The government’s hiring decision is based on an applicant’s merits and qualifications (through interviews and exam scores), not on whether they have connections inside the agency. Who you know doesn’t matter in the hiring process.
Although some employees got their government jobs because they’re endorsed by an insider (as in the case of coterminous appointees), they’re the exceptions rather than the norm. The “padrino” or “palakasan” system doesn’t work in the government, at least in terms of recruitment, based on actual experiences of employees shared online.
The Civil Service Commission (CSC) requires HR management divisions in the government to implement strict competency-based standards (in terms of knowledge, skills, and attitude) in their hiring process. This ensures that qualified candidates have a fair chance of being hired for a position.
Generally, the system of evaluating candidates is more objective, standardized, stringent, and structured in the government than in the private sector.
The minimum qualifications are specific and well-defined. Measurable metrics are also used to screen applicants and determine the best fit for the same position. Scores from the interviews and exams are the basis for shortlisting candidates and selecting the person to hire.
To avoid nepotism in government service, the CSC bans agencies and GOCCs from hiring relatives and family members (whether by blood or by marriage) of the appointing authority or the immediate supervisor of the appointee.
Go back to the main article: How to Apply for Government Jobs in the Philippines: An Ultimate Guide