Recent news from Bangladesh and India highlights a common thread: the allure of civil service among South Asian youth. In Bangladesh, student protests which started against the quota system in civil service recruitment led to significant political upheaval, culminating in the toppling of Sheikh Hasina’s regime. Meanwhile, in India, the recent tragic incidents in Old Rajinder Nagar and the Pooja Khedkar case underscore the immense pressures associated with civil service exam preparations. These incidents bring to fore the continued fascination with civil service roles across in these countries, despite the significant personal costs involved.
What is also striking is the continued similarities in the kind of syllabus and evaluation systems in former British colonies of South Asia – UPSC in India, the Bangladesh Public Service Commission, the Federal Public Service Commission of Pakistan, and the Public Service Commission of Sri Lanka are striking. These systems, modelled after the British civil services, have been in place since the colonial era. The Indian Civil Service (ICS), for instance, was established in 1858, and its successor, the Indian Administrative Service (IAS), came into existence in 1946. Similarly, Pakistan and Bangladesh inherited their systems post-partition in 1947 and 1971,respectively. Sri Lanka, too, established its public service commission in the mid-20th century. Every year, lakhs of young aspirants appear for these exams, but only a tiny fraction—0.1% to 0.5%—succeed.
For those who spend years preparing for these exams, the cycle of efforts, failures, and rejections often results in broken self-confidence and lifelong regrets. With their most productive years spent chasing a dream, many find themselves struggling to build a career outside the government exam system, facing questions from friends, family, and recruiters about their ‘failure’.
Why then do the youth in these countries continue to covet civil service roles?
Sanjeev Sanyal, a member of the Prime Minister’s Economic Advisory Council, recently said that those who wish to truly serve should appear for the exam while commenting on the ‘poverty of aspirations’. Many aspirants may not fully realise what comes after achieving their goal. The allure of social media reels and the symbolic ‘lal batti’ (red beacon) or maybe now more appropriately the ‘neeli batti’ (blue beacon) is just a small part of the job. In reality it is a demanding life requiring backbreaking efforts, limited family time, and constant stress and pressure. A civil servant spends most of their career in tier-3 & 2 towns away from friends and family—a deal breaker for many in the post liberalisation urban middle-class upbringing generation.
For those from underprivileged backgrounds, civil service offers a way out of poverty and an aspirational job. It represents a rare opportunity to secure a stable income and gain social mobility, often becoming a source of pride for entire communities. For others, it is a path to power and money, a means to wield significant influence in their localities and beyond. The ‘mai-baap’ approach to bureaucracy and hierarchy persists in South Asian nations. The IAS, BAS (Bangladesh Administrative Service), and PAS (Pakistan Administrative Service) are seen as prestigious, offering a mix of authority and stability that few other careers can match.
However, on the other side of it former British colonies like Singapore and Canada have reformed their civil service recruitment processes to better meet contemporary demands. Singapore’s civil service, while initially modelled after the British system, has significantly adapted and modernised to suit its own needs and challenges. Unlike India’s highly centralised IAS system, Singapore employs a more decentralised approach to civil service recruitment which basically means individual departments hire for different roles based on requirements of the job. The focus is on assessing the problem solving skills, leadership and team work. Psychometric tests are also done for the same. However, most importantly the entry into civil services is not as aspirational as India and checks and balances are more efficient like a multinational corporation. Hence, instead high-potential officers are identified early and groomed for leadership roles through a combination of on-the-job training, overseas postings, and leadership development programmes.
Similarly in Canada and Australia also , the Public Service Commission employs a decentralised system with various recruitment methods based on job requirements.
The work-life balance of civil servants in Canada and other developed countries is also generally better, with shorter working hours, lighter workloads, more flexibility, and greater support from supervisors and colleagues.
Examining the reasons behind the persistent allure of civil service roles among South Asian youth reveals a complex interplay of aspirations, societal pressures, economic security, and the booming preparation industry. Despite the changing economic and professional landscapes, civil service roles continue to attract young graduates. The perceived prestige, stability, and authority associated with these positions are significant draws. Societal expectations and familial pressures also play a crucial role. Success in civil service exams is seen as a mark of distinction, bringing honour to the family and securing social status.
Economic security is a critical factor in South Asian economies with volatile job markets. Civil service jobs are perceived as stable and prestigious career paths, offering financial security that is particularly attractive in countries where private sector employment can be unpredictable.
The booming industry around civil service exam preparation also perpetuates the cycle. Coaching centres, which have become multi-million dollar enterprises often exacerbate the pressures on aspirants. These centres offer intensive training programmes that can be prohibitively expensive, further increasing the stakes for students and their families. The constant pressure to succeed, coupled with the high stakes of failure, can lead to severe mental health issues, including anxiety, depression, and burnout.
The current examination system’s relevance in today’s world is increasingly questioned. The rigorous and outdated methods used in these exams often fail to align with the skills needed for modern governance. There is a growing call for reforms that incorporate technology & update syllabi.
The solution to the problem of the youth in South Asian countries spending years rot learning can only be found in the reformation of recruitment in public service examinations and bureaucracy itself.
Multiple Administrative Reforms Commissions set up by the Government of India have time and again suggested major changes bringing expertise, better service conditions, lateral entry to the bureaucracy. The time has come to overhaul the bureaucratic system in India. And to address this issue, adopting best practices from countries like Canada, the UK, and Singapore and government committee reports can provide valuable insights. Decentralising recruitment, ensuring better work-life balance, and focusing on merit can help create a more effective and humane civil service system. By modernising the examination process and offering robust support systems, South Asian nations can better align their civil services with contemporary needs, ensuring a brighter future for their youth and their countries.