As the Union Public Service Commission (UPSC) enters its centenary year, calls for reform in the Civil Services Examination's personality test stage have intensified. Despite significant improvements in the written and preliminary stages, the interview process remains controversial due to its subjective nature. The interview, which carries 275 marks, is pivotal in determining candidates' final rankings, yet inconsistencies in scoring and evaluation methods persist. Experts argue that while UPSC has made strides in addressing structural issues, the interview stage still lacks transparency and fairness. Candidates often find themselves in the dark regarding how their performance translates into marks, leading to uncertainty and frustration. Variations in scoring across different panels further complicate the process, with some candidates receiving unexpectedly low scores despite performing well in mock interviews. To enhance the interview process, experts recommend implementing structured interviews, clear scoring rubrics, and involving multiple assessors. These changes could help reduce bias and improve the reliability of the evaluation. Addressing these challenges is crucial for maintaining public trust in the UPSC system and ensuring that the selection process is truly merit-based.