I’m interested in hearing others’ perspectives on hiring practices within the BC Public Service.
It has been my observation that, in most of the cases, competitions appear to favor candidates who are already working within the team, on temporary assignments, or within the same business unit or ministry. While internal mobility is important and valuable, this can sometimes create a perception that external or new candidates may not be given equal consideration, even when they bring strong qualifications and relevant experience.
If a role is primarily intended for an internal candidate, greater transparency in the hiring process could help manage expectations for external applicants and ensure their time and effort are respected.
I would appreciate hearing whether others have had similar experiences or insights into how these processes are managed.