Phase 1: Establishing Rapport
1. The main objective of this phase is the Panel will want to make you comfortable and your aim should be to make the board members feel comfortable in your presence.
Enter the interview room with enthusiasm and energy, both of which can help to mask your nervousness.
2. You should feel relaxed and give complete information about yourself
3. It begins with brief reading of your summary sheet/bio-data usually by the chairperson
4. Be a good listener and nod your head in YES.
Since there’s no rewind button to undo a false start, don’t blow this opportunity to cement the image you want to leave in the minds of each and every member of an interview team.
Phase II: Are you suitable?
1. The interview test is an overall personality test to check your suitability to the civil service.
2. The board will make an attempt to implore as much information as possible to test if you are the suitable candidate.
I. The First secret: Ability and suitability
Saying, “I want to become a civil servant, because I want to serve (and the voices in your head says, give me a shot and I’ll prove it to you)” is not enough.
3. You have to prove it by demonstrating that you’ve all the abilities to do the job, in your answer. So be cool. Be yourself during the Interview.
4. Your leadership and analytical skills, your dedication, reliability, determination and confidence, pride in yourself, the values that you hold and practice are tested in this short span of 10-15 minutes just from your Tone and Body Language
5. The Questions they ask you may be informative, conceptual, issue based, situational or personal. SO BE PREPARED!!
6. Don’t expect any expression on the faces of board members, even if your answer is very good.
7. At the end, the board may advice you to ask questions. After which the chairperson may close the interview.
8. Leave only when the chairperson asks you to do.
9. Some members won’t ask you questions at all, due to various reasons. Before leaving thank the chairperson and nod at the others politely.
