UPSC Interview Special: It is not important to know all the answers in the UPSC interview or Personality Test. If that is the case, how does the UPSC interview board evaluate candidates? In this final part of Interview Special Series of UPSC Essential’s, Roshni Yadav interacts with Sharad Mallik, former IRAS, who provides advices that could significantly enhance an aspirant’s interview performance. If you missed Part 1, click here. To revisit Part 2, click here. 

About our Expert: Sharad Mallik is a retired officer of the Indian Railway Accounts Service (IRAS), with over three decades of experience across Zonal Railways and the Ministry of Railways (Railway Board). He has also served for six years in the Department of Telecommunications. After retirement, he was re-employed as an Advisor to the National High-Speed Rail Corporation Limited for five years. He mentors aspirants for their personality test stage of UPSC CSE through mock interviews.

Sharad Mallik: Candidates who score above 180 stand out not because of superior knowledge, but because of their personality, maturity, and presence of mind. These interviews are not about what you know; they are about who you are. High scorers remain calm, composed, and unflappable throughout the interaction.

They never appear nervous, defensive, or rattled, even when pushed. Emotional stability, clarity under pressure, and a balanced, nuanced way of thinking are key differentiators. Such candidates show high self-awareness. They understand their strengths and weaknesses and communicate with clarity and simplicity, without relying on fancy English or Hindi.

They handle “I don’t know” moments gracefully, avoid arrogance, and maintain a consistently positive attitude. If these qualities come across authentically during the 30-minute interview, a high score becomes very likely.

Sharad Mallik: The UPSC board actively looks for emotional intelligence because an officer’s effectiveness, especially during crises, public engagement, and team management, depends on it. They do not ask direct questions about emotional intelligence. Instead, they assess it through your behaviour, reactions, tone, and choice of words during the conversation.

Board members may interrupt you, challenge your views, ask uncomfortable personal questions, or pose tricky hypothetical situations. Through this, they assess whether you remain calm, avoid becoming defensive, rely on logic rather than emotion, and stay respectful under pressure. Candidates with high emotional intelligence usually have a steady tone, a natural smile, and the ability to understand differing viewpoints.

When discussing failures, gap years, or setbacks, honesty is crucial. Similarly, while addressing sensitive social issues, your language should be respectful and empathetic. The board looks for non-judgmental responses that acknowledge complexity and reflect balanced, compassionate thinking.

Your attitude towards society, people, and governance should be citizen-centric. When discussing governance challenges, offering practical and thoughtful solutions helps. Cynicism, negativity, elitism, or harsh opinions are usually viewed unfavourably. Maintaining these traits reflects a high level of emotional quotient.

Sharad Mallik: If I had to give one piece of advice that can truly elevate an aspirant’s interview performance, it would be this: enter the room with a calm and authentic mind, not a rehearsed one. This matters more than anything else.

Do not over-prepare content. Do not aim to give perfect answers to every question. Stay relaxed. Do not fear being wrong, and do not hesitate to say “I don’t know.” Smile naturally, listen carefully, and respond like a real person, not a memorised script.

Speak with clarity, not recall. Authenticity combined with calmness builds trust, and trust is what the board ultimately rewards.

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