The Civil Service Fast Stream is one of the most sought-after jobs on the graduate market, attracting over 70,000 applications in 2025 and maintaining the top spot in The Times Top 100 Graduate Employers for 2025-2026.  This past year was a record year for Fast Stream applications, with a 64% increase from the 44,000 applicants in 2024, and a 170% uptick from the 26,000 who applied in 2023, according to Civil Service World. Due to the high volume of applicants, the chances of success are exceptionally narrow - usually at 1%, but even as low as 0.2% for especially competitive opportunities such as in the Diplomatic Fast Stream.  So why is it that some mainstream and even ex Fast Stream civil servants believe that the talent coming through the door is simply not up for the job (or at least are not supported in the right way to be effective)? Part of this could come down to the nature of the recruitment process - the first stage, which cuts the vast majority of applicants, comprises a workplace scenarios test and a case study test.  Everyone, as long as they fit the basic requirements to apply, gets to sit these tests, and for certain roles, such as for Cyber Security and the Government Statistical Service, they must complete additional information online. However, despite this being the most cut-throat stage of the recruitment process, no applicant has their CV looked at.  Hypothetically, this means that for a role at the Foreign Office, someone who has a degree in Mandarin and Arabic but fails the workplace scenario test could be cut in favour of someone who does not have a linguistics background but passes. Neil Golborne, economist and former European Fast Streamer, said: “During the course of my career, interviews changed to become less about technical skills and more about soft skills like leadership - which is a mistake for the specialisms.”

"During the course of my career, interviews changed to become less about technical skills and more about soft skills like leadership"

“I always felt that people like me who were quite technical but could still talk human tended to be disadvantaged compared to those who weren't very technical but could still explain to the required standard how they’ve influenced someone - which frankly doesn't really add much value.” “In my technical capacity, I think there is no point turning economists into generalists.” “I have increasing incidents of when I managed a team of Fast Streamers who frankly shouldn't have been recruited because of simple stuff like lack of attention to detail, not understanding economics or bits of analysis.” While the Civil Service must focus on getting the most qualified talent at least seen by an interviewer for specialist departments - there is also an argument for recruiting beyond universities for other Fast Stream roles. To apply for the Civil Service Fast Stream, you must have or be on track for a 2:2 at university. However, if you are applying from within the Civil Service or for an apprenticeship, you do not need to have a university background.  Helen H, who served in the Civil Service for 48 years, challenges the protocol of exclusively recruiting from universities for external applications. She argues that it is excluding people who could have picked up more practical life skills from work experience.  She said: “In my last 10 years I served in the diplomatic service, and I met Fast Streamers recruited from universities who were extremely well educated and highly intelligent but did not have a clue about how to integrate into a team and work. Their ability to just think in practical terms was non-existent and did not seem to have been in any way examined before they were recruited.”

"I met Fast Streamers recruited from universities who were extremely well educated and highly intelligent but did not have a clue about how to integrate into a team and work"

“Highly intelligent, intellectual, highly qualified people with no life experience, means that the crucial element of being practical and sensible is missing which really slows down the work.” Regarding the use of assessments for the first stage of the process instead of looking at CVs or experience, Helen said: “I can see why they're looking at skills and providing workplace scenarios, but that does not mean necessarily that the workplace scenarios are well designed. It needs to be explained what the Civil Service are trying to identify.” Arthur Barnett, who is a retired Grade 6 statistician, stressed the issues that occur later down the line when ex Fast Streamers become managers. He said: “I am concerned because I saw lots of rubbish management of people, especially managers who thought they were brilliant, because of course if you succeed in the Fast Stream you are trained to think you are brilliant. I think the Fast Stream process builds an arrogance in people.”

“I think the Fast Stream process builds an arrogance in people.”

“Fast Streamers need a process which lets them build...