving for success without hard work is like trying to harvest where you haven’t planted”.
David Bly


The final phase of the Civil Services Examination is the interview. More specifically it is the Personality Test. The interview is only a mechanism for indentifying the best talent to meet the challenges in service. The Interview Board may check your views on a controversial subject as well as your reasons for holding such views. Whether you are blindly and illogically keeping an opinion or whether you have your own sound reasons behind it are important in judging your personality. Analytical skills have a great role in effective administration. The Board may try to know how well you would apply your knowledge and skills in the discharge of your duties. Your ability to negotiate and to settle issues is certainly of interest to the recruiter.

The object of the interview is to assess the personal suitability of the candidates for a career in public service by Board of competent and unbiased observers. Total Mark in Interview is 275. Hence the total mark in the main test is 2025 (mains 1750 + interview 275 = 2025). The final rank of the candidates will be determined on the basis of the marks that he/she secured in the main test including personality test. Your performance will improve, if you approach the interview with a positive frame of mind. If you prepare well, you can easily make it an enjoyable experience.

Questions based on your personal data including your extracurricular achievements and hobbies furnished by you in the Detailed Application Form for appearing in the Mains is often the starting point of your interview. You can tell yourselves repeatedly that you do have the skills and abilities which other candidates may possess and that you have made adequate preparation, so that you will perform well in the interview. You should have plenty of self-confidence. Your mind should echo and re-echo a positive question. “If 100 others can succeed, why not I.” Be energetic and face the Board with confidence.

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