The primary aim of this study was to measure the effectiveness of job interviews in comparison to other assessment activities from a manager’s perspective for public sector jobs. The study also aimed to analyse what happened after a candidate was hired in terms of finding out if the performance management system in the public sector was used to review the recruitment and selection process. The researcher conducted 4 interviews with staff in the Public Appointments Service to gather their opinions about the effectiveness of the recruitment and selection process. A qualitative thematic analysis was used in order to measure the opinions of staff members. These findings showed the staff in the Public Appointments Service perceived the assessments as a slightly more effective method of hiring candidates in the public sector. However, they believed a combination of interviews and assessments to be the most effective in predicting job performance.