An analysis of the interviewing system for selecting and promoting public service employees in Malta

Abstract

Any look at the role of the public service in Malta requires first of all some idea of the concepts which exist in European countries. Two broad visions exist. One concept limits the notion of "public service" to the exercise of the responsibility of the State; the other extends the notion of "public service" to all those who, in one guise or other, are paid from (i) the state; (ii) an entity controlled by (or belonging to) the State; and (iii) a local authority. Public Service versus Public Sector: As Malta falls within the first vision, my analysis will be confined to the role of the interview and the interviewing system insofar as they relate to the recruitment and promotion of public officers in the General Service, professional, Technical, Departmental and Industrial Grades in Government Departments. No attempt will therefore be made to analyse the situation prevailing in extra-departmental agencies such as parastatal corporations, public enterprises, companies with public sector majority shareholding and local councils. All these qualify for inclusion under the public sector model of the second vision mentioned above, but none can be considered as forming part of the spectrum of the public service proper. Goals and Objectives The selection and promotion of talented, appropriately qualified and experienced employees is a major objective for every management. So much so that this aspect features prominently in the key proposals contained in the Second Stage Report of the Public Service Reform Commission submitted to Government in February 1990. Now, it is common knowledge that interviews are by far the most widely used method of selecting candidates for a vacancy. Their purpose is to obtain, assess and analyse information about a candidate which will enable the employer to match one candidate among several with the requirements of a job. Some evidence of the candidate1 s knowledge and ability is provided either through a qualifying examination or through a written application in which the candidate is requested to submit copies of certificates relating to professional or academic qualifications. The interview attempts to objectively assess such aspects as personality, aptitude and skills, and accordingly predict suitability for the job. In the public service, the interview forms an integral part of selection processes. It is, in most instances the sole selection mechanism for purposes of internal promotion. In external recruitment, it invariably forms part of the selection process irrespective of whether this includes a written examination or not. […]